Men and Women in Fiduciary Institutions: A Study of Sex Differences in Career Development

Cabral, Robert; Ferber, Marianne A.; Green, Carole A.

doi:10.2307/1935853

Cited by 44 publications

(25 citation statements)

References 9 publications

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“…The results in Table 2 are in line with those of Cabral et al (1981), Pekkarinen and Vartiainen (2006), and Ransom and Oaxaca (2005), who found that women tend to enter into lower hierarchical ranks than men at labour market entry. Our estimates also indicate that a large part of the gender segregation in entry positions can be attributed to gender differences in educational choices.…”

supporting

confidence: 85%

“…Of these studies the papers by Booth et al and Olson and Becker suggest that gender differences in promotion processes increase the wage gap between men and women because men experience higher returns to promotion than women and there are no gender differences in the 1 (e.g. Cabral et al 1981, Olson and Becker 1983, McCue 1996, Winter-Ebmer and Zweimuller 1997, Pergamit and Veum 1999, CobbClark 2001, Ransom and Oaxaca 2005, Pekkarinen and Vartiainen 2006, Blau and Devaro 2007.…”

mentioning

confidence: 99%

“…However, when men and women sharing the same initial position are investigated, women are much less likely to be promoted than men. Cabral et al (1981) and Ransom and Oaxaca (2005) are other examples of studies examining gender differences in initial positions. They both find that women start their careers at lower levels of the hierarchy than men do.…”

mentioning

confidence: 99%

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Gender Differences in Careers

Kauhanen¹,

Napari²

2015

Annals of Economics and Statistics

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supporting

confidence: 85%

mentioning

confidence: 99%

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Gender Differences in Careers

Kauhanen¹,

Napari²

2015

Annals of Economics and Statistics

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“…They report that women receive lower initial job placements than males and where employed in similar entry positions are differentially promoted after being hired (Cabral, Ferber, and Green, 1981), or provide evidence of female job ladders that hit ceilings in certain grades (DiPrete and Soule, 1988), or suggest that women confront higher promotion thresholds in securing promotion (Pekkarinen and Vartiainen, 2006). Youth also used in the present empirical inquiry.…”

Section: Gender Promotion and Earnings In The Empirical Literaturementioning

confidence: 88%

The Role of Gender in Promotion and Pay over a Career

Addison

Öztürk

Wang

2014

Journal of Human Capital

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The full-text may be used and/or reproduced, and given to third parties in any format or medium, without prior permission or charge, for personal research or study, educational, or not-for-prot purposes provided that:• a full bibliographic reference is made to the original source • a link is made to the metadata record in DRO • the full-text is not changed in any way The full-text must not be sold in any format or medium without the formal permission of the copyright holders.Please consult the full DRO policy for further details. AbstractUsing data from the National Longitudinal Survey of Youth (NLSY79), this paper considers the role of gender in promotion and subsequent earnings development and how this evolves over a career. In its use of three career stages, the study builds on earlier work using the NLSY79 that considers gender differences in the early career years alone. The raw data suggest reasonably favorable promotion outcomes for females over a career. But the advantages seem to be confined to less-educated females. And while there are strong returns to education for males through enhanced promotion probability and attendant wage growth in later career this is not the case for females. Although this latter finding is not inconsistent with fertility choices on the part of educated females, choice is seemingly only part of the explanation.JEL Classification: J16, J31, J51, J62

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“…Cabral, Ferber, and Green's (1981) study of three fiduciary institutions is an exception. In contrast to the present study's sample, their sample was employed largely in blue-collar and clerical occupations.…”

mentioning

confidence: 99%

Gender Differences in Current and Starting Salaries: The Role of Performance, College Major, and Job Title

Gerhart¹

1990

ILR Review

136

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Starting and current salaries of 3,564 men and 1,053 women hired between 1976 and 1986 by a large, private firm were examined. Using a comprehensive model including year of hire, potential experience, education degree, college major, firm tenure, performance, and job title, men were found to have 5.8% higher current salaries. Among college graduates, men ~alized a 2.9% current salary advantage. Further analyses suggested that the bulk of the current salary disadvantage of women could be attributed to a one-time salary shortfall incurred at the time of hire. Although among college graduates, for example, differences in college major explained much of the starting salary advantage for men, an unexplained 4.8% advantage in starting salaries remained. Although women were more likely to leave the firm, correction for this potential source of sample selection bias did not change the pattern of results. Finally, we suggest that the fact that women experience a greater salary disadvantage at entry may stem from the smaller amount of job-relevant information available for applicants relative to current employees. P

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Men and Women in Fiduciary Institutions: A Study of Sex Differences in Career Development

Cited by 44 publications

References 9 publications

Gender Differences in Careers

Gender Differences in Careers

The Role of Gender in Promotion and Pay over a Career

Gender Differences in Current and Starting Salaries: The Role of Performance, College Major, and Job Title

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