Occupational Self-Selection: A Human Capital Approach to Sex Differences in Occupational Structure

Polachek, Solomon W.

doi:10.2307/1924218

Cited by 775 publications

(447 citation statements)

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“…Some studies find that people in more feminized occupations have characteristics that are likely to deter lead migration and to promote tied migration. For example, they earn less (England et al, 1994) and have low levels of education (Polachek, 1981), labour market experience (Duncan and Hoffman, 1979), job specialization and on-the-job training (Tam, 1997), and high rates of part-time work (Blackwell, 2001). Therefore, any effects of the sex-segregation of occupations on family migration may be caused by compositional differences in the personal endowments of workers in different occupational sex-types.…”

Section: -The Effects Of Occupational Sex-segregation On Family Migramentioning

confidence: 99%

Occupational Characteristics, Occupational Sex Segregation, and Family Migration Decisions

Perales

Vidal

2012

Population Space and Place

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This paper examines the effects of occupational characteristics on family migration within Britain. For the first time in the literature, we explicitly theorise and later test the impact of the sex composition of husbands' and wives' occupations on mobility decisions. The empirical analysis consists of panel regression models estimated on dyadic couple‐level information from the British Household Panel Survey combined with occupational‐level data from the UK Labour Force Survey. Results suggest that some occupational characteristics are significantly associated with family migration, whereas occupational sex segregation has limited impact. Although working in female‐dominated occupations is related to a lower propensity to become a lead mover and a higher propensity to become a tied mover, these associations are mediated by the socio‐economic and occupational characteristics of the spouses. Copyright © 2012 John Wiley & Sons, Ltd.

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Section: -The Effects Of Occupational Sex-segregation On Family Migramentioning

confidence: 99%

Occupational Characteristics, Occupational Sex Segregation, and Family Migration Decisions

Perales

Vidal

2012

Population Space and Place

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“…This framework enables one to apply the human capital model to predict gender differences in occupational choice (Polachek, 1979(Polachek, , 1981. Workers expecting to drop out the longest minimize atrophy costs by choosing occupations with the lowest depreciation.…”

Section: Heterogeneous Human Capital and Matchingmentioning

confidence: 99%

Mincer's Overtaking Point and the Life Cycle Earnings Distribution

Polachek

2003

Review of Economics of the Household

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent, nonprofit limited liability company (Gesellschaft mit beschränkter Haftung) supported by Deutsche Post World Net. The center is associated with the University of Bonn and offers a stimulating research environment through its research networks, research support, and visitors and doctoral programs. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. The current research program deals with (1) mobility and flexibility of labor, (2) internationalization of labor markets, (3) welfare state and labor market, (4) labor markets in transition countries, (5) the future of labor, (6) evaluation of labor market policies and projects and (7) general labor economics. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E SIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available on the IZA website (www.iza.org) or directly from the author. In the years since Mincer's seminal work, he as well as his students and colleagues extended the original human capital model, reaching important conclusions about a whole array of observations pertaining to human wellbeing. This line of research explained why education enhances earnings; why earnings rise at a diminishing rate throughout one's life; why earnings growth is smaller for those anticipating intermittent labor force participation; why men earn more than women; why whites earn more than blacks; why occupational distributions differ by gender; why geographic and job mobility predominate among the young; why unemployment is lower among the skilled; and why numerous other labor market phenomena occur. This paper surveys the answers to these and other questions based on research emanating from Mincer's original discovery. In addition, this paper provides new empirical evidence regarding Mincer's concept of the "overtaking age" -a topic not currently well explored in the literature. In this latter vein, the paper shows that Mincer's original finding of a U-shaped (log) variance of earnings over the life cycle i...

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“…However, the prediction of a wage advantage for women at entry into work finds little empirical support, which casts doubts on this theory (Light and Ureta, 1995;Loprest, 1992;Kunze, 2005). Nonetheless, Polachek (1981) More in line with the extant empirical findings are models emphasizing firm-specific training and firm-based allocation mechanisms into jobs. Two such models are the firm job-rationing model in Kuhn (1993) and the job-matching model in Barron et al (1993).…”

Section: Human Capital and The Gender Wage Gapmentioning

confidence: 99%

The Gender Wage Gap in Developed Countries

Kunze

2017

The Oxford Handbook of Women and the Economy

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Despite the increased attachment of women to the labour force in nearly all developed countries, a stubborn gender pay gap remains. This chapter provides a review of the economics literature on the gender wage gap, with an emphasis on developed countries. We begin with an overview of the trends in the gender differences in wages and employment rates. We then review methods used to decompose the gender wage gap and the results from such decompositions. We discuss how trends and differences in the gender wage gap across countries can be understood in light of non-random selection and human capital differences. We then review the evidence on demand-side factors used to explain the existing gender wage gap and then discuss occupational segregation. The chapter concludes with suggestions for further research.

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Occupational Self-Selection: A Human Capital Approach to Sex Differences in Occupational Structure

Cited by 775 publications

References 14 publications

Occupational Characteristics, Occupational Sex Segregation, and Family Migration Decisions

Occupational Characteristics, Occupational Sex Segregation, and Family Migration Decisions

Mincer's Overtaking Point and the Life Cycle Earnings Distribution

The Gender Wage Gap in Developed Countries

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