Wage Expectations for Higher Education Students in Spain

We assess students' ability to forecast future earnings by using data on expected wages self‐reported by college students with different graduation horizons. We find a significant gender gap, by which wage expectations are systematically lower for women than for men. However, women do not fully account for the gender gap in their future earnings. We also find that student performance, degree type, and graduation horizon play a relevant role in wage forecasts. In any case, students' expectations do not conform market wages but become more realistic as they approach graduation.     

The Impact on Inequality of Raising the Minimum Wage: Gap‐narrowing and Reranking Effects

Raising the minimum wage may reduce inequality by increasing the wages of low‐skill workers, but it may also increase inequality due to negative impacts on employment that produce wage losses. Using previous estimates of the elasticities of wages and employment to changes in the minimum wage in Colombia and Brazil, we show that the net impact on inequality of increasing the minimum wage may depend on the distributional weights used for inequality measurement. The results are obtained by decomposing the Gini index into reranking and gap‐narrowing effects. Inequality‐increasing reranking effects, which are associated with job losses, may dominate inequality‐decreasing gap‐narrowing effects, which are associated with wage gains, when high weights are placed on workers with low earnings. For standard distributional weights, however, the likely net impact is a reduction in wage inequality.     

Discriminatory Barriers and the Gender Wage Gap in France

Abstract. In this paper, we propose a method of decomposition that identifies the wage effect of the gender discriminatory barriers in the allocation of grades and full‐time jobs. Standard decomposition techniques tend to interpret the explained portion as a non‐discriminatory component, though discriminatory barriers in the labour market also affect the characteristics of individuals. Using survey data generated by INSEE in France in 2000, we find some evidence that the gender discriminatory barriers within the French labour market explain much of the difference between men and women's attainment and full‐time employment. Our method substantially changes the traditional empirical conclusions since the discriminatory barriers in the allocation of grades and full‐time jobs account for one quarter of the gender monthly wage gap. When adding to the pure wage discrimination portion, we thus show that half of the gender monthly wage gap is not explained.     

AN INTERNATIONAL COMPARISON OF LIFETIME INEQUALITY: HOW CONTINENTAL EUROPE RESEMBLES NORTH AMERICA

We compare earnings inequality and mobility across the United States, Canada, France, Germany and the United Kingdom during the late 1990s. A flexible model of earnings dynamics that isolates positional mobility within a stable earnings distribution is estimated. Earnings trajectories are then simulated, and lifetime annuity value distributions are constructed. Earnings mobility and employment risk are found to be positively correlated with base‐year inequality. Taken together they produce more equalization in countries with high cross‐section inequality such that the countries in our sample have more similar lifetime inequality levels than cross‐section measures suggest.     

Gender and nationality pay gaps in light of organisational theories

This paper analyses wage inequality with respect to gender and nationality within German establishments. It is a large-scale analysis based on linked employer-employee data from the Institute for Employment Research (LIAB). Wage inequality is measured as the intra-establishment pay gap by gender and nationality, taking into account that human capital may not be equally distributed across the different groups of employees. Consistent with economic theories of discrimination we find significant pay gaps by gender and nationality, even taking into consideration employees’ qualifications. We can show that pay differentials between men and women are much larger on average than those between Germans and non-Germans, and that both pay gaps exhibit a tremendous variation across establishments. Drawing on organisational theories we inquire as to how selected firm characteristics are related to the variation of these intra-firm pay gaps and derive hypotheses about which establishments have a greater incentive and/or are more able to pursue wage equality in their workforces. By use of regression analysis we then investigate whether variables that reflect the firms’ social, institutional and cultural environment and their resource requirements are empirically related to the sizes of the pay gaps. The results are rather ambiguous, suggesting larger, innovating and foreign-owned establishments with a larger share of non-German employees and with a collective bargaining agreement to have smaller gaps, particularly with respect to gender.     

Do the Falling Earnings of Immigrants Apply to Self‐employed Immigrants?

It is well known that the earnings of recent cohorts of immigrant men have fallen further behind native‐born men. Using several years of Canadian Census data, this study finds that immigrants have turned to self‐employment at a much faster rate than the native born. In addition, the earnings gap between self‐employed immigrant and native‐born men has not grown with successive cohorts, but rather has followed a cyclical movement: narrowing at the peak, and widening in times of weaker economic activity. However, immigrants choosing self‐employment still face challenges, as their earnings are far below native‐born earnings, and convergence is a lengthy process.     

The Impact of Worker and Establishment‐level Characteristics on Male–Female Wage Differentials: Evidence from Danish Matched Employee–Employer Data

Abstract. This paper uses matched employer–employee data from Denmark to examine how gender segregation at the level of occupation, industry, establishment, and job‐cell impacts the gender wage differential of full‐time, private‐sector salaried and manual workers. Wage effects of gender segregation at the above four levels are estimated through fixed effects or through controls for the proportion females within these structures. We find that occupation has a much larger role than industry or establishment in accounting for the gender gap for salaried but not manual workers, and that for both groups there is a significant within‐job‐cell gender wage differential.     

Rising Earnings Inequality and Returns to Skills in the United Kingdom Labour Market*

Abstract. Since the later 1970s, earnings inequality in the United Kingdom has been rising steadily. It is argued that this rise reflects increasing returns to skills, as proxied by factors like education and occupation, while the strengthening labour market position of relatively skilled workers was also reflected in improving relative unemployment and labour force participation rates. These trends are best explained by a rise in the relative demand for skilled labour, implying that the most efficient way of restraining earnings inequality growth is through vigorous educational policies.     

机构投资者持股对信息披露的治理作用研究——以管理层盈余预告为例

本文以我国A股上市公司2004-2007年盈余预告披露数据为例,实证检验了机构投资者对信息披露的治理作用。结果发现:(1)随着机构投资者持股比例的增加,管理层采取的盈余预告精确性提高(更具体的形式和更小的误差),及时性也增强;(2)银行、财务公司类机构、一般基金类机构对管理层盈余预告选择的积极治理作用相对较强,而养老、保险类机构对管理层盈余预告选择的积极治理作用则相对较弱;(3)处于不同持股规模时,管理层盈余预告的精确性、及时性均随着机构投资者整体持股比例增大而提高。但是,机构投资者持股比例的提高易导致了管理层盈余预告的乐观态度倾向;(4)股权分置改革后,机构投资者持股对管理层盈余预告披露选择的积极治理作用比股权分置改革前有所增强。建议大力发展机构投资者规模和专业素质以优化投资者结构,促进我国资本市场的健康发展。     

Bounds on Elasticities With Optimization Frictions: A Synthesis of Micro and Macro Evidence on Labor Supply

How can price elasticities be identified when agents face optimization frictions such as adjustment costs or inattention? I derive bounds on structural price elasticities that are a function of the observed effect of a price change on demand, the size of the price change, and the degree of frictions. The degree of frictions is measured by the utility losses agents tolerate to deviate from the frictionless optimum. The bounds imply that frictions affect intensive margin elasticities much more than extensive margin elasticities. I apply these bounds to the literature on labor supply. The utility costs of ignoring the tax changes used to identify intensive margin labor supply elasticities are typically less than 1% of earnings. As a result, small frictions can explain the differences between micro and macro elasticities, extensive and intensive margin elasticities, and other disparate findings. Pooling estimates from existing studies, I estimate a Hicksian labor supply elasticity of 0.33 on the intensive margin and 0.25 on the extensive margin after accounting for frictions.     

‘Mind the Gap’: An Analysis of Gender Wage Differentials in Russia

This paper provides new estimates for male-female earnings differentials in Russia, incorporating the use of the Heckman (Econometrica 47: 153–161, 1979) two-step procedure for sample selection bias. This is a necessary adjustment in the case of female earnings because women who participate in the labour market may be a non-random sub-set of those who could work. This is a technique that enables the participation decision of women to be modelled and their earnings corrected for self-selection. The gender gap is then calculated using Oaxaca (International Economic Review 14: 693–709, 1973) and Reimers’ (Review of Economics and Statistics 65: 570–579, 1983) methods. The results indicate that the unexplained part of the earnings differential is smaller than in other studies that did not correct for sample selection.     

Does Formal Education for Older Workers Increase Earnings? — Evidence Based on Rich Data and Long‐term Follow‐up

Governments in Europe, Canada and the USA have expressed an ambition to stimulate education of older. In this paper, we analyse if there are effects on annual earnings of formal education for participants aged 42–55 at the time of enrolment in 1994–95. The analysis explores longitudinal population register data stretching from 1982 to 2007. The method used is difference‐in‐differences propensity score matching based on a rich set of covariates, including indicators of health and labor market marginalization. Our findings underline the importance of long follow up periods and imply positive effects for women, especially so for women with children, and no significant average earnings effects for men. These results differ from earlier studies but are stable to several alternative assumptions regarding unobservable characteristics. Data further indicate that the gender gap in our estimates may stem from differences in underlying reasons for enrolment.     

The Gender Earnings Gap for US Physicians: Has Equality been Achieved?

Recent work examining a constructed hourly wage measure indicates gender earnings equality among US physicians. Yet, physicians are not typically paid by the hour and the constructed measure fails to capture the true influence of hours worked and presents a fallacy of composition. When the earnings specification replaces the constructed wage measure with annual earnings or is modified to properly include hours worked, earnings equality vanishes and large gender differentials reappear.     

Wage Discrimination and Female Occupational Intensity

The analysis presented in this paper attempts to shed some light, in the context of the Italian labour market, on wage based gender discrimination effects and on the potential impact of gender occupational distribution on wage determination. The results obtained provide some useful insights for Equal Pay legislation and on the efficacy of Comparable Worth (CW) type policies. The wage equation estimates are broadly in line with results obtained elsewhere in the literature. A discrimination effect of nearly 17|X% results when an exclusively male occupational structure is considered. The gender wage gap showed to decrease as female intensity increases. In terms of the framework used, two competing interpretations have been proposed and their implications discussed. The implication of different policy measures which, in recent years, generated much discussion among scholars and in political arenas have been considered, namely: CW and Affirmative Action (AA) policies. Future research should consider a structural model of discrimination so as to discriminate between competing models and policy options.     

Gender Differences in the Earnings Mobility of Migrants

This study analyses gender differences in the intergenerational earnings mobility of second‐generation migrants in Germany. Thereby it takes into account the influence of assortative mating and the parental integration. First, intergenerational earnings elasticities are estimated at the mean and along the earnings distribution. The results do not reveal large differences in the mobility — neither between natives and migrants nor between men and women. Second, intergenerational changes in the relative earnings position are analysed. These results confirm that migrants are mostly as (im)mobile as the native population.     

UNDER PRESSURE: GENDER DIFFERENCES IN OUTPUT QUALITY AND QUANTITY UNDER COMPETITION AND TIME CONSTRAINTS

Gender gaps in the workplace are widespread. One explanation for gender inequality stems from the effects of the interaction between competition and two pressure sources, namely, task stereotypes and time constraints. This study uses a laboratory experiment to find that the gender gap in performance under competition and preferences for competition can be partly explained by the differential responses of men and women to the above pressures. In particular, while women underperform the men in a high‐pressure math‐based tournament, women greatly increase their performance levels and their willingness to compete in a low‐pressure verbal environment, such that they actually surpass the men. This effect appears largely due to the fact that extra time in a verbal competition improves the quality of women’s work, reducing their mistake share. On the other hand, men use this extra time to increase only the quantity of work, which results in a greater relative number of mistakes. A labor market study suggests that the nature of the job and the stress level are correlated with the gender gap in the labor market in a manner consistent with the results of my experiment.     

The Gender Wage Gap: A Study of Paid Work in Cyprus

The gender wage gap in paid employment was studied using data from the 1991 Survey of Household Expenditure and Income for Cyprus, a country which aspires to join the European Union. Selection from a sample which includes more than paid employees was taken into account. It was found that average weekly wages for women are about 60 percent of those for men. Approximately 60 percent of the observed gender gap can be explained by differences in average characteristics but much of this explanation includes the results of industry and occupation choices, and opportunities in these populations.     

Women's political leadership participation around the world: An institutional analysis

Understanding institutional systems is critical for the advancement of women's participation in leadership in varying contexts. A unique and global analysis of the contextual factors that affect women in political leadership, this paper extends prior research in the field. This is a cross-country study where we ask, “How are societal-level institutional forces related to women's participation in political leadership?” We collected data from 8 secondary sources on 181 countries and conducted linear regression analyses with six institutional influences: the business environment, societal development, the economic environment, physical and technological infrastructure, political freedom, and culture. Results indicate that to increase the political leadership participation of women, we need to evaluate the following: customs and trade regulations, graft, the gender gap in political empowerment, public spending on education, the economic viability of the country, access to power and the internet, political freedom, and cultural variables like performance orientation, collectivism, and power distance.     

Men Doing and Undoing Gender at Work: A Review and Research Agenda

While research on gender in organizations has not only documented sustained gender inequality, it has also offered an understanding of how gender is enacted through doing and undoing gender. An underexplored aspect concerns how men can do and undo gender to support or hinder gender equality processes in organizations. Doing gender is then understood as creating gender difference while undoing gender would conversely mean to reduce gender difference. The former is supporting gender inequality while the latter means moving toward gender equality. This article therefore provides a systematic review of empirical articles that discuss how men are doing and undoing gender within an organizational context. It is shown that undoing gender practices of men in organizations are under‐researched and a research agenda of how men can undo gender at work is thus developed. This article makes a two‐fold contribution: first it offers a refinement of doing and undoing gender approaches and second, it develops a research agenda for exploring how men can undo gender at work.     

Is There a Double‐Negative Effect? Gender and Ethnic Wage Differentials in Italy

This paper investigates the gender and ethnic wage differentials for female migrants in Italy by applying the Oaxaca–Blinder decomposition, with and without Heckman correction, to account for self‐selection into the labour market. The gender wage gap is nearly 15 per cent, more than 60 per cent of which is unexplained by observable differences. The ethnic wage gap is much larger (39 per cent), but endowments explain 53 per cent of the gap. We also estimate the double‐negative effect of being both female and a migrant. A female migrant earns 42 per cent less than an Italian male; the unexplained component is estimated to be 53–65 per cent. Results are robust to different specifications.