Gender differences in the ultimatum game

I explore the behavior of men and women in the ultimatum game. In one treatment, players remain mutually anonymous. In the second treatment, players'gender is common knowledge. Average offers made do not differ based on the gender of player 1. Offers are affected by the gender of player 2, with men attracting higher offers, particularly from female players 1. Players 2 of both genders choose a higher minimum acceptable offer when facing a female player 1. These patterns led to substantial differences in earnings. Such striking differences in expectations and decisions could impact salary negotiations and other real-world transactions.     

An examination of gender difference in advancement and salary for Marriage and Family Therapy faculty members working in public universities

Evidence for inequitable advancement and salary disparity for women in academia is compelling, but only a marginal amount of research has explored this in the field of Marriage and Family Therapy (MFT) specifically. Current research provides preliminary evidence that women remain underrepresented at the Full Professor rank and are paid less than men MFT faculty. This study collected publicly available data for MFT faculty in public universities to explore gender differences in advancement between ranks, salary disparity, and the representation of women and men in the highest and lowest paying niches of MFT academia. Results showed that, despite being 60.15% of MFTs in public universities, women were paid an average of $5596.25 less than men. Men were 1.40 times more likely than women to be promoted to Full Professor on time—within 13 years of their terminal degree. Implications for addressing inequitable advancement and salary disparity for women MFT faculty are discussed.     

Equally unequal: gender discrimination in the workplace among adults with mental retardation

Gender discrimination in the work place has been widely reported. Women are usually discriminated against both with respect to level of occupation and salary. The current study explored the correlation between gender and employment among adults with mental retardation, specifically, whether gender discrimination in the work place is as prominent among people with mental retardation as in the general population. Level of occupation and salary earned were studied in 227 adults with mild and moderate mental retardation residing in institutions, hostels, and sheltered homes in Israel. The findings suggest a correlation between gender and employment similar to that in the general population. Women were found to be employed mainly in sheltered workshops and lower levels of occupation, and to earn significantly less than the men. However, closer examination of each work place revealed that within each level of occupation there were no significant gender differences in salary. The finding suggests that while women with mental retardation earn lower salaries than men, this is mainly the result of their lower level of occupation. Rehabilitation efforts should therefore be directed toward ensuring higher levels of occupation as well as community employment among women with mental retardation.     

The gender citation gap: Why and how it matters

The weight of evidence suggests that articles written by men and women receive citations at comparable rates. This suggests that research quality or gender-based bias in research evaluation and citing behaviors may not be the reason why academic women accumulate fewer citations than men at the career level. In this article, I outline a career perspective that highlights women's disadvantages in career progression as the root causes for the gender citation gap. I also consider how the gender citation gap may perpetuate the unequal pay between genders in science. My analysis of two different datasets, one including paper and citation information for over 130,000 highly cited scholars during the 1996–2020 period and another including citation and salary information for nearly 2,000 Canadian scholars over the 2014–2019 period, shows several important findings. First, papers written by women on average receive more citations than those written by men. Second, the gender citation gap grows larger with time as men and women progress in their careers, but the opposite pattern holds when research productivity and collaborative networks are considered. Third, higher citations lead to higher pay, and gender differences in citations explain a significant share of the gender wage gap. Findings demonstrate the critical need for more attention toward gender differences in career progression when investigating the causes and solutions for gender disparities in science.     

Gender Differences in Unemployment Dynamics and Initial Wages over the Business Cycle

Using administrative data from Spanish Social Security for the period 2002–2013, we explore differences between unemployed men and women in: their probabilities to find a job, their initial wages if they find a new job, and the likelihood to fall back into unemployment. We estimate bivariate proportional hazard models for unemployment duration and for the consecutive job duration for men and women separately, and decompose the gender gap using a non-linear Oaxaca decomposition. Gender differentials in labour market outcomes are procyclical, probably due to the procyclical nature of typically male occupations. While a higher level of education protects women in particular from unemployment, having children hampers women’s employment and initial wages after unemployment. There are lower gender gaps in the public sector and in high technology- firms. Decompositions show that the gender gaps are not explained by differences in sample composition. Indeed, if women had similar characteristics to men, the gender gap would be even wider.     

The Integration of Didactic and Experiential Learning in the Teaching of Group Work

This paper presents findings on the effects of sex on salary differentials between men and women faculty in schools of social work in the United States and Canada. Data analysis involved variables such as rank, doctorate, publications, experience, and ethnicity in order to isolate the effects of sex on salary. The results indicate that there is a significant difference in mean salaries of men and women when these five variables are controlled for, and even on all possible combinations of them. Thus conventional criteria to determine salary levels are applied selectively to men and women faculty.     

Exploring the division of household labor outside the family context: utilizing resources for doing gender

This study tests alternative theoretical models of the division of household labor within a non-familial context of men and women operating homes for autistic children and adults. This context makes it possible to disentangle overlapping hypotheses that stem from competing models. A sample of 128 staff members completed extensive questionnaires. The analyses yielded considerably different patterns of results for men and women. The results for the men provided support for the relative resources model, showing that men's contributions to household labor decreased as their resources increased. The results for the women provided support for the human capital model, showing that women's contributions increased as their resources increased. The gender construction approach may account for these gender differences in the determinants of involvement, suggesting that men and women utilize their resources for ‘doing gender’.     

Conforming to and Resisting Dominant Gender Norms: How Male and Female Nursing Students Do and Undo Gender

Much existing research has shown that men are able to construct and enact masculine identities in female‐dominated occupational contexts. However, few studies have examined the experiences of both men and women in these occupations. Furthermore, few studies attend to how men and women in these occupations both conform to and resist gender norms. In this study, I draw on the undoing gender frameworks developed by Deutsch and Butler to address the limitations mentioned above. Most notably, this study attends to the ways in which male and female nursing students do gender by conforming to dominant gender norms, as well as undo gender by resisting these norms. The main contribution of this study is thus to show the multiple ways through which gender can be done and undone in the professional training of both male and female nurses. The results of this study demonstrate the importance of attending to both women and men in research on female‐dominated occupations and of examining both similarities and differences in the gender performances of men and women.     

Pay Inequalities Between Women and Men in State and Local Government:

This article describes the political context of comparable worth through the analysis of pay inequalities between women and men in state and local government. I conclude that more comparable worth activities occur in states with larger pay inequalities. Furthermore, larger pay inequalities are associated with a political subculture that emphasizes "good government" and a larger resource capacity. These contextual factors are associated with median salary for women, indicating higher absolute status for women in states with larger pay inequalities. These findings suggest that eliminating gender-based salary inequalities may have the dual effect of decreasing intra-state differences and increasing inter-state salary differences.     

Gender differences in financial risk tolerance

The purpose of this research is to explore gender differences in financial risk tolerance using a large, nationally representative dataset, the Survey of Consumer Finances. The impact of the explanatory variables in the model is allowed to differ between men and women to decompose gender differences in financial risk tolerance. The results indicate that gender differences in financial risk tolerance are explained by gender differences in the individual determinants of financial risk tolerance, and that the disparity does not result from gender in and of itself. The individual variables that moderate the relationship between gender and high risk tolerance are income uncertainty and net worth, with income uncertainty moderating the relationship between gender and some risk tolerance. Financial fiduciaries should understand the differences in income uncertainty and net worth between men and women and how those differences relate to risk tolerance.     

Long Working Hours and the Corporate Gender Divide in Japan

While the workplace custom of working long hours has been known to exacerbate gender inequality, few have investigated the organizational mechanisms by which long working hours translate into and reinforce the power and status differences between men and women in the workplace. Drawing on 64 in‐depth interviews with workers at financial and cosmetics companies in Japan, this article examines three circumstances in which a culture of long working hours is disadvantageous for women workers, and the consequences of those circumstances: (a) managers in Japanese firms, reinforcing gender stereotypes, prioritize work over personal and family lives; (b) non–career‐track women experience depressed aspirations in relation to long working hours and young women express a wish to opt out due to the incompatibility of work with family life; and (c) workers who are mothers deal with extra unpaid family work, stress such as guilt from leaving work early, salary reduction and concerns over their limited chances for promotion. The article argues that the norm of working long hours not only exacerbates the structural inequality of gender but also shapes employed women's career paths into the dichotomized patterns of either emulating workplace masculinity or opting out.     

GENDER, WORK, AND STRESS: The Potential Impact of Role-Identity Salience And Commitment

In a period when most women and men combine work and family roles, the relationship between these roles and stress is of particular importance. Using an identity theory perspective, this study focuses primarily on gender differences in the sources and levels of stress associated with these roles. An identity-based perspective provides a more parsimonious way to address this issue than the frequently employed gender specific models. Based on differences in the meaning and salience of and commitment to work and family role identities, this study predicts gender differences in identity-linked sources of stress, and relates these to the results of prior stress research. Despite reliance on general norms to infer the salience and commitment of men and women to their work and family roles, and identity perspective demonstrates considerable promise.     

Beyond Mars and Venus: Understanding gender differences in financial risk tolerance

Research indicates that men are more risk tolerant and make riskier financial decisions than women. To explain this, researchers have favored “essentialist” explanations that attribute differences to core biological mechanisms and have tended to neglect psychological mechanisms that reflect the influence of culture and socialization. To better understand gender differences in risk tolerance, we investigated the relative effects of multiple psychological dimensions of gender, including gender identification (i.e., identifying as one’s biological sex and viewing it as a positive part of the self), gender typicality (i.e., feeling like a typical member of one’s biological sex), and gender-stereotyped personality traits and social roles. We also measured 2D:4D digit ratios as an indicator of prenatal testosterone exposure. Stereotypically masculine or instrumental personality traits (e.g., strong, acts as a leader) were associated with more risk tolerance in both men and women but were relatively more important for understanding men’s risk tolerance. Stereotypically feminine or communal personality traits were associated with less risk tolerance in women. Women who identified more with other women, and men who identified less with other men showed greater risk tolerance. Digit ratio was not associated with risk tolerance. Further research focused on psychological gender and risk tolerance is emphasized.     

From attitudes to social networks: National gender-role attitudes and gender differences in late-life social relationships

Studies often find gender differences in social networks in later life, but are these findings universal, or do they differ in various cultural contexts? To address this research gap, the current study examines the association between gender differences in social relationships and country-level gender-role attitudes. We combined data from the Survey of Health, Ageing and Retirement in Europe (SHARE) of individuals aged 50 years and older with country-level data on gender-role attitudes from the European Values Survey (EVS) for 15 European countries. We estimated a series of multivariate hierarchical regression models that predicted the size of the personal social network, its emotional closeness, and the proportion of the spouse, children, and friends in the network. The results indicated gender differences in social network characteristics. Women reported larger social networks and were more likely to have larger proportions of children and friends but smaller proportions of the spouse in their social networks. The magnitude of gender differences was associated with country-level gender-role attitudes. In countries with more egalitarian gender-role attitudes, women had larger networks with a larger proportion of friends compared to men. In countries with more traditional gender-role attitudes, women had larger proportions of their children and spouse in their social networks and had emotionally closer networks. Our findings suggest that the societal context and opportunity structures for social interactions play an important role in shaping the structure of women’s and men’s social relationships in later life.     

Gender and the Mental–Physical Health Connection Among U.S. Adults

Using data from the 1995, 1998, and 2001 panels of Aging, Status, and Sense of Control (ASOC) Survey, we examine gender differences in the relationship between self‐rated physical health and mental health over time (n = 2,543). Gender‐stratified path models highlight how the nature of the mental–physical health relationship changes when we use indicators of mental health that have traditionally been labeled as female sensitive (depression) or male sensitive (heavy drinking). Results show that women and men are similar in that mental health has a stronger effect on physical health than the reverse. However, this is only the case when we use gender‐sensitive measures of mental distress: Men who drink heavily and women who are depressed report poorer self‐rated physical health over time, while heavy drinking for women and depression for men have no significant effects on their self‐rated physical well‐being. These results provide evidence of a health process that is gendered in its expression but more universal in its outcome—the exact measure might vary, but men and women alike are physically harmed by mental health problems.     

Do women have longer conversations? Telephone evidence of gendered communication strategies

We investigate whether there are systematic gender differences in communication behavior by telephone. First, we report a study of anonymized billing records of 3103 subscribers to a large mobile operator in Italy and Greece over 2 years from 2006 to 2008. Faced with identical tariffs, women make fewer calls than men, and their calls last 16% longer controlling for other factors. Secondly, we report a study of some 92,000 person-days of calls to call-center employees of a large consumer services company operator at four sites in Germany. Calls randomly allocated to women last 15% longer than those of men controlling for other factors. There is no evidence, however, that this results in the women being any less effective employees than the men; indeed, in operations involving sales where it is possible to measure productivity by this criterion, female employees make slightly more sales per shift than men. It appears instead to reflect systematic gender differences in communication strategies, though it may reflect also an element of preference by both men and women for speaking to women. The findings of both studies are highly statistically significant and are found across all age groups. The magnitude of gender differences is sensitive to the costs of communication. The results have implications for possible explanations of gender clustering in the labor market.     

Changes in Public and Private Environmentally Responsible Behaviors by Gender: Findings from the 1994 and 2010 General Social Survey

We examine gender differences in public and private environmentally responsible behaviors (ERBs) and whether and how these differences changed between 1994 and 2010. We consider how political attitudes and environmental concern influence the relationship between gender and ERBs. Ordinary least squares regression models were estimated using the 1994 and 2010 General Social Survey. The study results indicate that women had higher levels of private ERBs than men in 1994 and 2010. Political ideology and environmental concern partially explain gender differences in private ERBs in 1994 and fully explain them in 2010. Men and women have similar levels of public ERBs in 1994; in 2010, men's level of public ERBs is significantly higher than women's, after controlling for political ideology and environmental concern. In addition, there are some gender differences in the effects of political orientation and environmental concern on ERBs. Our study indicates that the relationship between gender and environmentalism is complex and that concern and political orientation should be considered when designing strategies to enhance ERBs.     

“Talking Emotions”: Gender Differences in a Variety of Conversational Contexts

Based on numerous studies demonstrating gender differences in both language and emotions, we investigated whether women are more verbally expressive of their feelings than men. Data from eleven samples, based on four methods of data collection (observations, “hidden” observations, interviews, and content analysis), were analyzed as to whether women used more emotional words than men. In each of the eleven samples, women used significantly more emotional words. The findings relate to two theoretical issues in the literature: “dominance” versus “cultural” perspective of gender and language and the importance of context in analyzing gender differences in language.     

Using Econometric Models for Intrafirm Equity Salary Adjustments

This paper addresses the question of how econometric models can provide guidance on the means by which intrafirm discriminatory gender salary differences may be eliminated and how much each injured party should receive. Equity pay adjustment algorithms are developed that incorporate constraints dictated by practical considerations and the legal environment. Bounding salary adjustments from below, while holding constant the aggregate estimated equity salary adjustment, can redistribute compensatory adjustments away from the most underpaid to the most overpaid members of the injured class. Empirical examples are provided for a sample of faculty at a Research I university and a sample of employees of a state-wide supermarket chain.