GENDER DIFFERENCES IN JOB AUTONOMY:

This research investigates the impact of gender, occupational segregation, and authority position on various forms of job autonomy. The empirical analysis was guided by theoretical concerns over the relevance of occupational characteristics and authority position in explaining the gender gap in job autonomy. Ordinary Least Squares regression results show that after taking various individual and employment-related factors into account, authority position, but not female-dominated occupation, explains a large portion of the gender gap in the degree of job autonomy. Furthermore, logistic regressions indicate that no gender differences in the likelihood of having any of five components of job autonomy remain, after taking all other factors in the model into account. It is concluded that authority position at work is more instrumental in explaining the gender gap in job autonomy than the gender composition of occupations.     

GENDER DIFFERENCES IN URBAN NEIGHBORING

Gender differences in neighboring are investigated using survey data from respondents in 81 Nashville neighborhoods. Of primary concern is why women neighbor more than men. Secondarily, the effects of life-cycle stage and socioeconomic status (SES) on neighboring are explored. Of these three, gender most strongly predicts neighboring activities, even with full and part time employment controlled. Life-cycle stage and SES are about equivalent in strength, although they significantly influence different neighboring measures. Findings suggest that the definition in American gender roles of women as bearers of emotional and social responsibilities accounts for their more extensive neighboring.     

GENDER DIFFERENCES IN EXAMINATION BEHAVIOR

A unique examination strategy in first‐year microeconomics courses is used to test for gender differences in examination behavior. Students have the possibility of attaining a seminar bonus on the final exam for near‐perfect seminar attendance and are given two voluntary initial quizzes during the semester. At the final exam, the scores received on initial quizzes can either be accepted as is, or students can attempt to improve their marks by answering similar quiz questions on the exam. Results suggest that female students are more likely to take initial quizzes and receive a seminar bonus but are less likely to re‐take quiz questions on the final exam. These results suggest higher risk aversion, less overconfidence, and more self‐discipline or less procrastination among female students relative to male students. Our estimated behavioral differences may have important implications in terms of final grades on the course. (JEL I21, J16, A12, A14)     

GENDER DIFFERENCES IN EXPERIMENTAL WAGE NEGOTIATIONS

We examine behavioral gender differences and gender pairing effects in a laboratory experiment with face‐to‐face alternating‐offers wage bargaining. Our results suggest that gender differences in bargaining behavior are role‐dependent. We find that women obtain worse bargaining outcomes than men when they take on the role of employees, but not when they act as employers. Differences in bargaining outcomes can be explained by the bargaining parties' initial offers and counteroffers. We do not find evidence for behavioral differences between men and women in the process of alternating offers after first offers and counteroffers are made.(JEL J16, C78, C91)     

GENDER DIFFERENCES IN MOTIVATIONAL CROWDING OUT OF WORK PERFORMANCE

This paper shows that prior financial incentives induce a crowding‐out effect when incentives are discontinued. In our real‐effort experiment workers receive a piece rate before monetary incentives are substituted by a one‐time payment. In this case, workers' performance significantly drops when receiving the one‐time payment. The effect is driven by a fraction of men who reduce effort substantially, whereas women constantly perform well. We find that this motivational crowding‐out effect disappears when men do not have prior experience of a piece rate. In a series of control treatments, we discard several alternative explanations besides motivational crowding out. (JEL C91, J16, M54)     

GENDER DIFFERENCES IN THE VALUATION OF EMPLOYER-PROVIDED HEALTH INSURANCE

We present evidence that accurate estimates of the labor-earning/employer-provided health insurance trade-off must account for two different effects: the heterogeneity of jobs and the endogeneity of health insurance. The size of the trade-off depends on employees' contribution to premiums, health-care needs, and valuation of insurance. We use Medical Expenditure Panel Survey data and instrumental variables/two-stage least squares. On average, workers accept about 16.5% to 20% lower earnings in return for insurance, and married women value insurance by about 3.5 percentage points more than married men, explaining about 3% of the gender-earning differentials. Health insurance does not contribute to the unexplained portion of the gender-pay gap. ( JEL J3, J7, I1)     

ESTIMATION AND IMPACT OF GENDER DIFFERENCES IN RISK TOLERANCE

This paper provides numerical estimates of the distributions of risk tolerance for men and women. A simple model of individual portfolio choice is calibrated to data on Individual Retirement Accounts from the Health and Retirement Study to obtain the estimates. Results show that women tend to be less risk-tolerant than men. The estimates are then used to measure the impact of risk tolerance on wealth accumulation. Simulations show that the difference in risk tolerance can account for around 10% of the gender difference in accumulated wealth. ( JEL J16, G11, D81)     

JOB INSECURITY,STRESS AND GENDER

This study examined the complex relationships between gender, job insecurity and job-related stress. Previous findings have suggested that men experience greater job insecurity than women, and are more vulnerable to job-related stress. The current study tested the hypothesis that the gender ideology of employees moderates the effect of gender on job insecurity and stress. Data were obtained by questionnaires from a sample of 203 married employees. The results showed that traditional men experience greater job insecurity than traditional women. However, as hypothesized, egalitarian men and women exhibited similar degrees of job insecurity. Furthermore, job insecurity in traditional men and in egalitarian men and women was related to loss of control stress, financial stress and stress expressions at home, whereas traditional women were relatively protected from job-related stress. These findings illuminate the important moderating role played by gender ideology in the relationships between gender, job insecurity and stress.     

JOB VALUES, REWARDS, AND WORK CONDITIONS AS FACTORS IN JOB SATISFACTION AMONG MEN AND WOMEN

Sex differences in job satisfaction are explored utilizing data from the National Opinion Research Center (NORC) General Social Surveys, 1974–1982. Theoretically, differences in job satisfaction are accounted for by job rewards, job values, work conditions, and individual attributes. This study confirms that women receive significantly fewer job rewards than men, have significantly different job conditions, and possess slightly different work values. However, there is no difference in job satisfaction between women and men. As a consequence, these factors may not affect levels of job satisfaction, or men's and women's job satisfaction may be determined by different determinants. Alternatively, the relative level of these factors compared to one's past or expected levels may be more important than absolute levels. The multiple regression analyses reveal that similar determinants influence women's and men's job satisfaction, but that the determinants operate differently. Age and occupational prestige were significant predictors in both full models. Moreover, for both men and women a sense that one's personal situation is improving is more important than concrete rewards.     

ECONOMIC DEPENDENCY AND GENDER DIFFERENCES IN LABOR FORCE SECTORAL CHANGE IN NON-CORE NATIONS

This study examines two versions of how economic dependency has affected relative gender positioning in non-core nations' labor forces since the 1960s. A "new dependency" version asserts that multinational corporate investment in manufacturing has transformed the labor forces of such nations, permitting women unusual access to relatively high-paying, if ephemeral, light manufacturing positions. A "traditional trade dependency" version suggests that, despite the aforementioned transformation in some non-core nations, the dominant form of dependency in most remains traditional: they export primary goods in return for manufactured imports. This version claims that such structures not only deter women's entry into the formal labor force as a whole, but constrain those who do enter to relatively marginal agricultural positions. Panel analyses of data on non-core nations evaluates these versions and both receive considerable support.     

GENDER PERFORMANCE GAPS: QUASI‐EXPERIMENTAL EVIDENCE ON THE ROLE OF GENDER DIFFERENCES IN SLEEP CYCLES

Sleep studies suggest that girls go to sleep earlier, are more active in the morning, and cope with sleep deprivation better than boys. We provide the first causal evidence on how gender differences in sleep cycles can help explain the gender performance gap. We exploit over 240,000 assignment‐level grades from a quasi‐experiment where students' schedules alternated between morning and afternoon start times each month. Relative to girls, we find that boys' achievement benefits from a later start time. For classes taught at the beginning of the school day, our estimates explain up to 16% of the gender performance gap. (JEL H52, I20, I21)     

THE STATE STREET MILE: AGE AND GENDER DIFFERENCES IN COMPETITION AVERSION IN THE FIELD

Gender differences in “competitiveness,” previously documented in laboratory experiments, are hypothesized to play a role in a wide array of economic outcomes. This paper provides evidence of competition aversion in a natural setting somewhere between the simplicity of a laboratory experiment and the full complexity and ambiguity of a labor market. The “State Street Mile” race offers both male and female participants a choice between two different levels of competition. Large, systematic age and gender differences are observed in the relationship between true ability and the decision to enter the more competitive race. Overall, qualified women and older runners are far less likely than qualified young men to enter a competitive race with prizes. However, the fastest young women unanimously enter the competitive race. Therefore, while we confirm age and gender differences in competitiveness in our field setting, the economic consequences to capable young women are rather small. (JEL J1, J7, M5)     

GENDER DIFFERENCES IN AWARENESS OF AGING AMONG MARRIED ADULTS AGES 20 TO 60

Using national data from 1,508 married men and women between the ages of 20 and 60, this article addresses the question of how men and women differ in their perception of aging and whether their senses of aging are affected differently by life course, socioeconomic status, or quality of life. Results show more similarities than differences in the ways in which men and women come to perceive themselves as aging. Those differences that exist appear to be rooted more in differential health than in differential vanity. The chief finding of this research is the strong association between awareness of aging and quality of social relationships.     

TWO TO TANGO? GENDER DIFFERENCES IN THE DECISIONS TO PUBLISH AND COAUTHOR

The existence of old boy networks has long been postulated as a possible explanation for the presence of gender differences in market outcomes but with little empirical support because of the difficulty of measuring network access. This article exploits the unique attributes of academic labor markets and detailed data on individuals and jobs for PhD economists over nearly four decades. The results suggest that networks impact the joint decision to publish and coauthor, that these network effects differ by gender, and that gender differences in network access change over time as women become more well represented in a profession. (JEL J44 , J77 , J24 )     

PROFESSIONAL ACHIEVEMENTS AND GENDER DIFFERENCES AMONG ACADEMIC ECONOMISTS

This paper tests for gender differences in remuneration and professional achievement among academic economists using data on grants and grant applications to the National Science Foundation. A simultaneous equations model is used to examine the determinants of salary, rank, department affiliation and research output. In addition to confirming some long-standing folklore about the composition of faculty in research-oriented institutions, significant gender differences were found among older cohorts. Although the signs of the gender coefficients are consistent with a discrimination hypothesis for the sample of assistant professors, the results were not statistically significant.     

GENDER DIFFERENCES IN THE PSYCHOLOGICAL WELL-BEING OF MARRIED MEN AND WOMEN: An Asian Case

Using a wide variety of measures of psychological well-being obtained from a representative sample of married men and women in Bangkok, Thailand, we examine gender differences in psychological well-being. We find that, in Bangkok, as in the United States, married men generally enjoy a higher level of psychological well-being than do married women. We find no support for role strain theory, but we do find support for role enhancement theory. We find that social support has little effect on psychological well-being, but that social strain not only has a significant effect on well-being but also largely accounts for gender differences in well-being. The mixed findings suggest the importance of testing theories in different societal contexts, for they may or may not be easily portable from one culture to another.     

WOMEN CANDIDATES IN THE NEWS: AN EXAMINATION OF GENDER DIFFERENCES IN U.S. SENATE CAMPAIGN COVERAGE

By covering male and female candidates differently, the newsmedia may influence the success of female candidates for publicoffice. A content analysis was conducted to assess potentiallyimportant differences in the newspaper coverage of a sampleof male and female U.S. Senate candidates in the elections of1982–86. The results of the study show that female candidates for the U.S. Senate are treated differently by the press.Female candidates receive less news coverage and the coveragethey do receive concentrates more on their viability and lesson their issue positions. Furthermore, female candidates' viabilitycoverage is more negative than that of their male counterparts.Given these gender differences in press treatment, we wouldexpect voters' recognition of male candidates to exceed thatof female candidates and we would also expect evaluations offemale candidates to be tied more closely to their perceivedviabil ity. Because female candidates are often considered noncompetitiveby the press, this attention to the horserace may lead votersto develop more negative evaluations of female candidates. Theseresults suggest that current patterns of press coverage mayserve as a critical obstacle for women running for the U.S.Senate.     

RACE AND GENDER DIFFERENCES IN WAGES: The Role of Occupational Sorting at the Point of Hire

Previous work suggests that occupational sorting and differences in starting salary play a large role in race and gender wage gaps. This study uses unique data from the human resources department of a financial company to examine the role of occupational sorting in race and gender differences in initial salary offers. While this company exhibits large race and gender differences in salary offers, controlling for occupational differences accounts for all of the race effects and reduces the gender effect to substantive insignificance. These findings underscore the importance of occupational sorting mechanisms in creating race and gender differences in wages.     

COHORT AND GENDER DIFFERENCES IN EXTRACURRICULAR PARTICIPATION: THE RELATIONSHIP BETWEEN ACTIVITIES,MATH ACHIEVEMENT,AND COLLEGE EXPECTATIONS

Using data from the National Education Longitudinal Study of 1988 and the Educational Longitudinal Study of 2002, I analyze the association that students' extracurricular activities have with two academic outcomes: mathematics achievement test scores and college expectations. I consider changes between cohorts and gender differences within each cohort. While prior achievement and expectations have the strongest associations with the dependent variables, relationships do appear between extracurricular participation and the dependent variables. There is only one cohort difference in the association between activities and math achievement test scores; computer use was positively associated with students' scores in the 1990s, but had no association with students' scores in the 2000s. School-sponsored activities were associated with higher scores for all students, while television-watching and hanging out with friends were negatively associated with them. School activities were positively associated with the college expectations of students in both cohorts, while spending time hanging out with friends was negatively associated with expectations, especially for students in the later cohort. There were a few gender differences in the association between activities and math scores, but no gender differences in the association between activities and college expectations. The findings indicate that many of the same activities are relevant for math achievement and college expectations in the two time periods.