2. Berufliche Segregation

Achatz, Juliane; Beblo, Miriam; Wolf, Elke

doi:10.5771/9783845266565-90

Cited by 8 publications

(11 citation statements)

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“…So far no significant influence of the proportion of part-time positions has been found in studies (e.g. Achatz et al, 2010). We assume, however, that this effect only becomes significant in connection with the proportion of women in the workforce and consider this in our estimations.…”

Section: Introductionmentioning

confidence: 88%

“…Achatz, 2008). Empirical evidence for the German labor market can be found among others in Achatz, Beblo, and Wolf (2010) or Hinz and Schübel (2001). The aim of our contribution is first of all to verify the relationships found in these studies using more current data and to extend the econometric models to other explanatory factors.…”

Section: Introductionmentioning

confidence: 92%

“…the structure of the workforce, on the level of segregation within a firm with a particular focus on the gender ratio of the staff. Utilizing German data Achatz et al (2010) have initially found a negative effect of the proportion of women in the workforce (cf. also Achatz, 2008;Allmendinger & Podsiadlowski, 2001;Beblo, Heinze & Wolf, 2008 as well as Bansak et al, 2012 for effects at labor market level in the USA).…”

Section: The Current Research Landscapementioning

confidence: 99%

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Occupational segregation and organizational characteristics. Empirical evidence for Germany

Seifert¹,

Schlenker²

2014

mrev

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Occupational segregation and organizational characteristics. Empirical evidence for Germany **This article studies the extent of occupational gender segregation in Germany and analyzes the influence of organizational characteristics on the extent of firm level segregation. We use the 2004 and 2008 survey waves of the Linked-Employer-Employee dataset at the IAB (LIAB) and estimate panel data models for the identification of effects on the corrected dissimilarity index. We find that the link between the level of segregation and organizational characteristics such as gender mainstreaming, formalization and the proportion of women in management positions depends on features of organizational demographics. The results can be utilized by businesses and politics to identify levers for the reduction of segregation.

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Section: Introductionmentioning

confidence: 88%

Section: Introductionmentioning

confidence: 92%

Section: The Current Research Landscapementioning

confidence: 99%

See 1 more Smart Citation

Occupational segregation and organizational characteristics. Empirical evidence for Germany

Seifert¹,

Schlenker²

2014

mrev

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“…Also gender-specific segregation and its consequences (primarily related to wages) has been analyzed in both job-specific and firm-specific settings (Achatz, Beblo, & Wolf, 2010;Achatz, Gartner, & Glück, 2005;Allmendinger & Hinz, 2007;Beblo, Heinze, & Wolf, 2008;Heinze & Wolf, 2010;Hinz & Gartner, 2005;Hultin & Szulkin, 2003).…”

Section: The Effect Of Segregation On Wages-moderator Firm Sizementioning

confidence: 99%

Occupational Sex Segregation and Management-Level Wages in Germany: What Role Does Firm Size Play?

Busch

Holst

2012

SSRN Journal

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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. www.econstor.eu 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 organization supported by Deutsche Post Foundation. The center is associated with the University of Bonn and offers a stimulating research environment through its international network, workshops and conferences, data service, project support, research visits and doctoral program. 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. 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 directly from the author. The paper analyzes the gender pay gap in private-sector management positions based on German panel data and using fixed-effects models. It deals with the effect of occupational sex segregation on wages, and the extent to which wage penalties for managers in predominantly female occupations are moderated by firm size. Drawing on economic and organizational approaches and the devaluation of women's work, we find wage penalties for female occupations in management only in large firms. This indicates a pronounced devaluation of female occupations, which might be due to the longer existence, stronger formalization, or more established "old-boy networks" of large firms.JEL Classification: B54, J16, J24, J31, J71, L2, M51

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“…The assumption that organizations moderate the degree of gender inequality on the labor market is the focus of several articles and studies carried out in Germany (Achatz, 2008;Achatz et al, 2002;Allmendinger & Podsiadlowski, 2001). Also gender-specific segregation and its consequences (primarily related to wages) has been analyzed in both job-specific and firm-specific settings (Achatz, Beblo, & Wolf, 2010;Achatz, Gartner, & Glück, 2005;Allmendinger & Hinz, 2007;Beblo, Heinze, & Wolf, 2008;Heinze & Wolf, 2010;Hinz & Gartner, 2005;Hultin & Szulkin, 2003).…”

Section: The Effect Of Segregation On Wages-moderator Firm Sizementioning

confidence: 99%

Occupational Sex Segregation and Management-Level Wages in Germany: What Role Does Firm Size Play?

Busch

Holst

2012

SSRN Journal

View full text Add to dashboard Cite

The paper analyzes the gender pay gap in private-sector management positions based on German panel data and using fixed-effects models. It deals with the effect of occupational sex segregation on wages, and the extent to which wage penalties for managers in predominantly female occupations are moderated by firm size. Drawing on economic and organizational approaches and the devaluation of women's work, we find wage penalties for female occupations in management only in large firms. This indicates a pronounced devaluation of female occupations, which might be due to the longer existence, stronger formalization, or more established "old-boy networks" of large firms.

show abstract

2. Berufliche Segregation

Cited by 8 publications

References 0 publications

Occupational segregation and organizational characteristics. Empirical evidence for Germany

Occupational segregation and organizational characteristics. Empirical evidence for Germany

Occupational Sex Segregation and Management-Level Wages in Germany: What Role Does Firm Size Play?

Occupational Sex Segregation and Management-Level Wages in Germany: What Role Does Firm Size Play?

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