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Kirchmeyer, Catherine

doi:10.1023/a:1014721900246

Cited by 139 publications

(35 citation statements)

References 60 publications

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“…Systematic studies that analyze the gender pay gap for a broad group of managers exist only occasionally (Bertrand/Hallock 2001;Jacobs 1992;Kirchmeyer 2002;Lausten 2001;for Germany, see Holst 2006 and. But this group of people in particular is highly interesting: It may be assumed that the group of managers is relatively homogeneous, which means that there are only a few observed differences in human capital and that only the women and men who have high job-related motivation and orientation even achieve a managerial position.…”

Section: Hypothesesmentioning

confidence: 99%

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Glass Ceiling Effect and Earnings - The Gender Pay Gap in Managerial Positions in Germany

Busch

Holst

2009

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. Terms of use: Documents in SOEPpapers on Multidisciplinary Panel Data Research at DIW BerlinThis series presents research findings based either directly on data from the German SocioEconomic Panel Study (SOEP) or using SOEP data as part of an internationally comparable data set (e.g. CNEF, ECHP, LIS, LWS, CHER/PACO). SOEP is a truly multidisciplinary household panel study covering a wide range of social and behavioral sciences: economics, sociology, psychology, survey methodology, econometrics and applied statistics, educational science, political science, public health, behavioral genetics, demography, geography, and sport science.The decision to publish a submission in SOEPpapers is made by a board of editors chosen by the DIW Berlin to represent the wide range of disciplines covered by SOEP. There is no external referee process and papers are either accepted or rejected without revision. Papers appear in this series as works in progress and may also appear elsewhere. They often represent preliminary studies and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be requested from the author directly. Glass Ceiling Effect and Earnings -The Gender Pay Gap in Managerial Positions in GermanyElke Holst* and Anne Busch** AbstractAlthough there are a variety of studies on the gender pay gap, only a few relate to managerial positions. The present study attempts to fill this gap. Managers in private companies in Germany are a highly selective group of women and men, who differ only marginally in their human capital endowments. The Oaxaca/Blinder decomposition shows that the gender pay gap in the gross monthly salary can hardly be explained using the human capital approach. Adding variables on gender-specific labor market segregation and dimensions of the household and family to the model allows more than two-thirds of the gender pay gap to be explained. However, taking selection effects in a managerial position into account (Heckman correction), the proportion explained decreases to only one-third. This reveals the real extent to which women are disadvantaged on the labor market. In addition, we observe not only that the wages in typical women's jobs are lower than in typical men's jobs but also that women are paid less than men in typical women's jobs. The two-thirds of the gender pay gap that remain unexplained represent the unobserved heterogeneity. This includes, for example,...

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Section: Hypothesesmentioning

confidence: 99%

“…Only a few articles are related to the gender pay gap in leadership positions and attempt to explain them (Bertrand/Hallock 2001;Kirchmeyer 2002;Lausten 2001). Women are to a large extent underrepresented in these higher hierarchical levels in Germany Holst/Stahn 2007a, b).…”

Section: Introductionmentioning

confidence: 99%

Glass Ceiling Effect and Earnings - The Gender Pay Gap in Managerial Positions in Germany

Busch

Holst

2009

SSRN Journal

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“…Frequently reported are differences in career advancement between men and women. Previous research has found that women are less likely than men to reach top levels (Cox & Nkomo, 1991;Stroh, Brett, & Reilly, 1992;Schneer & Reitman, 1995) and earn lower incomes (Stroh et al, 1992;Judge et al, 1995;Schneer & Reitman, 1995;Kirchmeyer, 2002) but at the same time, perceive their careers to be as successful as men (Judge et al, 1995;Kirchmeyer, 1998). The current paper aims to replicate these findings, using the MCSM as a measure of objective career success.…”

Section: Concurrent Validation Of the Mcsmmentioning

confidence: 66%

Development and validation of an objective intra‐organizational career success measure for managers

et al. 2008

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SummaryThis study aimed to develop and validate a new objective measure of intra-organizational career success, that is the Managerial Career Success Measure (MCSM). Although there has been a recent emphasis in the careers literature on the subjective career, there is still a need for a valid operationalization of 'traditional', objective career success as this construct is still considered relevant by many occupational and national groups; furthermore, many studies continue to use objective career success as a (dependent) variable. With regard to content validity, it appears that the measure that was developed incorporates some elements of the commonly used measures of objective career success (i.e. managerial level, number of promotions, salary and salary progression) while steering clear of some of the issues with each of them separately. Concurrent and discriminant validity were explored by analysing data from three empirical studies that were carried out in a large heterogeneous managerial population (N ¼ 1101). Results indicate that the MCSM displays higher levels of content and construct validity than do other, commonly used measures of objective career success.

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“…Spektakulaere hendelser kan føre til at alt annet må legges til side. Kvinner kan oppleve kollisjonen mellom jobb og hjem som mer belastende enn menn (Kirchmeyer, 2002;Knudsen, 2009;Ngo & Lui, 1999). Dette skjer ikke fordi de har dårligere forutsetninger for å håndtere vanskelige situasjoner, men fordi jobbens utfordringer medfører at andre gjøremål som oppleves som viktige må forsakes.…”

Section: Karrieredrivereunclassified

Underveis Menns og kvinners lederkarrierer

Colbjørnsen¹,

Knudsen²

2018

TfS

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Professor emeritus, Universitetet i Stavanger knud.knudsen@uis.no SAMMENDRAG I denne artikkelen undersøkes hvordan mannlige og kvinnelige lederes karrierer preges av stiavhengighet, ulike karrieredrivere og generasjonsforskjeller. Analysen er dels basert på paneldata fra AFFs lederundersøkelser, og følger et representativt utvalg av norske ledere i midtfasen av deres karrierer mellom 1999 og 2011. Funnene viser at menn starter på et høyere stillingsnivå og investerer mer tid i lederjobben, men at kvinner som blir stående i lederkarrieren, siden kan lykkes med å ta igjen noe av menns forsprang. Høy utdanning og jobb i privat sektor er viktige karrieredrivere for kvinner, mens det for menn tilsynelatende handler om å komme godt ut i starten og vaere villig til å jobbe lange dager. Kvinnelige ledere som befant seg tidlig i karrieren i 2011, hadde et mer gunstig utgangspunkt for videre karriere enn de som startet ut tolv år tidligere. Artikkelen viser hvordan panel-og kohortanalyse kan utvide forståelsen av menns og kvinners karriereløp, og peker avslutningsvis på hvordan slike tilnaerminger kan utvikles videre.

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Untitled

Cited by 139 publications

References 60 publications

Glass Ceiling Effect and Earnings - The Gender Pay Gap in Managerial Positions in Germany

Glass Ceiling Effect and Earnings - The Gender Pay Gap in Managerial Positions in Germany

Development and validation of an objective intra‐organizational career success measure for managers

Underveis Menns og kvinners lederkarrierer

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