A Cross‐Country Comparison of Gender Differences in Job‐Related Training: The Role of Working Hours and the Household Context

Boll, Christina; Bublitz, Elisabeth

doi:10.1111/bjir.12299

Cited by 13 publications

(25 citation statements)

References 40 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…By highlighting a substantial motherhood training penalty, the results support crosssectional and comparative studies that found a female training disadvantage in several Western countries (Boll and Bublitz, 2018;Dämmrich et al, 2016;Dieckhoff and Steiber, 2011). Additionally, the findings indicate that female training disadvantages found in crosssectional studies are likely linked to motherhood.…”

Section: Summary and Discussionsupporting

confidence: 77%

“…Considering multivariate results, Burgard's study (2012) Cross-sectional studies examining gender differences in training participation among other dimensions of social inequalities provide mixed evidence (e.g., Barry et al, 2020;Kaufmann and Widany, 2013;Lössbroek and Radl, 2019). Conversely, several cross-national studies focusing on gender training gaps highlight a disadvantage for women, particularly in countries with few family policies supporting maternal employment (Boll and Bublitz, 2018;Dämmrich et al, 2016;Dieckhoff and Steiber, 2011). However, studies vary widely in terms of how further training is defined (formal, non-formal or informal) or whether training is closely linked to the employer in terms of provision or covered costs.…”

Section: Previous Researchmentioning

confidence: 99%

“…Gendered parenthood differences in further training participation have been less explored role so far. To date, evidence on gender training gaps stems almost exclusively from cross-sectional studies (Boll and Bublitz, 2018;Dämmrich et al, 2016;Dieckhoff and Steiber, 2011). Without longitudinal data, these studies could not investigate whether and how men and women change their participation in job-related training with the transition to parenthood.…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Participation in Job-related Training – Is There a Parenthood Training Penalty?

Zoch¹

2022

Preprint

View full text Add to dashboard Cite

Gender inequalities in paid and unpaid work are well documented, but patterns of advantage or disadvantage linked to participation in further training have been less explored. Previous cross-sectional studies highlight a female training disadvantage, particularly in countries with few family policies supporting maternal employment. By exploiting individual-level data from the National Educational Panel Study for Germany (adult cohort, 2008-2020), the study is the first to examine gendered parenthood effects on participation in non-formal further job-related training with panel analyses. Results provide evidence for parenthood training penalties, with particularly pronounced training gaps for mothers and in the first years of birth. Whereas training penalties for fathers are mostly explained, motherhood penalties remain robust when accounting for time constant and invariant characteristics in FE and FEIS regression models. The results highlight the importance of reducing women’s share of family work to reduce parenthood training gaps and associated inequalities in the labour market.

show abstract

Section: Summary and Discussionsupporting

confidence: 77%

Section: Previous Researchmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Participation in Job-related Training – Is There a Parenthood Training Penalty?

Zoch¹

2022

Preprint

View full text Add to dashboard Cite

show abstract

“…Interest in understanding gender differences in training opportunities has been growing (Boll and Bublitz 2018). However, to the best of our knowledge, we are the first to exploit a nationally representative sample of workers to examine gender differences in two different types of clearly defined and very detailed training measures: formal classroom training (CLT), and informal on-the-job training (OJT).…”

Section: Introductionmentioning

confidence: 99%

Not for the Profit, But for the Training? Gender Differences in Training in the For‐Profit and Non‐Profit Sectors

Dostie

Javdani

2020

Brit J Industrial Rel

View full text Add to dashboard Cite

Any opinions expressed in this paper are those of the author(s) and not those of IZA. Research published in this series may include views on policy, but IZA takes no institutional policy positions. The IZA research network is committed to the IZA Guiding Principles of Research Integrity. The IZA Institute of Labor Economics is an independent economic research institute that conducts research in labor economics and offers evidence-based policy advice on labor market issues. Supported by the Deutsche Post Foundation, IZA runs the world's largest network of economists, whose research aims to provide answers to the global labor market challenges of our time. Our key objective is to build bridges between academic research, policymakers and society. IZA 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.

show abstract

“…First, it was intended to improve the workers' quality of life by improving the working environment, where long working hours are prevalent. Second, it aimed to stimulate the economy by increasing the domestic consumption of new industries, such as culture, tourism, and transportation (Boll & Bublitz, 2018). Third, it is expected that working hours reduction can create jobs to solve unemployment problems (Park, Kim, Chung, & Hisanaga, 2001).…”

Section: Introductionmentioning

confidence: 99%

Working hours reduction, financial constraints, and employment: evidence from Korean firms

Ahn

2018

Problems and Perspectives in Management

View full text Add to dashboard Cite

This study analyzes the effect of reducing working time to a 40-hour week standard on employment, using the data of 1,961 publicly traded firms in Korea. The objective of the study is to empirically estimate the economy-wide effect of this working hours reduction on employment in Korea. This paper also attempts to uncover the effect of financial constraints, defined as the degree of accessibility to finance, on employment stability or sustainability. Some economic theories suggest that financial constraints have mixed or conflicting effects on employment. Building on labor and finance literature such as Garmaise (2007), easing financial constraints helps firms to optimally substitute capital for labor, thereby decreasing employment. Likewise, financially constrained firms are limited by the availability of internal funds, and a decrease in the external financing cost will increase firm-level human resource investment, such as employment. Using a longitudinal data on publicly listed companies in Korea, the author examines variations in the timing of implementing the working hours reduction in terms of establishment size to see if the effect of working hours reduction on employment differs with the degree of financial constraints of firms. This paper finds that the economy-wide effect on employment of work-hours reduction is positive, approximately 3.5% increase in employment. The results, however, show that there is no effect of the working hours reduction on employment in less financially constrained firms or larger corporations, whereas a substantial positive effect on employment is in smaller firms or financially constrained firms, supporting the Garmaise’s prediction.

show abstract

A Cross‐Country Comparison of Gender Differences in Job‐Related Training: The Role of Working Hours and the Household Context

Cited by 13 publications

References 40 publications

Participation in Job-related Training – Is There a Parenthood Training Penalty?

Participation in Job-related Training – Is There a Parenthood Training Penalty?

Not for the Profit, But for the Training? Gender Differences in Training in the For‐Profit and Non‐Profit Sectors

Working hours reduction, financial constraints, and employment: evidence from Korean firms

Contact Info

Product

Resources

About