A Cross-National Comparison of the Gender Gap in Income

Rosenfeld, Rachel A.; Kalleberg, Arne L.

doi:10.1086/229493

Cited by 154 publications

(60 citation statements)

References 38 publications

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“…In Sweden, in spite of having a rather gender equal labour market with high female participation, the labour market is strongly gender segregated, with women representing a large part of the employees in the public sector, especially in the care and education sectors (Hakim, 2000;cf. Hultin, 2003;Nermo, 2000;Rosenfeld & Kalleberg, 1990). Moreover, large differences have been found between the sectors in terms of the number of female employees holding leadership positions and being at the top level of the organization's hierarchy (SCB, 2010).…”

Section: Gender and Job Insecurity In The New Working Lifementioning

confidence: 99%

Job Insecurity and Its Consequences: Investigating Moderators, Mediators and Gender

Richter¹

2011

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This thesis has aimed at increasing our understanding of the relations between job insecurity and its consequences by addressing several specific research aims. The first research aim focused on increasing the range of job insecurity consequences by studying the relation between job insecurity and work-family conflict over time in order to investigate the directionality of their association, which was addressed in Study 3. It was found that job insecurity affected work-family conflict one year later, but only among men.The second research aim addressed mechanisms involved in the job insecurity-outcome relations. Factors that might make employees more vulnerable to, or buffer against the negative effects of job insecurity were studied. Coping with job insecurity was investigated as potential moderating factors in Study 1. The results showed that problem-focused coping did not function as a buffer, nor did devaluation coping and avoidance coping, the two types of emotion-focused coping studied. Avoidance coping was actually a vulnerability factor for men, and related to more negative reactions to job insecurity in terms of job satisfaction and mental health complaints. Two forms of job dependence were also investigated in Study 2 as potential moderating factors of the relations between job insecurity and its outcomes. It was found that the relative contribution to the household income functioned as a vulnerability factor for men. Higher levels of work centrality combined with either quantitative or qualitative job insecurity were related to higher levels of job satisfaction among women. As a final mechanism, workload was investigated as a mediating variable of the relation between job insecurity and its outcomes in Study 3. The results showed that workload linked job insecurity to work-family conflict one year later, but only for men.The third research aim of this thesis addressed gender, and differences between men and women were found in all three studies, where men overall seemed to suffer more from job insecurity. All in all, these results confirm previous results regarding the negative impact of job insecurity, but also provide information regarding important areas for future research to study, such as the further investigation of mechanisms as well as the role of gender.

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Section: Gender and Job Insecurity In The New Working Lifementioning

confidence: 99%

Job Insecurity and Its Consequences: Investigating Moderators, Mediators and Gender

Richter¹

2011

PsycEXTRA Dataset

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“…Empirical findings from international comparisons show that a society's overall wage inequality is positively related to the gender wage gap. The Swedish labor market is characterized by relatively low wage dispersion and, hence, comparatively small wage differentials between women and men (Rosenfeld andKalleberg 1990, Blau andKahn 1992).…”

Section: Wage Setting Processes In Swedenmentioning

confidence: 99%

Mechanisms of Inequality. Unequal Access to Organizational Power and the Gender Wage Gap

Hultin

Szulkin

2003

European Sociological Review

116

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In this paper, it is argued that women's limited access to organizational power structures is a constituent part of the explanation of gender wage inequality. Multi-level analyses conducted on a comprehensive Swedish data set combining information on a large number of private sector employers and all their employees confirm that establishments' gender wage gaps are wider the stronger the male representation among organizational decision-makers, net of individuals' human capital and various organizational features relevant for wage setting. Theoretical explanations focus on gender unequal outcomes of i) general rules and policies decided at higher organizational levels, and ii) everyday decision-making and daily interaction between superiors and their subordinates. On basis of the empirical results, we conclude that gender wage inequality is to a substantial degree driven by everyday decision-making in organizations. It seems as if close supervisors' decisions and suggestions about wage rates, promotions, internal training et cetera are to some extent based on personal preferences, l oyalties, and contacts that are not gender neutral.

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“…Of course, even if the gender coefficient were zero, this would not prove that discrimination is absent from the social processes generating overall gender differences in authority, since discrimination could systematically affect the control variables themselves. The net gender gap strategy, therefore, is effective only in assessing the extent to which discrimination operates directly in the process of allocating authority within organization^.^ The net gender gap strategy of analysis is always vulnerable, either because of possible misspecifications of the equation (important nondiscrimination causes of the gender gap are excluded from the analysis) or because This approach resembles the strategy frequently used to study racial discrimination (Beck, Horan, and Tolbert 1978;Featherman and Hauser 1978) or gender discrimination in earnings (Treiman and Roos 1983;Rosenfeld and Kalleberg 1990). …”

Section: Analytical Strategymentioning

confidence: 99%