Bonus oder Bias?

Achatz, Juliane; Gartner, Hermann; Glück, Timea

doi:10.1007/s11577-005-0185-6

Cited by 61 publications

(23 citation statements)

References 61 publications

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“…At present, this result contradicts other studies that focus not only on managers and clearly show stronger negative effects for women than for men (Achatz et al 2005;England et al 1988). This indicates that selection effects lead to an underestimation of this correlation for women in managerial positions.…”

Section: Managers Employed Full Time In the Private Sector: Determinacontrasting

confidence: 99%

“…This devaluation leads to lower pay for "female" jobs; the higher the percentage of women in a specific job, the lower the pay for women as well as for men. This is indicated in the literature with the term "evaluative discrimination" (Achatz et al 2005;Peterson/Saporta 2004). 3 In addition, studies have shown that even within a specific job (i.e.…”

Section: Sociological Approachesmentioning

confidence: 99%

“…An explicit analytical distinction between these dimensions of discrimination has been made in a study by Juliane Achatz et al (2005): Here, it could be shown that there is evaluative as well as allocative discrimination -wages decreased with an increasing percentage of women in a job cell, 6 and this wage disadvantage was higher for women than for men.…”

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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: Managers Employed Full Time In the Private Sector: Determinacontrasting

confidence: 99%

Section: Sociological Approachesmentioning

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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“…Low-wage earners may be concentrated in establishments where a large share of employees are paid low wages (Bolvig 2005), so that we would expect upward mobility of individual lowwage earners to be lower if working in such an establishment. Similarly, the chances of leaving the low-wage sector may be lower for women employed in establishments with a predominantly female workforce, be it due to genderbased segregation, discrimination or just low-cost strategies in such firms (Pfeffer and Davis-Blake 1987;Achatz et al 2005). The same applies to foreigners working in establishments with a high share of foreign employees.…”

Section: Research Questions and Hypothesesmentioning

confidence: 99%

Low-wage careers: Are there dead-end firms and dead-end jobs?

Mosthaf

Schnabel

Stephani

2010

ZAF

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Using representative linked employer-employee data of the German Federal Employment Agency, this paper shows that just one out of seven full-time employees who earned low wages (i.e., less than two-thirds of the median wage) in 1998/99 was able to earn wages above the lowwage threshold in 2003. Bivariate probit estimations with endogenous selection indicate that upward wage mobility is higher for younger and better qualified low-wage earners, whereas women are substantially less successful. We show that the characteristics of the employing firm also matter for low-wage earners' probability of escaping low-paid work. In particular, small plants and plants with a high share of low-wage earners often seem to be dead ends for low-wage earners. The likelihood of leaving the low-wage sector is also low when staying in unskilled and skilled service occupations and in unskilled commercial and administrative occupations. Consequently, leaving these dead-end plants and occupations appears to be an important instrument for achieving wages above the low-wage threshold.Keywords Low-wage employment · Wage mobility · Germany

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“…Vor allem für den Bereich Arbeitsmärkte gibt es inzwischen einen umfangreichen Wissensbestand (Achatz et al 2005;Bielby & Baron 1986;Hinz & Gartner 2005;Liebeskind 2004). Diese Studien zeigen im Kern, dass die Organisation von Arbeit eine entscheidende Rolle in der Herstellung und Perpetuierung sozialer Ungleichheit zwischen den Geschlechtern spielt (Castilla 2008(Castilla : 1479.…”

Section: Introductionunclassified

Anstieg oder Ausgleich? Die multiplikative Wirkung sozialer Ungleichheiten auf dem Arbeitsmarkt für Filmschauspieler / More or Less? Multiplicative Effects of Inequality on the Labor Market for Film Actors

Lutter

2012

Zeitschrift Für Soziologie

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Summary: Since multiplicative effects between gender inequality and cumulative advantages, known as the Matthew effect, have not received much attention in sociology, little is known about the impact of cumulative advantages on gender inequality over the course of a career. Does the Matthew effect intensify gender disadvantages, or does it cancel them out? Using a panel dataset covering the period from 1900 to 2010 which contains full career profiles of over 8,000 German film actors, the study shows that the accumulation of success has a positive effect on women's career opportunities. Although female actors generally have less opportunity for career success than men, they compensate for this disparity in essentially complete fashion if they make a name for themselves, especially by winning awards. The reason for this may lie in the increased attention accorded to successful actresses, which reduces the risk of discrimination.

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Bonus oder Bias?

Cited by 61 publications

References 61 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

Low-wage careers: Are there dead-end firms and dead-end jobs?

Anstieg oder Ausgleich? Die multiplikative Wirkung sozialer Ungleichheiten auf dem Arbeitsmarkt für Filmschauspieler / More or Less? Multiplicative Effects of Inequality on the Labor Market for Film Actors

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