Female-Led Firms and Gender Wage Policies

Cardoso, Ana Rute; Winter‐Ebmer, Rudolf

doi:10.1177/001979391006400107

Cited by 149 publications

(162 citation statements)

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“…The conclusions of the study by Cardoso and Winter-Ebmer (2010) are similar. The authors used data for Portugal and found that females profi t from a female leading the fi rm.…”

Section: Gender Wage DI Erences: Results Of the Selected Studiessupporting

confidence: 65%

“…The studies of Szulkin (1999, 2003), Cohen and Huffman (2007), Cardoso and Winter-Ebmer (2010) or Shin (2012) are devoted to the impact of the manager's gender on the gender wage differences. Hultin and Szulkin (1999) studied the impact of the gender characteristics of the manager on the wage of subordinates in Sweden.…”

Section: Gender Wage DI Erences: Results Of the Selected Studiesmentioning

confidence: 99%

“…Under this theory, women in managerial positions, that can affect the wage of their subordinates, are likely to evaluate female employees better than male employees. The vast majority of empirical studies confi rms the negative impact of the higher proportion of men in the management on the female wage Szulkin, 1999 and2003;Cohen and Huffman, 2007;Cardoso and Winter-Ebmer, 2010). And it is exactly this issue to which the following study is devoted.…”

Section: Introductionmentioning

confidence: 97%

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The Effect of Female Managers on Gender Wage Differences

Hedija¹

2015

Prague Economic Papers

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Abstract:The paper is devoted to gender wage dif erences; it especially focuses on the impact of the gender characteristics of the manager on gender wage disparity. Under the social identity theory, women in managerial positions, that can af ect the wage of their subordinates, are likely to evaluate female employees better than male employees. The purpose of this paper is to investigate the ef ect of the gender characteristics of middle managers on the wages of directly subordinated rank-and-i le employees using a variation within the i rm. We have used two methods to consider the ef ect of the manager gender characteristics on subordinates: the estimation of the wage function and the average treatment ef ect on the treated, both supplemented by a matching procedure. We concluded that women in middle management in comparison to their male counterparts have a lower tendency to apply wage discrimination against women. The presence of a female head of department led to a decrease in the gender pay gap by almost 7 percentage points.

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“…The conclusions of the study by Cardoso and Winter-Ebmer (2010) are similar. The authors used data for Portugal and found that females profi t from a female leading the fi rm.…”

Section: Gender Wage DI Erences: Results Of the Selected Studiessupporting

confidence: 65%

Section: Gender Wage DI Erences: Results Of the Selected Studiesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 97%

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The Effect of Female Managers on Gender Wage Differences

Hedija¹

2015

Prague Economic Papers

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“…Borrowing from Carduso and Winter-Ebmer (2007) we use the following hierarchical criteria: (1) Owner of the firm; (2) Top manager; (3) Middle manager; (4) Highest wage. In case there are multiple observations fulfilling the same criterion we use lower ranked criteria to identify the manager (e.g.…”

Section: Managers and Wagesmentioning

confidence: 99%

“…7 A closely related literature studies managers from a gender perspective and shows a positive correlation between female management and female wages (Carrington and Troske 1995;Hultin and Szulkin 2003). Using a matched employer-employee dataset for Portugal, Carduso and Winter-Ebmer (2007) estimate the effect of withinestablishment manager changes and find that female-led firms pay a premium to female workers of almost 5 percent.…”

Section: Introductionmentioning

confidence: 99%

Seeking Similarity: How Immigrants and Natives Manage in the Labor Market

Åslund

Hensvik

Skans

2014

Journal of Labor Economics

107

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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. We show that immigrant managers are substantially more likely to hire immigrants than are native managers. The finding holds when comparing establishments in the same 5-digit industry and location, when comparing different establishments within the same firm, when analyzing establishments that change management over time, and when accounting for within-establishment trends in recruitment patterns. The effects are largest for small and owner-managed establishments in the for-profit sector. Separations are more frequent when workers and managers have dissimilar origin, but only before workers become protected by EPL. We also find that native managers are unbiased in their recruitments of former coworkers, suggesting that information deficiencies are important. We find no effects on entry wages. Our findings suggest that a low frequency of immigrant managers may contribute to the observed disadvantages of immigrant workers. JEL Classification:J15, J21, J62, M51

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Gender diversity in leadership succession: Preparing for the future

Virick

Greer

2012

Human Resource Management

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The development of gender diversity in leadership positions is a critical need for many companies as they develop strategies for how they will compete in the future. In this article, we test hypotheses about diverse leadership succession, using survey and archival data. Survey data were collected from executives and managers who responded to questions about their succession planning, successors, and the context of diversity in their work environments. Results indicate that the nomination of women as successors was positively associated with more favorable diversity climates for women. Furthermore, we found that the nomination of female successors was positively associated with the performance of incumbent managers who nominated them as their successors. We also found that the performance of incumbent managers moderated the relationship between diversity climate and the nomination of female successors. Lower‐performing incumbents were less likely than higher‐performing incumbents to nominate women as successors when the diversity climate was unfavorable. When the diversity climate was favorable, lower performers were more likely and higher performers were equally likely to nominate women as successors. We found no differences in the degree of objectivity in incumbents' descriptions of the strengths of female successors versus their male counterparts or in the degree of subjectivity in their developmental needs. © 2012 Wiley Periodicals, Inc.

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Female-Led Firms and Gender Wage Policies

Abstract: Using a longitudinal dataset covering the period 1987-2000, the authors explore the impact of female employers and gender segregation on wages

Cited by 149 publications

References 28 publications

The Effect of Female Managers on Gender Wage Differences

The Effect of Female Managers on Gender Wage Differences

Seeking Similarity: How Immigrants and Natives Manage in the Labor Market

Gender diversity in leadership succession: Preparing for the future

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