Gender and competition

Booth, Alison L.

doi:10.1016/j.labeco.2009.08.002

“…There is ample research demonstrating a gender gap in the labor market with respect to wages and career advancement (see, among others, McGree et al, 2015;Kahn, 2000, 2013;Weichselbaumer and Winter-Ebmer, 2007;Booth, 2009). Promotions based upon a rank-order tournament can further widen the gender gap (Blackaby et al, 2005).…”

Section: Introductionmentioning

confidence: 99%

Affirmative action or just discrimination? A study on the endogenous emergence of quotas

Balafoutas

¹

,

Davis

²

,

Sutter

³

2016

Journal of Economic Behavior & Organization

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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 AbstractAffirmative action rules are often implemented to promote women on labor markets. Little is known, however, about how and whether such rules emerge endogenously in groups of potentially affected subjects. We experimentally investigate whether subjects vote for affirmative action rules, against, or abstain. If approved by the vote, a quota rule is implemented that favors women in one treatment, but members of an artificially created group based on random color assignment in another treatment. We find that quota rules based on gender are implemented frequently and do not affect the performance of men and women in a contest.Quota rules based on an arbitrary criterion, however, are less often approved and lead to strong individual reactions of advantaged and disadvantaged group members and to efficiency losses.These results show that the effects of affirmative action policies largely depend on whether these policies are viewed favorably within the affected groups.JEL Codes: C91, C92, D03

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“…While they find that, in the patriarchal society, women are less competitive than men -which is consistent with 2 Bertrand and Hallock (2001) look at top corporate jobs in the USA. Arulampalam et al (2007) and Booth (2009) summarise the pay gap across the wages distribution in Europe and conjecture as to causes. Blau and Kahn (2006) discuss the evolution of the gender pay gap in the USA over time.…”

Section: Introductionmentioning

confidence: 99%

Gender differences in risk aversion: Do single-sex environments affect their development?

Booth

¹

,

Cardona-Sosa

²

,

Nolen

³

2014

Journal of Economic Behavior & Organization

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Gender Differences in Risk Aversion: Do Single-Sex Environments Affect their Development? * Single-sex classes within coeducational environments are likely to modify students' risktaking attitudes in economically important ways. To test this, we designed a controlled experiment using first year college students who made choices over real-stakes lotteries at two distinct dates. Students were randomly assigned to classes of three types: all female, all male, and coeducational. They were not allowed to change group subsequently. We found that women are less likely to make risky choices than men at both dates. However, after eight weeks in a single-sex environment, women were significantly more likely to choose the lottery than their counterparts in coeducational groups. These results are robust to the inclusion of controls for IQ and for personality type, as well as to a number of sensitivity tests. Our findings suggest that observed gender differences in behaviour under uncertainty found in previous studies might partly reflect social learning rather than inherent gender traits. JEL Classification:C9, C91, C92, J16, D01, D80, J16, J24

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“…It has been argued that women might be perceived to have or might have a smaller work force attachment (Booth and Francesconi, 2003), especially those at the bottom of the wage distribution. Hence, trade unions could be less likely to represent or could differentially represent the interests of female workers (Booth, 2009) and the anticipation of a more intermittent career might affect investments in human capital (Manning and Swaffield, 2008). Alternatively, women at the bottom might have a smaller bargaining power or be more subject to firms' market power than comparable men, as a result of social norms and family commitments whereby the man's career takes the precedence (Arulampalam et al, 2007).…”

Section: Introductionmentioning

confidence: 99%

Gender wage gap: A semi-parametric approach with sample selection correction

Picchio

¹

,

Mussida

²

2011

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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. Sizeable gender differences in employment rates are observed in many countries. Sample selection into the workforce might therefore be a relevant issue when estimating gender wage gaps. This paper proposes a new semi-parametric estimator of densities in the presence of covariates which incorporates sample selection. We describe a simulation algorithm to implement counterfactual comparisons of densities. The proposed methodology is used to investigate the gender wage gap in Italy. It is found that when sample selection is taken into account gender wage gap widens, especially at the bottom of the wage distribution. Explanations are offered for this empirical finding. JEL Classification:C21, C41, J16, J31, J71

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Gender and competition

Cited by 86 publications

References 56 publications

Affirmative action or just discrimination? A study on the endogenous emergence of quotas

Affirmative action or just discrimination? A study on the endogenous emergence of quotas

Gender differences in risk aversion: Do single-sex environments affect their development?

Gender wage gap: A semi-parametric approach with sample selection correction

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