Gender-Based Wage and Promotion Discrimination in Israeli High-Technology Firms: Do Unions Make a Difference?

Bamberger, Peter; Admati-Dvir, Michal; Harel, Gedaliahu H.

doi:10.2307/256853

Cited by 29 publications

(16 citation statements)

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“…As a whole, the international evidence is somewhat less favorable to women than is the evidence based on U.S. data. Studies finding lower promotion rates for women include Bamberger, Admati‐Dvir, and Harel's (1995) study of two Israeli high‐tech companies; Pekkarinen and Vartiainen's (2004) analysis of panel data on Finnish metal workers; Sabatier and Carrere's (2005) analysis of academic researchers in France; and Ranson and Reeves’ (1996) study of computer professionals in a western Canadian city. Wright, Baxter, and Birkelund (1995) compare the United States, Canada, the UK, Australia, Sweden, Norway, and Japan, concluding that evidence of lower promotion rates for women is weaker in the United States than for the other countries.…”

mentioning

confidence: 99%

New Evidence on Gender Differences in Promotion Rates: An Empirical Analysis of a Sample of New Hires

Blau

DeVaro

2007

Industrial Relations

235

177

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Abstract[Excerpt] Using a large sample of establishments drawn from the Multi-City Study of Urban Inequality (MCSUI) employer survey, we study gender differences in promotion rates and in the wage gains attached to promotions. Several unique features of our data distinguish our analysis from the previous literature on this topic. First, we have information on the wage increases attached to promotions, and relatively few studies on gender differences have considered promotions and wage increases together. Second, our data include jobspecific worker performance ratings, allowing us to control for performance and ability more precisely than through commonly-used skill indicators such as educational attainment or tenure. Third, in addition to standard information on occupation and industry, we have data on a number of other firm characteristics, enabling us to control for these variables while still relying on a broad, representative sample, as opposed to a single firm or a similarly narrowly-defined population. Our results indicate that women have lower probabilities of promotion and expected promotion than do men but that there is essentially no gender difference in wage growth with or without promotions. ABSTRACTUsing a large sample of establishments drawn from the Multi-City Study of Urban Inequality (MCSUI) employer survey, we study gender differences in promotion rates and in the wage gains attached to promotions. Several unique features of our data distinguish our analysis from the previous literature on this topic. First, we have information on the wage increases attached to promotions, and relatively few studies on gender differences have considered promotions and wage increases together. Second, our data include job-specific worker performance ratings, allowing us to control for performance and ability more precisely than through commonly-used skill indicators such as educational attainment or tenure. Third, in addition to standard information on occupation and industry, we have data on a number of other firm characteristics, enabling us to control for these variables while still relying on a broad, representative sample, as opposed to a single firm or a similarly narrowly-defined population. Our results indicate that women have lower probabilities of promotion and expected promotion than do men but that there is essentially no gender difference in wage growth with or without promotions.

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mentioning

confidence: 99%

New Evidence on Gender Differences in Promotion Rates: An Empirical Analysis of a Sample of New Hires

Blau

DeVaro

2007

Industrial Relations

235

177

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“…2 2 ). The t test was deemed preferable to a Chow test because the latter yields only model-level equivalency results, whereas our research question demanded the assessment of parameter-level equivalency (Bamberger et al, 1995). The results presented in Table 3 indicate that the determinants of union membership in Israel did indeed change during the 14-year period under examination.…”

Section: Resultsmentioning

confidence: 92%

“…This may be explained by the fact that a large number of nonmembers are employed by firms in the growing high-technology sector. As noted by Bamberger et al (1995), nonunion firms in this sector tend to adopt a "market leadership" strategy with respect to pay and typically attempt at least to match union-negotiated pay levels for specific occupations.…”

Section: Resultsmentioning

confidence: 99%

“…research suggests that the distribution of employees by age, gender, education, and ethnicity may influence union membership decisions, these factors may be highly correlated with other explanations such as collective voice in the case of ethnicity and gender (Bamberger et al, 1995) and union instrumentality in the case of such work-related factors as organizational size and sector. Haberfeld (1995:658) treats these factors as controls "hypothesized to be related in unknown way[s] to the decision to join a union" because of the mixed empirical results (Wheeler and Mclendon, 1991) and because of the lack of a comprehensive theory linking such variables to union membership.…”

Section: Work-related and Individual Factors While Union Densitymentioning

confidence: 99%

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Institutional Change and Union Membership: A Longitudinal Analysis of Union Membership Determinants in Israel

Harel

Tzafrir

Bamberger

2000

Industrial Relations

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We examine the degree to which factors associated with workers' union membership decisions are sensitive to shifts in the institutional environment of unions. Comparative logit analyses of the relationship between potential determinants of membership and actual union membership over time suggest that the factors associated with membership are elastic and may reflect shifts in the institutional context of unions.Since its establishment as a formal social science discipline, a basic assumption in industrial relations theory has been that shifts in the economic and institutional environments of unions affect union density and the propensity of workers to join and retain their membership in labor organizations. Indeed, the decline in union membership in the post-1970s in many industrialized nations has stimulated a surge in research focusing on the precise factors associated with union density and membership. Nevertheless, because of the obvious difficulties in doing so, researchers have for the most part failed to demonstrate conclusively the causal link between institutional change and the propensity of different types of workers to be union members. Using Israel as a case in point, in this article we examine the implications of a profound shift in the nature of collective bargaining (from corporatism to enterprise-level bargaining) 460

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“…These results are presented in Table 4. We then tested the statistical significance of the difference between the regression coefficients for the advantaged and nondisadvantaged groups on the basis of a z test (Bamberger et al, 1995). Next, by splitting each subgroup sample at its median level of dissimilarity for the particular demographic dimension under examination, we were able to use a t test to decompose the extent to which different degrees of dissimilarity may have differential effects on union attachment, depending on the subgroup under examination.…”

Section: Subgroup-specific Effects Of Relational Demography On Union Instrumentality and Commitmentmentioning

confidence: 99%

Diversity and the Union

Bacharach

Bamberger

2004

Group & Organization Management

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Using a random sample of 1,475 nonexempt workers, we explore the potential spillover effects of demographic dissimilarity on two key elements of members' union attachment, namely, union commitment and instrumentality. Consistent with similarity-attraction theory, our findings indicate that gender dissimilarity has a significant negative effect on union attachment. However, inconsistent with the findings of earlier studies focusing on dissimilarity and organizational attachment, our results indicate that increased dissimilarity along other demographic dimensions may actually be associated with somewhat higher levels of union attachment, and that the effects of dissimilarity are not necessarily asymmetrical for majority and minority members of work groups.

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Gender-Based Wage and Promotion Discrimination in Israeli High-Technology Firms: Do Unions Make a Difference?

Cited by 29 publications

References 1 publication

New Evidence on Gender Differences in Promotion Rates: An Empirical Analysis of a Sample of New Hires

New Evidence on Gender Differences in Promotion Rates: An Empirical Analysis of a Sample of New Hires

Institutional Change and Union Membership: A Longitudinal Analysis of Union Membership Determinants in Israel

Diversity and the Union

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