Gender Role Attitudes and Labour Market Behaviours: Do Attitudes Contribute to Gender Differences in Employment in Germany?

Abstract

This article contributes to the literature on persistent gender inequalities in the labour market by investigating gender role attitudes in Germany and their association with labour market behaviour. Based on the German Panel Study ‘Labour Market and Social Security’ (PASS), longitudinal analyses are applied to examine the influence of gender role attitudes and the household context on various employment states. The results reveal that gender role attitudes are crucial for labour market behaviour and that there are differences among women and men in different household contexts. Whereas single men and women do not differ significantly in their employment probabilities, women in couple households are less active in the labour market than their male counterparts. Furthermore, differences in employment are largest in couples with children. Among women, differences in full-time employment by household context become smaller when these women hold egalitarian attitudes.

What You Want Is Not Always What You Get: Gender Differences in Employer-Employee Exchange Relationships during the COVID-19 Pandemic

“…To achieve gender equality post-COVID-19, more gender-egalitarian policies (dual-earner/dual-caregiver) are necessary to break down gendered stereotypes about women's and men's roles in paid and unpaid work. This is important as more egalitarian gender ideologies seem to decrease gender differences in employees' and employers' employment linked decision-making (see Hamjediers 2020;Lietzmann and Frodermann 2021). Thus, policies need to dismantle the structures that currently hinder or incentivize women to not participate in the labor market to the same extent as men and achieve the same employment outcomes.…”

Changing gender role attitudes and the changing gender gap in labour force participation

“…Lietzmann and Frodermann's (2021) analysis of German panel data shows that male gender role attitudes have no effect on their likelihood of being employed full-time but do correlate with their likelihood of working part-time (males with more egalitarian norms have a higher likelihood of working part-time). Gender role attitudes of women in Germany also influence their full-time and part-time employment probabilities (Lietzmann and Frodermann, 2021). Similar findings are observed in the UK (Uunk and Lersch, 2019) and the Netherlands (Khoudja and Fleischmann, 2018) (i.e.…”

“…Several existing studies focus on specific groups such as partnered couples or mothers (Cavapozzi et al, 2021; Fernández et al, 2004; Khoudja and Fleischmann, 2018), daughters and sons (exploring intergenerational effects) (Johnston et al, 2014) or second generation women (Blau et al, 2013). Relatively few studies concerned with gender role attitudes investigate labour supply outcomes with an analysis that includes men (exceptions are Fortin (2005) and Lietzmann and Frodermann (2021)).…”

Effect of Personality Traits and Demographics on the Employment Status of Latin American Students

“…Research has addressed the demographic characteristics of both self-employed individuals as entrepreneurs (Bawakyillenuo et al, 2021) and unemployed persons (Mulugeta et al, 2022;Sajini, 2022). A demographic variable that has attracted great interest from researchers in the last decade is gender; therefore, previous research has investigated gender differences in employment status (Lietzmann and Frodermann, 2021;Härenstam and Nyberg, 2021). Most studies have supported the finding of a higher propensity of men in new business creation (Gonzalez-Alvarez and Solis-Rodriguez, 2011; Dissanayake et al, 2022), which implies a higher tendency towards self-employment among men.…”

“…The effects of gender and generation on students' employment status are also evaluated. The selection of these demographic variables is based on the importance of gender (Lietzmann and Frodermann, 2021;Sargent et al, 2022) and generation (Pant and Venkateswaran, 2019;Zhang and Zhao, 2021) in research about work behaviours in the last decade. The centennial generation was born beginning in 1997 (MCGorry and MCGorry, 2017), and the millennial generation (also called Generation Y) was born from 1980 to 1996 (Van den Bergh and Behrer, 2016).…”