Gläserne Decke oder goldener Käfig: Scheitert der Aufstieg von Frauen in erste Managementpositionen an betrieblicher Diskriminierung oder an familiären Pflichten?

Ochsenfeld, Fabian

doi:10.1007/s11577-012-0178-1

Cited by 37 publications

(23 citation statements)

References 88 publications

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“…Indeed, research has shown that these policies can work against mothers in the labor market. For West Germany, Gangl and Ziefle (2009) provide evidence for women's weakened position in the labor market due to the higher costs for the employer which they indirectly pass on to mothers, putting all women as potential mothers into an adverse bargaining position (see also Hirschle 2011;Ochsenfeld 2012).…”

Section: Theoretical Considerations and Empirical Implications Institmentioning

confidence: 99%

“…But even after re-entering the previous job, the employment interruption is likely to result in a considerably lower income, particularly in the long run (Ziefle 2004). This is only partly due to the loss in experience; a large share of the total penalty in terms of wage and career cannot be explained by women's actual labor market behavior (Gangl/Ziefle 2009;Ochsenfeld 2012).…”

Section: Theoretical Considerations and Empirical Implications Institmentioning

confidence: 99%

“…Theoretical and empirical considerations (e.g. Gangl/Ziefle 2009;Aisenbrey et al 2009;Hirschle 2011;Ochsenfeld 2012) point to a rather minor, possibly even negative career development once women are mothers. Hence, we generally can expect their career developments to be primarily dependent on the period prior to family formation and women's achievements during that time.…”

Section: Theoretical Considerations and Empirical Implications Institmentioning

confidence: 99%

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Is there a wrong time for a right decision? The impact of the timing of first births and the spacing of second births on women’s careers

Brehm¹,

Buchholz²

2014

JFamRes

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The issue of how to reconcile family and work is particularly relevant in the light of West Germany’s institutional and normative framework which has been facilitating mothers of young children to withdraw from the labor market for some years. Though the topic has already been subject to academic debate, the questions remain if and how women’s careers are influenced by the way women embed their prevalently two births into their employment biographies as well as if educational groups differ in these effects. So far, research has mainly focused on the first birth’s timing: aspirations to establish firmly on the labor market suggest a postponement of the first birth to some degree. The effect is less obvious for the spacing between first and second births: to avoid a detrimental career discontinuity, women can either choose a short spacing, blocking their periods of unpaid caregiving tightly for a quick and definite occupational return, or space their births widely, intermitting their parental leaves with periods of employment. Using NEPS data for West German mothers of two, the study finds that compared to career entry, the occupational prestige at age 45 is severely impaired by the period after women’s first birth. While this is not affected by a specific timing, higher educated women tend to time their firstbirths least detrimentally. With regard to the spacing, evidence suggests that only higher educated women can achieve to continue their prestige accumulation, namely by spacing their births very tightly. Lower and intermediately educated women’s prestige, in contrast, cannot be impaired considerably by their spacing behavior, unless they decide to return to part-time employment soon after their first birth. Zusammenfassung Die Frage nach einer erfolgreichen Vereinbarkeit von Familie und Beruf stellt sich insbesondere in Westdeutschland, wo der institutionelle und normative Rahmen Mütter ermutigt, mehrere Jahre für die Betreuung ihrer Kleinkinder zuhause zu bleiben. Trotz umfassender Forschung zum Thema blieben bisher die Fragen offen, inwiefern weibliche Karrieren durch die zeitliche Einbettung der überwiegend zwei Geburten in die Erwerbsbiografien beeinflusst werden und ob sich Bildungsgruppen darin unterscheiden. Bisher konzentrierte sich die Forschung dahingehend vor allem auf das Timing der Erstgeburt: Um sich fest am Arbeitsmarkt zu etablieren scheint eine gewisse Verzögerung der Erstgeburt hilfreich. Bezüglich des Spacings zwischen Erst und Zweitgeburt liegen hingegen zwei Strategien nahe: Entweder bekommen Frauen ihre Kinder kurz nacheinander um danach endgültig an den Arbeitsmarkt zurückzukehren, oder sie nutzen einen langen Abstand zwischen den Kindern für eine berufliche Episode. Mithilfe eines NEPS-Samples zweifacher Mütter kann die Studie aufzeigen, dass ihr berufliches Prestige zwischen Karriereeinstieg und dem Alter 45 insbesondere von der Episode nach der ersten Geburt beeinträchtigt wird. Obwohl dies nicht durch ein bestimmtes Timing bedingt ist, er-weist sich das Timing höher gebildeter Frauen als am wenigsten nachteilig. Für das Spacing zeigt sich, dass nur höher gebildete Frauen nach ihren Betreuungsphasen noch Prestige anhäufen können, so sie denn ihre Kinder im kurzen Abstand zueinander bekommen. Die Prestigeentwicklung von Frauen mit geringerer Bildung hingegen wird nicht wesentlich durch das Spacing vermindert, außer sie entscheiden sich kurz nach der Geburt des ersten Kindes für die Rückkehr in einen Teilzeiterwerb.

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Section: Theoretical Considerations and Empirical Implications Institmentioning

confidence: 99%

Section: Theoretical Considerations and Empirical Implications Institmentioning

confidence: 99%

Section: Theoretical Considerations and Empirical Implications Institmentioning

confidence: 99%

See 1 more Smart Citation

Is there a wrong time for a right decision? The impact of the timing of first births and the spacing of second births on women’s careers

Brehm¹,

Buchholz²

2014

JFamRes

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“…The more persons enter parenthood and the more years pass after graduation from college, the more will education's relative importance diminish (Braakmann 2013) and family formation's role increase. The mechanisms that bring about the motherhood penalty range from discrimination against mothers (Correll et al 2007) to work organization (Goldin and Katz 2016), to gendered parenthood roles (Grunow et al 2012), their interaction with family policy Ziefle 2009, 2015;Ochsenfeld 2012), and employment mismatch (Soerenson and Dahl 2016). These mechanisms deserve a prominent place both in our search for the causes of economic gender inequality and the design of solutions to it.…”

Section: Resultsmentioning

confidence: 99%

The gender income gap and the role of family formation revisited

Ochsenfeld

2017

J Labour Market Res

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This article reports the results of a replication of Bobbitt-Zeher's 2007 article "The Gender Income Gap and the Role of Education". Models that emulate the original specifications (by and large) reproduce the original results. However, models that adhere to Bobbitt-Zeher's theory concerning the gendered effect of family formation call into question her finding that "values appear to matter only modestly, while family formation has virtually no effect on the income gap". Keywords

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“…Only one study controls for gender-typical occupational differences. In analyzing the gender gap in attaining a first management position, Ochsenfeld (2012) uses field of study as measurement of gender-typicality of occupation. However, this study only considers access into leadership, but does not consider a potential revolving door mechanism, whereby access to leadership position may not guarantee remaining in this position.…”

mentioning

confidence: 99%