Sexual inequality in the workplace: An employer-specific analysis of pay differences

Halaby, Charles N.

doi:10.1016/0049-089x(79)90015-2

Cited by 28 publications

(5 citation statements)

References 15 publications

(16 reference statements)

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“…The results showed that women did not attain as much financial authority as men with the same characteristics. These findings are consistent with the results of other research that showed unequal access to training and jobs such as Cabral, Ferber, and Green (1979), Duncan and Hoffman (1979), Halaby (1979), and Olson and Becker (1983).…”

Section: Datasupporting

confidence: 92%

Essays on the Economics of Discrimination.

Rothstein¹,

Hoffman²

1993

Industrial and Labor Relations Review

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It is an activity of the W. E. Upjohn Unemployment Trustee Corporation, which was formed in 1932 to administer a fund set aside by the late Dr W. E. Upjohn for the purpose of carrying on "research into the causes and effects of unemployment and measures for the alleviation of unemployment." The facts presented in this study and the observations and viewpoints expressed are the sole responsibility of the authors. They do not necessarily represent positions of the W. E. Upjohn Institute for Employment Research.

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Section: Datasupporting

confidence: 92%

Essays on the Economics of Discrimination.

Rothstein¹,

Hoffman²

1993

Industrial and Labor Relations Review

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“…Second, evidence highlights the role of employer policies in shaping the wage gap (Groshen, 1991;Milkman, 1987). Interemployer wage differentials account for a great share of the gap between men and women because men tend to work in higher pay firms (Gunderson, 1989;Halaby, 1979). Third, gender segregation is strongly related to the wage gap, especially segregation within jobs and establishments (Huffman & Velasco, 1997;Petersen & Morgan, 1995).…”

Section: Empirical Evidencementioning

confidence: 99%

How does Collective Bargaining Affect the Gender Pay Gap?

Elvira

Saporta

2001

Work and Occupations

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WORK AND OCCUPATIONS Elvira, Saporta / COLLECTIVE BARGAINING The authors study the effect of unionization on gender wage differentials for production workers in nine U.S. manufacturing industries. They find that the wage gap is significantly smaller in unionized establishments for six of the industries, even after controlling for occupation and establishment gender composition. But this union effect does not hold within three industries. The authors conclude that unionization generally reduces wage inequality between blue-collar men and women, but the effect might be contingent both on the overall proportion of women in an industry and on union characteristics. The authors discuss the implications of these findings for income inequality and union policies.

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“…The influx of women into the American labor force during the postwar period has kindled interest in the work experiences of female employees. Attention has been given to sex differences in status and income attainment processes (Halaby, 1979;Treiman and Terrel, 1975), occupational placement and mobility (Felmlee, 1982;Rosenfeld, 1980), and authority in the workplace (Kanter, 1977a;South et al, 1982a;Fligstein, 1979a, 1979b). Additional research has focused on the noneconomic consequences of women's labor force participation, especially its influence on relations between male and female workers (Kanter, 1977a(Kanter, , 1977bLaws, 1975;Miller et al, 1975;South et al, 1982b).…”

mentioning

confidence: 99%

Female Labor Force Participation and the Organizational Experiences of Male Workers

South

Bonjean

Markham

et al. 1983

The Sociological Quarterly

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Using a sample of 387 male federal employees who responded to a questionnaire, this study tests two theoretical perspectives concerning the effect of women's labor force participation on men's work experiences. One theory, with roots in the externalconflict/internal-cohesion and minority-group size/discrimination literature, predicts that the greater the representation of women in work groups, the greater the social solidarity among male workers and the less the social support for males from female coworkers. A second theory, derived primarily from Blau's exploration into the quantitative properties of social structure, suggests that the higher the proportional representation of females, the lower of social solidarity among male workers and the greater the social support for males from female coworkers. The findings support the latter, not the former, theoretical perspective.

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Sexual inequality in the workplace: An employer-specific analysis of pay differences

Cited by 28 publications

References 15 publications

Essays on the Economics of Discrimination.

Essays on the Economics of Discrimination.

How does Collective Bargaining Affect the Gender Pay Gap?

Female Labor Force Participation and the Organizational Experiences of Male Workers

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