The part-time pay penalty: earnings trajectories of British Women

Connolly, Sara; Gregory, Mary

doi:10.1093/oep/gpn043

Cited by 72 publications

(70 citation statements)

References 11 publications

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“…However, we shall use women's employment history back to 1985 to calculate variables such as labor market experience and tenure. 6 Although several papers have used longitudinal data to estimate the PT pay penalty (Blank, 1998;Hirsch, 2005;and Booth and Wood, 2008, among others), very few have over a decade of data allowing them to observe women extended labor market history (see for instance, Connolly and Gregory, 2009). wages that are, on average, 9 log points lower and grow 2.9 log points less per year than wages of FT counterparts. For women with fixed-term contracts, the PT pay penalty is more than twice as large, 23 log points, and wages grow 3.9 log points less per year than wages of FT counterparts.…”

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confidence: 99%

“…One way to address the unobserved heterogeneity problem is to use panel data and to estimate a fixed-effects-'within' estimator, in which case, the effect of PT on wages is identified through those workers who switch status (see Booth and Wood, 2008;and Connolly and Gregory, 2009). …”

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“…The rationale being that the effect of PT on hourly wages and the channels through which it operates may well differ by the level of job protection the worker has, and whether she is in the primary labor market (with a permanent contract) or in the secondary labor market (with a fixed-term contract). For instance, low levels of unionization (Belous, 1989), and lower accumulation of skills and lower returns to skills (Connolly and Gregory, 2009;Manning and Petrongolo, 2008) are found both in PT jobs and 'bad' jobs. In addition, Bardasi and Gornich, 2000, have found evidence that this association is likely to be the strongest in countries where the size of the PT labor market is small, that is, where PT work is more likely to be in a 'marginalized' fringe of the labor market, such as in Spain.…”

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The part-time pay penalty in a segmented labor market

Fernández-Kranz

Rodríguez‐Planas

2011

Labour Economics

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This paper is the first to examine the implications of switching to PT work for women's subsequent earnings trajectories, distinguishing by their type of contract: permanent or fixedterm. Using a rich longitudinal Spanish data set from Social Security records of over 76,000 prime-aged women strongly attached to the Spanish labor market, we find that PT work aggravates the segmentation of the labor market insofar there is a PT pay penalty and this penalty is larger and more persistent in the case of women with fixed-term contracts. The paper discusses problems arising in empirical estimation (including a problem not discussed in the literature up to now: the differential measurement error of the LHS variable by PT status), and how to address them. It concludes with policy implications relevant for Continental Europe and its dual structure of employment protection.

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The part-time pay penalty in a segmented labor market

Fernández-Kranz

Rodríguez‐Planas

2011

Labour Economics

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“…These inputs of time are provided primarily by mothers: women tend to reduce their hours of work after having children, while men do not (Paull 2008). The financial cost of these reductions in working hours persists over the life course (Connolly and Gregory 2008). Women who work more hours, or who have higher earnings to begin with, stand to lose more by reducing their hours.…”

Section: Perceived Constraints To Childbearingmentioning

confidence: 99%

Yearning, Learning and Conceding: (Some of) the Reasons People Change Their Childbearing Intentions

Iacovou

Tavares

2010

SSRN Journal

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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 EconStor may Non-Technical SummaryIf people of childbearing age are asked how many children they expect to have over the course of their reproductive lives, and asked the same question again several years later, the majority will give the same answer on both occasions, but a substantial percentage of people will give a different answer. This paper looks at the factors which are associated with these changes in childbearing expectations, and asks: what is it that makes people change their plans?This issue is important for a number of reasons. Birth rates have fallen to very low levels across large parts of the Western world, and in many countries stand well below the 2.1 births per woman needed to sustain a stable population. Expected fertility has also fallen, but by less than actual fertility. This gap between expectations on the one hand, and actual childbearing on the other, has been conceptualised as an "unmet need for children" -people are in some way prevented from having all the children they want, because of (for example) economic constraints, infertility, or the difficulty of reconciling family and paid work.However, there is another possible explanation for this gap, namely that people just change their minds about the number of children they want to have. In this paper we identify a number of such reasons why people may change their minds, and use a statistical model to test whether they are indeed significantly associated with changes to childbearing plans.We use data from the British Household Panel Survey -a survey of around 10,000 adults. Participants are re-interviewed every year, giving a picture of how their lives are evolving. As well as background information on people's age, sex, income, work status, partnership status and so on, the survey contains information on (a) how many children people have, and (b) how many children they expect to have over their lives. We take a sample of people aged 18-39, and analyse how their expectations have changed between two points in time, six years apart.Our findings show that people's expectations do change; and that at least some of these changes are not related to constraints. Changes occur both upwards and downwards: although on average people's childbearing expectations decline over their fertile years, this is made up of some people increasing their expectations, and rather more people reducing their expectations. Research which has previously been done in this area...

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“…Connolly and Gregory (2009) for example study part-time pay penalties of British women from a long-term perspective. For this, they analyze the British New Earnings Survey Panel Dataset using data from a 27-year unbalanced panel which records the earnings, working hours and occupations.…”

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confidence: 99%

Gender and the effect of working hours on firm-sponsored training

Picchio

Ours

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. 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 S Gender and the Effect of Working Hours on Firm-Sponsored TrainingIZA 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. Using employees' longitudinal data, we study the effect of working hours on the propensity of firms to sponsor training of their employees. We show that, whereas male part-time workers are less likely to receive training than male full-timers, part-time working women are as likely to receive training as full-time working women. Although we cannot rule out gender-working time specific monopsony power, we speculate that the gender-specific effect of working hours on training has to do with gender-specific stereotyping. In the Netherlands, for women it is common to work part-time. More than half of the prime age female employees work parttime. Therefore, because of social norms, men working part-time could send a different signal to their employer than women working part-time. This might generate a different propensity of firms to sponsor training of male part-timers than female part-timers.JEL Classification: C33, C35, J24, M51, M53

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The part-time pay penalty: earnings trajectories of British Women

Cited by 72 publications

References 11 publications

The part-time pay penalty in a segmented labor market

The part-time pay penalty in a segmented labor market

Yearning, Learning and Conceding: (Some of) the Reasons People Change Their Childbearing Intentions

Gender and the effect of working hours on firm-sponsored training

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