Unequal on top: Gender profiling and the income gap among high earner male and female professionals

Merluzzi, Jennifer; Dobrev, Stanislav D.

doi:10.1016/j.ssresearch.2015.04.010

Cited by 24 publications

(18 citation statements)

References 95 publications

(117 reference statements)

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“…To measure a respondent's social standing, we relied on the reputation of the school, which granted his or her undergraduate degree. In exploratory analyses and consistent with earlier analyses of the same data (Dobrev, 2012;Merluzzi & Dobrev, 2015) we determined that the best-fitting measure to be a single indicator variable that marks up the top 15 ranked schools according to the U.S. News and World Report Rankings for 2004 (top 15 school). In exploratory analyses, we also found that the baseline transition rates of Jewish respondents as significantly higher than those of respondents from other denominations, so we control for this variance with an indicator variable (religion).…”

Section: Distinguishing Between Voluntary and Involuntary Separationsmentioning

confidence: 65%

“…Namely, if they had been fired, there would be a lag between the 2 We only focused on alumni of the full-time program to ensure we can survey career histories starting with the first job after graduation; most part-time MBA students retain their employment while in school. Although full-time students sometimes return to their earlier employer, they usually do so in different positions and with different career opportunities, so graduation from business school can legitimately be considered the start of a new career (for recent studies on MBAs using similar assumptions, see Barbulescu & Bidwell, 2013;Bertrand, Goldin & Katz, 2010;Kuhnen & Oyer, 2012;Merluzzi & Phillips, 2016;Merluzzi & Dobrev, 2015;Rivera, 2015). 3 The survey asked respondents to complete a matrix providing detailed information about each organization that he or she worked for (such as age of the firm, number of employees, and number of levels of hierarchy in the firm).…”

Section: Distinguishing Between Voluntary and Involuntary Separationsmentioning

confidence: 99%

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Stayers versus movers: Social capital and early career imprinting among young professionals

Dobrev

Merluzzi

2017

J Organ Behavior

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We investigate what interfirm career mobility patterns would emerge if individuals are motivated by the job rewards they obtain as a function of their experience in organizations. We articulate two career strategies that individuals employ to navigate their early careers-commitment to a single employer and "job hopping" between different employers. Each strategy generates social capital (an individual's structure of social relations) but of a different kind. Embeddedness in the same organization over time develops a strong local identity and reputation within the firm. Boundary spanning through experience in different organizations creates opportunities for connecting people and ideas and for knowledge transfer between firms. We posit and present evidence that the choice between these two strategies is conditioned by social experience at the onset of one's career-the length of tenure with the first employer-which sorts individuals into "stayers" and "movers."

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Section: Distinguishing Between Voluntary and Involuntary Separationsmentioning

confidence: 65%

Section: Distinguishing Between Voluntary and Involuntary Separationsmentioning

confidence: 99%

Stayers versus movers: Social capital and early career imprinting among young professionals

Dobrev

Merluzzi

2017

J Organ Behavior

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“…The unequal effects framework thus accommodates both overt discrimination and unintentional bias-such as unknowingly lying to female negotiators more often than male negotiators (Kray, Kennedy, & Van Zant, 2014)-making it broader in scope than the views commonly expressed in popular discourse and in former theories of discrimination (i.e., statistical and taste-based discrimination ;Aigner & Cain, 1977;Becker, 1957). Other scholars who have examined this type of effect have used a range of terms to describe it, such as differential returns (Ibarra, 1992), differential impact (Merluzzi & Dobrev, 2015), prescription-based bias (Heilman, 2001), and genderspecific models (Melamed, 1995(Melamed, , 1996.…”

Section: Unequal Effects Frameworkmentioning

confidence: 99%

Gender and career success: A typology and analysis of dual paradigms

et al. 2018

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Summary Despite women's advancements in the workplace, gender inequality persists. We classify and test two frameworks used to explain gender differences in career success: unequal attributes and unequal effects. The unequal attributes framework suggests that gender is related to other attributes, which result in unequal career outcomes for men and women (i.e., a mediated effect). The unequal effects framework suggests that even when men and women share the same attribute or circumstances, they are rewarded differently, such that individual attributes have unequal effects on career outcomes for men and women (i.e., a moderated effect). We collected survey data from a gender‐balanced sample of 394 business school alumni. Using structural equation modeling to test the unequal attributes framework, we found that work hours, career orientation, having a nonemployed spouse, and working in a predominantly female job were unequal attributes that explained gender differences in career success. Using multigroup path analysis to examine unequal effects, we found that being agentic, married, having children at home, and working in a predominantly female workplace had unequal effects in relation to career success for men and women. We find support for both models across three categories of career success antecedents (i.e., personal, family, and job attributes).

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“…A relação entre fecundidade, produtividade e salários femininos é uma das mais investigadas para se explicar a desvantagem laboral das mulheres (Anderson, Binder, Krause, 2003;Budig, 2003;Budig, England, 2001;Budig, Hodges, 2010;Correll, Benard, Paik, 2007;Merluzzi;Dobrev, 2015). A chamada "penalidade materna" é robusta tanto histórica quanto internacionalmente, sendo encontrada na Austrália, Canadá, Reino Unido, Estados Unidos, Alemanha, Finlândia, Suécia, Áustria, Itália, Luxemburgo, Holanda, Bélgica e França (Cooke, 2014;Harkness, Waldvogel, 2003;Misra, Budig, Moller, 2007).…”

Section: Diferenciais De Produtividadeunclassified

Diferenciais de Participação Laboral e Rendimento por Gênero e Classes de Renda: uma Investigação sobre o Ônus da Maternidade no Brasil

Muniz

Veneroso²

2019

Dados

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Resumo As desigualdades na distribuição de renda, assim como a influência do número de filhos sobre a participação de homens e mulheres no mercado de trabalho são assuntos pouco explorados no Brasil. Este artigo investiga o efeito da maternidade na probabilidade de a mulher estar ou não inserida no mercado de trabalho e mensura os diferenciais de rendimento entre homens e mulheres, por classes de renda, controlando-se pelo viés de seleção ocupacional, pelos diferenciais de capital humano e pelo número de crianças presentes no domicílio. Conclui-se que há severa penalidade materna para a inserção das mulheres pobres no mercado de trabalho, mas que a maternidade não é o principal fator que influencia o hiato sexual de rendimentos. Além disso, demonstra-se que a desigualdade de renda é favorável aos homens que se encontram nas classes baixa e média, mas não entre os mais ricos.

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Unequal on top: Gender profiling and the income gap among high earner male and female professionals

Cited by 24 publications

References 95 publications

Stayers versus movers: Social capital and early career imprinting among young professionals

Stayers versus movers: Social capital and early career imprinting among young professionals

Gender and career success: A typology and analysis of dual paradigms

Diferenciais de Participação Laboral e Rendimento por Gênero e Classes de Renda: uma Investigação sobre o Ônus da Maternidade no Brasil

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