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Relevant bibliographies by topics / Labor market – Sex differences

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Academic literature on the topic 'Labor market – Sex differences'

Author: Grafiati

Published: 10 March 2023

Last updated: 11 March 2023

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Journal articles on the topic "Labor market – Sex differences"

1

Jepsen, Christopher, and Lisa K. Jepsen. "Labor-Market Specialization within Same-Sex and Difference-Sex Couples." Industrial Relations: A Journal of Economy and Society 54, no. 1 (December 19, 2014): 109–30. http://dx.doi.org/10.1111/irel.12078.

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Langton, Nancy, and Alison M. Konrad. "The Impact of Labor Market Structure on Sex Differences in Earnings." Gender, Work & Organization 5, no. 2 (April 1998): 83–101. http://dx.doi.org/10.1111/1468-0432.00048.

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3

Ransom, Michael R., and Sharon Bernstein Megdal. "Sex differences in the academic labor market in the affirmative action era." Economics of Education Review 12, no. 1 (March 1993): 21–43. http://dx.doi.org/10.1016/0272-7757(93)90041-e.

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Sorensen, Annemette, Toby L. Parcel, and Charles W. Mueller. "Ascription and Labor Markets: Race and Sex Differences in Earnings." Contemporary Sociology 15, no. 6 (November 1986): 855. http://dx.doi.org/10.2307/2071131.

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Humpert, Stephan. "Occupational sex segregation and working time: Regional evidence from Germany." Panoeconomicus 61, no. 3 (2014): 317–29. http://dx.doi.org/10.2298/pan1403317h.

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This paper provides descriptive evidence for declining occupational sex segregation on the German labor market, especially concerning the regional differences between the former East and West Germany. I use segregation measures and long-run social security data for the decade of 1992 to 2004. While segregation has declined over time, it remains higher for the eastern part of Germany. Although this finding is observable for full-time and part-time work, segregation is always lower in part-time employment.

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Walters, Pamela Barnhouse. "Sex and Institutional Differences in Labor Market Effects on the Expansion of Higher Education, 1952 to 1980." Sociology of Education 59, no. 4 (October 1986): 199. http://dx.doi.org/10.2307/2112347.

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7

Martínez, Pilar García, Carlos Blanco, Melanie M. Wall, Shang-Min Liu, and Mark Olfson. "Sex differences on the relation between major depressive disorder and labor market outcomes: A national prospective study." Journal of Psychiatric Research 124 (May 2020): 144–50. http://dx.doi.org/10.1016/j.jpsychires.2020.02.031.

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8

Restifo, Salvatore J., and Laryssa Mykyta. "At a Crossroads: Economic Hierarchy and Hardship at the Intersection of Race, Sex, and Nativity." Social Currents 6, no. 6 (August 1, 2019): 507–33. http://dx.doi.org/10.1177/2329496519861990.

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Immigration has been the focus of much contention in the United States in recent years. Indeed, concerns persist with regard to how the foreign-born will adapt and integrate into U.S. society and core institutions, including the economy and labor market. Despite the considerable insights of prior research, however, our understanding of contemporary racial/ethnic stratification remains limited, especially in terms of how race/ethnicity and sex intersect with immigrant status. Using pooled 2012–2016 American Community Survey data, we investigate wage differences and near-poverty status by race/ethnicity, sex, and nativity (among full-time, full-year workers) in five dynamic majority-minority U.S. labor markets and high-volume immigrant destinations (Atlanta, Chicago, Houston, Los Angeles, and New York City). Findings demonstrate that assimilative and human capital attributes matter. Yet our analyses reveal discernible group-level inequalities suggestive of depressed mobility, blocked opportunity, and race/ethnic- and sex-based hierarchy—patterns that highlight the embedded character of assimilation and economic outcomes within contexts of constraint. We find significant inter- and intragroup variation in these regards—particularly for near-poverty. We discuss our findings in light of their empirical and theoretical implications toward understanding minority group incorporation and economic inequality.

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9

Taylor, Julie Lounds, Leann Smith DaWalt, Alison R. Marvin, J. Kiely Law, and Paul Lipkin. "Sex differences in employment and supports for adults with autism spectrum disorder." Autism 23, no. 7 (February 7, 2019): 1711–19. http://dx.doi.org/10.1177/1362361319827417.

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This study explored sex differences in employment, reasons for unemployment, benefits, and supports among a large, international sample of adults with autism spectrum disorder. The sample included 443 adults with autism spectrum disorder (60% female; 74% residing in the United States) who consented to be part of an autism research registry and completed an Internet survey. Outcome variables included current employment status, number of hours working, number of jobs in the past 5 years, reasons for unemployment, as well as the number of benefits received and the amount of financial support currently being received from families of origin. Using multiple regression models, we found that males and females were working at similar rates. Females were more likely than males to say that their unemployment was a result of choosing to withdraw from the labor market. Similar percentages of males and females reported receiving some form of benefits or family support, but of those receiving benefits/family support, males received more than females. These results are consistent with other studies finding subtle, but potentially important sex differences in life-course outcomes of individuals with autism spectrum disorder.

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10

Kahanov, Leamor, and Lindsey E. Eberman. "Age, Sex, and Setting Factors and Labor Force in Athletic Training." Journal of Athletic Training 46, no. 4 (July 1, 2011): 424–30. http://dx.doi.org/10.4085/1062-6050-46.4.424.

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Context: Occupation or occupational setting shifts might be occurring in the athletic training profession, and differences between sexes might exist; however, little evidence exists to confirm this supposition. Objective: To evaluate trends in male and female athletic training employment patterns in terms of age and occupational setting. Design: Cross-sectional study. Setting: We requested demographic data from the National Athletic Trainers' Association (October 27, 2009) and obtained frequency totals of members by sex across the occupational life span by occupational setting. Patients or Other Participants: Our sample included 18 571 athletic trainers employed in the 3 largest classifications of occupational settings within the profession: college or university, clinical, and secondary school. Main Outcome Measure(s): We calculated frequencies and percentages to determine demographic and descriptive data. We analyzed the data using an analysis of variance to identify the differences between sexes across age and setting. Results: We observed trends in occupational setting and sex across ages 22 to 67 years. We identified differences between sexes across the ages 22 to 67 years (F1,18 569 = 110 818.080, P < .001, η2 = .068) and across occupational settings (F1,18 569 = 61.908, P < .001, η2 = .003), noting a marked decline in female athletic trainers in the workforce beginning around age 28 years and an increase in male athletic trainers in the secondary school setting beginning around their middle to late 40s. We observed differences at the intercept between setting and sex (F1,18 569 = 63 529.344, P < .001, η2 = .845), which were greater when observed across the ages (F1,18 569 = 23 566 787.642, P < .001, η2 = .939). Conclusions: We identified differences between sexes across settings and ages in addition to an overall decrease in the workforce among all professionals. A marked decline in female athletic trainers occurred at age 28 years, yet the male population increased at the secondary school level, suggesting a setting shift. Burnout, fatigue, pay scale, and a misunderstanding of professional culture and job duties might influence the exodus or shift in athletic training.

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Dissertations / Theses on the topic "Labor market – Sex differences"

1

McCrary, Michael. "Social ties, capital, and labor market position : what explains sex differences in self-employment? /." The Ohio State University, 1998. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487950658544759.

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Peña-Parga, Ximena. "Essays in labor markets." Connect to Electronic Thesis (ProQuest) Connect to Electronic Thesis (CONTENTdm), 2008. http://worldcat.org/oclc/436441641/viewonline.

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Murray, John. "Great expectations : individuals, work and family." Thesis, The University of Sydney, 2009. http://hdl.handle.net/2123/5435.

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Female labour force participation has increased constantly over the last thirty years in Australia. A number of theories and an established literature predict that such an increase in the performance of paid work by women will lead to a redistribution of unpaid work between men and women in the household. There is little evidence, however, of a corresponding redistribution of unpaid work within Australian households, raising a number of questions about the process through which paid and unpaid work is distributed between partners. A review of the literature considers economic and sociological approaches to the domestic division of labour and how the distribution of paid and unpaid work between partners has been understood, measured and explained. This review identifies two related problems in the existing explanatory frameworks; one theoretical, and one empirical. First, existing explanatory frameworks make assumptions about either unilateral, exchange or bargaining decision making processes between partners, rather than empirically establishing the process through which decisions are made. These untested assumptions about the decision making process lead to an empirical problem, whereby the interpretation of empirical data relies on establishing associations between the individual characteristics of household members and the subsequent distribution of time spent on different tasks. By examining the decision making process that is subsumed within the existing explanatory frameworks, this thesis addresses a gap in the literature. Results in the established literature rely on the strength of assumptions about the decision making process in these explanatory frameworks and neglect alternative possibilities. More recent studies provide alternative explanations about the allocation of time within households which consider the independent behaviour of autonomous individuals as well as their perceptions and preferences about paid and unpaid work. These insights guide the construction of this study, with additional consideration given to how individuals perceive, anticipate and make decisions about work and family, taking account of both the established and alternative explanations for the allocation of time to paid and unpaid work. Specifically, the research question asks: what is the decision making process when allocating time to paid and unpaid work in the household? Two component questions sit within this, firstly: what type of decision is it – autonomous, unilateral, exchange or bargaining? And secondly: what is the basis for the decision – income, preference or gender? In order to counter the empirical problems identified in both recent studies and the established literature, and pursue the research questions, a qualitative strategy of data collection and analysis is implemented. Based on replication logic, a target sample of sixty respondents is constructed, containing ten men and ten women from each of three purposefully identified life situations; undergraduate, graduate and parent. This sample allows for the comparative analysis of results between and across samples of men and women drawn from different stages of work and family formation. Subsequently the interview schedule is detailed, along with the composition of the final sample, made up of male and female undergraduates, male and female graduates, mothers and fathers who are also graduates. The results of the interviews are presented in three separate chapters in accordance with the different life situations of the interviewees, namely male and female undergraduates, male and female graduates, and male and female parents who are also graduates. Following the three results chapters is a detailed analysis and discussion of the key findings in the final chapters. Findings from the research indicate that the decision making process is based on gender and operates independent of partners in an autonomous manner. Indeed, gender is seen to be pervasive in the decision making process, with gendered expectations evident in the responses of all men and women in the sample, and taking effect prior to household formation, before decisions about work and family need to be made. The findings demonstrate that, independent of one another, men and women have implicit assumptions about how they will manage demands between work and family. Men in the study are shown to be expecting to fulfil and fulfilling the role of breadwinner in the household, with a continuous attachment to the workforce, whereas women in the study are shown to be expecting to accommodate and accommodating additional care demands in the household, impacting on their attachment to the workforce. These implicit assumptions by men and women conspire to limit the range of options perceived in the household when decisions about work and family need to be made and prevent households from redistributing paid and unpaid work responsibilities between partners in accordance with their economic needs and preferences. These findings also highlight institutional constraints that prevent the redistribution of paid and unpaid work between partners, reinforcing the delineation in the division of labour between household members. In the process this study makes two key contributions to the existing literature, firstly with a method for the investigation of the hitherto untested decision making process, and secondly with findings that demonstrate an alternative decision making process to that which is assumed in the existing explanatory frameworks, which takes account of the gendered expectations of men and women independently.

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Murray, John. "Great expectations : individuals, work and family." University of Sydney, 2009. http://hdl.handle.net/2123/5435.

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Doctor of Philosophy
Female labour force participation has increased constantly over the last thirty years in Australia. A number of theories and an established literature predict that such an increase in the performance of paid work by women will lead to a redistribution of unpaid work between men and women in the household. There is little evidence, however, of a corresponding redistribution of unpaid work within Australian households, raising a number of questions about the process through which paid and unpaid work is distributed between partners. A review of the literature considers economic and sociological approaches to the domestic division of labour and how the distribution of paid and unpaid work between partners has been understood, measured and explained. This review identifies two related problems in the existing explanatory frameworks; one theoretical, and one empirical. First, existing explanatory frameworks make assumptions about either unilateral, exchange or bargaining decision making processes between partners, rather than empirically establishing the process through which decisions are made. These untested assumptions about the decision making process lead to an empirical problem, whereby the interpretation of empirical data relies on establishing associations between the individual characteristics of household members and the subsequent distribution of time spent on different tasks. By examining the decision making process that is subsumed within the existing explanatory frameworks, this thesis addresses a gap in the literature. Results in the established literature rely on the strength of assumptions about the decision making process in these explanatory frameworks and neglect alternative possibilities. More recent studies provide alternative explanations about the allocation of time within households which consider the independent behaviour of autonomous individuals as well as their perceptions and preferences about paid and unpaid work. These insights guide the construction of this study, with additional consideration given to how individuals perceive, anticipate and make decisions about work and family, taking account of both the established and alternative explanations for the allocation of time to paid and unpaid work. Specifically, the research question asks: what is the decision making process when allocating time to paid and unpaid work in the household? Two component questions sit within this, firstly: what type of decision is it – autonomous, unilateral, exchange or bargaining? And secondly: what is the basis for the decision – income, preference or gender? In order to counter the empirical problems identified in both recent studies and the established literature, and pursue the research questions, a qualitative strategy of data collection and analysis is implemented. Based on replication logic, a target sample of sixty respondents is constructed, containing ten men and ten women from each of three purposefully identified life situations; undergraduate, graduate and parent. This sample allows for the comparative analysis of results between and across samples of men and women drawn from different stages of work and family formation. Subsequently the interview schedule is detailed, along with the composition of the final sample, made up of male and female undergraduates, male and female graduates, mothers and fathers who are also graduates. The results of the interviews are presented in three separate chapters in accordance with the different life situations of the interviewees, namely male and female undergraduates, male and female graduates, and male and female parents who are also graduates. Following the three results chapters is a detailed analysis and discussion of the key findings in the final chapters. Findings from the research indicate that the decision making process is based on gender and operates independent of partners in an autonomous manner. Indeed, gender is seen to be pervasive in the decision making process, with gendered expectations evident in the responses of all men and women in the sample, and taking effect prior to household formation, before decisions about work and family need to be made. The findings demonstrate that, independent of one another, men and women have implicit assumptions about how they will manage demands between work and family. Men in the study are shown to be expecting to fulfil and fulfilling the role of breadwinner in the household, with a continuous attachment to the workforce, whereas women in the study are shown to be expecting to accommodate and accommodating additional care demands in the household, impacting on their attachment to the workforce. These implicit assumptions by men and women conspire to limit the range of options perceived in the household when decisions about work and family need to be made and prevent households from redistributing paid and unpaid work responsibilities between partners in accordance with their economic needs and preferences. These findings also highlight institutional constraints that prevent the redistribution of paid and unpaid work between partners, reinforcing the delineation in the division of labour between household members. In the process this study makes two key contributions to the existing literature, firstly with a method for the investigation of the hitherto untested decision making process, and secondly with findings that demonstrate an alternative decision making process to that which is assumed in the existing explanatory frameworks, which takes account of the gendered expectations of men and women independently.

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5

MacPherson, Nicole Dawn. "Sex differences in the effects of alcohol on labour market indicators." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ34899.pdf.

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6

Zhu, Hong. "Women as strategic resource and organization performance: a perspective of resource synergy." HKBU Institutional Repository, 2014. https://repository.hkbu.edu.hk/etd_oa/72.

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This thesis develops a new theoretical perspective (i.e., the resource synergy perspective) to explain how women in the workforce may help improve organization performance. Drawing upon this theoretical perspective, I study how women, as an important strategic human resource, can be better utilized with the resource synergy generated between women resources and certain synergy-relevant variables. Among the synergy-relevant variables, this perspective highlights the importance of organization strategy and leadership, because these two variables are developed based on organizational resources and should be contingent on the environmental and situational factors that are partly uncontrollable by an organization. In addition, the roles of organization culture as a type of environmental factor and task characteristics as a situational factor are also considered. To realize the research goals, I conduct two studies at different levels. In study 1, I propose that organizations can take advantage of women resources by increasing the proportion of women in the employees at the macro level. Moreover, I propose that organization strategy, culture, and task characteristic have coordinative and supportive effects on the increase of the proportion of women, leading to the generation of resource synergy. Specifically, I seek to prove that, with the coordination and coherence of these synergy-relevant variables (i.e., customer-oriented strategy), the culture of collectivism, and task complexity, women‘s resources can be better utilized. Thus, the generated synergy can bring greater competitive advantages for organizations and thus lead to higher organization financial performance. In study 2, I proceed to suggest that making full use of women resource at the micro level is also important. The resource synergy perspective provides a new explanation for the roles of inequality and leadership in the utilization of women resources in organizations. This study proposes that women‘s inequality perceptions have negative effects on their performance in organizations, thus preventing organizations from making full use of its important strategic resources and generating synergy. With these damaging effects, it is difficult for an organization to make full use of women resources and achieve competitive advantages. However, with a high level of leader-member exchange (LMX), which indicates high quality in leader-member relationships, female employees may still have the motivation to perform well. Thus, the negative effects of inequality can be attenuated and women resources can be better utilized with the synergistic effects of LMX. To test the above hypotheses, I conduct two empirical studies in China. The sample of study 1 includes 132 organizations from the service industry. Results of the hierarchical regression analysis support the positive effects of increasing the proportion of women on the organization‘s return on assets (ROA) but fail to support its positive relationship with market growth. The results also reveal that organization synergy-relevant variables such as customer-oriented strategy, the culture of collectivism, and task complexity do generate synergy with women resources. In other words, with the existence of these variables, the positive effects of the proportion of women on ROA and market growth are both enhanced. Study 2, which is conducted in organizations from four industries in China (i.e., chemistry, electronic, manufacturing, and hospitality), consists of 190 female employees and 51 matched leaders. Results of the hierarchical regression analysis show that organization inequality is negatively related to women‘s job-related performance and positively relates to their turnover intentions. In addition, LMX is found to positively moderate the effects of inequality on women‘s job-related performance and negatively moderates the effects on their turnover intentions. At the end of this thesis, the research‘s theoretical and managerial implications are discussed. This thesis makes six contributions to the literature: 1) It is among the first to specify that women are a type of strategic resource for organizations and provide systematic investigations on how to make full use of this resource. 2) This research deepens the understanding of women as a type of resources by identifying certain boundary conditions; i.e., the synergy-relevant variables. 3) This research develops a new perspective (i.e., the resource synergy perspective) to study the utilization of women as a strategic resource for organizations at multi levels. 4) This research should extend the literature of culture by identifying the role of collectivism in making use of women as a resource. 5) This research can also add to the literature of leadership by examining the role of LMX in making use of women resources. 6) This research provides a new theoretical perspective for the relationship between employees‘ inequality perceptions and their job performance. In addition to the theoretical implications, this research also provides useful knowledge for the management in organizations. First, based on the research findings, organizations should provide equal opportunity in employment for women and include more women in the workforce. Second, it is also critical to retain the existing female workforce through better talent management, thereby providing a work environment supporting the utilization of women resources. Based on the synergy relevant variables examined in this research, organizations should pay attention to their strategy, culture and task characteristics. It is important for organizations to consider about whether their culture supports the utilization of women resources or not. By the culture of high collectivism, organizations can provide a favorable work environment where women are more likely to be accepted and respected. Moreover, a strategy of customer orientation is beneficial for women resource to be deployed fully. Also organization should pay attention to place women in appropriate tasks. Third, this research highlights the importance of women‘s individual performance in realizing their value in organizations. It is vital for organizations and managers to improve women‘s equality perceptions within organizations. Moreover, managers and organizations should take measures to enhance the quality of leader-subordinate exchange relationship. Moreover, the strength and limitations of this research are also discussed. The research has several strengths. First, this research is theory-driven. Second, I conduct two empirical studies at multi-levels to address the issue of making full use of women in organizations. Third, the sample size is large in both studies (study 1, 132 organizations; study 2, 190 female employees and 51 matched leaders). Fourth, the threat of common method bias is further minimized because I collect the data of study 2 from both employees and their immediate supervisors. Fifth, I adopted the appropriate approaches to analyze the data and test the hypotheses. Finally, I try to suggest possible directions for future research on the utilization of women resources in organizations. Keywords: utilization of women resources, the proportion of women, inequality, resource synergy, performance

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7

Brandén, Maria. "Gendered Migration Patterns within a Sex Segregated Labor Market." Doctoral thesis, Stockholms universitet, Sociologiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-97099.

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When a couple moves, the woman is often placed at a disadvantage. Moves are more often motivated by men’s career advancement opportunities, and men tend to gain more economically from moving. In this thesis, these patterns are examined with an eye on the role of sex segregation on the labor market. Results from the four studies indicate that there exist gender differences in couples’ migration patterns in Sweden. These differences cannot be completely explained by occupational sex segregation or by traditional gender ideologies. I. Compared to men, women are more willing to move for the sake of their partner’s employment opportunities. Further, fathers move for the sake of their own career more often than mothers. Gender differences in these patterns are greater among individuals with gender traditional attitudes, but also exist in more egalitarian relationships. II. In a couple, the man’s educational attainment affects couples’ mobility more than the woman’s. This is because highly educated men’s occupations have more career advancement opportunities and larger differences in wages between regions, whereas women’s occupations have higher geographic ubiquity. Both partners’ occupational characteristics have an equal impact on the couple’s mobility. III. When a couple moves, the man benefits more financially than the woman. This differential cannot be wholly explained by occupational differences. Some of the lag in women’s earnings development can be accounted for by childbearing following a move. Occupations’ with greater geographic ubiquity correlate with more positive financial outcomes for both men and women following a move. IV. At the start of co-residence, it is more common that the woman moves to the man than vice versa, and women generally move longer distances than men. Age differentails between partners explain part of these migration differences. Furthermore, men’s migration propensities and distance moved are more affected by labor market ties than women’s.

At the time of the doctoral defense, the following paper was unpublished and had a status as follows: Paper 1: Accepted.

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8

Antecol, Heather. "Gender differentials in labor market outcomes /." *McMaster only, 1998.

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Loprest, Pamela J. (Pamela Jane). "Gender differences in the labor market experiences of young workers." Thesis, Massachusetts Institute of Technology, 1992. http://hdl.handle.net/1721.1/13211.

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Vanin, Pietropaolo. "Regional differences in skill mismatch : workers, firms and industries." Thesis, University of Aberdeen, 2018. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=238715.

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The thesis focuses on the demand side of the labour market in conjecturing that 'the degree of attractiveness' of industry and firms to high-skilled workers could be an important determinant of regional labour market mismatch. Using data from the unexplored Employers Skills Survey, a dichotomous mismatch index based on skill-shortage vacancies is modelled as a function of firm and industry-level characteristics. Oacaxa-Blinder (OB) type decompositions are implemented to investigate the extent to which the predictors affect mismatch differently in England and Scotland. Two exploratory extensions are considered: (i) the inclusion of the Pareto shape parameter of an industry's firm size distribution, as an index of industry-level (average) productivity; (ii) a control for whether a firm is part of a multi-site organisation, believed as indicative of a firm export-status. UK level mismatch appears to be negatively correlated with both firm size and skill intensity. This is consistent with both a wide body of empirical evidence and an emerging two-sided heterogeneity theoretical literature showing that more productive firms are larger and tend to attract better workers. We also find a negative relationship between both the Pareto shape parameter and the multi-plant control, and firmlevel mismatch. At a regional level the key determinants seem to lose predictive power in Scotland where only the multi-site control retains statistical significance. To our knowledge, no study for the UK has to date ever: (i) used the same mismatch measure; (ii) adopted firm and industry-level characteristics as predictors of skill mismatch; (iii) decomposed skill mismatch using OB procedures. From a policy perspective, our findings suggest that addressing skill mismatch requires complementing policies targeting skill acquisition with interventions aimed at enhancing firms' and clusters' attractiveness to high skill workers. Migration, international trade openness and skill mismatch are in fact intrinsically intertwined and central to Scotland's post-Brexit future.

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Books on the topic "Labor market – Sex differences"

1

Sociales, Instituto Nacional de Estadística e. Informática (Peru) Dirección Técnica de Demografía y. Estudios. Perú, mercado laboral urbano y género: Encuesta Nacional de Hogares 1999. Lima: Instituto Nacional de Estadística e Informática, Dirección Técnica de Demografía y Estudios Sociales, 2000.

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Dychtwald, Maddy. Influence: How women's soaring economic power will transform our world for the better. New York, NY: Hyperion/VOICE, 2009.

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Ransom, Michael R. Sex differences in pay in a "new monopsony" model of the labor market. Bonn, Germany: IZA, 2005.

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editor, Urquilla Jeannette, ed. Mujer y mercado laboral 2012. [San Salvador?]: Asociación Organización de Mujeres Salvadoreñas por la Paz, ORMUSA, 2012.

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1968-, Larson Christine, ed. Power shift: The startling truth about women's soaring economic opportunity, and how it is changing women, men, work, the market, and everything everywhere. New York, NY: Hyperion/VOICE, 2009.

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Dychtwald, Maddy. Influence: How women's soaring economic power will transform our world for the better. New York, NY: Hyperion/VOICE, 2009.

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Agustín, Salvia, Piovani Juan Ignacio, and Eguía Amalia, eds. Género y trabajo: Asimetrías intergéneros e intragéneros : áreas metropolitanas de la Argentina, 1992-2002. Buenos Aires: Editorial de la Universidad Nacional de Tres de Febrero, 2007.

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Agustín, Salvia, Piovani Juan Ignacio, and Eguía Amalia, eds. Género y trabajo: Asimetrías intergéneros e intragéneros : áreas metropolitanas de la Argentina, 1992-2002. Buenos Aires: Editorial de la Universidad Nacional de Tres de Febrero, 2007.

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de l'enfance et de la famille Mauritania. Ministère des affaires sociales. Genre et marché de l'emploi en Mauritanie: Rapport final. Nouakchott?]: République islamique de Mauritanie, Ministère des affaires sociales, de l'enfance et de la famille, 2011.

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Bank, Asian Development, and International Labour Organization, eds. Good global legal practices to promote gender equality in the labor market. Mandaluyong City, Metro Manila, Philipppines: ILO, 2013.

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Book chapters on the topic "Labor market – Sex differences"

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Gouya, Ghazaleh. "Special Situations, Market Fragmentation II: Sex Differences." In Clinical Pharmacology: Current Topics and Case Studies, 361–75. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-27347-1_22.

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Gouya, Ghazaleh. "Special situations, market fragmentation II: sex differences." In Clinical Pharmacology: Current Topics and Case Studies, 387–402. Vienna: Springer Vienna, 2010. http://dx.doi.org/10.1007/978-3-7091-0144-5_25.

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Fischer, Justina A. V. "Globalized Markets, Globalized Information, and Female Employment: Accounting for Regional Differences in 30 OECD Countries." In Geographical Labor Market Imbalances, 283–303. Berlin, Heidelberg: Springer Berlin Heidelberg, 2015. http://dx.doi.org/10.1007/978-3-642-55203-8_13.

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Melendez, Edwin. "Labor Market Structure and Wage Differences in New York City." In Hispanics in the Labor Force, 101–18. Boston, MA: Springer US, 1991. http://dx.doi.org/10.1007/978-1-4899-0655-7_5.

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Robinson-Cimpian, Joseph P. "4. Labor Market Differences Between Bilingual and Monolingual Hispanics." In TheBilingual Advantage, edited by Rebecca M. Callahan and Patricia C. Gándara, 79–109. Bristol, Blue Ridge Summit: Multilingual Matters, 2014. http://dx.doi.org/10.21832/9781783092437-005.

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Chen, Guifu, and Shigeyuki Hamori. "Rural Migration and Sectoral Earning Differences in Urban China." In Rural Labor Migration, Discrimination, and the New Dual Labor Market in China, 5–21. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-41109-0_2.

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Marina, Della Giusta, and Hui Neha. "Labor Market for Sex Workers: Stigma and Occupational Choice." In Handbook of Labor, Human Resources and Population Economics, 1–29. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-319-57365-6_63-1.

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Albuquerque, Paula C., and Elsa Fontainha. "Social Exclusion in Later Life, Evidence from the European Social Survey." In Older Workers and Labour Market Exclusion Processes, 191–209. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-11272-0_11.

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AbstractSocial Exclusion (SE) is a multidimensional concept, broader than just poverty or economic exclusion, that aims at expressing to what extent people have the opportunity to participate in society.We analyse how SE evolved for a certain birth cohort (respondents born between 1945 and 1953) along time, to gain a life-course perspective, and for the same age group in two different periods, to study how the situation of individuals in later life stages has changed from one period to the other. Our paper explores the recently updated data from the European Social Survey (ESS, Round 9 – 2018), combined with data from Round 1 – 2002, to obtain an insight into the evolution of SE among the older population in 15 European countries, by producing measures of SE including different domains (Social Relations, Civic Participation, Neighbourhood and Community and Health and Well-being). The same birth cohort (respondents born between 1945 and 1953) is analysed in 2002 and in 2018. We investigate the association of SE with the type of participation in the labour market, which, according to the rules developed by the welfare state institutions, is expected to change for that cohort, between the two periods. And, indeed, we find evidence of such association. Differences between the situation of men and women are highlighted, with higher levels of SE experienced by women in most domains.

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Chen, Guifu, and Shigeyuki Hamori. "Bivariate Probit Analysis of the Differences Between Male and Female Formal Employment in Urban China." In Rural Labor Migration, Discrimination, and the New Dual Labor Market in China, 65–76. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-41109-0_6.

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Siemieńska, Renata. "Attitudes Towards Older People in the Labour Market and in Politics: A Cross-National Comparison." In Older Workers and Labour Market Exclusion Processes, 99–114. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-11272-0_6.

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AbstractThe aim of this chapter is to compare attitudes towards people over 70 as potential workers in the labour force in countries with different social welfare regimes, cultures, demographic and economic situations. Life course theory/perspective suggests a multidisciplinary paradigm. It suggests to examine how people live in different structural contexts and how economic, social and cultural changes influence attitudes towards older people and their presence in public life. The social context is defined in micro and macro scales (e.g. individual and family situations of persons in different stages of their life, their economic situation, occupational experience, social activities) within different societies. The basic assumption is that a particular life course stage of a person influences subsequent experiences and also attitudes towards seniors. As predicted age, gender, education, and life satisfaction are factors that differentiate attitudes. The differences found in 1990 are still observed to some extent in 2012. A significant proportion of respondents expect older people to withdraw to the private sphere. Some of them expect older people to be active in non-governmental organizations, informal assistance relationships, institutions established for older people which allow the needs of older people to be satisfied. In reality older people are kept on the margins of mainstream public life.The data of World Values Survey conducted in 2012 have been used in the analyses shown in the chapter. Eleven countries have been selected to show the situation in different countries with different history and welfare systems. The data are unique. The set of questions asked internationally in the wave of the study has not been included in the next waves of WVS. However, we may consider that the findings presented in the chapter are important for understanding the actual situation of older people, the perception of their social and cultural capital, the respondents’ willingness to see them as part of labour force and to be included in public life. The recent statistical data and reports show that older people are still poorly represented on decision-making positions in politics and economic institutions.

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Conference papers on the topic "Labor market – Sex differences"

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Trpeski, Predrag, Borche Trenovski, Kristijan Kozheski, and Gjunter Merdzan. "LABOR PRODUCTIVITY AND LABOR COMPENSATION IN NORTH MACEDONIA: SECTORIAL APPROACH." In Economic and Business Trends Shaping the Future. Ss Cyril and Methodius University, Faculty of Economics-Skopje, 2022. http://dx.doi.org/10.47063/ebtsf.2022.0021.

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Starting from the mid-1970s, there has been a significant disbalance in labor markets in almost all world economies. The postulates of classical economics that the causality between labor productivity and workers' compensation is positive, and that the increase in marginal labor productivity is followed by a directly proportional increase in workers' compensation, no longer stand on solid foundations. In the last few decades, there has been a significant distortion of the functional distribution of income, especially between labor and capital. The widely held thesis that "a rising tide will lift all boats," implying that increased labor productivity will be equally distributed among workers, is becoming less relevant. The world, especially EU economies notice a significant disruption in the relationship between productivity growth and labor compensation. In the paper, an attempt is made to analyze the state of the labor market in the Republic of North Macedonia, through the prism of productivity and labor compensation. Given the fact that there are significant differences in the degree of efficiency and productivity in individual sectors, this analysis focuses on the relationship between the distribution of productivity and labor compensation in different industries. Based on the results of the study, the Republic of North Macedonia exhibits the phenomenon of Reverse Decoupling, where the trend of labor productivity lags behind the trend of workers' compensation. In contrast, productivity and workers' compensation show significant differences by different sectors.

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Jin, Li-zhen, and Chao Wang. "Notice of Retraction: The differences of wage determination mechanism under the dual binary labor Market segmentation." In 2011 2nd International Conference on Artificial Intelligence, Management Science and Electronic Commerce (AIMSEC 2011). IEEE, 2011. http://dx.doi.org/10.1109/aimsec.2011.6009741.

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KRIKŠČIŪNAS, Bronislavas. "http://conf.rd.asu.lt/index.php/rd/article/view/63/102." In Rural Development 2015. Aleksandras Stulginskis University, 2015. http://dx.doi.org/10.15544/rd.2015.092.

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The aim of this work is to investigate learning motivation peculiarities of rural unemployed people that are unready for labor market. Research object – learning motivation. Research methods: analysis of scientific literature, anonymous questionnaire survey, qualitative and statistic data analysis. Chi square criteria (χ2), significance level p < 0.05 are applied for comparison of results. 76 people unready for labor market in Šakiai region participate in this research: 32 of them are young people under 25 years of age, 18 – returnees from imprisonment, 26 – disabled persons; 36 men and 40 women. Majority of respondents have secondary education, however, only 11.1 % of all returnees from imprisonment are in this group. The researched of all the three groups give preference to the second – modern definition of career. Labor Exchange Office or their own decisions have impact on the respondents mostly. It is worth pointing out that Labor Exchange Office has stronger impact on the disabled (57.7 %) while the youth under 25 tend to decide themselves (53.1 %). Other factors do not have significant influence. The first four learning motives are the most significant to all the three groups of the researched, the least attractive motives are „I am studying for prestige“ and „Random circumstances determined intention to study“. It is unexpected that the motive „I intend to go to further education “is of little importance for the young people. People with disabilities and former prisoners have stronger motivation to learn than unemployed young people under 25 do. Hypothesis is only partly approved – the differences between the groups are not significant and statistically unreliable.

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Walter, Sonja, and Jeong-Dong Lee. "Human capital depreciation and job tasks." In Seventh International Conference on Higher Education Advances. Valencia: Universitat Politècnica de València, 2021. http://dx.doi.org/10.4995/head21.2021.13078.

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This research aims to investigate the link between human capital depreciation and job tasks, with an emphasis on potential differences between education levels. We estimate an extended Mincer equation based on Neumann and Weiss’s (1995) model using data from the German Socio-Economic Panel. The results show that human capital gained from higher education levels depreciates at a faster rate than other human capital. Moreover, the productivity-enhancing value of education diminishes faster in jobs with a high share of non-routine analytical, non-routine manual, and routine cognitive tasks. These jobs are characterized by more frequent changes in core-skill or technology-skill requirements. The key implication of this research is that education should focus on equipping workers with more general skills in all education levels. With ongoing technological advances, work environments, and with it, skill demands will change, increasing the importance to provide educational and lifelong learning policies to counteract the depreciation of skills. The study contributes by incorporating a task perspective based on the classification used in works on job polarization. This allows a comparison with studies on job obsolescence due to labor-replacing technologies and enables combined education and labor market policies to address the challenges imposed by the Fourth Industrial Revolution.

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França, Nathália Moreira de Almeida, Bárbara Araújo Bonfim, Mateus Ribeiro de Almeida, and Kátia de Miranda Avena. "Overview of hospital admissions for migraine and other cephalic pain syndromes in Brazil and regions, 2015 to 2019." In XIII Congresso Paulista de Neurologia. Zeppelini Editorial e Comunicação, 2021. http://dx.doi.org/10.5327/1516-3180.122.

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INTRODUCTION: Headache is defined as a pain in the cephalic segment, and is the fourth cause of demand for emergency care. In Brazil, 98% of women and 95% of men will suffer some episode during their lives. It causes physical, social, labor, and economic damage, and is the third leading cause of years lived with disability. Thus, it is relevant to investigate hospital admissions for migraine and other cephalic pain syndromes. OBJECTIVES: To analyze hospital morbidity due to migraine and other cephalic pain syndromes in Brazil between 2015 and 2019. METHODS: Epidemiological, retrospective, descriptive study, carried out through the Hospital Information System (DATASUS). Variables: sex, ethnicity, age, hospital stay, costs and deaths. RESULTS: Registered 49,508 hospitalizations for migraine and other cephalic pain syndromes from 2015-2019; predominantly women (65.7%), between 20-39 years (37.3%), 40-59 years (29.4%), which occurred mainly in the Southeast (33.1%) and South (23.6%) regions. The average cost per hospitalization was R$ 421.50. The mean hospital stay was 3.9 days, ranging from 3.1 days in the South to 4.8 days in the Northeast, with no differences between genders. There were 384 deaths, of which 56.3% were women. CONCLUSION: The morbidity profile due to cephalic pain syndromes is composed of women, aged 20-39 years, living in the Southeast region. It is important to intensify investments in prevention, diagnosis and treatment, seeking to reduce hospitalizations, the impact on the health system and to improve the patient’s quality of life.

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Urbaníková, Marta, and Michaela Štubňová. "Analysis of wage inequalities in the Slovak Republic at the regional level." In XXIII. mezinárodní kolokvium o regionálních vědách / 23rd International Colloquium on Regional Sciences. Brno: Masaryk University Press, 2020. http://dx.doi.org/10.5817/cz.muni.p210-9610-2020-1.

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At present, at a time of incoming recession in the global and domestic economy, wages are an important tool in the labor market. The paper aims to analyze the development of average and minimum wages from the perspective of the Slovak Republic and its regions. At the same time, using correlation analysis, we analyze the relationship between wages and the educational structure of the region's population and registered unemployment in the region. The analyzes showed that average wages are constantly growing. The highest wage is in the Bratislava region, while in the Prešov region it was up to 38% lower. While in the Bratislava region the ratio of the minimum wage to the regional average wage was at the level of 38%, in the Prešov region it reached almost 62%. Based on the results of the correlation analysis, it can be stated that the impact of the monitored attributes on the average monthly wage varies from region to region. We observe the most significant differences for the Bratislava region in comparison with the remaining Slovak regions.

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Wu, Shuyu, Jie Zhang, Yuchao Cai, and Gang Liu. "Design and research of household small electric drill based on users' perceptual needs." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1001805.

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Objective: in order to solve the problem that the existing electric drill does not consider the perceptual needs of users, optimize the existing household electric drill, Bring better "double experience" to users (emotional experience and use experience) and improve the visual presentation effect of the electric drill. Methods:1, collect the samples of the existing electric drill through network collection and field investigation, and analyze the modeling characteristics, color and material of the electric drill in the market, as well as the volume and operability of the electric drill through the collected pictures of the electric drill. Classify and summarize the pictures, screen them by experts, and eliminate them after they are similar to the samples, Eight relevant samples were obtained; 2： Through investigation, it is found that the appearance and shape of the existing household electric drill are lack of aesthetics, the volume is large, it is difficult to master, and dust will be scattered in use, which is lack of environmental protection and safety. Therefore, this paper positions the design of household electric drill products as beautiful, small, easy to operate, environmental protection and safety. 3： Through user research and brainstorming, the vocabulary that is not of great significance to the design of household electric drill products is deleted, and 6 pairs of perceptual image words are selected; 4： Starting from users' perceptual needs, understand users' emotional needs, use the semantic difference method in perceptual engineering, and make a seven level test scale according to the eight samples and six pairs of perceptual words. Collect users' emotional demands for household electric drill through the seven level scale questionnaire, and according to the results of the survey questionnaire, The entropy weight method is used to analyze the questionnaire data and the correlation between the data. Results: 1: the reliability of the data was evaluated, and the results showed that the questionnaire results had good reliability, 2： After standardizing the survey data by entropy weight method and relevant calculation, the importance ranking of six pairs of perceptual words and the data indicators between each sample are obtained. The correlation, strong correlation and strong correlation between words are calculated by Pearson correlation; 3： According to the above data processing results, it is found that the most important thing of household electric drill is environmental protection, which means that the electric drill will not produce a large amount of debris to pollute the surrounding environment and human health during use; Labor saving and light means that the overall volume of the electric drill should be light and easy to master, so as not to make the hole deviate; Simplicity is to minimize the complex design of product modeling design, and it is found that there is a strong correlation between labor-saving, lightness and simplicity. Therefore, the above perceptual words correspond to the design elements of household electric drill respectively, and a household small electric drill is designed according to the samples with high scores. Conclusion: under the guidance of semantic difference method and entropy weight method in perceptual engineering, the users' perceptual emotional needs are rationalized and digitized, the subjective components of designers in designing products are reduced, and a certain direction is provided for the design of household electric drill, so as to design a household electric drill more in line with the users' perceptual needs.

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Ciuperca, Ella magdalena. "SECURING COMMUNITY, SECURING BUSINESS! MANAGERS SECURITY AWARENESS THROUGH ELEARNING." In eLSE 2012. Editura Universitara, 2012. http://dx.doi.org/10.12753/2066-026x-12-169.

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Contemporary approach of the intelligence domain is due to substantial changes that the umbrella concept of security has suffered in postmodern society and to the fact that at present nations have to face an extremely diverse range of threats. Comparing with other country, traditional Romanian academic programs for studying intelligence and security are undersized. I appreciate that one of the determinants of this situation is the lack of demand for specialized security and intelligence expertise in labour market. Also the priorities of the Romanian private sector are concerned especially about profit and almost never in securing business and securing their broader community. A strong security and intelligence cultures is beneficial for any area of society; still such a culture of entrepreneurial environment can make the difference between poverty and prosperity, employment and unemployment, community inclusion or exclusion. Therefore the main reason behind educating managers resigns in the fact this category have a great social importance in society, as they are fully involved in economic development of society and linked to employment by the numbers of employees they have. Providing security and intelligence expertise in areas such as the protection of classified information, combating cross-border threats, protection against terrorism meant the medium and long term improvement of the civic behavior of everyone. But their involvement in the traditional type of education would be extremely difficult due to their responsibilities. Their lack of time can be balanced by using an e-Learning system that allows the specialization of human resources with maximum efficiency and valuable time limited. Based on the premise that one of the objectives set at European Union level is the foundation of the knowledge society, this paper constitutes an argument for implementing an e-learning platform to provide specific knowledge to substantiate the security and intelligence culture at managers' level. *This work was supported by CNCSIS-UEFISCSU, project number PN II-RU 64/2010

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Jeremic, Biljana, Zagorka Markov, and Danica Vasiljevicprodanovic. "OBSERVATIONS OF STUDENTS - FUTURE PRESCHOOL TEACHERS ABOUT THE POSSIBILITIES OF ACQUIRING PROFESSIONAL COMPETENCIES THROUGH CONTEMPORARY TECHNOLOGIES." In eLSE 2018. ADL Romania, 2018. http://dx.doi.org/10.12753/2066-026x-18-018.

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The development of technology contributes to the rapid flow of information that affects all areas of social life. Contemporary preschool teachers, of the 21st century, are expected to follow all contemporary events related to their profession and implement them in their practice. It is necessary that they adapt their teaching style to the individual needs and interests of preschool children. In this context, preschool teachers need to have lifelong training in order to acquire expert and professional competencies and be recognized on the labour market as professionals who meet the criteria stipulated by the set standards. It is impossible to imagine a contemporary preschool teacher who does not use contemporary technologies in order to gain additional expert and professional competencies for working with preschool children. Nowadays, pedagogical record-keeping, planning, programming, realization of educational work and evaluation are all carried out with the use and support of contemporary technologies. Accredited trainings of preschool teachers and other educational workers can be realized through e-learning. The aim of this paper is to determine the observations of students – future preschool teachers about the possibilities of acquiring professional competencies through contemporary technologies. As a research problem, an issue arises as to whether the respondents already, during the course of their studies, acquire additional knowledge through contemporary technologies in order to advance their knowledge related to theoretical concepts and practical work. The sample included 200 respondents, students of undergraduate and specialist studies. A questionnaire was constructed for the needs of the research which was used in conducting a survey of students in November 2017. The results of the research show significant statistical differences regarding the responses of preschool teachers to several items. The research results suggest that students (future preschool teachers) need to be instructed in the direction of raising their awareness about the possibilities of using contemporary technologies with an aim of acquiring expert and professional competencies for a better quality of implementation of educational work in their future profession. The task of their university teachers is to point out the requirements of lifelong learning and the possibilities of contemporary technologies starting from their first year of studies and facilitate the acquisition of knowledge for them, in order to strengthen their expert and professional competencies. It should be kept in mind that students will implement educational work in the most sensitive population, and that this topic and these issues should be approached with the utmost care and at the highest levels.

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Reports on the topic "Labor market – Sex differences"

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Neumark, David. Sex Discrimination and Women's Labor Market Interruptions. Cambridge, MA: National Bureau of Economic Research, January 1993. http://dx.doi.org/10.3386/w4260.

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Neumark, David. Labor Market Information and Wage Differentials by Race and Sex. Cambridge, MA: National Bureau of Economic Research, May 1998. http://dx.doi.org/10.3386/w6573.

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Erosa, Andrés, Luisa Fuster, Gueorgui Kambourov, and Richard Rogerson. Hours, Occupations, and Gender Differences in Labor Market Outcomes. Cambridge, MA: National Bureau of Economic Research, July 2017. http://dx.doi.org/10.3386/w23636.

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Carneiro, Pedro, James Heckman, and Dimitriy Masterov. Labor Market Discrimination and Racial Differences in Premarket Factors. Cambridge, MA: National Bureau of Economic Research, November 2003. http://dx.doi.org/10.3386/w10068.

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Collins, William, and Michael Moody. Racial Differences in American Women's Labor Market Outcomes: A Long-Run View. Cambridge, MA: National Bureau of Economic Research, May 2017. http://dx.doi.org/10.3386/w23397.

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Arango-Thomas, Luis Eduardo, María Dolores de la Mata, and Nataly Obando. Echoes of the crises in Spain and US in the colombian labor market: a differences-in-differences approach. Bogotá, Colombia: Banco de la República, June 2014. http://dx.doi.org/10.32468/be.827.

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Dobbelaere, Sabien, Rodolfo Lauterbach, and Jacques Mairesse. Micro-Evidence on Product and Labor Market Regime Differences between Chile and France. Cambridge, MA: National Bureau of Economic Research, July 2015. http://dx.doi.org/10.3386/w21416.

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Kapteyn, Arie, James Smith, Arthur van Soest, and James Banks. Labor Market Status and Transitions during the Pre-Retirement Years: Learning from International Differences. Cambridge, MA: National Bureau of Economic Research, October 2007. http://dx.doi.org/10.3386/w13536.

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Kaestner, Robert, and Ofer Malamud. Headstrong Girls and Dependent Boys: Gender Differences in the Labor Market Returns to Child Behavior. Cambridge, MA: National Bureau of Economic Research, November 2021. http://dx.doi.org/10.3386/w29509.

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Leonardo, Fabio Morales, Carlos Ospino, and Amaral Nicole. Online Vacancies and its Role in Labor Market Performance. Banco de la República, September 2021. http://dx.doi.org/10.32468/be.1174.

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This paper assesses whether the expansion of online job vacancies leads to a more efficient labor market. We provide compelling evidence that the increase in online job vacancy penetration in Colombia has had an enhancing effect on the labor market's efficiency by making it easier for firms to find workers to fill their job openings. An estimation of the Beveridge Curve (unemployment to vacancies relationship), a well-established theoretical development from search models, concludes that policies that increase online vacancy posting enhance efficiency. We implement a differences in differences design to take advantage of a regulation, which mandates that all authorized online vacancy providers report any online vacancy to the Public Employment Service in Colombia. We find that sub-segments of the labor market with a relevant fraction of their vacancies posted online, presented on average nearly 15% lower vacancy rate for a given unemployment rate. Therefore, for these sub-segments, the Beveridge curve shifted inwards due to efficiency enhancements. These findings support active search policies to reduce information barriers, which reduce the odds of firms and workers finding one other in the labor market. Policies as those implemented by the Public Employment Service in Colombia seem to be beneficial.

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