Thèses : « Gender differentials »

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Antecol, Heather. « Gender differentials in labor market outcomes ». Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0023/NQ50981.pdf.

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

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Zorn, Jenny J. « Spatial variations in gender income differentials / ». The Ohio State University, 1990. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487683756126577.

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Lewis, Julia Ann. « Leave-taking experiences in the workplace gender differentials / ». Columbus, Ohio : Ohio State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1180491171.

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Lewis, Julia A. « Leave-taking experiences in the workplace : gender differentials ». The Ohio State University, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=osu1180491171.

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Sugihashi, Yayoi. « Gender wage differentials and 'discrimination' in Britain and Japan ». Thesis, University of Manchester, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488083.

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The observed gender pay gap seemingly constitutes evidence of inequality in the labour market. The persistence of this gap has generated considerable debate over the extent to which it reflects discrimination and the extent which it can be explained by productivity-related characteristics. However, measurement of wage `discrimination' seems inadequate because it implicitly requires an assumption that the wage gap arising from differences in individual characteristics are distinct from those arising from differential remuneration of those characteristics. Therefore the purpose of this dissertation is to explore male-female wage differentials, with particular concern to measuring wage `discrimination'. This dissertation sets out to compare the earnings differentials between full-time working women and men in Britain and Japan and the reasons for those differences. These two countries make an interesting contrast. In both countries, women have continued to earn considerably less than men, but the wage gap among full-time workers is much bigger in Japan than in the Britain. In Japan seniority and personal appraisals are much more important than job content in determining wages, whereas in Britain earnings are more closely related to the content of the job. Because in Japan there are limited microdata available, the focus was made on using UK data - Labour Force Survey (LFS) and National Child Development Studies (NCDS) to highlight inequalities and identify where these inequalities are located. I had to rely on the published study of Nakata (1997) and made comparisons with Britain by constructing a model which is as similar as possible to that used by Nakata (1997), based on data from the British LFS. The main findings are that: (1) More than half of the Japanese female-male wage gap (48% of male wages) is explained by differences in individual characteristics (27%) rather than differences in labour market return (21%). By contrast, almost all the gender pay gap in Britain is due to differential rewards between men and women. (2) Wage `discrimination' is responsible for about 12% to 23% of male wages in Britain and 21% in Japan. In both countries, the unexplained gap is mainly due to gender differences in reward for age (or total work experience in the UK context). (3) Occupation-related factors including occupational segregation are also the main factors in unequal pay in Britain. The thesis draws out the value of analysis based on nationally representative microdata and makes some progress in measuring wage `discrimination' for analyses of British gender wage differentials. However, detailed analysis for Japan was not carried out because of the paucity of microdata in Japan. This dissertation emphasizes the importance of the release of microdata and the need for detailed information in surveys, to enable scholars to conduct detailed investigations of gender inequalities in Japan.

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Gonzalez, Pablo. « Essays on wage differentials and wage formation ». Thesis, University of Cambridge, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.242947.

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Tojerow, Ilan. « Industry wage differentials, rent sharing and gender : three empirical essays ». Doctoral thesis, Universite Libre de Bruxelles, 2008. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/210526.

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This thesis focuses on the industry wage differentials, rent-sharing and the gender wage gap. I empirically investigate: i) the interaction between inter-industry wage differentials and the gender wage gap in six European countries, ii) how rent sharing interacts with the gender wage gap in the Belgian private sector and iii) the existence of inter-industry wage differentials in Belgium, through the unobserved ability hypothesis.

The first chapter is devoted to the analysis of the interaction between inter-industry wage differentials and the gender wage gap in six European countries, i.e. Belgium, Denmark, Ireland, Italy, Spain, and the U.K. To do so, we have relied on a unique harmonised matched employer-employee data set, the 1995 European Structure of Earnings Survey. As far as we know, this paper is the first to analyse with recent techniques, on a comparable basis, and from a European perspective: i) inter-industry wage differentials by gender, ii) gender wage gaps by industry, and iii) the contribution of industry effects to the overall gender wage gap. It is also one of the few, besides Kahn (1998), to analyse for both sexes the relationship between collective bargaining characteristics and the dispersion of industry wage differentials.

Empirical findings show that, in all countries and for both sexes, wage differentials exist between workers employed in different sectors, even when controlling for working conditions, individual and firm characteristics. We also find that the hierarchy of sectors in terms of wages is quite similar for male and female workers and across countries. Yet, the apparent similarity between male and female industry wage differentials is challenged by standard statistical tests. Indeed, simple t-tests show that between 43 and 71% of the industry wage disparities are significantly different for women and men. Moreover, Chow tests indicate that sectoral wage differentials are significantly different as a group for both sexes in all countries. Regarding the dispersion of the industry wage differentials, we find that results vary for men and women, although not systematically nor substantially. Yet, the dispersion of industry wage differentials fluctuates considerably across countries. It is quite large in Ireland, Italy and the U.K. and relatively moderate in Belgium, Denmark and Spain. For both sexes, results point to the existence of a negative and significant relationship between the degree of centralisation of collective bargaining and the dispersion of industry wage differentials.

Furthermore, independently of the country considered, results show that more than 80% of the gender wage gaps within industries are statistically significant. The average industry gender wage gap ranges between -.18 in the U.K. and -.11 in Belgium. This means that on average women have an inter-industry wage differential of between 18 and 11% below that for men. Yet, correlation coefficients between the industry gender wage gaps across countries are relatively small and often statistically insignificant. This finding suggests that industries with the highest and the lowest gender wage gaps vary substantially across Europe.

Finally, results indicate that the overall gender wage gap, measured as the difference between the mean log wages of male and female workers, fluctuates between .18 in Denmark and .39 in the U.K. In all countries a significant (at the .01 level) part of this gap can be explained by the segregation of women in lower paying industries. Yet, the relative contribution of this factor to the gender wage gap varies substantially among European countries. It is close to zero in Belgium and Denmark, between 7 and 8% in Ireland, Spain and the U.K. and around 16% in Italy. Differences in industry wage premia for male and female workers significantly (at the .05 level) affect the gender wage gap in Denmark and Ireland only. In these countries, gender differences in industry wage differentials account for respectively 14 and 20% of the gender wage gap. To sum up, findings show that combined industry effects explain around 29% of the gender wage gap in Ireland, respectively 14 and 16% in Denmark and Italy, around 7% in the U.K. and almost nothing in Belgium and Spain.

In conclusion, our results emphasize that the magnitude of the gender wage gap as well as its causes vary substantially among the European countries. This suggests that no single policy instrument will be sufficient to tackle gender pay inequalities in Europe. Our findings indicate that policies need to be tailored to the very specific context of the labour market in each country.

The second chapter examines investigates how rent sharing interacts with the gender wage gap in the Belgian private sector. Empirical findings show that individual gross hourly wages are significantly and positively related to firm profits-per-employee even when controlling for group effects in the residuals, individual and firm characteristics, industry wage differentials and endogeneity of profits. Our instrumented wage-profit elasticity is of the magnitude 0.06 and it is not significantly different for men and women. Of the overall gender wage gap (on average women earn 23.7% less than men), results show that around 14% can be explained by the fact that on average women are employed in firms where profits-per-employee are lower. Thus, findings suggest that a substantial part of the gender wage gap is attributable to the segregation of women is less profitable firms.

The third and final chapter contributes to the understanding of inter-industry wage differentials in Belgium, taking advantage of access to a unique matched employer-employee data set covering the period 1995-2002. Findings show the existence of large and persistent wage differentials among workers with the same observed characteristics and working conditions, employed in different sectors. The unobserved ability hypothesis may not be rejected on the basis of Martins’ (2004) methodology. However, its contribution to the observed industry wage differentials appears to be limited. Further results show that ceteris paribus workers earn significantly higher wages when employed in more profitable firms. The instrumented wage-profit elasticity stands at 0.063. This rent-sharing phenomenon accounts for a large fraction of the industry wage differentials. We find indeed that the magnitude, dispersion and significance of industry wage differentials decreases sharply when controlling for profits.

Doctorat en Sciences économiques et de gestion
info:eu-repo/semantics/nonPublished

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Brookes, Michael. « Gender wage differentials and discrimination in the UK and Europe ». Thesis, Middlesex University, 2006. http://eprints.mdx.ac.uk/6533/.

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Gender wage differentials and discrimination are issues of primary significance both in terms of equity and efficiency. Current policy debate emphasises the importance of labour market efficiency with various HM Treasury reports highlighting productivity as the key determinant of economic growth. Consequently a deeper understanding of where the labour market allocates its scare human resource inefficiently, as a result of discrimination, is always desirable. The vast majority of the existing literature is based upon single country studies using cross-sectional data. This has led to weaknesses in our understanding of the inter-temporal processes generating changes to the wage gap, as well as the impact of national differences to relative cross-country gender differentials. Using the UK as the major focus, and other European countries for comparison, this thesis improves upon both of these. Paying particular attention to the roles played by inequality and sample selection. Blau and Kahn (1992) initially highlighted the importance of wage inequality to cross-country wage gaps. This is built upon by applying the techniques they pioneered and making use of the higher levels of comparability and compatibility inherent within the Panel Comparability Project (PACO) and European Community Household Panel (ECHP) data sets. With the analysis revealing that the gender wage gap would be narrower in the UK if the level of inequality was reduced to those in the rest of Europe. Thus supporting the view that a compression of the overall wage distribution leads to smaller gender wage gaps. The issue of sample selection is always present when empirical work is based upon earnings functions. Since Heckman (1979) it has become the norm to correct for possible bias using his two-stage procedure. However this is generally treated as a technical exercise and rarely warrants any meaningful discussion. Unfortunately selectivity is not merely a source of potential bias it also reflects relationships that have a significant effect upon the gender wage gap, most importantly its inter-temporal path. Consequently there is a clear need for a deeper understanding of this issue. It is revealed to be important, especially in the UK, where changes to the skill levels of those employed, relative to the overall population, are shown to be crucial to the narrowing of the wage gap. With this improvement resulting from more favourable skill endowments for those women entering or re-entering paid employment. This indicates that policies addressing human capital accumulation prior to labour market entry have already been successful in narrowing the differential. However there is still evidence that women are receiving inequitable returns from their human capital, hence more effective legislation addressing this is a matter of priority

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Skatun, Diane. « Econometric bias and the estimation of male-female earnings differentials ». Thesis, University of Aberdeen, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.342187.

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This thesis looks at the empirical implementation of human capital theory in the form of the estimation of earnings functions for married males and females. Its main purpose is to investigate how any biases in estimation may affect males and females to different extents and thus lead to an inaccurate comparison between the two groups. It concentrates on the two productivity traits of education and experience. As such, it does not intend to provide a comprehensive account of male-female wage differentials, but looks instead at how any asymmetry of bias may feed through to measures of discrimination. This asymmetry in bias will, if uncorrected, give a false comparison of the two different groups' relative returns to schooling and experience. It is, as such, a cautionary tale which argues for the careful implementation of econometric techniques to earnings functions. A failure to correct for any asymmetry is likely to lead to inappropriate policy recommendations and may lead to inefficiency of policy in three potential and mutually exclusive ways. First, biases may artificially create differences between males and females where there are none, thus leading to the introduction of policy where inaction may be preferable. Second, biases may mask underlying differences, causing inappropriate inaction by government where action would indeed be merited. Third, biases may cause inaccurate measures of the relative returns to both education and experience and thus indicate falsely where it would be the most effective to target policy to reduce discrimination. This thesis has shown that, in order to suggest appropriate policy measures, so as to correctly introduce, implement and target policy, there is a need to apply appropriate econometric techniques and correct for biases.

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Sengupta, Panchali. « Gender differentials in work participation : time valuation study of women's work in Rural North Bengal ». Thesis, University of North Bengal, 2011. http://hdl.handle.net/123456789/1446.

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Myo, Thwin Guest Philip. « Differentials in gender role expectations in marriage among youth in Yangon Division, Myanmar / ». Abstract, 2007. http://mulinet3.li.mahidol.ac.th/thesis/2550/cd404/4938535.pdf.

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Yueh, Linda Yi-Chuang. « Gender, discrimination and inequality in China : some economic aspects ». Thesis, University of Oxford, 2001. http://ora.ox.ac.uk/objects/uuid:3e1a0432-9a88-4893-9959-5dc376f78698.

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With the move to a more market-oriented economy in China, there is evidence of increased inequality in the incomes earned by men and women. To explore this outcome, we turn to an aspect of Chinese society that is pervasive in both economic and social contexts, namely, the Chinese variant of social capital, guanxi. It appears that in an imperfect labour market characterised by frictions, such as restricted mobility, costly job search, and limited employment alternatives, the cultivation of guanxi is important in reducing these transaction costs. The notion that investing in social capital can enhance an individual's opportunities leads to the development of a theory of discrimination that may explain the gender inequalities accompanying marketisation in China, and might be more generally relevant. The model of earnings discrimination is premised on imperfect product and labour markets. Under these conditions, we show that differential wages for similarly productive workers is a profit maximising outcome for firms. We apply this theory in an attempt to explain the trend of increasing gender inequality in earned income in urban China during the current reform period. First, pre-labour market gender inequality is investigated through developing a model of parental investment in children's human capital to discern whether there are productive differences between men and women prior to entering employment. In 1995, household expenditure on children's education is affected by perceived future earnings differentials and support of parents in retirement. Regarding labour markets, an original survey designed to test our model of social capital was administered in urban China in early 2000 and pertained to 1999. We find that there are differences between men and women in their investment in guanxi that correspond to gender inequalities in earned income and rates of re-employment. Both empirical chapters provide evidence in accordance with the predictions of the theory.

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Kunze, Astrid. « Male-female wage differentials : a longitudinal analysis of young skilled workers in Germany ». Thesis, University College London (University of London), 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.325657.

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Maboshe, Mashekwa. « Gender and life-cycle differentials in the correlates of adult ill health in South Africa ». Master's thesis, University of Cape Town, 2011. http://hdl.handle.net/11427/11465.

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This study investigates the gender and life-cycle differentials in the socio-economic co-variates of adult self-evaluated ill health in South Africa using data from the 2008 National Income Dynamics Study wave 1 survey.

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Kovářová, Monika. « Hodnocení mzdové diferenciace v ČR ». Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-17194.

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The work analyzes the development and salary differentiation in the Czech Republic and focuses on the wage differentials between men and women. It evaluates the impact of factors, which may influence salary, like age, education, work classification (KZAM) and region, where an employer works. Women labour market condition goes before the own analysis.

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Reilly, Barry. « Gender wage differentials and the labour market for young workers : an empirical analysis using data for Ireland ». Thesis, University of Warwick, 1989. http://wrap.warwick.ac.uk/100112/.

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Little empirical evidence is available on the determinants of wages at the level of the individual for Ireland and to the author’s knowledge no such evidence is available for young workers. One objective of this thesis, therefore, is an examination of the determinants of wages at the micro level using data from a national survey of young workers recently undertaken in Ireland. The effects of education, training, region, industry and occupation are assessed. More importantly, gender wage differentials are calculated for the sample under a number of alternative assumptions concerning the treatment of occupations. In the applied econometric literature relating to the estimation of both wage equations and gender wage differentials little emphasis has focused on the appropriate treatment of occupations. In view of this, an econometric objective of this thesis is an analysis of how the gender wage differential is affected by altering the econometric assumptions underlying occupations. The sensitivity of the gender wage differential to occupational endogeneity is examined in a dichotomous framework using two contrasting econometric methods. Statistical tests for occupational exogeneity are provided and their results reported. Structural occupational models are also estimated. To assess the effects of occupational segregation on the gender wage differential a five-way occupational categorisation is employed and an effort is made to disentangle inter and intra occupational wage effects. Occupations are again treated as endogenous and a consistent estimator designed to correct for selectivity bias is employed. In both the dichotomous and the polychotomous frameworks the estimated gender differentials appear sensitive to occupational endogeneity. Finally, the issue of segregation is again addressed but this time in the context of the dual labour market. An empirical dual labour market model is estimated using an endogenous switching model with partial observability in the latent dependent variable. Sectoral differentials are calculated and the results of an informal test of rationing, a basic tenet of dual labour market theory, tentatively suggest that primary sector rationing, to the extent it exists, falls disproportionately on the young females in the sample.

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Theodoropoulos, Nikolaos. « Gender and ethnic labour market differentials in Britain : an analysis using the 1998 Workplace Employee Relations Survey ». Thesis, University of Leicester, 2006. http://hdl.handle.net/2381/8606.

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This Thesis consists of six Chapters. Chapter I provides an overview of the economic theories of discrimination, summarises the existing empirical work with respect to gender and ethnicity wage differentials, presents a discussion on equal opportunities policies, and highlights the merits of matched employer-employee data in explaining labour market differentials. Chapter 2 explains the design of the data, examines and interprets variables of interest and thoroughly looks at five aspects of the data that are of relevance to the Thesis. Chapter 3 focuses on firm-specific gender and ethnicity pay differentials. The empirical estimation reveals significant gender and ethnic pay gaps. A striking finding of this Chapter is that the firm-specific effects although significant and sizeable are not correlated with other variables that may act as indirect indicators of pay differentials. Chapter 4 focuses on gender and ethnicity job satisfaction differentials. We find that women are more satisfied than men in relation to four different aspects of job satisfaction (influence over the job, amount of pay, sense of achievement and respect from supervisors). An interesting difference with respect to the female results is that ethnic minority workers although are more satisfied than white employees with the influence, achievement and respect they get from their jobs are not satisfied with pay. Chapter 5 focuses on gender and ethnicity differentials relating to the receipt of employer provided off-the-job training. Female employees have a significantly higher probability of training incidence than men. This differential disappears when we include a measure of workplace segregation. There is no significant gender differential upon training intensity. Ethnic minority employees face a significant disadvantage only with respect to the incidence of training. We also find that equal opportunities policies have a positive and significant impact only on female employees. Chapter 6 concludes by reviewing the Thesis, providing policy implications and setting up the agenda for future work.

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Roopnarine, Karen Anne. « Three fourths a penny for your thoughts ? : gender pay differentials in Trinidad and Tobago : an empirical analysis ». Thesis, University of Nottingham, 2018. http://eprints.nottingham.ac.uk/50401/.

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The Caribbean is an understudied region in terms of gender wage gaps and this research adds new insights into the sparse economics literature on this topic for the region, and in particular, for the two-island state of Trinidad and Tobago. Economic inequality between men and women is a pertinent problem deserving of in-depth study because it has far-reaching inter-generational consequences. Furthermore, gender inequalities in the labour market are considered as indicators that considerably restrain economic growth. Trinidad and Tobago’s economy has undergone tremendous strides in terms of economic growth over the past 20 years, and this study provides a deeper understanding of how the gender pay gap evolved over that time period. The present analysis of the gender wage gap has allowed us to ascertain if working women in Trinidad and Tobago were able to benefit from the country’s improved economic prosperity. The present study employs 2012 Continuous Sample Survey of the Population (CSSP) data for Trinidad and Tobago to investigate the causes of gender income differentials. The CSSP is used to generate labour force statistics for Trinidad and Tobago, and provides a wide range of information, including data on wages, gender, employment, unemployment, hours of work, industry, occupation, and level of education. The CSSP has two main advantages that make it a good source of data for analysing labour market issues in Trinidad and Tobago. Firstly, it is a nationally representative population survey, and secondly, it is the most detailed population survey for the country. The Blinder-Oaxaca and Neumark methods of decomposition were used to portion the wage gap into “explained” and “unexplained” components. The findings suggest that the differential is not well explained by differences in the levels of human capital (“explained” component) and indeed gender bias in favour of male workers seems to be prevalent (“unexplained” component). The raw wage gap in 2012 measured 11.4 per cent, and in the absence of gender discrimination women’s wages could increase by as much as 26 per cent. In addition to decomposing the gender wage gap at the mean level of wages, the research also investigated the causes of gender income differentials along the entire distribution of wages. Two recent quantile decomposition techniques – developed by the Machado and Mata (2005)/Melly (2006), and Firpo, Fortin and Lemieux (2009) were used to portion the gap into “explained” and “unexplained” components. Similar to the findings from the Blinder-Oaxaca methodology, the results for this portion of the research suggest that the differential in wages is not well explained by differences in the levels of human capital and substantial gender bias in favour of male workers. Quantile decompositions allow us to ascertain if there is a “glass ceiling” or a “sticky floor” in the labour market. Glass ceilings are said to exist when there is a larger unexplained gender wage gap at the top of the wage distribution, whereas sticky floors exist when there is a larger unexplained wage gap at the lower end of the wage distribution. The results suggest that female workers in Trinidad and Tobago face sticky floors rather than a glass ceiling. Lastly, the well-known Heckman two-step procedure (sometimes referred to as the limited information maximum likelihood (LIML) estimator) was employed to test for the presence of sample selection. The test for selectivity was carried out for both men and women separately. The results indicated no evidence of sample selection in any of the model specifications, including Mincerian-type wage regressions with additional controls for occupation, industry, and sector of employment (public vs. private). However, the sample selection model did not consider any exclusion restrictions due to data limitations, and consequently the model proved to be weakly identified. The chapter concluded that the “uncorrected” OLS subsample is the more appropriate model to be used for analysis given that these estimates are more robust compared to a sample selection model without exclusion restrictions.

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Bailey, Loretta G. « An Analysis of Gender Differentials in Twenty-seven Motivational Variables Influencing Career Aspirations of Teachers and Administrators ». Digital Commons @ East Tennessee State University, 1986. https://dc.etsu.edu/etd/2632.

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This study investigated a range of motivational variables which might lead individuals to become educational administrators. Identified and reported are those variables which are viewed by teachers who comprised the pool from which most future administrators are drawn. Twenty-seven items were identified and used on an instrument, designed by the writer. The null hypothesis for statistical differences between male and female educators was tested on each of the 27 items at the .05 level of significance, using multivariate analysis of variance and the test of simple main effects. A 20% sample of randomly selected male and female administrators produced 371 responses. The instrument was sent to a total of 1042 educators in the state of North Carolina during the spring of 1986 with a response rate of 75%. It was hypothesized that no significant differences would exist for sex, status, or the interaction of these upon each other for each of the 27 motivators. However, based upon several variables selected for the study, 14 differences appeared to separate the sexes. Compared with male educators, female educators viewed several motivators more negatively. They are: (1) Increased public scrutiny; (2) Negative public reaction; (3) Less time for summer vacations; (4) Being subjected to greater psychological pressures associated with teacher evaluation; (5) Work with athletic personnel and programs; (6) Career family conflicts; (7) Responsibility for disciplinary actions. Compared with male educators, female educators viewed the following motivators most positively. The are: (1) Possibility of earning higher annual salary; (2) Possibility of influencing academic achievement; (3) Opportunity to improve morale; (4) Opportunity to achieve positive recognition; (5) Probability of fewer teaching responsibilities; (6) Likelihood of being supported by coworkers; (7) Opportunity for professional growth. In view of these findings, it seemed appropriate to conclude that female educators represented in this study were not as motivated as male educators to seek administrative positions because of the inherent conflicts associated with the nature of administrative work itself or the collective self-concepts of these women which did not find expression in the kinds of administrative tasks that exist in educational administration today. The study also notes however, that women who are currently administrators hold many views similar to male administrators and appear atypical of women educators in general. (Abstract shortened with permission of author.)

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Smith, Teresa L. « The role of ability to pay and internal labor market processes in wage and gender-related wage differentials ». Diss., Virginia Polytechnic Institute and State University, 1989. http://hdl.handle.net/10919/54432.

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This research attempts to identify factors that influence wage and gender-related wage differentials across organizations. Specifically, the purpose was to investigate the role of ability to pay, willingness to pay, and organizational characteristics in wage determination and the development of gender-related wage differentials at the organizational level. The sample chosen for the study included 160 doctoral-granting, public universities across the United States. Average wages at three levels of full, associate and assistant professor ranks were examined. Results of the study indicate that ability to pay and willingness have a significant positive impact on wages across organizations. The organizational characteristics of size, geographic location and unionization also have a significant impact on wage determination. Results also indicate that even after accounting for the influence of ability and willingness to pay and organizational characteristics on wages, the percentage of women in the organization still has a significant negative effect on wages at all ranks, and on the wages of both men and women. Findings further suggest that there is a significant differential between the average wages of men and women both within and across the universities that is not accounted for by the structural characteristics of the organization.
Ph. D.

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Hu, Yongjian. « Essays on labour economics : empirical studies on wage differentials across categories of working hours, employment contracts, gender and cohorts ». [Amsterdam : Amsterdam : THela Thesis] ; Universiteit van Amsterdam [Host], 2005. http://dare.uva.nl/document/88720.

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Heinze, Anja. « Determinants of gender-specific wages in Germany ». Doctoral thesis, Humboldt-Universität zu Berlin, Wirtschaftswissenschaftliche Fakultät, 2009. http://dx.doi.org/10.18452/15930.

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Diese Arbeit besteht aus empirischen und methodischen Beiträgen zur Literatur über den deutschen Lohnunterschied zwischen Männern und Frauen. Bisher war es aus Mangel an geeigneten Daten nicht möglich, den potentiellen Einfluss von Arbeitgebern bzw. Firmen auf diesen Lohnunterschied zu untersuchen. Auf der Basis neuer Linked Employer-Employee Daten wird dies in drei empirischen Studien untersucht. Die erste Studie wendet sich dem innerbetrieblichen Lohnunterschied zu. Dabei zeigt sich, dass dieser stark über die Firmen schwankt. Demnach weisen Unternehmen mit einem Betriebsrat und solche, die Tarifverträge anwenden, geringere Lohnunterschiede auf. Firmen, die einem starken Wettbewerbsdruck ausgesetzt sind, nehmen weniger Entlohnungsunterschiede zwischen den Geschlechtern vor. In der zweiten Studie steht die Frage, wie viel des beobachteten Lohnunterschieds durch verschiedene individuelle Merkmale und wie viel durch die Selektion in unterschiedliche Betriebe erklärt werden kann, im Mittelpunkt. Dazu wird eine Zerlegung in vier Komponenten mit einem Verfahren von Machado und Mata (2005) über die ganze Lohnverteilung vorgenommen. Die Analyse zeigt, dass der Lohnunterschied am unteren Rand der Lohnverteilung am höchsten ist. Dies ist auf die Segregation von Frauen in weniger erfolgreiche und produktive Firmen zurückzuführen. Dagegen haben Unterschiede in der Humankapitalausstattung nur einen geringen Einfluss. In der dritten Studie wird die Beziehung zwischen dem Frauenanteil in Unternehmen und dem Lohn untersucht. Ein hoher Frauenanteil innerhalb von Unternehmen könnte eine für Frauen attraktive Arbeitsumgebung, geringe Qualifikationsanforderungen von Seiten der Arbeitgeber oder weniger Diskriminierung gegenüber Frauen widerspiegeln. Die Analyse zeigt, dass auch bei sukzessiver Berücksichtigung von individuellen und Firmenmerkmalen, der Frauenanteil einen negativen Einfluss auf den Lohn hat. Insbesondere eine attraktive Arbeitsumgebung führt zu einem geringen Lohn in frauendominierten Firmen.
This thesis consists of empirical and methodological contributions to the literature on the German gender wage gap. Due to a lack of appropriate data, previous studies have been unable to document the potential impact of employers and establishments on the gender wage gap. We investigate these issues using a newly available Linked Employer-Employee Dataset. The first study pays attention to the gender wage gap within establishments. We find that the gender wage gap varies tremendously across establishments. Establishments with work councils and those covered by collective wage agreements are found to have a smaller wage gap. Furthermore, establishments operating under strong product market competition behave in a more egalitarian way. In the second study, the key issue is to disentangle gender differences in human capital endowment and the segregation of men and women in different types of establishments as sources of wage inequality. Using an approach of Machado and Mata (2005), we apply a decomposition method extended to four terms across the entire wage distribution. The analysis shows that the gap is highest in the lower part of the wage distribution. This is largely explained by segregation of women into less successful and productive firms. Gender differences in the human capital endowment have a lesser impact upon the gap. The third study comprises an investigation of the relationship between the share of women in establishments and the wages of both sexes. For this correlation, hypotheses are formulated as to what a high proportion of women in an establishment can indicate: attractive working conditions for women, lower qualification requirements or less discrimination against women. The results show, that even when including worker and establishment covariates, a higher share of female employees reduces wages for both males and females. In particular, attractive working conditions lead to lower wages in female dominated establishments.

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Ntlapo, Noluthando. « Female-male differentials in earning in South Africa : a comparative socio-demographic approach using data from Labour Force of 2007 and 2011 ». University of the Western Cape, 2014. http://hdl.handle.net/11394/4327.

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Magister Philosophiae - MPhil
The study examines female-male differentials in earnings and factors associated with them within the labour market of South Africa. Dating back from the end of apartheid in 1994, a few labour policies have been implemented to reduce poverty especially in the area of gender equity and wage discrimination. However, little evidence has been produced to inform on the magnitude of changes in reducing differences and progress achieved so far. Therefore the study attempts to assess and explain the structural changes in female-male differentials in earnings within the labour market. Sparsely conducted studies during the early years of post-apartheid South Africa showed strong racial divide in terms of wage gaps. This proposed study extends this analysis to socio-demographic attributes and also considers a more encompassing notion of earnings. Thus controlling for individual attributes, the overarching issue in this study stems from the following questions: do male workers earn more than their female counterparts within the Labour market? And if it is the case, what are some of the underlying social and demographic variables contributing to this difference? To assess the structural changes in earnings, data utilized for this study are derived from the Labour Force Survey of 2007 and 2011 carried out respectively under Statistics South Africa. Other public records are used to supplement these two sources. In the first step bivariate analysis are carried out to establish patterns and statistical relationships amongst variables selected. Drawing from that, the study makes use of a predictive model to analyse the combined effect of these variables taken together onto the dependent variable. It is expected to observe varying differences in the magnitude of earnings across the selected variables. Differences could be specific to occupation or industrial sector. Temporal variation provides insights about the dynamics of female-male differentials in earnings. From this the study draws some recommendations to guide policy interventions in the labour market.

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Swaffield, Joanna Kate. « Wage differentials in the 1990s : estimates of employer tenure, union status and gender wage effects and modelling issues in estimation ». Thesis, University of Warwick, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.322680.

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Henningsson, Jenny, et Yanez Yulianna Munoz. « Det politiska i det privata : En implementeringsstudie av jämställdhetsprojekt ». Thesis, Örebro universitet, Institutionen för humaniora, utbildnings- och samhällsvetenskap, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-36226.

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The study deals with the causes of unjustified differences in pay between women and men in the banking sector. The purpose of this paper has been to examine how a gender project implemented in the private banking organizations from a gender-and implementation perspective. The aim of the project examined is to even unjustified differences in pay between men and women in the banking and finance sector. The main issues are: ● How has the project been implemented and what are the real and perceived results? ● How can the opportunities and barriers to successful implementation course with emphasis on gender? The method used is a qualitative study, where the empirical material consisted of focus group interviews. The two main conclusions that we can say is : First, the organization's managers needs to take action in practice for implementation to be successful in the organization, otherwise they constitute an obstacle to the implementation of equal pay for equal work. The barrier consists of the implementation cannot be realized without active management actions. From a gender perspective, this can be understood as the prevailing gender structures maintained and thus unwarranted pay differentials. Second, long-term need for equality implementation. A long-term approach is essential , from a gender perspective to gender patterns are deeply rooted in our culture. They are so ingrained in our way of thinking about gender which can´t change in just a few years. It requires long-term and duration to correct overcoming unwarranted pay differentials. Short-term work preserves gender structures and therefore constitutes an obstacle in the implementation of equal pay for equal work by segregating them or become a side issue.

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Faraon, Sadid. « How has the gender wage gap in Germany developed since the 1990s, and what factors can explain the gap ? : A look at gender wage differentials in Germany across time ». Thesis, Linnéuniversitetet, Institutionen för nationalekonomi och statistik (NS), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-75478.

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Germany has a rich history being a conservative welfare state with a strong male breadwinner model. Yet, numerous changes have been made to its welfare structure since the reunification of both sides in 1990. One would then expect to see wage inequality decrease in the country during this period and in fact, it has. Having used data for the country as a whole during this period, along with two econometric approaches: OLS estimates and Oaxaca decomposition, I have been able to demonstrate that the gender wage gap in Germany has narrowed since the 1990s. Factors such as ‘years of work experience’, ‘weeks worked’ and ‘relation to household head’ are the most influential ones that have affected the gender wage gap from 1990 to 2016. In addition, it has also been observed that women have accrued less human capital compared to men during this period, which could have increased the gender wage gap. Further, discrimination experienced by women as well as other unobservable differences has significantly decreased during this period, which could point to a large decrease in the gender wage gap. With the aid of an interaction term, it has been possible to remove the increasing amount of irrelevant effects that have emerged in both of the aforementioned terms over time, thus providing us with more accurate results.

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Peter, Sascha A. [Verfasser], et Petra [Akademischer Betreuer] Böhnke. « Voluntarily Disconnected ? A Cross-national and Longitudinal Study on Gender Differentials in Voluntary Association Participation / Sascha A. Peter ; Betreuer : Petra Böhnke ». Hamburg : Staats- und Universitätsbibliothek Hamburg, 2017. http://d-nb.info/1124591311/34.

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Palme, Mårten. « Five empirical studies on income distribution in Sweden ». Doctoral thesis, Handelshögskolan i Stockholm, Ekonomisk Statistik (ES), 1993. http://urn.kb.se/resolve?urn=urn:nbn:se:hhs:diva-1776.

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Nkhwalume, Alakanani Alex. « A study of the motivational orientations of six girls towards mathematics as directed by their social context : a sociological and critical dimension of gender differentials in mathematics education in Botswana ». Thesis, University of Nottingham, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.429081.

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Sissoko, Salimata. « Wage inequalities in Europe : influence of gender and family status :a series of empirical essays ». Doctoral thesis, Universite Libre de Bruxelles, 2007. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/210589.

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In the first chapter of this thesis, we investigate the impact of human capital and wage structure on the gender pay in a panel of European countries using a newly available and appropriate database for cross-country comparisons and a comparable methodology for each country.

Our first question is :What role do certain individual characteristics and choices of working men and women play in shaping the cross-country differences in the gender pay gap? What is the exact size of the gender pay gap using the “more appropriate” database available for our purpose? Giving that there are mainly only two harmonized data-sets for comparing gender pay gap throughout Europe: the European Community Household Panel (ECHP) and the European Structure of Earning Survey (ESES). Each database having its shortages: the main weakness of the ECHP is the lack of perfect reliability of the data in general and of wages in particular. However the main advantage of this database is the panel-data dimension and the information on both households and individuals. The data of the ESES is, on the contrary, of a very high standard but it only covers the private sector and has a cross-sectional dimension. Furthermore only few countries are currently available :Denmark, Belgium, Spain, Ireland and Italy.

We use the European Structure of Earning Survey (ESES) to analyse international differences in gender pay gaps in the private sector based on a sample of five European economies: Belgium, Denmark, Ireland, Italy and Spain. Using different methods, we examine how wage structures, differences in the distribution of measured characteristics and occupational segregation contribute to and explain the pattern of international differences. Furthermore, we take account of the fact that indirect discrimination may influence female occupational distributions. We find these latter factors to have a significant impact on gender wage differentials. However, the magnitude of their effect varies across countries.

In the second chapter, we analyse the persistence of the gender pay differentials over time in Europe and better test the productivity hypothesis by taking into account unobserved heterogeneity.

Our second question is :What is the evolution of the pay differential between men and women over a period of time in Europe? And what is the impact of unobserved heterogeneity?

The researcher here provides evidence on the effects of unobserved individual heterogeneity on estimated gender pay differentials. Using the European Community Household Panel (ECHP), we present a cross-country comparison of the evolution of unadjusted and adjusted gender pay gaps using both cross-section and panel-data estimation techniques. The analysed countries differ greatly with respect to labour market legislation, bargaining practices structure of earnings and female employment rates. On adjusting for unobserved heterogeneity, we find a narrowed male-female pay differential, as well as significantly different rates of return on individual characteristics. In particularly, the adjusted wage differential decreases by 7 per cent in Belgium, 14 per cent in Ireland, between 20-30 per cent Germany, Italy, the Netherlands and Spain and of 41 per cent and 54 per cent in the UK and in Denmark respectively.

In the third chapter, we investigate causes of the gender pay gap beyond the gender differences in observed and unobserved productive characteristics or simply the sex. Explanations of the gender pay gap may be the penalty women face for having children. Obviously, the motherhood wage penalty is relevant to larger issues of gender inequality given that most women are mothers and that childrearing remains a women’s affair. Thus, any penalty associated with motherhood but not with fatherhood affects many women and as such contributes to gender inequalities as the gender pay gap. Furthermore, the motherhood wage effect may be different along the wage distribution as women with different earnings may not be equal in recognising opportunities to reconcile their mother’s and earner’s role. This brings us to our third question.

Our third question is :What is the wage effect for mothers of young children in the household? And does it vary along the wage distribution of women?

This chapter provides more insight into the effect of the presence of young children on women’s wages. We use individual data from the ECHP (1996-2001) and both a generalised linear model (GLM) and quantile regression (QR) techniques to estimate the wage penalty/bonus associated with the presence of children under the age of sixteen for mothers in ten EU Member States. We also correct for potential selection bias using the Heckman (1979) correction term in the GLM (at the mean) and a selectivity correction term in the quantile regressions. To distinguish between mothers according to their age at the time of their first birth, wage estimations are carried out, separately, for mothers who had their first child before the age of 25 (‘young mothers’) and mothers who had their first child after the age of 25 (‘old mothers’). Our results suggest that on average young mothers earn less than non-mothers while old mothers obtain a gross wage bonus in all countries. These wage differentials are mainly due to differences in human capital, occupational segregation and, to a lesser extent, sectoral segregation between mothers and non-mothers. This overall impact of labour market segregation, suggests a “crowding” explanation of the family pay gap – pay differential between mothers and non-mothers. Nevertheless, the fact that we still find significant family pay gaps in some countries after we control for all variables of our model suggests that we cannot reject the “taste-based” explanation of the family gap in these countries. Our analysis of the impact of family policies on the family pay gap across countries has shown that parental leave and childcare policies tend to decrease the pay differential between non-mothers and mothers. Cash and tax benefits, on the contrary, tend to widen this pay differential. Sample selection also affects the level of the mother pay gap at the mean and throughout the wage distribution in most countries. Furthermore, we find that in most countries inter-quantile differences in pay between mothers and non-mothers are mainly due to differences in human-capital. Differences in their occupational and sectoral segregation further shape these wage differentials along the wage distribution in the UK, Germany and Portugal in our sample of young mothers and in Spain in the sample of old mothers.

In the fourth chapter, we analyse the combined effect of motherhood and the family status on women’s wage.

Our fourth question is :Is there a lone motherhood pay gap in Europe? And does it vary along the wage distribution of mothers?

Substantial research has been devoted to the analysis of poverty and income gaps between households of different types. The effects of family status on wages have been studied to a lesser extent. In this chapter, we present a selectivity corrected quantile regression model for the lone motherhood pay gap – the differential in hourly wage between lone mothers and those with partners. We used harmonized data from the European Community Household Panel and present results for a panel of European countries. We found evidence of lone motherhood penalties and bonuses. In our analysis, most countries presented higher wage disparities at the top of the wage distribution rather than at the bottom or at the mean. Our results suggest that cross-country differences in the lone motherhood pay gap are mainly due to differences in observed and unobserved characteristics between partnered mothers and lone mothers, differences in sample selection and presence of young children in the household. We also investigated other explanations for these differences such as the availability and level of childcare arrangements, the provision of gender-balanced leave and the level of child benefits and tax incentives. As expected, we have found significant positive relationship between the pay gap between lone and partnered mothers and the childcare, take-up and cash and tax benefits policies. Therefore improving these family policies would reduce the raw pay gap observed.

Doctorat en Sciences économiques et de gestion
info:eu-repo/semantics/nonPublished

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Linders, Lisa M. « Gender differences in responses to differential outcomes ». Thesis, McGill University, 2003. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=19595.

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The present study examined the emotional responses of 112 dyads of same-sex friends in early and middle childhood as they competed against each other on 3 identical games, enabling each child in the pair to experience 3 outcome conditions: winning, losing, and tying. Emotional reactions were videotaped and rated for degree of enjoyment and discomfort. In addition, following the 3 games, children were individually interviewed and asked to report their levels of happiness regarding winning, losing, and tying. The social context of a dyad is more closely associated with female social interaction which tends to be egalitarian. It was hypothesized that boys' well-documented greater comfort with competition relative to girls would be attenuated in the context of a dyad. Results indicated that boys showed more comfort and enjoyment throughout the competitive process than did girls. However, both boys and girls showed equal levels of comfort and enjoyment for the win and tie outcomes, indicating boys, like girls, were also concerned with doing the same as their friend. A developmental difference was also seen as the children in middle childhood reported less happiness than the kindergarten children when they experienced the win outcome. The results are discussed in terms of the necessity of considering the social context in which competition occurs when investigating gender differences in competition.

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Koster, Keith A. « Demonstrator gender and the woodwinds : investigating children's differential views of gender propriety / ». free to MU campus, to others for purchase, 1998. http://wwwlib.umi.com/cr/mo/fullcit?p9904854.

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Ong, Yoke Mooi. « Understanding differential functioning by gender in mathematics assessment ». Thesis, University of Manchester, 2011. https://www.research.manchester.ac.uk/portal/en/theses/understanding-differential-functioning-by-gender-in-mathematics-assessment(bbf798fb-eb7a-4e99-bf33-f0c4e8d87e42).html.

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When examinees with the same ‘ability’ take a test, they should have an equal chance of responding correctly to an item irrespective of group membership. This logic in assessment is known as measurement invariance. The lack of invariance of the item-, bundle-, and test-difficulty across different subgroups indicates differential functioning (DF). The aim of this study is to advance our understanding of DF by detecting, predicting and explaining the sources of DF by gender in a mathematics test. The presence of DF means that the test scores of these examinees may fail to provide a valid measure of their performance. A framework for investigating DF was proposed, moving from the item-level to a more complex random-item level, which provides a theme of critiques of limitations in DF methods and explorations of some advances. A dataset of 11-year-olds of a high-stakes National mathematics examination from England was used in this study. The results are reported in three journal publication format papers. The first paper addressed the issue of understanding nonuniform differential item functioning (DIF) at the item- level. The nonuniform DIF is investigated because it is a possible threat when common DIF statistics sensitive to uniform DIF may indicate no significant DIF. This study differentiates two different types of nonuniform DIF, namely crossing and noncrossing DIF. Two commonly used DIF detection methods, namely the Logistic Regression (LR) procedure and the Rasch measurement model were used to identify crossing and noncrossing DIF. This paper concludes that items with nonuniform DIF do exist in empirical data; hence there is a need to include statistics sensitive to crossing DIF in item analysis. The second paper investigated the sources of DF via differential bundle functioning (DBF) because this way we may get a substantive explanations of DF - without which we do not know if DF is ‘valid’ or ‘biased’. Roussos and Stout’s (1996a) multidimensionality-based DIF paradigm was used with an extension of the LR procedure to detect DBF. Three qualitatively different content areas: test modality, curriculum domains and problem presentation were studied. This paper concludes that DBF in curriculum domains may elicit construct-relevant variance, and so may indicate 'real' differences, whereas problem presentation and test modality arguably includes construct-irrelevant variance and so may indicate gender bias. Finally, the third paper considered item-person responses as hierarchically nested within items. Hence a two-level logistic model was used to model the random item effects, because otherwise it is argued that DF might be over-exaggerated and may lead to invalid inferences. This paper aimed to explain DF via DBF comparing single-level and two-level models. The DIF effects of the single-level model were found to be attenuated in the two-level model. A discussion of why the two different models produced different results was presented. Taken together, this thesis shows how validity arguments regarding bias should not be reduced to DF at item-level but can be analysed on three different levels.

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Chen, Dong Qi Kayla. « Gender-related differential item functioning analysis on the GEPT-kids ». Thesis, University of Macau, 2018. http://umaclib3.umac.mo/record=b3953512.

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Obinyan, Evaristus. « Differential adolescent delinquency tolerance and the effect of race and gender ». [Tampa, Fla.] : University of South Florida, 2004. http://purl.fcla.edu/fcla/etd/SFE0001108.

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Zhang, Mo. « Gender related differential item functioning in mathematics tests a meta-analysis / ». Pullman, Wash. : Washington State University, 2009. http://www.dissertations.wsu.edu/Thesis/Summer2009/m_zhang_072109.pdf.

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Löf, Calle. « Selection into self-employment : gender differences in Chile ». Thesis, Linnéuniversitetet, Institutionen för nationalekonomi och statistik (NS), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-84728.

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This study examines gender differences in the choice to become self-employed in Chile,focusing especially on the influence of the predicted earnings differential between selfemploymentand wage-employment. By estimating selectivity adjusted incomeequations, earnings in both sectors are predicted for each individual and the difference isused as an explanatory variable in a probit model where the dependent variable measuresself-employment status. The results show that men respond positively to the earningsdifferential whereas women respond negatively, indicating that the female choice ismostly influenced by push factors. It is also found that having small children has animportant effect on women in particular. Lastly, a comparison between employers andown-account workers shows that employers are more uniform across genders than ownaccountworkers. Due to a possibly inadequate identification strategy, these results shouldhowever be viewed with caution.

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Mebrahtu, Hagos. « Measuring the gender-wage differential and discrimination in the Eritrean labour market ». Master's thesis, University of Cape Town, 2003. http://hdl.handle.net/11427/6908.

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Bibliography: leaves 84-87.
The objective of the study is to measure and investigate the sources of gender-wage differentials in the Eritrean labour market. The study uses primary data drawn from the Income and Expenditure Household Survey collected by National Statistics Eritrea in 1997. Three separate standard wage functions for males, females and a pooled one for both sexes are estimated, in which, the dependent variable (semi-log monthly wage) is a linear function of years of schooling, experience, experience squared, and hours worked, and dummy variables capturing, occupations, ethnicity, industry, employer, marital status, fighters (represents whether the individual employee belong to the group who participated in the army struggle for independence or not). The decomposition exercise involved subtracting the female wage equation from the male wage equation, and then the wage differential that is found is in tum decomposed using the standard Oaxaca -Blinder (1973) procedure. The econometric result showed that women earned about 66 % of what men earned. The wage differentials are decomposed into two components, the differential due to the measurable variables and that due to discrimination. The results from the decompositions of the gender-wage differentials show that 18 % of the wage differentials result from discrimination, while 82 % is accounted for by the measurable variables. These results signal that gender-wage differentials emanate both from human capital differences and unequal treatment in the labour market. The results from the wage equation of female workers showed that human capital followed by the variable fighters, hours worked per a week, marital status, industrial sectors, and type of employer were important determinant of female wages. Place of work and occupations were the least important, and ethnicity was insignificant in the wage determination process of the female employees. Likewise, the human capital followed by the variable fighter, place of work and occupations were important variables in determining the male wages. Ethnicity, industrial sectors, employer and marital status were least important in the wage determination process of the male employees in Eritrea in 1997.

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Grant, Dennis Anthony. « Exclusion from school as conflict management : differential responses based on ethnicity and gender ». Thesis, University College London (University of London), 2004. http://discovery.ucl.ac.uk/10020788/.

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Gratias, Melissa B. « Gender and Ethnicity-Based Differential Item Functioning on the Myers-Briggs Type Indicator ». Thesis, Virginia Tech, 1997. http://hdl.handle.net/10919/30362.

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Item Response Theory (IRT) methodologies were employed in order to examine the Myers-Briggs Type Indicator (MBTI) for differential item functioning (DIF) on the basis of crossed gender and ethnicity variables. White males were the reference group, and the focal groups were: black females, black males, and white females. The MBTI was predicted to show DIF in all comparisons. In particular, DIF on the Thinking-Feeling scale was hypothesized especially in the comparisons between white males and black females and between white males and white females. A sample of 10,775 managers who took the MBTI at assessment centers provided the data for the present experiment. The Mantel-Haenszel procedure and an IRT-based area technique were the methods of DIF-detection. Results showed several biased items on all scales for all comparisons. Ethnicitybased bias was seen in the white male vs. black female and white male vs. black male comparisons. Gender-based bias was seen particularly in the white male vs. white female comparisons. Consequently, the Thinking-Feeling showed the least DIF of all scales across comparisons, and only one of the items differentially scored by gender was found to be biased. Findings indicate that the gender-based differential scoring system is not defensible in managerial samples, and there is a need for further research into the study of differential item functioning with regards to ethnicity.
Master of Science

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Willows, Gizelle. « She's built for it : differential investment performance in South Africa based on gender ». Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/12075.

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Includes abstract.
Includes bibliographical references.
Research in behavioural finance has shown that individuals do not always behave rationally. As a result of this they do not make investment decisions in such a way as to maximise their expect- ed utility. Certain behavioural biases have been found to explain this behaviour. Furthermore, differences have been observed in how these biases manifest in men and women. Men have been found to be more overconfident when estimating their own skills and chances of success. Hence, they tend to exhibit stronger self-efficacy and self-attribution biases. Differentials in the risk preferences of men and women are apparent: men display higher risk tolerances and women are more risk averse. A sample of 19,021 individual investors from a South African investment house was analysed over five years (2007 - 2011) in order to draw conclusions on the trading behaviour.

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Zubair, Noveed. « An exploration of gender nonconformity in gay men ». Thesis, Canterbury Christ Church University, 2016. http://create.canterbury.ac.uk/14541/.

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This study explored how gender expressions were portrayed in the narratives of gay men who view themselves as non-masculine. An adapted life story interview was conducted with seven participants between the ages of 20 and 47 years. Life stories were analysed using content analysis. The study found that non-masculinity was defined in different ways and that social context, including threat, impacted on gender expression. Non-masculinity was strongly associated with male homosexuality. Homophobic verbal and physical abuse was portrayed alongside negative appraisals of non-masculinity. This may be indicative of internalised anti-effeminacy values. Marginalisation in gay communities was also portrayed, including romantic rejection. Intersections of gender-expression and ethnicity or age were important in evaluations of sexual attractiveness. Conversely, masculinity was often eroticised or regarded as aspirational. Positive qualities associated with non-masculinity included expressiveness, humour and flexibility in working with power demonstrations of others. These reinforce the assertion that effeminate and androgynous men bypass facets of gender-role conflict.

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Jimenez, Acevedo Hilda Maria. « Livelihoods and gender : differential impacts of development programme on coffee growers in Chiapas, Mexico ». Thesis, Imperial College London, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.437236.

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Fridkin, Lisa. « The impact of motivation in children's reading comprehension : differential effects of gender and ability ». Thesis, University College London (University of London), 2018. http://discovery.ucl.ac.uk/10053870/.

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Research and theory indicate that situational interest may be effectively triggered by an environmental stimulus, and that this supports increases in effort, attention and perseverance (Hidi & Renninger, 2006) which can positively impact related reading comprehension performance and task enjoyment (Wigfield & Guthrie, 1997). Further evidence suggests that these characteristics may be moderated by gender and ability (Logan, Medford & Hughes, 2011; Sainsbury & Schagen, 2004). Three experimental studies were conducted to explore the relationship between reading motivation, manipulated through situational interest, and reading comprehension and task enjoyment in children (8-9 years old), where choice, and two types of novelty were examined as potential triggers. Each study investigated children’s reading comprehension performance and task enjoyment through a repeated measures, cross-over design. After reading a story, participants completed a reading comprehension task and enjoyment questionnaire. Post-testing, a selection of participants took part in focus groups to investigate the research questions. Study 1 investigated effects of choice through offering a perceived choice in the experimental condition. Study 2 investigated effects of novelty through story presentation, where a visitor read the story prologue aloud in the experimental condition only. Study 3 investigated novelty through non-textual features where the experimental condition story included scratch and sniff stickers. In the control conditions, participants read a story without choice or novelty. All studies found significant effects for reading comprehension scores and reported task enjoyment. There was no evidence that effects of choice or novelty were moderated by ability but novelty non-textual features (Study 3) had significantly greater impact on girls’ compared to boys’ reading comprehension. The findings indicate that situational interest may be effectively triggered by both choice and novelty, successfully increasing reading comprehension performance and task enjoyment. There is evidence to suggest that, for some types of novelty, task performance may be sensitive to gender effects.

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Xin, Yuxiang. « The influence of educational preferences and occupational levels on gender earnings differential in Sweden ». Thesis, Umeå universitet, Nationalekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-118706.

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Driana, Elin. « GENDER DIFFERENTIAL ITEM FUNCTIONING ON A NINTH-GRADE MATHEMATICS PROFICIENCY TEST IN APPALACHIAN OHIO ». Ohio University / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1181693190.

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Sullivan, Donna L. « Temporality of Risk Factors and the Gender Differential Related to Autism Spectrum Disorder Diagnosis ». ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/275.

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Autism spectrum disorders (ASD) constitute life-long neurodevelopmental conditions. Globally, ASD risk for males remains 2 to 4 times greater than for females. Critical exposure mechanisms, their timing on ASD risk, and associations with the ASD gender differential remain elusive. The purpose of this study was to describe the relationship between preconception, pregnancy, recalled lactation practice, and infant traits, on ASD risk and the gender differential of ASD. A recently published temporal framework was adapted to study effects of maternal smoking and vitamin use, and recalled lactation practice on offspring ASD diagnosis with adjustment for preconception health and infant breathing traits. A retrospective case-control analysis using 733 child data records from U.S. autism registry characterized child gender-stratified relationships of 9 study variables. Logistic regression results showed prior maternal smoking, male gender, and maternal recollection of lactation practices were associated with offspring ASD diagnosis. Exposure factors associated with ASD did not differ by child gender or maternal vitamin use. Infant respiratory distress at birth was a covariate and collinearly related to obstetric risks. Maternal smoking was antecedent to respiratory distress and lactation practice. Study limitations included incomplete responses without repeated measures for recalled lactation practice and maternal diet variables. The implications for positive social change include a better understanding of reproductive, preconception, and prenatal risk factors of ASD. The study results have implications for reproductive health, smoking cessation programs, family planning, and prenatal care for women of reproductive age.

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Yavas, Nermin. « Gender Differences In Product Form Perception ». Master's thesis, METU, 2006. http://etd.lib.metu.edu.tr/upload/12607233/index.pdf.

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Product form is the principal factor that affects the consumer response. It influences the consumer preferences in many ways and affects the success of the product in the market. The response is moderated by several influences including individual tastes and preferences, personal characteristics, cultural and social context and other situational factors. The purpose of this study is to find whether gender as a personal characteristics, has an influential effect on the perception of the product form. A survey was conducted with a sample set of mobile phones. To quantify the participants&
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perceptions, semantic differential method was used in which participants were asked to rate characteristics over a set of opposite adjective pairs. It is found out that, with respect to particular adjectives, responses to product form might be significantly different for males and females.

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Doerner, Jill Kathleen. « Explaining the Gender Gap in Sentencing Outcomes : An Investigation of Differential Treatment in U.S. Federal Courts ». Bowling Green State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1237482038.

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Thèses sur le sujet « Gender differentials »

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