Thèses : « 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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2

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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3

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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4

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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9

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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10

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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11

Gulen, Gulsah. « Women And Occupational Sex Segregation In Turkish Labor Market, 2004-2010 ». Master's thesis, METU, 2012. http://etd.lib.metu.edu.tr/upload/12614818/index.pdf.

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The effects of occupational sex segregation on wage differentials and poverty, and the factors behind the differentiation on occupational choices are analyzed in various studies. There are also recent studies analyzing Turkish case. However, there are limited attempts combining both segregation and occupational decision in Turkish labor market. This thesis wants to fill this gap and as well as contribute the literature of Turkish labor market and OSS, with analyzing the most current data of Household Labor Force Survey (HLFS) 2004-2010. It is expected to find stability in segregation in the period under consideration as verified by the thesis. It is found that the contribution of different occupations to the extent of segregation also differs. In addition, differentiation with regard to factors on occupational choices of men and women are also found. Further analysis should be carried to make relevant and effective policies to reduce occupational sex segregation.

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12

Dettmer, Sandra Pia Lioba. « Regional earnings and unemployment differences ». Thesis, Swansea University, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.678297.

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13

Aranki, Ted N. « Wages, unemployment and regional differences : empirical studies of the Palestinian labor market / ». Örebro : Örebro University : Universitetsbiblioteket, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-462.

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14

Peterle, Emmanuel. « Gender differences and discrimination in the labor market : experimental and econometric analysis ». Thesis, Rennes 1, 2013. http://www.theses.fr/2013REN1G011/document.

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Malgré une amélioration significative de la place des femmes sur le marché du travail depuis les années 60, des inégalités femmes-hommes en termes de salaire et de position dans l’emploi subsistent toujours. Dans cette thèse, nous utilisons à la fois des données d’enquête et des données expérimentales afin d’étudier ce problème. Nous réalisons tout d’abord une étude empirique sur données d’enquête afin d’identifier les déterminants structurels de ces différences femmes-hommes. Nos résultats indiquent qu’une part significative de ces inégalités ne peut être expliquée par des écarts en termes de caractéristiques observables. Nous faisons ensuite appel à l’économie expérimentale afin d’explorer deux facteurs potentiels de cet écart résiduel : la discrimination et les différences femmes-hommes en termes de préférences. Nous nous intéressons à la discrimination en réalisant une première expérience contrôlée en laboratoire. Nous observons une discrimination à l’embauche à l’encontre des femmes dans un cadre d’information imparfaite. Cette discrimination semble provenir du manque d’information à disposition de l’employeur, plutôt que de ses préférences. Dans une seconde expérience en laboratoire, nous mettons en avant les différences entre femmes et hommes en termes d’attitude face à la compétition. Nos résultats suggèrent que les femmes sont moins enclines à entrer en compétition, notamment car elles ont moins confiance en leurs aptitudes que les hommes. Si la discrimination est un facteur potentiel des inégalités femmes-hommes sur le marché du travail, nous montrons dans ces travaux que les différences en termes de préférences sont aussi à considérer
Despite a substantial evolution in the participation of women in the labor market since the 60s, there still subsist significant gender inequalities in earnings and occupations. In this dissertation, we use both survey and experimental data to address this issue. We first undertake an empirical study using survey data to isolate the structural determinants of these gender differences. Our findings indicate that a significant part of these inequalities could not be explained by gender differences in observed characteristics. Then, we appeal to experimental economics in order to explore two potential factors of this residual gap: employer discrimination and gender differences in preferences. We first implement a controlled experiment in laboratory to address the issue of discrimination. We find evidence of hiring discrimination against women when information is imperfect. This discrimination seems to arise from the lack of information available to the employer, rather than from her preferences. In a second laboratory experiment, we shed light on gender differences in attitude toward competition. Our results suggest that women are less inclined to enter competition, especially since they are less self-confident than men. Although discrimination consists in a potential factor of gender inequalities in the labor market, we show in this dissertation that gender differences in preferences have also to be considered

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Graf, Carrie A. Driskell Robyn Bateman. « Gender differences in work and family conflict ». Waco, Tex. : Baylor University, 2007. http://hdl.handle.net/2104/5055.

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16

Spick, Manon. « The Assimilation of Turkish Immigrants in the German Labor Market : Cross-national comparative study with the Austrian labor market and emphasis on differences in integration policies ». Thesis, Linnéuniversitetet, Institutionen för nationalekonomi och statistik (NS), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-96246.

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The economic assimilation of immigrants is one of the main topics of the migration economic literature. The United States, the United Kingdom, or even Canada, are usually chosen to lead such studies. We have decided to observe the differences in immigrant’s economic assimilation between two host countries which are less studied in empirical papers and very similar in terms of geography and language: Germany and Austria. The country of origin for the immigrants observed in this study is Turkey because Turkish immigrants are highly represented among the immigrant population in the both host countries. We have found that both female and male Turkish immigrants assimilate faster in Germany than in Austria. This faster assimilation could be partly due to the implementation of less restrictive migratory policies in Germany compared to Austria

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17

Hwang, Aron, et Christoffer Ström. « Differences in Educational Match between Natives and Immigrants : A study from the Swedish labor market ». Thesis, Linnéuniversitetet, Institutionen för nationalekonomi och statistik (NS), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-53657.

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This essay investigates the potential educational mismatch of immigrants compared to natives concerning the Swedish labor market. The data is collected from the European Social Survey between 2002-2014. Our results show that immigrants tend to be more overeducated than natives. Our results also indicate that more recent cohorts are more likely to be overeducated compared to cohorts that have lived for a longer time period in Sweden. Disparities in language and country specific skills but also if a person belong to an ethnic minority are reasons for why these mismatches occur.

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Kröhnert, Steffen. « Ausprägung und Ursachen geschlechtsselektiver Abwanderung aus den neuen Bundesländern ». Doctoral thesis, Humboldt-Universität zu Berlin, Philosophische Fakultät III, 2009. http://dx.doi.org/10.18452/15934.

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Im Zeitraum 1989 bis 2005 sind per Saldo 1,6 Millionen Menschen aus den neuen in die alten Bundesländer gezogen. Die Mehrheit dieser Binnenwanderer war zwischen 18 und 29 Jahre alt und die Mehrheit war weiblich. Als Ergebnis dieser anhaltenden geschlechtsselektiven Wanderung ist in den neuen Bundesländern eine stark unausgewogene Geschlechterproportion in der Wohnbevölkerung entstanden. In der Altersgruppe der 18- bis 29-Jährigen lag die Geschlechterproportion in den neuen Bundesländern (einschließlich Berlin) im Jahr 2005 nur bei 90 Frauen zu 100 Männern und sank in zahlreichen Landkreisen auf Werte von weniger als 85 zu 100. Eine so unausgewogene Geschlechterproportion ist auch im europäischen Maßstab ungewöhnlich und kommt in keinem ähnlich großen und dicht besiedelten Gebiet vor. Als eine wesentliche Ursache der disproportionalen Wanderung wird ein erhebliches Bildungsgefälle zwischen jungen Frauen und Männern in den neuen Bundesländern identifiziert. Das hohe Bildungsniveau von Frauen ist dabei nicht nur als ökonomischer Faktor für den Fortzug zu sehen: Da Frauen Partnerschaften mit geringer gebildeten Partnern meiden, werden auch Paarbeziehungen mit westdeutschen Männern und damit das Verbleiben in Westdeutschland wahrscheinlicher. Als Ursache für die Auseinanderentwicklung des Bildungsniveaus von Frauen und Männern in den neuen Bundesländern sieht die Studie die Kollision eines Geschlechterarrangements, das seine Wurzeln in der DDR-Geschichte hat, mit den ökonomischen und gesellschaftlichen Veränderungen nach der Wiedervereinigung. Das Rollenbild von Frauen, gekennzeichnet durch hohe Wertschätzung ökonomischer Selbstständigkeit und Orientierung auf Tätigkeiten im qualifizierten Dienstleistungsbereich, erweist sich im wirtschaftlichen und gesellschaftlichen Strukturwandel als prinzipiell anpassungsfähiger als jenes der Männer, deren klassische Tätigkeiten in Industrie und Handwerk eine tief greifende Entwertung erfahren haben.
Between the fall of the Berlin Wall in 1989 and the year 2005, 1.6 million people have migrated from East Germany (the former German Democratic Republic – GDR) to West Germany. The majority of these migrants were female and between the ages of 18 and 29. This unbalanced migration has caused a disproportionate sex ratio in the East German population. The sex ratio (in the age group between 18 and 29) in 2005 was only 90 women per 100 men and in many remote counties the ratio was less than 85 to 100. In such a large and densely populated area this phenomenon is unique within Europe. This study identifies the development of a considerable discrepancy in educational levels between women and men in Eastern Germany as one important cause for the disproportionate sex ratio in migration. The higher educational level of women is not only an economic factor: Since women generally prefer partners with at least the same educational level, relationships between East German women and West German men has become much more likely than the opposite. As a cause for the discrepancy in educational levels the study highlights a clash between gender roles rooted in GDR history and structural changes that took place after German reunification. The role model of women – a high valuation of economic independence and orientation towards professions in the service sector – proves to be more adaptable to the economic and social changes in East Germany than the role model of men, whose classical vocations in industry and crafts experience a considerable devaluation.

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Seifert, Stefanie Geraldine Elektra [Verfasser], et Martin [Akademischer Betreuer] Biewen. « Econometric Analysis of Gender Differences in the German Labor Market / Stefanie Geraldine Elektra Seifert ; Betreuer : Martin Biewen ». Tübingen : Universitätsbibliothek Tübingen, 2016. http://d-nb.info/1165308304/34.

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20

Seifert, Stefanie [Verfasser], et Martin [Akademischer Betreuer] Biewen. « Econometric Analysis of Gender Differences in the German Labor Market / Stefanie Geraldine Elektra Seifert ; Betreuer : Martin Biewen ». Tübingen : Universitätsbibliothek Tübingen, 2016. http://d-nb.info/1165308304/34.

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21

Rosenqvist, Olof. « Essays on Determinants of Individual Performance and Labor Market Outcomes ». Doctoral thesis, Uppsala universitet, Nationalekonomiska institutionen, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-296299.

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Essay 1 (with Oskar Nordström Skans): This paper provides field evidence on the causal impact of past successes on future performances. Since persistence in success or failure is likely to be linked through, potentially time-varying, ability it is intrinsically difficult to identify the causal effect of succeeding on the probability of performing well in the future. We therefore employ a regression discontinuity design on data from professional golf tournaments exploiting that almost equally skilled players are separated into successes and failures half-way into the tournaments (the “cut”). We show that players who (marginally) succeeded in making the cut substantially increased their performance in subsequent tournaments relative to players who (marginally) failed to make the cut. This success-effect is substantially larger when the subsequent (outcome) tournament involves more prize money. The results therefore suggest that past successes provide an important prerequisite when performing high-stakes tasks. Essay 2: Recent experimental evidence suggests that women in general are more discouraged than men by failures which potentially can explain why women, on average, are less likely than men to reach top-positions in firms. This paper provides the first quasi-experimental evidence from the field on this issue using data from all-female and all-male professional golf tournaments to see if this result can be replicated among competitive men and women. These top-performing men and women are active in an environment with multiple rounds of competition and the institutional set-up of the tournaments makes it possible to causally estimate the effect of the result in one tournament on the performance in the next. The results show that both male and female golfers respond negatively to a failure and that their responses are virtually identical. This finding suggests that women’s difficulties in reaching top-positions in firms are caused by external rather than internal barriers. Essay 3: Voting is a fundamental human right. Yet, individuals that are younger than 18 do typically not have this right since they are considered uninformed. However, recent evidence tentatively suggests that the political knowledge of youths is endogenous to the voting age. I test for the existence of such dynamic adjustments utilizing voting age discontinuities caused by Swedish laws. I employ a regression discontinuity strategy on Swedish register data to estimate the causal effect of early age voting right on political knowledge around age 18. The results do not support the existence of positive causal effects of early age voting right on political knowledge. Thus, we should not expect that 16-year-olds respond by acquiring more political knowledge if they are given the right to vote. This finding weakens the case for a lowering of the voting age from 18 to 16. Essay 4 (with Lena Hensvik): We postulate that firms’ production losses from absence depend on the employees’ internal substitutability, incentivizing firms to keep absence low in positions with few substitutes. Using Swedish employer-employee data we show that absence is substantially lower in such positions even conditional on establishment and occupation fixed effects. The result reflects sorting on both entry and exit margins, with stronger separations responses when it was difficult to predict the absence of the employees beforehand. These findings highlight that internal substitution insures firms against production disruptions caused by absence and that absence costs are important aspects of firms’ hiring and separations decisions.

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Fassi, Fehri Youssef. « Impact of Health Insurance for the Poor on Labor Market Out comes : Evidence from Indonesia ». Scholar Commons, 2016. http://scholarcommons.usf.edu/etd/6499.

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I examine the impact of a health insurance program for the poor implemented in Indonesia in 2005 on labor supply and informal work measured by employment status outside of the private and public formal sector. As a first step to its ambitious plan for universal coverage, this program extended subsidized health insurance coverage to a large proportion of Indonesia’s poor and near-poor population. Using a rich longitudinal survey, I estimate the average treatment effect on the treated using a combined propensity score matching method with difference in differences. The richness of the data allows me to control for a set of observable characteristics used by the government to allocate the benefit as well as an extensive combination of controls at the individual, household and community level. I find a significant negative impact on labor supply. This impact is driven by women, both at the intensive and extensive margin of labor supply. These results are in line with the fact that individuals with higher value for health insurance are more inclined to modify their labor market behavior. This decrease in labor supply has important policy implications as it may cause a negative impact on economic development, poverty and socioeconomic status of women. The results are not suggestive of an impact on informality. This lack of an effect on informal status is encouraging for developing countries in the verge of implementing universal care reform.

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Ekblom, Jens. « Does parental origin reflect the labor market outcome ? : Study of differences between native Swedes and second generation immigrants ». Thesis, Stockholms universitet, Sociologiska institutionen, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-132136.

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Sweden is a country with an increasing foreign born population, where more and more people growing up with two parents born outside of Sweden. In this paper I examine the different labor market outcome for native Swedes and the six largest groups of second generation immigrants in the ages 30-39 years. The analysis is divided in two part where the first examining the level of gainful employment and the second the distribution in line of work. By using data from population register there was possible to perform detailed analysis. The gainfully employment rate are lower for the different groups of second generation immigrants. Unlike earlier studies regarding employment differences depending on parental origin, there are however not as distinct pattern of ethnic penalties. The result regarding line of work from the second part of the analysis show that some groups of second generation have a higher risk of being in less-qualified jobs after controlling for education, personal- and parental variables.

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Schröder, Melanie [Verfasser], et Miriam [Akademischer Betreuer] Beblo. « Gender Differences in the Labor Market : Four Essays on Supply-Side Determinants and Constraints / Melanie Schröder ; Betreuer : Miriam Beblo ». Hamburg : Staats- und Universitätsbibliothek Hamburg, 2018. http://d-nb.info/1171988435/34.

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Bryer, Philip, et Yoshihiko Kadoya. « Chinese Business Ethics and Regional Differences : Evidence from Micro-data in Six Major Cities ». 名古屋大学大学院経済学研究科附属国際経済政策研究センター, 2014. http://hdl.handle.net/2237/20456.

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Xiang, Jun. « How institutions affect workers' well-being an international study of differences in gender pay gap, rates of return to education, and workers' incomplete information on wages / ». Diss., Online access via UMI:, 2005.

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Bursell, Moa. « Ethnic Discrimination, Name Change and Labor Market Inequality : Mixed approaches to ethnic exclusion in Sweden ». Doctoral thesis, Stockholms universitet, Sociologiska institutionen, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-79041.

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This thesis consists of four empirical studies on ethnic integration in the Swedish labor market. Studies I-III draw on a field experiment testing ethnic discrimination in the hiring process. Study I documents the existence of employer discrimination in response to equally merited applications with Arabic/African or Swedish names, and shows that foreign-named applicants have to send twice as many applications to receive a callback compared to Swedish-named applicants. Results also suggest that employers in female-dense occupations practice ethnic and gender compensation while employers in male-dense occupations practice only gender compensation. Study II reveals gendered differences in the intensity of employer stereotypes by testing how much more work experience is needed to eliminate the disadvantage of having an Arabic name on a job application. Results indicate a reverse gender gap, as initial differences in call-backs disappear for female applicants when CVs for Arabic-named applications are enhanced but remain strong and significant for male applicants. Study III evaluates criticism directed at residual analysis and field experiments that claims that they tell us nothing about real world discrimination and its long-term effects. By combining experimental and register data, Study III responds to this criticism by showing that the results of Study I correspond closely with real world labor market inequality of identical ‘twins’ (identified through propensity score matching) to the fictive individuals of Study I. Study IV explores the strategies underlying surname change from a Middle Eastern name to a more Swedish sounding one, drawing on 45 interviews with surname changers with a Middle Eastern background. The results indicate that immigrant name change is a pragmatic assimilation strategy. The study also illustrates how the institutional enabling of name change both creates and enables pragmatic assimilation.

At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 1: Submitted. Paper 2: Submitted. Paper 3: Manuscript.

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Nawaz, Shamaila. « Sex and the city : gender gaps in labor markets and economic geography ». Thesis, Aix-Marseille, 2012. http://www.theses.fr/2012AIXM1074.

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Cette thèse explore la dimension géographique des disparités entre les sexes dans le marché du travail. Les questions étudiées incluent la variation de la prime salariale urbaine entre les sexes (chapitre deux), l'exploration des différents mécanismes derrière les effets importants de la localisation géographique sur les gains du marché du travail des femmes (chapitre trois), et de l'écart entre les sexes sur les rendements d'expérience urbains (chapitre quatre). Le deuxième chapitre entreprend une analyse transversale à l'aide de données françaises pour estimer la prime salariale urbaine et sa variation entre les sexes. Les résultats confirment l'existence d'une prime salariale urbaine nettement supérieure pour les femmes. Un doublement de la densité de l'emploi dans une zone donnée entraîne une réduction de 2,4 pourcent de l'écart salarial entre les sexes, une valeur qui augmente de 4 pourcent lorsqu'on exclut la catégorie professionnelle des ouvriers. Contrairement au reste des professions, l'effet de la densité favorise les hommes dans la catégorie des ouvriers. Le troisième chapitre cherche à trouver les mécanismes à l'origine de l'effet importante de la localisation géographique sur les gains du marché du travail pour les femmes en employant l'approche par l'estimateur « within ». Les résultats suggèrent que la moitié de la prime salariale urbaine est attribuée sur la base d'un tri des travailleurs selon le type de compétences à travers des différentes zones. Cependant, en complément du tri de compétences, d'autres hétérogénéités individuelles contribuent également à l'excès de la prime salariale urbaine pour les femmes
This dissertation explores the geographical dimension of the gender gaps in the labor market. The investigated issues include the variation of urban wage premium across genders (chapter two), exploration of different mechanisms behind stronger location effects for females' labor market gains (chapter three), and the gender gap in the urban returns to experience (chapter four). The second chapter undertakes a cross-sectional analysis by using French data to estimate the urban wage premium and its variation across genders. The findings confirm the existence of an urban wage premium that is significantly higher for women. A twofold increase in employment density of an area results in a 2.4 percent reduction in the gender wage gap, which increases to 4 percent when we exclude manual workers occupational category. Contrary to the rest of the occupations, the density effect favors men in the manual workers category. The third chapter seeks to find the mechanisms behind the stronger location effects on labor market gains for women by employing the within estimate approach. Results suggest that half of the urban wage premium is contributed by the sorting of workers according to skill type across different areas. However, in addition to skill sorting other individual heterogeneities also contribute to the excess urban wage premium for females. Firm level agglomeration effects attribute a minor part to the excess urban wage premium for females. The left over premium is a result of pure urban effects (lower discrimination, better matching, urban amenities)

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Carlson, Johanna, et Hanna Malmfors. « Gender Differences in Commuting over Municipality Borders : A study of regional Human Capital’s effect on commuting in Sweden ». Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Nationalekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-39840.

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Gender equality has increased over time, and the question of how it progresses is highly important. Commuting behavior is an essential theme in Economic research since it, for example, affects the market structure, the distribution of labor, and economic growth. The purpose is to investigate how human capital impacts individuals’ commuting to work, and especially if human capital has different effects on women and men. To construct our model, we present several factors of interest that affect commuting, where human capital is the main variable investigated. Previous research show that women’s commuting behavior differs from men’s. By analyzing data from 2016, we aim to study the difference between women and men, by investigating the factors that impact their commuting for work over municipality borders in Sweden. The contribution of this paper is to increase the understanding of commuting within regional economics and gender studies. Our result show that human capital affects net outgoing commuting for both women and men, but the extent of the effect differs. Women are less affected by the level of human capital, and they still commute less than men although more women obtain higher human capital, in terms of education.

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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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Westin, Margareta. « Second-generation immigrants and labor market integration in Sweden : The matter of local context for explaining occupation status differences between ethnic groups ». Thesis, Umeå universitet, Kulturgeografi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-137356.

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The focus of this paper is second-generation immigrants and their labor market performance. With increased immigration from a more diverse ethnic background during the latest decades, it has become apparent that there is a difference between immigrant ethnic groups in labor market performance, in which some groups are more disadvantaged. Now more of these children have grown up, and research shows that the difficulties their parents had, affects the second generation. It is therefore of interest to understand what causes problems and generates opportunities for the second generation and try to understand the division between groups. One theory regarding the integration over generations and the differences between groups is segmented assimilation theory, proposed by Portes and Zhous (1993). According to this theory, both individual characteristics, and the context of immigrant lives are important. Starting with this theory, this paper looks deeper into individual characteristics and context, with special attention towards the implication of the context and the labor market. The thesis does this by testing if “local context,” a concept by Ellis & Almgren (2009) branched to understand the local geographical dimension at a smaller scale than national matter, in the shape of regions. The focus toward context and labor market is due to a small degree of research that attempts to explain how well the second-generation succeeds, depending on the labor market. The method for this is quantitative and builds on comparisons between regressions. A measurement called International Socioeconomic Index (ISEI) is used to explain the impact of the differences between ethnic groups. First are ordinary least square regressions with only ethnic groups, individual characteristics and no spatial aspect compared to a multilevel model based on labor market regions. Further are the spatial characteristics (whether a region is a big city or not), and the degree to which a region is knowledge-based. These factors are added in a multilevel regression to see if these spatial aspects can explain what it is about the regions that have an impact. The result shows a difference between both ethnic groups and regions, and that regions do explain some of the difference between the ethnic groups. The data also show that some non-European groups have higher status occupation than previous research has indicated. Other factors affecting immigrant groups are whether they live in a big city region or not, and how knowledge-based a region is, there it is an advantage living in regions with these factors. However, there is still an unexplained difference between ethnic groups, due to unknown factors. The result are also influenced of sample selection, it is therefore important to be aware that this result only show people with occupation and not labor market performance overall, as unemployment is not taken into account.

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Dufur, Mikaela Jean. « Riding the coaching carousel : the effects of sex, race, and institutional environment on the occupational internal labor market mobility of collegiate managerial personnel / ». The Ohio State University, 2000. http://rave.ohiolink.edu/etdc/view?acc_num=osu1488199501404408.

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Penepent, David Rocco. « A Comparison Study of Gender Role Differences Between Funeral Professionals and Nurses ». ScholarWorks, 2015. http://scholarworks.waldenu.edu/dissertations/1711.

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Women comprise over 57% of all U.S. mortuary school students, yet less than 20% of all funeral directors employed in this country are women. As such, women are underrepresented as funeral directors in the funeral industry. Research to date has not established clear differences between perceived gender roles and occupations in the funeral service industry. The research questions examined the perceived differences of gender role characteristics of masculine, feminine, and androgyny between the occupations of funeral service providers and nursing. Bem's gender role theory was the theoretical framework of this study. The research compared the mean scores of male and female funeral service professionals and nursing professionals as measured by the validated Bem Sex Role Inventory (BSRI). A sample consisted of 214 randomly selected male (n = 88) and female (n = 25) funeral service professionals and male (n = 37) and female (n = 64) nurse professionals. Data scores were analyzed using the factorial multivariate analysis of variance method. Results indicated nonsignificant gender role differences between male and female funeral directors. Funeral directors appear more androgynous compared to nurses. The present study contributed to the development of this important and neglected area of research by quantitatively examining the gender role perceptions of men and women in the funeral service industry for the first time. This study results highlighted the complexity in self-perceived gender role characteristics as measured by BSRI. When the funeral profession begins to dispel gender stereotypes and discrimination issues, positive social change can occur.

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Mahlstedt, Robert [Verfasser], et Marco [Akademischer Betreuer] Caliendo. « Essays on job search behavior and labor market policies : the role of subjective beliefs, geographical mobility and gender differences / Robert Mahlstedt ; Betreuer : Marco Caliendo ». Potsdam : Universität Potsdam, 2017. http://d-nb.info/1218402318/34.

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Kudlová, Iveta. « Mužská a ženská identita v současné společnosti se zaměřením na trh práce ». Master's thesis, Vysoká škola ekonomická v Praze, 2016. http://www.nusl.cz/ntk/nusl-262157.

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The aim of the master's thesis is to describe male and female identity in today's society. The first chapter includes basic expressions connected with key terms gender and gender stereotypes. This thesis is focusing on equality of genders and the enshrinement of equality rights in law. This thesis also includes the analysis of the current status of women in the European Union based on data from the Eurobarometer and the Czech Statistical Office survey. The aim of the graduation thesis is to analyse the perception of men and women in today's society, to determine how strongly are stereotypical perceptions rooted in society, how is perceived the equality of men and women in labour market and how opinions on this issue differ among Czech Republic citizens and among European Union citizens.

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Santos, Renato Vale. « Desigualdade de rendimentos e discrimina????o por g??nero no Brasil em 1999 ». reponame:Repositório Institucional da FJP, 2005. http://www.repositorio.fjp.mg.gov.br/handle/123456789/270.

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Submitted by Gustavo Gomes (gustavolascasas@gmail.com) on 2014-03-11T14:47:53Z No. of bitstreams: 2 Desigualdade de rendimentos.pdf: 730278 bytes, checksum: 9bdfe2bd28d5d5eb6b90a6c1ef41b70d (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5)
Approved for entry into archive by Roger Guedes (roger.guedes@fjp.mg.gov.br) on 2014-03-11T17:11:23Z (GMT) No. of bitstreams: 2 Desigualdade de rendimentos.pdf: 730278 bytes, checksum: 9bdfe2bd28d5d5eb6b90a6c1ef41b70d (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5)
Made available in DSpace on 2014-03-11T17:11:23Z (GMT). No. of bitstreams: 2 Desigualdade de rendimentos.pdf: 730278 bytes, checksum: 9bdfe2bd28d5d5eb6b90a6c1ef41b70d (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) Previous issue date: 2005
Funda????o Jo??o Pinheiro
Esta disserta????o tem por objetivo estudar as diferen??as de rendimentos por g??nero no mercado de trabalho brasileiro em 1999. Especificamente, procuramos estudar e mensurar a discrimina????o e a exist??ncia do fen??meno glass ceiling, que representa uma barreira invis??vel no crescimento dos rendimentos das mulheres em rela????o aos homens nos quantis mais elevados da distribui????o de rendimentos. Utilizamos a metodologia de Machado e Mata (2004), que consiste na estima????o da distribui????o marginal de rendimentos consistente com a distribui????o condicional estimada pelo m??todo de regress??o quant??lica. Est?? t??cnica possibilita averiguar o impacto de cada covari??vel e sua respectiva contribui????o na diferen??a de rendimentos entre os g??neros ao longo da escala de quantis, propiciando assim, mais informa????es que o m??todo tradicional de m??nimos quadrados ordin??rios. Podemos tamb??m decompor as mudan??as na distribui????o de rendimentos entre os g??neros, em mudan??as atribu??das ??s caracter??sticas observ??veis dos trabalhadores, ou atributos, e mudan??as atribu??das aos retornos destas caracter??sticas, ou os coeficientes. Os resultados mostram que existem diferencias explicados apenas pelos coeficientes, e eles s??o bastante heterog??neos. Sendo positivas paras as mulheres nos rendimentos mais baixos e negativos para os rendimentos mais altos da distribui????o. Encontramos evid??ncias consider??veis de que existe glass ceiling no mercado de trabalho do Brasil.
Economia e Finan??as

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Petersson, Ida. « Sexuella trakasserier och trakasserier på grund av kön inom könssegregerade yrken ». Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-41677.

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The purpose of this study is to investigate how the Swedish laws regulate the proactive work of employers to prevent employees from getting sexual harassed or harassed on the basis of sex. The purpose is also to investigate how employers are supposed to handle employees whom have been sexual harassed or harassed on the basis of sex. Sweden has a segregated labor market which means that women and men tends to select different professions. This leaves marks on the equality for women and men, which also has effect on the fact that women and men are being harassed in the workplace or situations associated with the work. By investigating genderresearch I am hoping to find out why more employees get sexual harassed or harassed on the basis of their sex in segregated professions. The definition of sexual harassment is unwanted behavior that alludes on sex, and thereby violates the person’s dignity. Harassment on the basis of sex, on the other hand, is unwanted behavior that violates a person’s dignity on the basis of the person’s sex. The person who gets sexual harassments or harassments on the basis of sex, has an obligation to make sure that the perpetrator knows that the behavior is unwanted. This is as long as the sexual harassments or harassments on the basis of sex is not considered as a gross violation. The employer has an obligation to prevent employees from getting sexual harassed or harassed on the basis of sex. In case a employee gets sexual harassed or harassed on the basis of sex by someone whom is working for the employer, it is the employers obligation to investigate the circumstances and take necessary actions. This obligation also involves the employer to take necessary actions to prevent any future sexual harassments and harassments on the basis of sex or retaliation. It is also the employers obligation, as an effort to make working places equal, to make an effort to get the underrepresented sex to seek employment at the employer. One of the reasons that sexual harassments and harassments on the basis of sex could be explained by looking back at Sweden’s history, where women always have been in a subordinate role to men. By “doing gender” in everyday activities, stereotypical ideals of how women and men are supposed to act are being maintained. The gender segregated professions creates norms and jargon that places the underrepresented sex in an exposed role.

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Ohlsson-Wijk, Sofi. « Family Formation in Sweden around the Turn of the New Millennium ». Doctoral thesis, Stockholms universitet, Sociologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-116511.

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This thesis contains four empirical studies that examine patterns in family formation in Sweden around the turn of the new millennium. This is an interesting context for the topic because Sweden is often seen as a forerunner in family-demographic change as well as in gender equality and value developments. The empirical studies provide insight into the state of affairs of these developments. In all four studies, event-history analyses are applied to Swedish population register data. Two of the studies focus on first-marriage formation, while the other two focus on first childbearing. Study I reveals that starting from 1998 there was an increase in marriage-formation rates, which was not due to compositional changes in the population. This is in contrast to the common image of Sweden in the forefront of contemporary marriage decline. Study II shows that marriage rates for men and women display clear peaks at exact ages 30, 40, 50, and 60 as well as in the year 2000. The peaks demonstrate that in Sweden, marriage formation is not fully determined by conventional structural factors or individual characteristics. It illustrates that the choice to marry may be taken quite lightly in a context where differences between cohabitation and marriage are relatively small. Study III shows that the transition to parenthood varies across occupational groups. For both men and women, birth rates are positively related to own earnings. Birth rates are also high for those who work in a caring or teaching oriented occupation or in a gender-typical occupation. The findings may reflect differences in the possibility to take on parental responsibilities and they demonstrate the role of gendered behavior. Self-selection processes may also be important. In Study IV, the transition to parenthood for men and women is examined in relation to the sex composition of the workplace. Birth rates increase with the share of employees of the individual’s own sex, net of factors such as own earnings, public or private sector employment, occupation, and industry. This shows the importance of gender and gender structures in the work environment for childbearing behavior.
Denna avhandling består av ett introduktionskapitel och fyra empiriska studier som undersöker mönster i familjebildning i Sverige kring millennieskiftet. Detta är en intressant kontext för ämnet eftersom Sverige ofta ses som en föregångare inom familjedemografisk utveckling och jämställdhets- och värderingsförändringar. I samtliga studier tillämpas livsförloppsanalys på registerdata över befolkningen. De två första studierna fokuserar på förstagångsäktenskap och de andra två på barnafödande. Studie I visar att från 1998 skedde en uppgång av giftermålstalen, som inte berodde på sammansättningsförändringar i befolkningen. Detta står i kontrast till den typiska bilden av Sverige som föregångare i en allmän nedåtgående giftermålstrend. Studie II visar att giftermålstalen för män och kvinnor uppvisar tydliga toppar vid ”jämna” åldrar (30, 40, 50 och 60) samt under år 2000. Topparna åskådliggör att i Sverige formas giftermålsbeslut inte helt av konventionella strukturella faktorer eller individuella egenskaper. Detta kan spegla att i en kontext där skillnaderna mellan samboende och äktenskap är relativt små kan giftermålsbeslut fattas relativt lättvindigt. Studie III visar att benägenheten att skaffa ett första barn varierar mellan yrkesgrupper. För både män och kvinnor är födelsetalen positivt relaterade till inkomster och till arbete inom omsorg och utbildning. Detta återspeglar sannolikt skillnader i möjligheten att försörja en familj och att ta ansvar för omsorg av eventuella barn samt att män och kvinnor troligtvis väljer yrken som passar deras intressen. Benägenheten att skaffa barn är också större för de med könstypiska yrken, vilket indikerar att könsrollssocialisering spelar en central roll. I studie IV undersöks sambandet mellan arbetsplatsens könssammansättning och benägenheten att skaffa ett första barn. För både män och kvinnor är benägenheten att skaffa barn högre ju större andel av kollegorna som tillhör ens eget kön. Detta visar att genus och könsstrukturer i arbetsmiljön kan påverka barnafödandebeslut.

At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 3: Manuscript. Paper 4: Manuscript.

Welfare, Labor-market Status and Family Dynamics
Register-based Research in Nordic Demography

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Suchý, Dobromil. « Mzdové genderové nerovnosti na příkladu trhu práce v USA ». Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-201707.

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This thesis deals with the analysis of gender wage inequality on the example of the US labor market. The theoretical part presents theories explaining gender differences. The methodological part describes the data source and method of selection of respondents for further analysis. There are also constructed econometric models used in other parts of the work. In the practical part are analyzed gender differences in selected fields and evaluated differences between socio-economic groups. The results of the analysis show that in all monitored sectors, married women reach higher incomes than single women, but it is not possible to confirm the hypothesis that the difference was greater in employments enabling home working or flexible working hours. On the contrary, the hypothesis, that it is more convenient for women to have small children in these more time-flexible jobs, is confirmed. However, it is not clear whether it is because of the nature of these fields or because of their profitability.

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Ntikinca, Kanyiso Lungani. « The transition of Rhodes University graduates into the South African labour market : a case study of the 2010 cohort ». Thesis, Rhodes University, 2015. http://hdl.handle.net/10962/d1018198.

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Recent studies have shown that graduates from historically White universities (HWUs) experience better labour market outcomes than graduates from historically Black universities (HBUs). This is a result of the legacy of apartheid which promoted racial inequality in all spheres of South African society, more especially in higher education and the labour market. Post-1994, government dedicated large amounts for the restructuring of the higher education sector of South Africa in order to level out the playing field. However, graduates from HWUs still experience better labour market success than graduates from HBUs. That said, there is limited information about the labour market outcomes and experiences of graduates from a former White university (especially graduates from Rhodes University). Therefore, the central aim of this dissertation is to show that graduates from a historically White university (Rhodes University) experience varying and unequal outcomes in the South African labour market on account of (among other factors) their chosen fields of study, race and sex. This study is informed by the heterodox labour market approach, which is partly inspired by the critical realist account of the labour market. As a result, this theoretical framework allowed the researcher to use the Labour Market Segmentation (LMS) theory as a tool to inform this analysis. The study has adopted a quantitative survey design and has incorporated some of the key methodological lessons learned from the collection of international graduate tracer studies. The findings from this study indicated that ‘field of study’ is a strong determiner of the outcomes of Rhodes graduates in the labour market. This was visible in the persistence of a skills bias towards commerce and science graduates. Evidently, even when we controlled for race and sex, graduates from the commerce and science faculties experience better labour market outcomes than humanities graduates. This is a result of a skills biased South African economy, which has a higher demand for certain skills over others. However, the findings from this study also show evidence of pre-labour market discrimination and inequality (based on race and sex) in the supply-side institutions such as the family, schooling and university. The findings also show continuities and discontinuities of labour market discrimination (based on race and sex) in the outcomes of Rhodes graduates in the South African labour market. More importantly, this dissertation indicates that Rhodes graduates experience varying outcomes in the labour market as a result of (among other factors) their chosen fields of study, race and sex.

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Hernández-Luna, Yezid. « International trade and labor markets : empirical and theoretical evidence ». Thesis, Aix-Marseille, 2019. http://www.theses.fr/2019AIXM0547.

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La thèse est composée de trois articles: le premier constate pour la Colombie, que la quantité des travailleurs qualifiés et le commerce international entraînent un changement technique biaisé vers les qualifiés, augmentant l’inégalité des salaires, bien que cet effet soit compensé par l’emploi temporaire. Le deuxième analyse un modèle des entreprises hétérogènes formelles et informelles, avec plein emploi, montrant qu’une politique d’ouverture augmente la quantité des entreprises informelles et réduit sa productivité moyenne, diminuant le bien-être. Cependant, forcer les informelles à devenir formelles augmente les salaires moyens et le bien-être. Les estimations Diff in Diff dans le troisième article, présentent l'impact du boom pétrolier 2003-2013 sur les pays touchés et non touchés par la maladie hollandaise. Pour les premières, les flux commerciaux internationaux augmentent bien que l'agriculture dans une moindre mesure, alors que le chômage et le travail informel diminuent
I study the relationship between international trade and labor markets in three papers. In the first one, I find for the Colombian case, that together, the sector skill intensity and the international trade bring about more skill-biased technical change, increasing wage inequality, though such an effect is offset using temporary workers. In the second one, the analysis of a trade model with formal and informal heterogeneous firms, under full employment, shows that an openness policy decreases the average productivity of informal firms while makes formal to become informal, worsening welfare. However, forcing informal firms to become formal, increases average wages and raises welfare. In the third one, Diff in Diff estimates presents the impact of the 2003-2013 oil prices boom, on countries affected and not affected by the Dutch disease. In the former group, international trade flow increases although agriculture at a lower magnitude, while unemployment and informal labor decrease

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Weiss, Felix [Verfasser], et Marita [Akademischer Betreuer] Jacob. « Postsecondary educational careers and social inequality : an analysis of social origin differences in educational career trajectories and their labor market outcomes in the US, Sweden and Germany / Felix Weiss ; Betreuer : Marita Jacob ». Mannheim : Universitätsbibliothek Mannheim, 2021. http://d-nb.info/1226662706/34.

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Viteri, Rossana. « School Attendance and Achievement in a Population of Ecuadorian Underage Street Workers ». PDXScholar, 1995. https://pdxscholar.library.pdx.edu/open_access_etds/4925.

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Underage street work is a social problem that is on the increase in Ecuador. Children, ages 5 to 17, wander through the streets in an attempt to make some money for their own survival or to help their families survive. The literature on underage street workers (USWs) reports that the working activities of these children impact their health and education. This study examined school attendance and achievement of USWs who are affiliated with an underage workers program in Ecuador. Using a quantitative methodology, the study looked at variations by location and age, with a special focus on gender issues, as there is some evidence that these variables affect the school behavior of the USWs. Among the population of USWs, there is a significant group of girls who work on the streets. According to the literature, female underage workers are in a disadvantaged position compared to boys because of the generally inferior position held by women in Latin America and, specifically, because these girls are overloaded with both productive and domestic activities. This overload interferes with their education and the possibility of their upward mobility. Education, according to several studies done in Latin America, opens up a wider range of opportunities and is an important instrument in women's upward mobility. However, there is controversy over the benefits of education for poor women. The data for this study were drawn from the Program's data base; three locations were chosen, and the sample subjects were followed up for 18 months, during which time they were evaluated every 6 months. The hypothesized male advantage in school attendance and achievement was not supported; at the elementary level, more USWs girls than boys were attending school, although at the secondary level there were actually no differences between genders. School achievement was found to be similar for both genders. However, significant differences in school attendance and achievement were found by age and location; younger USWs were more likely to attend school and perform satisfactorily than older ones. Regarding location, the largest city, Cuenca showed higher rates of school attendance and achievement than the other sample sites.

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Schejbalová, Tereza. « Zadejte název práce : Současná rodina v ČR ». Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-116406.

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In my thesis I will focus on issue of changes in current Czech family roles and status. Main objective of my thesis is to cover essential roots of these changes. This topic was covered by me on basis of statistical and demogarfical data published in professional press as well as on individual study of independent sources. Changes in the family values are also caused by interchanging roles of men and women, their individual participation in operation, education and economic welfare of a family. These topics are also covered in the paper.These issues will be analyzed in regard of social mobility and unequality of particular family members, which influences theis social nad cultural capital, as well as consecuent ability to assert themselves in labour market. Changes in economic and social conditions have influenced family life very substantially, thus, partial task of my diploma thesis will be research focused on whether or not, in economicaly and socialy deprived regiones with relatively high unemployment, there are changes in family life influenced by disadvantegous social and economic conditons of a particular family dwelling area. My conception of this diploma thesis should contribute to understanding of development of a Czech family in contemporary social-economic and geopolitical development of Czech Republic in new millenium.

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CERRUTI, GIANLUCA. « Essays in Applied Economics ». Doctoral thesis, Università degli studi di Genova, 2021. http://hdl.handle.net/11567/1048850.

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Chapter 1. Migrant Perceptions and Extreme Right Voting. The Role of Historic Sea Trade. In this chapter, we examine the connection between political ideologies and migrant perception. We test the hypothesis that a negative perception of migrants influences individuals’ far-right political positioning. In order to address likely endogeneity issues, we rely on historical Genoese and Venetian trade routes to Africa between XI and XIV century. Having routes to Africa in the Middle Ages implied hosting slave communities, as well as communities of sailors who met Muslims in Islamic ports. Thus, it meant somehow being in contact with unalike people many years earlier than those who lived elsewhere. On this basis, we construct a set of measures related to the proximity of each individual’s municipality of residence to the nearest Medieval port, calculated on the ancient Roman road network. Our models account for personal controls as well as historical, geographical and socio-economic municipal characteristics. Results suggest that historical ports play a significant role by shaping migrant perception affecting political positioning. We also test the persistence of history on electoral outcomes at the municipality level, using data from the 2018 Italian national elections. The outcome supports the main individual-level findings.
Chapter 2. Employment protection legislation and household formation: evidence from Italy. While many studies have investigated the determinants of household formation and fertility of young adults, only a few focused on the impact of employment protection legislation (EPL) on these outcomes. In this paper, we study the differentiated impact of the EPL reduction associated to the Jobs Act in 2015 in Italy on the household formation and fertility intentions of young Italians in various districts. To do this, we use data from a survey conducted on a sample of 18-34 years old for the years 2012, 2015, 2016 and 2017. The identification strategy exploits local variation in the level of efficiency of courts, measured in terms of average duration of proceedings, to assess the existence of within country and across district heterogeneity of the reform impact. Indeed, firing costs used to be relatively larger in those districts characterized by a larger duration of labor trials. The Jobs Act, by reducing firing costs, and modifying the autonomy of judges, should have had a larger impact in districts with less efficient courts. According to our results, the reform seems to have indirectly levelled out the fertility and household formation intentions of young Italians living in districts with more and less efficient courts.
Chapter 3. The effects of the Affordable Care Act on time use. In that chapter, through the analysis of the American Time Use Surveys daily diary data, we study the impact of the Affordable Care Act on the time allocation of childless adults focusing on two key pillars of the Affordable Care Act: Medicaid expansion and Tax Premium Subsidies. We adopt a triple differences-in-differences approach that hinges on income eligibility thresholds and cross states variation in the time of implementation of these two pillars, to conclude that individuals newly eligible to Medicaid reduced their labour supply at the intensive margin, while potential beneficiaries of Tax Credit Premium Subsidies increased their labour supply at the extensive margin. In particular, our estimates suggest that people newly eligible to Medicaid may reduce long working hours and spend lesser time waiting to and receiving care. On top of that, they perform more household chores and management tasks, and also dedicate more time to caring for individuals from other households and volunteering. In contrast, potential beneficiaries of Tax Credit Premium Subsidies reduce their leisure time, on average. The rationales for these findings are discussed and our results are set in perspective of earlier studies.

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Costa, Katiuscia Brito Teixeira da. « Violações de direitos humanos em contextos de tráfico internacional de mulheres para fins de exploração sexual : uma análise de relatórios do Ministério da Justiça e da Comissão executiva de enfrentamento ao tráfico de pessoas do Estado de Goiás ». Universidade Federal de Goiás, 2015. http://repositorio.bc.ufg.br/tede/handle/tede/4664.

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Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES
This present work depicts the results of an investigation in search for a better understanding of how gender relations apply to the interfaces of human trafficking, international migration and labor. The emphasis comprised females who departed from the state of Goiás and were exploited afterwards, especially in the sex industry abroad. In recent decades, the international debate on human trafficking intensified and led to the formulation, harmonization and implementation of legal regulations amidst political clashes which claims human trafficking as a crucial issue for governments and related entities for human rights. In the meantime, the expansion of the engagement in the fight against trafficking and its varied expressions of rights violations also enabled the explanation of critical reflections, as well as unveiled impasses in terms of definition, knowledge production and the ability to fight it. The resulting out of the association with human trafficking and undocumented migration types often induces a connection with crime and lawlessness, and also perceives trafficking as a threat to national security. Although trafficking in women is not related unequivocally to the sex industry this relationship is favored by the lack of worker protection in this activity. The research design of this work aimed to analyze reports from both Ministry of Justice and CEETOGO released in 2013 and 2014 as a methodological challenge. These documents uncovered difficulties in terms of information gathering and data processing, moreover the need to expand assistance and reintegration networks to cope with these women. Thus, the elements shown in the reports, mainly the regional ones have got the capacity to subside specific public policies. Through documentary survey it was possible to identify and analyze reports of multiple rights violations suffered by trafficked women, before and during and after the experience of trafficking. As a result, the investigation dares to question and discuss actions of the Brazilian government along with the state government on the issue.
A presente dissertação apresenta resultados de uma investigação que foi impulsionada pela curiosidade em melhor compreender e explicar as relações de gênero que permeiam as interfaces entre tráfico de pessoas, migrações internacionais e o mundo do trabalho. A ênfase dada foi em mulheres que partiram do estado de Goiás e foram exploradas, sobretudo na indústria do sexo, no exterior. Intensificado nas últimas décadas, o debate internacional sobre tráfico de pessoas culminou na formulação, harmonização e implementação de normativas legais em meio ao cenário de embates políticos que o elege como problema crucial por governos e entidades relacionadas aos direitos humanos. Em meio à ampliação do engajamento na luta contra essa modalidade de tráfico e suas variadas expressões de violações de direitos, também expandiram as reflexões críticas, sendo que estas inferem impasses em termos de delimitação, definição, produção de conhecimento e capacidade enfrentamento do tráfico. A decorrente associação entre tráfico de pessoas e modalidades de migração não documentada induz a uma conexão com a ilegalidade e criminalidade, reforçando o tráfico como ameaça à segurança nacional. Embora o tráfico de mulheres não se vincule de maneira unívoca à indústria do sexo essa relação é favorecida pela falta de proteção dos trabalhadores nesse setor de atividade. O desenho da pesquisa teve como desafio metodológico a realização de uma análise de relatórios do Ministério da Justiça e da Comissão Executiva de Enfrentamento ao Tráfico de Pessoas do Estado de Goiás que foram publicados nos anos de 2013 e 2014. Os relatórios analisados revelaram a dificuldade que ainda permeia a coleta e a coesão de dados, além da necessidade de ampliação da rede de acolhimento e reinserção dessas mulheres. Assim, os elementos presentes nos relatórios, sobretudo os regionais, possuem a capacidade de subsidiar políticas públicas específicas. Por meio do levantamento documental foi possível identificar e meta-analisar relatos de múltiplas violações de direitos sofridas pelas mulheres traficadas, tanto antes, quanto durante e após a experiência do tráfico. Como desdobramento da investigação ousamos problematizar e discutir as ações necessárias do governo brasileiro, e do governo estadual, diante da problemática.

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Ben-Galim, Dalia. « Equality and diversity : the gender dimensions of work-life balance policies ». Thesis, University of Oxford, 2008. http://ora.ox.ac.uk/objects/uuid:d078b9c7-ceab-454c-a1b6-09ebe88fb725.

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This thesis analyses the gender dimensions of work-life balance policies in the UK. It focuses on three related questions: firstly, to what extent are work-life balance policies framed by 'diversity'; secondly, how does this impact on the conceptualisation and implementation of work-life balance policies (in government and in organisations); and thirdly, what are the implications for gender equality? Through analysing published research, the UK Government's work-life balance agenda and data generated from three selected case study organisations, the prominent dimensions of diversity that shape the conceptualisation and implementation of work-life balance policies are presented. This thesis argues that the concept of diversity - as defined by the feminist literature - offers the potential to progress gender equality through overcoming the same-difference dichotomy, and by recognising multiple aspects of identity. However, this theoretical potential is not necessarily reflected in practice. With the emphasis on the individual worker and choice, diversity has been primarily defined as 'managing diversity', and has a significant affect on how work-life balance policies have been applied in both government policy and organisational practice. The UK Government states that work-life balance policies are meant to provide everyone with opportunities to balance work with other aspects of life. The current policy framework targets parents and in particular mothers, potentially limiting the choices that men and women have to 'work' and 'care'. Locating work-life balance policies within the context of 'managing diversity' supports and facilitates women's employment, but does not necessarily challenge fundamental gender disparities such as occupational segregation and gender pay gaps. Analysis of the UK Government's current agenda and organisational case studies show that despite progressive equality, diversity and worklife balance agendas, work-life balance policies are limited in challenging persistent structural gender inequalities.

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Qwabe, Nombali Palesa. « Gender and age differences between managers and employees on organisational commitment in selected factories in the Buffalo City Metropolitan area ». Thesis, University of Fort Hare, 2013. http://hdl.handle.net/10353/d1007117.

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Employee commitment is one of the most important aspects that help an organisation achieve its desired goals. This study investigates the possible effects of gender and age differences between managers and employees on organisational commitment among lower-level employees in selected factories in the Buffalo City Metropolitan area. The organisational commitment instrument used in this research is the Meyer and Allen (1997) organisational commitment questionnaire which contains 18 items (6 items for each scale: affective commitment, continuance commitment and normative commitment). For this purpose, a sample of 100 lower-level employees was used. The results indicated significant differences in the unexpected directions in affective commitment and continuance commitment between male employees supervised by male managers and male employees supervised by female managers; male employees were found to have higher levels of affective and continuance commitment when supervised by female managers. Female employees were found to have a higher level of normative commitment when supervised by male managers than when supervised by female managers which was also in the unexpected direction. In addition, the study showed surprising results in terms of the social or cultural hypothesis where employees supervised by male managers and older managers were not significantly different in organisational commitment to those managed by female and by younger or same-age managers.

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Cheng, Xueyu. « Risk in human capital investment and gender difference in adult college enrollment ». Columbus, Ohio : Ohio State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1187077285.

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Correia, Luís Carlos Falcão. « Efeitos do Programa Bolsa Família sobre o mercado de trabalho de jovens e adultos ». Universidade Federal de Juiz de Fora (UFJF), 2016. https://repositorio.ufjf.br/jspui/handle/ufjf/2333.

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O objetivo desta dissertação é compreender os efeitos do Programa Bolsa Família (PBF) sobre o mercado de trabalho de seus beneficiários e analisar alguns de seus possíveis efeitos adversos. O PBF é uma transferência de renda destinada às famílias de baixa renda com o intuito de aliviar a condição de pobreza extrema e gerar capital humano por meio das condicionalidades. Utilizou-se nas análises um painel longitudinal de dados provenientes das duas rodadas da Pesquisas de Avaliação de Impacto do Programa Bolsa Família (AIBF I e II, conduzidas nos anos de 2005 e 2009, respectivamente) realizada por contratação do Ministério de Desenvolvimento Social e Combate à Fome (MDS). A metodologia empregada teve como base o método das diferenças em diferenças concomitante ao pareamento por escore de propensão. Os resultados empíricos obtidos ajudam a refutar a hipótese do “efeito preguiça”, demonstram um incentivo à sub-declaração da renda dos beneficiários; um aumento da informalidade laboral e um desincentivo à procura por trabalho dos indivíduos beneficiários.
The aim of this dissertation is to understand the effects of the Bolsa Familia Programme (PBF) over the labor market of its beneficiaries and analyze its likely adverse effects. The PBF is a conditional cash transfer designated to low income household in order to alleviate extreme poverty and generate human capital through its conditionalities. It was used a longitudinal panel data made of first and second PBF impact evaluation surveys (held in 2005 and 2009, respectively) performed by hiring of the Ministry of Social Development and Fight against Hunger (MDS). The methodology applied was the difference in differences combined with the propensity score matching. The empirical results obtained, help to disprove the hypothesis of "laziness effect", demonstrate an incentive to under-reporting of income of the beneficiaries; an increase in labor informality and a disincentive to looking for new jobs for the beneficiary individuals.

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Thèses sur le sujet « Labor market – Sex differences »

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