The effect of female leadership on establishment and employee outcomes: evidence from linked employer-employee data

In this paper we use a large linked employer-employee data set on German establishments between 1993 and 2012 to investigate how the gender composition of the top layer of management affects a variety of establishment and worker outcomes. We use two different measures to identify the gender composition of the top layer based on direct survey data: the fraction of women among top managers, and the fraction of women among working proprietors. We document the following facts: a) There is a strong negative association between the fraction of women in the top layer of management and several establishment outcomes, among them business volume, investment, total wage bill per worker, total employment, and turnover; b) Establishments with a high fraction of women in the top layer of management are more likely to implement female-friendly policies, such as providing childcare facilities or promoting and mentoring female junior staff; c) The fraction of women in the top layer of management is also negatively associated with employment and wages, both male and female, full-time and part-time. However, all of these associations vanish when we include establishment fixed effects and establishment-specific time trends. This reveals a substantial sorting of female managers across establishments: small and less productive establishments that invest less, pay their employees lower wages, but are more female-friendly are more likely to be led by women

Is the Discouraged Worker Effect Time-Varying?

This study investigates the relationship between the female labour force participation and the female employment rate in Italy by adopting non-linear econometric modelling. In our specification we are unable to reject a nonlinear relationship. This implies that the discouraged worker effect is timevarying.Discouraged Workers, Non-linearity

Self-employment and the Paradox of the Contented Female Worker

Acknowledgements: Thanks to seminar participants at the University of Aberdeen and John Heywood for helpful comments.Publisher PD

Wage Differentials in the Presence of Unobserved Worker, Firm, and Match Heterogeneity

We consider the problem of estimating and decomposing wage differentials in the presence of unobserved worker, firm, and match heterogeneity. Controlling for these unobservables corrects omitted variable bias in previous studies. It also allows us to measure the contribution of unmeasured characteristics of workers, firms, and worker-firm matches to observed wage differentials. An application to linked employer-employee data shows that decompositions of inter-industry earnings differentials and the male-female differential are misleading when unobserved heterogeneity is ignored.wage differentials; unobserved heterogeneity; employer-employee data

Job Satisfaction and the Labor Market Institutions in Urban China

The determinants of worker job satisfaction are estimated using a representative survey of three major cities in China. Legally segregated migrants, floaters, earn significantly less than otherwise equivalent non-migrants but routinely report greater job satisfaction, a finding not previously reported. We confirm a positive role for membership in the communist party but find that it exists only for non-migrants suggesting a club good aspect to membership. In contrast to earlier studies, many controls mirror those found in western democracies including the "paradox of the contented female worker."job satisfaction, internal migrants, party membership, China

Wage System of Female Worker Based on Putting Out System in Sidoarjo Regency

The purpose of this study is to identify and analyze the wage system of female workers based on putting out system. The current study is located in Sidoarjo, East Java. The basic reason to choose Sidoarjo is due to its status as industrial district equipped with 2.635 large, medium, and small enterprises, including home industry that involves many female workers. Sidoarjo is also entitled to have the most Micro, Small, and Medium Enterprise (MSME) throughout Indonesia in 2015. The data was collected by indepth interview to key informants. Data analysis was done through the anticipation phase in the field that included data collection, data reduction, data display, and data verification refering to Data Management Analysis Methods proposed by Haberman & Miles. Results of the study showed that the regional employment policy is inseparable with the policy from the central government. Wages are given directly by the owner with its value and amount received depends on the workpiece and deposited amount. The role from both government and NGO are not adequate

Participation of Married Women in the Labour Market and the 'Added Worker Effect' in Europe

In this paper, we estimate labour participation equations for married women for eleven European countries, using data from the European Community Household Panel corresponding to the years 1994, 1995 and 1996. The main objective of our study is to test whether the 'added worker effect' holds. From our results it can be concluded that the labour market participation of the married woman basically depends on her personal and family characteristics, her non-wage income and her potential earnings. In only a few countries does the participation of married women seem to be related to the work status of the husband. However, the consistently significant and negative effect of the woman's non-wage income (basically the husband's wage) prevents the 'added worker effect' from being completely rejected as a hypothesis. It seems, therefore, that female labour market participation continues to have a 'secondary' role in the family sphere in some European countries.Female participation ; added worker effect

Labour Force Participation and the Business Cycle: A Comparative Analysis of Europe, Japan and the United States

Using OECD data from 1970 until 1995, we estimate systems of labour force participation equations, disaggregated by age and sex, for the United States, Japan, France and Sweden. We simulate the path of participation rates following shocks to GDP and also test for asymmetric responses to shocks occurring in upward and downward phases of the cycle. Our methodology is especially pertinent to the issue of hidden unemployment and the "discouraged worker effect". We find that this effect is essentially a female phenomenon with a particular concentration among 45 to 54 year olds.Participation rates; business cycle; asymmetric responses; discouraged worker effects

What are the Key Practices that STEM & Manufacturing based Companies are Deploying to Drive Improvements in the Diversity of their Workforce?

Studies have shown that approximately 67% of U.S. manufacturing companies are currently facing a worker shortage. This rate is dramatically higher than that of other private firms in the U.S. (See Appendix A). Subsequently there has been a huge push to recruit and advance female employees, which have been historically underrepresented. In order to do so, it is strongly encouraged that companies follow a strategy of Attract, Develop, Engage and Retain (A.D.E.R.) and employ as many best practices as possible