Frequency of employer changes and their financial return: gender differences amongst German university graduates

Gender differences in the frequency of employer changes and their financial return were examined in a sample of Bavarian university graduates. The search and matching theories were used to develop hypotheses which were then tested against each other. The results show that in the first few years after graduation women change employer more frequently than men. In large part this can be explained by gender differences in labor market structures, in particular the fact that a woman's first job is less likely to be in a large company, in an executive position or on a permanent contract and women tend to be less satisfied with their first job. After controlling for variance in these factors the coefficient changes sign, indicating that under similar circumstances men change employer more often. Furthermore, both men and women benefit financially from changing employer. The absolute return is higher for men, but as men tend to have a higher starting salary there is no gender difference in the relative return and hence no effect on the gender gap. The results are also discussed in the light of the specifics of the structure of the German labor market.Diese Studie nutzt eine Stichprobe bayerischer Hochschulabsolventen, um Geschlechtsunterschiede sowohl in der Häufigkeit als auch in den finanziellen Erträgen von Arbeitgeberwechseln zu untersuchen. Die Such- und Matchingtheorien werden genutzt, um Hypothesen zu entwickeln, die anschließend gegeneinander getestet werden. Die Ergebnisse zeigen, dass Frauen ihren Arbeitgeber in den ersten Jahren nach dem Abschluss häufiger wechseln als Männer. Das kann zu einem großen Teil durch unterschiedliche Arbeitsmarktstrukturen erklärt werden, vor allem durch die Tatsache, dass Frauen in ihrer ersten Beschäftigung seltener in Großbetrieben, in Führungspositionen und mit unbefristeten Verträgen arbeiten und weniger zufrieden mit ihrer Arbeit sind. Sobald auf all diese Faktoren kontrolliert wird, ändert der Koeffizient sein Vorzeichen, d. h. unter gleichen Umständen wechseln Männer den Arbeitgeber häufiger. Weiterhin profitieren sowohl Männer als auch Frauen finanziell von Arbeitgeberwechseln. Männer erhalten höhere absolute Erträge, aber aufgrund ihrer höheren Einstiegseinkommen existiert bei den relativen Erträgen kein Unterschied zwischen Männern und Frauen und somit auch kein Einfluss auf die Gender Pay Gap. Die Ergebnisse werden vor dem Hintergrund der Besonderheiten des deutsche

Predictors of regular mammography use among American Indian women in Oklahoma: a cross-sectional study

BACKGROUND: There are significant disparities in breast cancer screening and survivorship between American Indian (AI) and non-Hispanic white women. This study aimed to identify the salient beliefs AI women from Oklahoma have on regular mammography screening, and to determine which beliefs and health- related practices are associated with past mammography screening behavior. METHODS: This study used an integrated model of the Theory of Planned Behavior as the guiding theoretical framework. Data were collected from 255 (mean age = 51 years, SD 7.64 years) AI women randomly selected from a rural Oklahoma medical clinic (response rate: 79%). Multivariate logistic regression was used to identify factors associated with self-reported past mammography within the last two years while controlling for demographic variables. Associations were summarized using odds ratios (OR), the ratio of the odds of past mammography per a 1-unit increase in continuous independent factor scales (subjective physician norm, cultural affiliation, fatalism, knowledge of mammography screening guidelines, and perceived behavior control barriers) or between groups defined by categorical variables, and 95% confidence intervals (CI). RESULTS: Of the participants, 65% (n = 167) reported a screening mammogram within the last two years. After adjustment for age and educational status, women with a higher total subjective-norm physician score (OR = 1.15, 95% CI: 1.06-1.24), a higher knowledge of mammography screening guidelines (OR = 1.52, 95% CI: 1.00-2.31), a family history of breast cancer (OR = 9.97, 95% CI: 3.05-32.62), or reporting an annual versus none or a single physician breast examination (OR = 5.57, 95% CI: 1.79-17.37) had a higher odds of past mammography. On the other hand, women who were more culturally affiliated (OR = 0.42, 95% CI: 0.24-0.74), perceived more barriers (OR = 0.86, 0.78-0.94), or had higher fatalistic attitudes toward breast cancer (OR = 0.90, 95% CI: 0.82-0.99) had lower odds of past mammography. CONCLUSION: In the development of culturally-appropriate interventions promoting mammography among AI communities, emphasis could be put on the following: a) promoting clinic-related practices (e.g. physician recommendation, physician breast examination); b) promoting community-related practices (e.g. knowledge about mammography while eliminating fatalistic attitudes); and c) reducing environmental barriers