213 research outputs found
Organisational participation and women - an attitude problem?
Employee participation is a dynamic and contested area of organisational behaviour, attracting continuing academic, practitioner and policy interest and debate. This chapter focuses on organisational participation and women
Attitudes Towards Economic Risk and the Gender Pay Gap
This paper examines the links between gender differences in attitudes towards economic risk and the gender pay gap. Consistent with the literature on the socio-economic determinants of attitudes towards economic risk, it shows that females are much more risk averse than males. It then extends this research to show that workers with more favorable attitudes towards risk are associated with higher earnings, and that gender differences in attitudes towards economic risk can account for a small, though important, part of the standardized gender pay gap
Earnings of men and women in firms with a female dominated workforce : what drives the impact of sex segregation on wages?
This study analyzes the relationship between the segregation of women across establishments and the salaries paid to men and women. My aim is to separate the impact the proportion of women working within an establishment has upon individual wages. For this purpose hypotheses are formulated as to what drives this impact: sex-specific preferences, lower qualifications among women or discrimination against women. To investigate this issue empirically, I use matched employer-employee data from Germany. My results indicate that an increasing proportion of women in an establishment reduces wages for males and females in both western and eastern Germany. Furthermore the empirical analysis shows that by successively including worker and establishment characteristics, the number of females in an establishment has a severely detrimental effect upon the salaries paid to both sexes
The Diffusion of IT in Higher Education: Publishing Productivity of Academic Life Scientists
This study investigates widening access to the Internet and other advancements in IT across institutions of higher education and how these advances have affected the publishing productivity of academic life scientists. What distinguishes this study is that institutional IT access is measured across a wide range of institutions and multiple IT indicators are considered: 1) the adoption of BITNET; 2) the registration of domain names (DNS); 3) the availability of the electronic journal database, JSTOR; and 4) the availability of electronic library resources. Data on life scientists are drawn from the 1983, 1995, 2001, and 2003 Survey of Doctorate Recipients. Universities and colleges are classified into several tiers, depending upon research intensity. Three hypotheses are tested: 1) IT enhances the careers of faculty, independent of tier; 2) IT improves the careers of faculty at lower-tiered relative to higher-tiered institutions; and 3) within tier, the IT revolution increases womenâs publication rates relative to their male counterparts. The study finds that the diffusion of IT in higher education follows the standard S-curve, with highertiere
Genes, Education, and Labor Market Outcomes: Evidence from the Health and Retirement Study
Recent advances have led to the discovery of specific genetic variants that predict educational attainment. We study how these variants, summarized as a genetic score variable, are associated with human capital accumulation and labor market outcomes in the Health and Retirement Study (HRS). We demonstrate that the same genetic score that predicts education is also associated with higher wages, but only among individuals with a college education. Moreover, the genetic gradient in wages has grown in more recent birth cohorts, consistent with interactions between technological change and labor market ability. We also show that individuals who grew up in economically disadvantaged households are less likely to go to college when compared to individuals with the same genetic score, but from higher socioeconomic status households. Our findings provide support for the idea that childhood socioeconomic status is an important moderator of the economic returns to genetic endowments. Moreover, the finding that childhood poverty limits the educational attainment of high-ability individuals suggests the existence of unrealized human potential
State Control and the Effects of Foreign Relations on Bilateral Trade
Do states use trade to reward and punish partners? WTO rules and the pressures of globalization restrict statesâ capacity to manipulate trade policies, but we argue that governments can link political goals with economic outcomes using less direct avenues of inďŹuence over ďŹrm behavior. Where governments intervene in markets, politicization of trade is likely to occur. In this paper, we examine one important form of government control: state ownership of ďŹrms. Taking China and India as examples, we use bilateral trade data by ďŹrm ownership type, as well as measures of bilateral political relations based on diplomatic events and UN voting to estimate the effect of political relations on import and export ďŹows. Our results support the hypothesis that imports controlled by state-owned enterprises (SOEs) exhibit stronger responsiveness to political relations than imports controlled by private enterprises. A more nuanced picture emerges for exports; while Indiaâs exports through SOEs are more responsive to political tensions than its ďŹows through private entities, the opposite is true for China. This research holds broader implications for how we should think about the relationship
between political and economic relations going forward, especially as a number of countries with partially state-controlled economies gain strength in the global economy
Missing Links: Referrer Behavior and Job Segregation
How does referral recruitment contribute to job segregation, and what can organizations do about it?
Current theory on network effects in the labor market emphasizes the job-seeker perspective, focusing on the
segregated nature of job-seekersâ information and contact networks, and leaves little role for organizational
influence. But employee referrals are necessarily initiated from within a firm by referrers. We argue that
referrer behavior is the missing link that can help organizations manage the segregating effects of referring.
Adopting the referrerâs perspective of the process, we develop a computational model which integrates a set
of empirically documented referrer behavior mechanisms gleaned from extant organizational case studies.
Using this model, we compare the segregating effects of referring when these behaviors are inactive to the
effects when the behaviors are active. We show that referrer behaviors substantially boost the segregating
effects of referring. This impact of referrer behavior presents an opportunity for organizations. Contrary to
popular wisdom, we show that organizational policies designed to influence referrer behaviors can mitigate
most if not all of the segregating effects of referring
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