Gender Differences In Returns Research Articles

The gendered character of claims-making: A longitudinal analysis

In this article, we examine the gendered outcomes of career negotiations, which involve employees discussing career advancements with their direct supervisors. We apply relational inequality theory, which conceptualizes career negotiations as instances of relational claims-making, to explain gender differences in returns in terms of hourly wages, occupational status, and subjective perceptions of job advancements. Our empirical approach employs individual fixed-effect models using three waves of unique German linked employer-employee panel data on 2090 employees across 131 workplaces (LEEP-B3; 2012–2019). We find that men discussing career advancements with supervisors, experience pay raises and occupational upward mobility, whereas women do not. Yet, we find only minor gender differences in perceived job advancements following career negotiations. In workplaces with a more balanced gender representation in management and supervisory positions, women’s wage returns from negotiations increase. Although individual negotiations seem to perpetuate gender inequalities, workplace structures can weaken inequality-generating mechanisms.

Examining for gender differences in return to learn following sport-related concussion in high school student athletes.

Prior studies have investigated associations between gender, symptom resolution, and time to return to play following sport-related concussion (SRC). However, there is a notable gap in research regarding the association between gender and return to learn (RTL) in adolescents. Therefore, this study 1) compared the patterns of RTL between boys and girls who are high school student athletes, and 2) evaluated the possible association between gender and time to RTL after adjusting for covariates. A retrospective cohort study of a prospective surveillance program that monitored concussion recovery of athletes in high schools throughout the state of Maine between February 2015 and January 2023 was performed. The primary independent variable was gender, dichotomized as boys and girls. The primary outcome was time to RTL, defined by the number of days for an athlete to return to school without accommodations. Mann-Whitney U-tests were used to compare RTL between the boys and girls. Each athlete's RTL status was dichotomized (i.e., returned vs had not returned) at several time points following injury (i.e., 1, 2, 3, and 4 weeks), and chi-square tests were performed to compare the proportions who achieved RTL between groups. Multivariable linear regression analyses were performed to evaluate the predictive value of gender on RTL. Covariates included age, number of previous concussions, history of learning disability or attention-deficit disorder or attention-deficit/hyperactivity disorder, history of a psychological condition, history of headaches or migraines, initial Sport Concussion Assessment Tool (SCAT3/SCAT5) score, and days to evaluation. Of 895 high school athletes, 488 (54.5%) were boys and 407 (45.5%) were girls. There was no statistically significant difference in median [IQR] days to RTL between genders (6.0 [3.0-11.0] vs 6.0 [3.0-12.0] days; U = 84,365.00, p < 0.375). A greater proportion of boys successfully returned to learn without accommodations by 3 weeks following concussion (93.5% vs 89.4%; χ2 = 4.68, p = 0.030), but no differences were found at 1, 2, or 4 weeks. A multivariable model predicting days to RTL showed that gender was not a significant predictor of RTL (p > 0.05). Longer days to evaluation (β = 0.10, p = 0.021) and higher initial SCAT3/SCAT5 scores (β = 0.15, p < 0.001) predicted longer RTL. In a cohort of high school athletes, RTL did not differ between boys and girls following SRC. Gender was not a significant predictor of RTL. Longer days to evaluation and higher initial symptom scores were associated with longer RTL.

Gender Differences in Returns to Self-employment in India

Gender Differences in Returns to Self-employment in India

Gender-Specific Wage Structure and the Gender Wage Gap in the U.S. Labor Market

This paper challenges the predominant conceptualization of the wage structure as gender-neutral, emphasizing the contribution that this makes to the gender wage gap. Unlike most decomposition analyses, which concentrated on gender differences in productivity-enhancing characteristics (the ‘explained’ portion), we concentrate on the ‘wage structure’ (the ‘unexplained’ portion), which can be defined as the market returns to productivity-enhancing characteristics. These returns are commonly considered a reflection of non-gendered economic forces of supply and demand, and gender differences in these returns are attributed to market failure or measurement error. Using PSID data on working-age employees from 1980 to 2010, we examine gender differences in returns to education and work experience in the U.S. labor market. Based on a threefold decomposition, we estimate the contribution of these differences to the overall pay gap. The results show that men’s returns to education and work experience are higher than women’s; and that in contrast to the well-documented trend of narrowing gender gaps in skills and earnings, the gaps in returns increase over time in men’s favor. Furthermore, the existing gender differences in returns to skills explain a much larger proportion of the gender wage gap than differences in levels of education and experience between men and women. The paper discusses the mechanisms underlying these findings.

572 Examination of Gender Differences in Return to School and PROMIS-25® Outcomes for Pediatric Burn Survivors

Abstract Introduction Gender differences in pediatric burn outcomes are not well-known. Long-term physical and mental health outcomes, in addition to school status, serve as important markers in recovery for school-aged burn survivors. This study aimed to assess the impact of gender on school status and health outcomes in pediatric burn survivors. Methods Data from pediatric burn survivors, age 8–17 years at time of injury that are participating in the Burn Model System National Database (2015–2019) were analyzed. Descriptive statistics were generated for demographic and clinical characteristics. Scores on the seven subscales of the PROMIS-25 (physical function, anxiety, depression, fatigue, peer support, pain interference, and pain intensity) and school status at 12 months post-injury were examined. All demographic, clinical, and outcome data were compared by gender using Chi-square tests of association and two-sample t-tests for categorical and continuous variables, respectively. Results A total of 104 individuals (76 male, 28 female) were included in the demographic analysis. Additionally, 60 individuals had complete PROMIS-25® data at 12 months post-injury and were included in analysis. Demographic and clinical characteristics including age at time of burn injury, race/ethnicity, burn etiology, burn location and burn size did not differ by gender. No differences were found in PROMIS-25® subscales (p=0.22–0.87; Table 1) or school status by gender. Nearly 80% of male and female burn survivors were in school at 12-months post-injury (76.6% male vs. 88.2% female; p=0.307). Conclusions In this study, burn survivors between the ages of 8 and 17 years old did not experience any differences in long-term PROMIS-25® outcomes or school status at 12 months post-injury based on gender. Applicability of Research to Practice Preliminary data suggest similar physical, mental, and school outcomes for school aged children based on gender. A more robust examination of long-term pediatric outcomes and school status are needed in the future.

Gender wage gap and the role of skills and tasks: evidence from the Austrian PIAAC data set

ABSTRACTWe analyze the gender differences in skills, tasks and skill matching of workers, and the impact of these factors on the gender wage gap, using the Survey of Adult Skills, a product of the OECD Programme for the International Assessment of Adult Competencies (PIAAC). We show that data on these characteristics, not available in traditional data sets, explain a substantial part of the gender wage gap. Based on up-to-date econometric methodology, the unexplained part of the gender wage gap is reduced by six to nine percentage points across the whole wage distribution when we add skill and occupational task variables and control for sample selection. We show that this result stems from gender differences in returns on tasks and skills, and gender differences in skill endowments and occupational tasks.

Culture, Networks, and Performance: Gender Differences in Returns to Social Networks

Previous organizational research on the performance consequences of workplace networks has tended to neglect if not outright reject the construct of culture. In this paper, we argue that organizational culture offers a set of toolkits and recipes for how people should form, leverage, and dissolve their interpersonal relations. We conceive of culture in this paper as shared meanings and beliefs; and we see an individual’s cultural knowledge in terms of the individual’s theory of what his or her fellows know. Our focus is on how cultural beliefs about the kinds of social networks women (and men) should or should not possess shape the relationship between social networks and workplace performance. Drawing on survey-based network data from a large Indian manufacturing firm, we address the question: How does culture help account for gender-based differences in the performance benefits associated with advantageous workplace social networks?

Beauty still matters: The role of attractiveness in labour market outcomes

The main objective of the study is threefold: first, to examine the role of attractiveness in the Czech labour market; second, to assess gender differences in returns of attractiveness; and third, to show that the positive association between attractiveness and earnings does not disappear even when cognitive skills, social background, occupational status and individual characteristics are controlled for. The study uses data from the first large-scale sociological survey focusing on attractiveness carried out in the Czech Republic. The results provide strong evidence for the hypothesis that, in general, more attractive people have a better chance of higher socioeconomic occupational status as well as higher incomes than less attractive individuals even when controlling for cognitive skills, social background, occupational status and personality. However, the analysis also shows that the relationships are different for men and women. The study finds that the income premium for attractiveness is markedly higher among prime-aged women than men. The authors conclude that there have been profound changes in the last 30–40 years in the Western world and that the importance of physical attractiveness and erotic capital has been increasing, especially for women.

Krása jako kapitál: Role atraktivity v úspěchu na trhu práce

The main objective of the paper is threefold: first, to examine the role of physical attractiveness in the labour market in the broader context of economic and sociological theory; second, to assess gender differences in returns to beauty; and third, to show that the empirical evidence on gender differences in returns to beauty that has to date prevailingly come from North America cannot be applied to Europe without further examination. We use data from the first large-scale sociological survey focusing on physical attractiveness carried out in Europe and in particular from the follow-up to the Czech national survey of adult competencies (PIAAC). First, using structural modelling to identify differences in how men and women transform family background, formal education, competencies, socio-economic status of occupation and physical attractiveness into income, we found strong evidence in support of the hypothesis that, in general, physically more attractive people have better chance of obtaining a higher socio-economic status occupations, and higher incomes than less attractive people, but the causalities are different for men and women. Second, replicating the linear regression models applied to North American data we assessed the differences in returns to beauty between Czech men and women and found that, unlike in North America, in the Czech Republic the income premium for beauty is markedly higher among women than men, while men capitalise on their attractiveness more in the area of occupational status. We conclude that while returns to beauty are culturally universal, gender differences in these returns are culturally specific.

Cognitive, Socioemotional and Behavioral Returns to College Quality

We exploit the variation in the admissions cutoffs across colleges of a leading Indian university in a regression discontinuity framework to estimate the causal effects of enrolling in a selective college on: cognitive attainment, behavioral preferences, and Big Five personality. We find that enrolling in a selective college improves only females' exam scores. Further, marginally admitted females in selective colleges become less overconfident and less risk averse while males in selective colleges experience a decline in extraversion and conscientiousness. Higher attendance rates among females explain the gender differences in returns to better college and peer environment.

Is it better to invest in hard or soft skills?

AbstractIncreasing awareness of the productive potential of soft skills has sparked a discussion of their systematic and purposeful development. However, education systems pay only limited attention to this topic in most countries and remain focused on the development of hard skills. Is this approach rational or inadequate? This article provides new evidence on different aspects of the wage returns to soft skills (as an approximation of their productivity), and thereby contributes significantly to the discussion of the role of educational institutions in their development. It provides evidence that soft skills are as productive as hard skills. Moreover, it suggests that the productivity of hard skills stems from their combination with soft skills. These conclusions do not correspond to the fact that the value of education is intermediated mainly by hard skills, resulting in unequal development of soft and hard skills in schools. While concluding that education systems should pay more attention to soft skills development, the analysis recognises that this attention should be differentiated according to employers’ needs, owing to substantial differences in the value of soft skills across economic sectors. It is also noteworthy that while significant gender differences in returns to hard skills were identified, wage returns to soft skills appear gender neutral.

Psychosocial job conditions, fear avoidance beliefs and expected return to work following acute coronary syndrome: a cross-sectional study of fear-avoidance as a potential mediator.

BackgroundDespite improvements in treatment, acute coronary syndrome remains a substantial cause for prolonged sick absences and premature retirement. Knowledge regarding what benefits return to work is limited, especially the effect of psychological processes and psychosocial work factors. The purposes of this cross-sectional study were two-fold: to examine associations between adverse psychosocial job conditions and fear-avoidance beliefs towards work, and to determine whether such beliefs mediated the relationship between work conditions and expected return to work in acute coronary syndrome survivors.MethodsStudy inclusion criteria: acute myocardial infarction or unstable angina diagnosis, below 65 years of age, being a resident in the West county of Sweden and currently working. In all, 509 individuals (21.8 % women) accepted study participation and for whom all data of study interest were available for analysis. Psychosocial work variables; job demand-control and effort-reward imbalance, were assessed with standard questionnaire batteries. Linear regression models were used to investigate relationships between psychosocial factors and fear-avoidance, and to evaluate mediator effects for fear-avoidance. Both total sample and gender stratified analyses were calculated.ResultsFear-avoidance beliefs about work were associated to psychosocial job environments characterized by high strain (β 1.4; CI 1.2–1.6), active and passive work and high effort-reward imbalance (β 0.6; CI 0.5–0.7). Further, such beliefs also mediated the relationship between adverse work conditions and expected time for return to work. However, these results were only observed in total sample analyses or among or male participants. For women only high strain was linked to fear-avoidance, and these relationships became non-significant when entering chosen confounders.ConclusionsThis cross-sectional study showed that acute coronary syndrome survivors, who laboured under adverse psychosocial work conditions, held fear-avoidance beliefs towards their workplace. Furthermore, these beliefs mediated the relationships between - high strained or high effort-reward imbalanced work - and expected return to work. However, mentioned results were primarily found among men, which could results from few female study participants or gender differences in return to work mechanisms. Still, an earlier return to work might be promoted by interventions focusing on improved psychosocial work conditions and cognitive behavioural therapy targeting fear-avoidance beliefs.

Caught in a Productivity Trap: A Distributional Perspective on Gender Differences in Malawian Agriculture

Our study provides a nationally representative analysis of the gender gap in agricultural productivity in Malawi. We decompose the gap, for the first time, at the mean and selected points of the agricultural productivity distribution into (i) a portion driven by gender differences in levels of observable attributes, and (ii) a portion driven by gender differences in returns to the same set of observables. We find that while female-managed plots are, on average, 25% less productive, 82% of this mean differential is explained by differences in observables, mainly due to high-value crop cultivation and household adult male labor inputs.

It pays to be happy (if you are a man)

Purpose– The purpose of this paper is to use cross-sectional data collected from six cities in China to examine the relationship between subjective wellbeing and male and female earnings and also to consider the contribution of differences in subjective wellbeing to explaining the gender wage gap.Design/methodology/approach– The paper uses survey data for 3,390 respondents working in a variety of blue collar and white collar jobs across a range of sectors including government, heavy and light manufacturing, mining and services in six Chinese cities: Chengdu, Dalian, Fushun, Fuxin, Fuzhou and Wuhan. The authors employ the ordinary least squares, Lewbel instrumental variable and Blinder-Oaxaca decomposition to econometrically analyze the relationship between subjective wellbeing and gender wage gap.Findings– The paper finds that the relationship between subjective wellbeing and wages is stronger for males than females. The authors note that 0.2 percent of the observed gender wage gap can be attributed to differences in mean subjective wellbeing in favor of females, while 53.5 percent can be ascribed to gender differences in returns to subjective wellbeing in favor of males. The paper also finds evidence that the relationship between subjective wellbeing and income is non-linear and that income peaks at higher levels of subjective wellbeing for men than women.Originality/value– The paper extends the existing literature in three important ways. First, the authors use a novel identification strategy, proposed by Lewbel (2012); second it uses a better measure for subjective wellbeing and third, it examine the role of differences in subjective wellbeing in explaining the gender wage gap.

Disparities in Repeat Visits to Emergency Departments Among Transition-Age Youths With Mental Health Needs

The purpose of this study was to examine racial-ethnic and gender differences in return visits to emergency services among transition-age youths (aged 17 to 24 years) with mental health needs. Data were from the California Emergency Department and Ambulatory Surgery Data. Logistic regression was used to examine the odds of returning to an emergency department among youths who had a psychiatric diagnosis (N533,588). About 41% of the sample returned to the emergency department within a year. Compared with white males, the odds of returning were lower for Hispanic males (odds ratio [OR]5.89) and Asian males (OR5.59) and higher for white females (OR51.21), African- American females (OR51.49), Hispanic females (OR51.24), and Native American females (OR52.09). Repeat visits to emergency departments among transition age youths with psychiatric diagnoses may indicate limited access to or lack of high-quality care. The disparities indicate a need for culturally sensitive and gender-specific services for this vulnerable population.

Decomposing the Gender Wage Gap with Sample Selection Adjustment: Evidence from Colombia

Despite the remarkable improvement of female labor market characteristics, a sizeable gender wage gap exists in Colombia. We employ quantile regression techniques to examine the degree to which current small differences in the distribution of observable characteristics can explain the gender gap. We find that the gap is largely explained by gender differences in the rewards to labor market characteristics and not by differences in the distribution of characteristics. We claim that Colombian women experience both a “glass ceiling effect’’ and also (what we call) a “quicksand floor effect” because gender differences in returns to characteristics primarily affect women at the top and the bottom of the distribution. Also, self selection into the labor force is crucial for gender gaps: if all women participated in the labor force, the observed gap would be roughly 50% larger at all quantiles.

DECOMPOSING THE GENDER WAGE GAP WITH SAMPLE SELECTION ADJUSTMENT: EVIDENCE FROM COLOMBIA

Despite the remarkable improvement of female labor market characteristics, a sizeable gender wage gap exists in Colombia. We employ quantile regression techniques to examine the degree to which current small differences in the distribution of observable characteristics can explain the gender gap. We find that the gap is largely explained by gender differences in the rewards to labor market characteristics and not by differences in the distribution of characteristics. We claim that Colombian women experience both a “glass ceiling effect’’ and also (what we call) a “quicksand floor effect” because gender differences in returns to characteristics primarily affect women at the top and the bottom of the distribution. Also, self selection into the labor force is crucial for gender gaps: if all women participated in the labor force, the observed gap would be roughly 50% larger at all quantiles

Job mobility and the gender wage gap in Italy

This paper investigates the contribution of gender differences in job mobility to the emergence of a gender wage gap in the Italian labour market. We show that over the first 10 years of labour market experience job mobility accounts for up to 30% of total log wage growth for men and only 8.3% for women, and that this difference is mainly due to differences in returns to mobility. The gender mobility gap is robust to the inclusion of individual, job and firm characteristics, to different ways of accounting for individual unobserved heterogeneity, and is mainly found for voluntary job moves. Looking at the characteristics of the jobs and the firms' workers move to, we find that moves to larger firms represent by far the main source of gender differences in returns to mobility. We offer two possible explanations for this finding; one which involves differences in bargaining behaviour and one which relates to the theory of compensating differentials.

Gender differences in return to work patterns among sickness absentees and their associations with health: a prospective cohort study in The Netherlands

This article describes (i) gender differences in initial return to work (RTW) and lasting return to work (LRTW); (ii) health characteristics that predicted the observed gender differences in LRTW; and (iii) associations between health characteristics and (L)RTW in men and women separately. A 13-month prospective cohort study was performed with 119 employees (54 women and 65 men) who had reported sick for more than 1 month because of mental or musculoskeletal complaints. These employees were interviewed bimonthly about their work status and health. The health characteristics included were self-rated health, the reason for reporting sick, the presence of at least one long-term disease, early improvement in health and a change in diagnosis. Cox regression analyses on the time to (L)RTW were performed. No gender differences were found regarding RTW. Women, however, did report a longer time to LRTW than men. This was predicted by their reason for reporting sick, the presence of at least one long-term disease, lack of early improvement in health and change in diagnosis. Women who experienced no early improvement and/or whose diagnosis changed during their sickness absence had lower chances of attaining a LRTW than other women. Men who were absent owing to mental complaints were less likely to RTW than men with musculoskeletal complaints. Men who had at least one long-term disease were also less likely to RTW than men who had no long-term diseases. The findings showed a delayed LRTW for women when compared with men, as predicted by health characteristics. The health characteristics, however, that predicted LRTW in women differed from those that predicted LRTW in men. Clearly, the findings support a gender-specific approach to sickness absence guidance. The results also suggest that women are misdiagnosed more often than men. This requires further investigation.

The Impact of Social Capital on The Earnings of Puerto Rican Migrants

There is a paucity of studies examining the relationship between Puerto Ricans' social capital and their earnings. I utilized data from the Latin American Migration Project (collected in 1998 and 1999) to test five hypotheses derived from social capital theory to predict the hourly earnings of Puerto Rican migrants. My study illustrates that Puerto Rican migrants' social capital is positively related with their earnings. Interestingly, the social capital effects only pertain to Puerto Rican females. Additionally, Puerto Rican migrants do not benefit from ethnic solidarity in terms of increased wages. My analyses point toward social capital's ability to provide important labor market information to Puerto Rican females, which they appear to use to acquire jobs paying higher wages.Social capital theory has been applied to many different phenomenon including banking, education, immigration, labor markets, and nation building (Massey et al. 1987; Coleman 1988; Uzzi 1999; Fernandez, Castilla, and Moore 2000; Putnam 2000). Within the labor market, social capital has been found to be related with earnings, employment, formal employment, and job tenure (Mier and Giloth 1986; Donato, Durand, and Massey 1992; Aguilera 1999; 2003; Philips and Massey 1999; Aguilera and Massey 2003). Within the immigration field, social capital has been linked with the migration process, labor market outcomes, and attainment of citizenship (Massey et al. 1987; Baker 2000; Aguilera and Massey 2003; Fussell 2004). Unfortunately, Puerto Ricans have been unstudied within this massive literature about social capital. Additionally, gender differences in returns to social capital are only just beginning to be recognized and there is little agreement as to whether males or females benefit most from social capital. I studied the relationship between social capital and labor market outcomes of Puerto Rican migrants, paying special attention to differences in gender.