scholarly journals Bridging the Gender Wage Gap: Gendered Cultural Sentiments, Sex Segregation, and Occupation-Level Wages.

2020 ◽  
Vol 83 (2) ◽  
pp. 129-151
Author(s):  
Robert E. Freeland ◽  
Catherine E. Harnois
Keyword(s):  
Direct Effect ◽  
Linear Models ◽  
Wage Gap ◽  
Cultural Beliefs ◽  
Gender Composition ◽  
Affect Control Theory ◽  
Data Set ◽  
Affect Control ◽  
Occupation Level ◽  
Affective Meanings

The extent to which cultural beliefs about gender shape occupation-level wages remains a central yet unresolved question in the study of gender inequality. Human capital theorists predict that gendered beliefs have no direct effect on occupation-level wages. Devaluation theorists argue that occupations associated with women and femininity are systematically devalued and thus underpaid. We test these explanations using data from the American Community Survey, the Occupational Information Network, and an affect control theory (ACT) data set of affective meanings. We use the ACT data set to operationalize occupational gendered cultural sentiments along two distinct dimensions: evaluation (goodness, caring, warmth) and potency (power, strength, competence). Hierarchical linear models show that potency but not evaluation affects occupational income net of individual and occupational controls. Path analyses show that potency has a direct effect net of occupational traits. The gender composition of an occupation indirectly affects occupational income through potency. The cultural meanings of potency/competence associated with masculinity, rather than the devaluation of feminine nurturant occupations, is the primary cultural mechanism linking gender composition and occupational reward.

Identity Meanings and Categorical Inequality

2019 ◽  
pp. 267-288 ◽  
Author(s):  
Kimberly B. Rogers
Keyword(s):  
Social Action ◽  
Cultural Beliefs ◽  
Social Groups ◽  
Cultural Knowledge ◽  
Cultural Meanings ◽  
Affect Control Theory ◽  
Affect Control ◽  
The People ◽  
Race Ethnicity ◽  
The Rich

I use affect control theory (ACT) to show how we apply cultural knowledge to classify and form impressions of the people we encounter, producing inequality as widely shared cultural beliefs are translated into predictable patterns of social action. I apply ACT measurement dimensions (evaluation, potency, and activity) to show that cultural beliefs about social groups, known as “social identity meanings,” convey groups’ relative positions within systems of inequality such as race/ethnicity, national origin, gender, sexuality, religion, and social class. I find that privileged groups (e.g., whites, the rich, heterosexuals, Americans, and Christians) are higher in power (potency) but lower in status (evaluation) than other groups across dimensions of inequality. This meaning profile is shared by roles, traits, and behaviors that signify authority across diverse social domains. I consider the implications of these findings and of ACT more broadly for understanding how inequalities reflected in cultural meanings are often reproduced through interactions.

Working for the Woman? Female Managers and the Gender Wage Gap

2007 ◽  
Vol 72 (5) ◽  
pp. 681-704 ◽  
Author(s):  
Philip N. Cohen ◽  
Matt L. Huffman
Keyword(s):  
Wage Inequality ◽  
Linear Models ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
High Status ◽  
Data Set ◽  
Representation Of Women ◽  
Female Managers ◽  
Management Positions ◽  
Gender Characteristics

Most previous research on gender inequality and management has been concerned with the question of access to managerial jobs and the “glass ceiling.” We offer the first largescale analysis that turns this question around, asking whether the gender characteristics of managers-specifically, the gender composition and relative status of female managers-affect inequality for the nonmanagerial workers beneath them. Results from three-level hierarchical linear models, estimated on a unique nested data set drawn from the 2000 Census, suggest that greater representation of women in management does narrow the gender wage gap. Model predictions show, however, that the presence of high-status female managers has a much larger impact on gender wage inequality. We conclude that the promotion of women into management positions may benefit all women, but only if female managers reach relatively high-status positions.

Education-based occupational segregation and the gender wage gap: evidence from France

2014 ◽  
Vol 35 (3) ◽  
pp. 368-391 ◽  
Author(s):  
Thomas Couppié ◽  
Arnaud Dupray ◽  
Stéphanie Moullet
Keyword(s):  
Wage Differential ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Occupational Segregation ◽  
Gender Composition ◽  
Public Authorities ◽  
Content Type ◽  
Occupational Gender ◽  
Occupation Level ◽  
Male Occupations

Purpose – The purpose of this paper is to test whether the gender wage gap at the beginning of the working life in France varies with the gender composition of occupations (male-dominated, female-dominated or mixed) and its main determinant (educational pre-sorting or labour market sorting). Design/methodology/approach – The first stage of the methodology is to decompose segregation indexes at occupation level into the two components of determination noted above. The occupations are then divided into five groups on the basis of their gender composition and the weight of the educational segregation. Oaxaca-Blinder decompositions are then applied to each group. Findings – Among 54 strongly gendered occupations, the segregation in 26 stems mainly from educational pre-sorting. This context is favourable to reduction of the gender wage gap. However, a modest wage differential is not proof of convergence towards equity, as it may conceal the existence of a significant discrimination component, as in male occupations. Research limitations/implications – The results relate to a cohort of French youth. The earnings-equalizing impact of education-based occupational segregation should be tested in other national contexts. Social implications – Public authorities should put in place incentives to encourage women's participation in a greater range of education and training courses and to improve the matching between education and the skill content of jobs. Originality/value – The originality lies in the suggestion that a strong connection between education and skill requirements helps to narrow the occupational gender wage gap.

scholarly journals The Occupational Feminization of Wages

ILR Review ◽  
2017 ◽  
Vol 71 (1) ◽  
pp. 208-241 ◽  
Author(s):  
John T. Addison ◽  
Orgul D. Ozturk ◽  
Si Wang
Keyword(s):  
Wage Gap ◽  
Unobserved Heterogeneity ◽  
Gender Composition ◽  
Negative Effects ◽  
Cross Sectional ◽  
Data Set ◽  
Occupational Gender ◽  
Predominantly Female ◽  
Occupational Feminization ◽  
The Impact

This article updates the 1995 study by Macpherson and Hirsch that used monthly Current Population Survey (CPS) data from 1973 to 1993 to examine the effects of occupational gender composition on earnings. In the updating process, the authors correct for biases in this data set that are attributable to the inclusion of imputed earners and the misreporting of occupation. They use CPS data from 1996 to 2010 to provide cross-sectional estimates of the impact of the feminization of occupations on wages, as well as its contribution to the gender wage gap. Longitudinal CPS data indicate that the negative effects of gender composition on earnings observed in cross-sectional data are lessened when researchers control for observed heterogeneity and are much reduced when controlling for unobserved heterogeneity. These findings are confirmed using much longer panels from the National Longitudinal Survey of Youth 1979 (NLSY79). Finally, the use of synthetic panels of aging cohorts suggests that wage penalties are largest for younger cohorts in predominantly female occupations.

Ideal Types of Leadership as Patterns of Affective Meaning

2012 ◽  
Vol 75 (3) ◽  
pp. 268-287 ◽  
Author(s):  
Andreas Schneider ◽  
Tobias Schröder
Keyword(s):  
Max Weber ◽  
Three Dimensional ◽  
Charismatic Leadership ◽  
The United States ◽  
Affect Control Theory ◽  
Affective Meaning ◽  
Ideal Types ◽  
Cross Cultural Communication ◽  
Affect Control ◽  
Affective Meanings

We propose that macro-level ideal types of leadership, as described in the classic work of Max Weber and reflected in the contemporary management literature, are mirrored in micro-level affective meanings. Within Osgood’s three-dimensional affective space, we identify specific patterns corresponding to leadership styles: people evaluate authoritative/transactional leadership as positive, powerful, and neither passive nor active. Charismatic/transformational leadership is perceived as equally positive and powerful but involves a much higher degree of activity-arousal. Finally, coercive leadership is negative, powerful, and active. Based on Heise’s cybernetic symbolic-interactionist affect control theory, we compare cultural representations of business managers in the United States and Germany at different points in time. We demonstrate a shift from transactional to charismatic leadership in the U.S. manager stereotype and a contrasting consolidation of coercive leadership expectations in Germany. We discuss implications for (1) cross-cultural communication and (2) affective meaning as indicator of social change.

The Affective Self: Perseverance of Self-Sentiments in Late-Life Dementia

2020 ◽  
Vol 83 (2) ◽  
pp. 152-173 ◽  
Author(s):  
Linda E. Francis ◽  
Kathryn J. Lively ◽  
Alexandra König ◽  
Jesse Hoey
Keyword(s):  
Qualitative Interviews ◽  
Emotional Reactions ◽  
Affect Control Theory ◽  
Reflected Appraisals ◽  
Creative Agency ◽  
Affect Control ◽  
Loss Of Self ◽  
The Social ◽  
Affective Meanings ◽  
Cognitive Construct

The self has long been construed as a rational, cognitive construct; the cognitive decline of dementia has therefore been largely viewed as the loss of self. Through qualitative interviews, we find that persons with dementia strive to maintain a coherent self despite their increasing disability. Using the theories of affect control theory (ACT) and ACT-Self, we illustrate their shift from using denotative (cognitive) meanings to reliance on connotative (affective) meanings in defining the situation and choosing identities to enact. As persons with dementia lose the cognitive ability to access shared definitions and reflected appraisals, their connection to the social world narrows to affective meanings of established sentiments and emotional reactions from others. Our findings underscore the creative agency of self and the limitations of the rationalistic bias of sociology by recognizing an affective self that stands in complement to the generally acknowledged cognitive self.

scholarly journals An Analytical Frame of Affective Meanings Using Affect Control Theory

2007 ◽  
Vol 14 (3) ◽  
pp. 99-115 ◽  
Author(s):  
SHUICHIROU IKE ◽  
SCHNEIDER ANDREAS ◽  
SMITH W. HERMAN
Keyword(s):  
Control Theory ◽  
Affect Control Theory ◽  
Affect Control ◽  
Affective Meanings

scholarly journals Gendered Emotional Support and Women’s Well-Being in a Low-Income Urban African Setting

2018 ◽  
Vol 32 (6) ◽  
pp. 837-859
Author(s):  
Sangeetha Madhavan ◽  
Shelley Clark ◽  
Yuko Hara
Keyword(s):  
Single Mothers ◽  
Low Income ◽  
Emotional Support ◽  
Living Arrangements ◽  
Gender Norms ◽  
Well Being ◽  
Single Women ◽  
Gender Composition ◽  
Support Network ◽  
Data Set

In most contexts, emotional support is crucial for the well-being of low-income single women and their children. Support from women may be especially important for single mothers because of precarious ties to their children’s fathers, the prevalence of extended matrifocal living arrangements, and gendered norms that place men as providers of financial rather than emotional support. However, in contexts marked by economic insecurity, spatial dispersion of families, and changing gender norms and kinship obligations, such an expectation may be problematic. Applying theories of emotional capital and family bargaining processes, we address three questions: What is the gender composition of emotional support that single mothers receive? How does gender composition change over time? Does the gender composition of emotional support affect the self-reported stress of single mothers? Drawing on data from a unique data set on 462 low-income single mothers and their kin from Nairobi, Kenya, we uncover three key findings. One, whereas the bulk of strong emotional support comes from female kin, about 20 percent of respondents report having male-dominant support networks. Two, nearly 30 percent of respondents report change favoring men in the composition of their emotional support over six months. Three, having a male-dominant emotional support network is associated with lower stress. These results challenge what is commonly taken for granted about gender norms and kinship obligations in non-Western contexts.

scholarly journals The effect of statin treatment on survival and on the use of healthcare resources among patients with acute myocardial infarction

2018 ◽  
pp. 30-48
Author(s):  
Lien Nguyen ◽  
Unto Häkkinen ◽  
Henna Jurvanen
Keyword(s):  
Myocardial Infarction ◽  
Acute Myocardial Infarction ◽  
Linear Models ◽  
Statin Treatment ◽  
Data Set ◽  
Hospitalised Patients ◽  
Life Years ◽  
Matched Data ◽  
The Cost ◽  
Statin Use

The aim of this study was to investigate the cost-effectiveness of statin use by newly hospitalised patients with acute myocardial infarction (AMI) in Finland. The data were from the PERFECT database of patients hospitalised for AMI and discharged in 1998–2012 in Finland. Selected patients had first-time AMI and had not used statins earlier (N=60 404). We generated a matched data set from statin non-users for statin users based on propensity matching analysis (N=28 412), which was also used. Statin use was defined as statins purchased within the first week after hospital discharge. Healthcare costs included costs of inpatient and outpatient hospital care, costs of nursing homes and costs of prescribed medicines (at 2011 prices). The follow-up time was one year. Logit and generalised linear models were used. We measured the effects of statin use as life years (LYs) gained and computed costs per LY gained. Both data were analysed for the entire period and for subperiods 1998–2001, 2002–2007 and 2008–2011, without discount rates and with a 3% discount rate. An average patient would gain 0.26–0.51 more years. The estimated costs per LY gained ranged between EUR 800 and 15 000. They were highest (EUR 12 000–15 000) in 1998–2001 by the matched data, but were actually savings in 2008–2011. The estimated costs indicate that statin use in treating AMI was very cost-effective. However, our rather long study period may suggest that the cost estimates per LY gained could be overestimated, as the life expectancy of AMI patients is likely shorter than that of the general population.Published: Online April 2018.

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