Categorical Matching as an Organizational Condition for Gender Inequality in the Korean Labor Market

This study investigated the role of a particular organizational mechanism called categorical matching—that is, the matching of a functional category (employment status) to a social category (gender) in organizations’ allocative processes. Using large-scale employer-employee matched data, we attempted to identify the organizational characteristics that are susceptible to categorical matching and the impacts of categorical matching on the gender wage gap. We found a significant association between the degree of categorical matching and the bargaining power of female workers net of the other organizational characteristics. Moreover, we found that the residual gender wage gap is larger in establishments that engage in more extensive categorical matching. Regardless of employment status, female workers experience greater wage penalties when they work in workplaces that match men to standard jobs and women to nonstandard jobs. These findings shed light on the importance of organizational processes in producing the gender wage gap and help explain the remarkably high gender wage gap in Korea.

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Interindustry Wage Differentials and the Gender Wage Gap

ILR Review ◽

10.1177/001979399504900107 ◽

1995 ◽

Vol 49 (1) ◽

pp. 105-120 ◽

Cited By ~ 28

Author(s):

Judith Fields ◽

Edward N. Wolff

Keyword(s):

Population Survey ◽

Wage Differentials ◽

Gender Wage Gap ◽

Wage Gap ◽

Female Worker ◽

Industry Effects ◽

Men And Women ◽

Female Workers ◽

Highly Correlated ◽

Using Data

Using data from the March 1988 Current Population Survey, the authors find that the wages of female workers differ significantly by industry, even when the analysis controls for workers' productivity-related characteristics. Although these interindustry wage differentials are at least as large as men's and are highly correlated with them as well, there are statistically significant differences between the two. Of the overall gender wage gap (the average female worker earns about 65% as much as the average male worker), 12–22% can be explained by differences between the patterns of interindustry wage differentials of men and women and 15–19% by differences in the distribution of male and female workers across industries. Thus, the combined industry effects explain about one-third of the overall gender wage gap.

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Rethinking Double Jeopardy: Differences in the Gender Disadvantage between Organizational Insiders and Outsiders in Korea

Sociological Perspectives ◽

10.1177/0731121417726978 ◽

2017 ◽

Vol 60 (6) ◽

pp. 1082-1096 ◽

Cited By ~ 5

Author(s):

Young-Mi Kim

Keyword(s):

Labor Market ◽

Gender Inequality ◽

Gender Gap ◽

Gender Wage Gap ◽

Wage Gap ◽

Structural Condition ◽

Secondary Market ◽

Demographic Differences ◽

Female Workers ◽

Segmented Labor Market

This study examines the distinctive patterns of gender inequality in the primary and secondary labor markets in Korea. Previous studies that analyzed multiple disadvantages in the labor market tended to focus on comparing the gender wage gap between groups. By failing to distinguish the gender gap from discrimination, these studies often underestimate the severe within-job discrimination that women in minority positions experience. Using the wage gap decomposition method, this study analyzes the gender wage gap according to separate labor market positions. The results indicate that the size of the gender wage gap is greater in the primary labor market than in the secondary market, but that a sizable amount of the gap in the primary market can be explained by demographic differences between male and female workers. In the secondary labor market, the gender wage gap is relatively small, but mostly caused by within-job wage discrimination against women. The divergent pattern of gender inequality—large gap-small discrimination among organizational insiders and small gap-large discrimination between organizational outsiders—shows how the segmented labor market provides a structural condition to create the complexity of gender inequality, in which women experience different forms of disadvantage depending on their positions in the labor market.

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Gender Imbalances and Labor Market Outcomes: Evidence from Large-Scale Mexican Migration

IZA Journal of Development and Migration ◽

10.2478/izajodm-2021-0002 ◽

2021 ◽

Vol 12 (1) ◽

Author(s):

Emily Conover ◽

Melanie Khamis ◽

Sarah Pearlman

Keyword(s):

Labor Market ◽

Developing Country ◽

International Migration ◽

Fixed Effects ◽

Large Scale ◽

Gender Wage Gap ◽

Wage Gap ◽

Labor Market Outcomes ◽

Market Outcomes ◽

Female Ratio

Abstract We study the consequences of international migration on labor market outcomes in a developing country. Specifically, we look at the case of Mexico, where large-scale international migration has led to significant declines in the male/female ratio. We explore whether this results in Mexican women entering high-skilled and better paying jobs over time. This question is relevant since there has been an increase in women's education and labor force participation across the developing world, but less evidence of improvements in the gender wage gap. Using an instrumental variables strategy that relies on historical migration patterns, we find that when there are relatively fewer men, women are more likely to work, have high-skilled jobs, and some earn higher wages. These results are robust to the inclusion of state, age group, and year fixed effects, and to different measures of migration and data sources. We explore investments in human capital as a key mechanism. We find that the gains in schooling are concentrated among women with the same average level of education of the men who migrate. From an aggregate perspective, these improvements in job type and wages are important given that higher female income may benefit the status, education, and health of both women and children, which in turn increases a country's development and growth. Our findings are among the few that show some movement toward improvements in the gender wage gap in a developing country setting.

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Occupational Career Change and Gender Wage Inequality

Work and Occupations ◽

10.1177/0730888417742691 ◽

2017 ◽

Vol 45 (1) ◽

pp. 82-121 ◽

Cited By ~ 2

Author(s):

Thomas S. Moore

Keyword(s):

Wage Inequality ◽

Gender Wage Gap ◽

Wage Gap ◽

Rotation Group ◽

Female Workers ◽

Wage Convergence ◽

And Gender ◽

Outgoing Rotation Group ◽

Wage Earners ◽

Gender Wage Inequality

This article examines the relationship between the changing occupational careers of female wage earners and gender wage inequality. Using Current Population Survey-Merged Outgoing Rotation Group data, it assesses the effect on the gender wage gap of changes in the composition and price both of care-providing occupations that are culturally associated with female labor and of managerial and professional occupations that are not part of the care economy, over the period 1979 to 2015. It finds that the rapid entry of female workers into high-wage managerial occupations, and their exit from low-wage private household work, contributed to gender wage convergence. However, the wage-equalizing effects of occupational shifts and related behavioral changes diminish over time, and wage convergence ceases after 2007. It also finds that female workers continue to be disadvantaged by wage dispersion and that most of the remaining gender wage gap arises within occupations. The concluding sections discuss the findings and their implications for closing the wage gap.

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The evolution of the gender wage gap in Colombia: 1994 and 2010

Cuadernos de Economía ◽

10.15446/cuad.econ.v39n81.73820 ◽

2020 ◽

Vol 39 (81) ◽

pp. 857-895 ◽

Cited By ~ 1

Author(s):

Luz Karime Abadía Alvarado ◽

Sara De la Rica

Keyword(s):

Gender Gap ◽

Gender Wage Gap ◽

Educational Achievement ◽

Wage Gap ◽

Sample Selection ◽

Wage Distribution ◽

The Public ◽

Female Workers ◽

Clear Glass ◽

Wage Distributions

This paper studies the evolution of the gender wage gap in Colombia at different points of wage distributions. Using DiNardo, Fortin, and Lemieux’s (1996) decomposition, we find that the enormous increase in female workers’ educational achievement has helped to reduce the gender gap, mainly at the top of the wage distribution. However, this effect has been countered by the reduction in the proportion of female workers in the public sector and those with indefinite contracts. Moreover, using the Arellano et al. (2017) methodology, we estimate the adjusted gender wage gap whilst controlling for sample selection. In both analysed years, our main finding was a clear glass-ceiling pattern that was slightly reduced in 2010.

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Gendered outcomes of the gender composition of jobs and organizations: A multilevel analysis using employer–employee data

International Sociology ◽

10.1177/0268580918795554 ◽

2018 ◽

Vol 33 (6) ◽

pp. 692-714 ◽

Cited By ~ 3

Author(s):

Young-Mi Kim

Keyword(s):

Multilevel Analysis ◽

Gender Wage Gap ◽

Wage Gap ◽

Gender Composition ◽

Men And Women ◽

Occupational Level ◽

Job Level ◽

Negative Effect ◽

Matched Data ◽

Employee Data

This study aimed to find how demographic compositions at job- and establishment-levels affect the wages of women and men. Using employer–employee matched data, this study found that the proportion of females at the job-level produces opposite results for men and women, when the jobs are embedded in female-dominated workplaces; as a consequence, the within-job gender wage gap becomes greater as the proportion of females at the workplace increases. In sum, female concentration at the workplace fortifies the negative effect of gender devaluation, a pattern that previous studies focusing on occupational-level might have missed.

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