scholarly journals Gender Gap in Upward Mobility: What is the Role of Non-cognitive Traits?

2021 ◽  
Author(s):  
Yu-Wei Chu ◽  
S Linz
Keyword(s):  
Gender Differences ◽  
Locus Of Control ◽  
Gender Gap ◽  
Work Ethic ◽  
Upward Mobility ◽  
Large Employer ◽  
Cognitive Traits

Do non-cognitive traits contribute to the gender gap in supervisory status and promotion? We use a large employer-employee matched dataset collected from six former socialist countries to assess the link between non-cognitive traits and upward mobility. Controlling for workplace heterogeneity, we find that gender differences in locus of control, the preference for challenge versus affiliation, and adherence to work ethic together can explain about 7–18% of the gender gap in supervisory status and promotion. Overall, non-cognitive traits provide an important, though modest, explanation for the gender gap in upward mobility. The version of record is available at https://doi.org/10.1108/ijm-12-2015-0220. The full citation is as follows: Chu, Y.-W.L., and Linz, S. (2017). Gender gap in upward mobility: what is the role of non-cognitive traits? International Journal of Manpower 38, 835–853.

scholarly journals Gender Gap in Upward Mobility: What is the Role of Non-cognitive Traits?

2021 ◽  
Author(s):  
Yu-Wei Chu ◽  
S Linz
Keyword(s):  
Gender Differences ◽  
Locus Of Control ◽  
Gender Gap ◽  
Work Ethic ◽  
Upward Mobility ◽  
Large Employer ◽  
Cognitive Traits

Do non-cognitive traits contribute to the gender gap in supervisory status and promotion? We use a large employer-employee matched dataset collected from six former socialist countries to assess the link between non-cognitive traits and upward mobility. Controlling for workplace heterogeneity, we find that gender differences in locus of control, the preference for challenge versus affiliation, and adherence to work ethic together can explain about 7–18% of the gender gap in supervisory status and promotion. Overall, non-cognitive traits provide an important, though modest, explanation for the gender gap in upward mobility. The version of record is available at https://doi.org/10.1108/ijm-12-2015-0220. The full citation is as follows: Chu, Y.-W.L., and Linz, S. (2017). Gender gap in upward mobility: what is the role of non-cognitive traits? International Journal of Manpower 38, 835–853.

scholarly journals Gender gap in upward mobility: what is the role of non-cognitive traits?

2017 ◽  
Vol 38 (6) ◽  
pp. 835-853 ◽  
Author(s):  
Yu-Wei Luke Chu ◽  
Susan Linz
Keyword(s):  
Gender Differences ◽  
Gender Gap ◽  
Design Methodology ◽  
Upward Mobility ◽  
Data Set ◽  
Content Type ◽  
Large Employer ◽  
Cognitive Traits ◽  
Matched Data

Purpose The purpose of this paper is to find whether non-cognitive traits contribute to the gender gap in supervisory status and promotion. Design/methodology/approach The authors use a large employer-employee matched data set collected from six former socialist countries to assess the link between non-cognitive traits and upward mobility. Findings Controlling for workplace heterogeneity, the authors find that gender differences in locus of control, the preference for challenge vs affiliation, and adherence to work ethic together can explain about 7-18 percent of the gender gap in supervisory status and promotion. Originality/value Overall, non-cognitive traits provide an important, though modest, explanation for the gender gap in upward mobility.

scholarly journals Non-Cognitive Abilities And Labor Market Outcomes: The Role Of Work Ethic And Personality Traits On Supervisory Status And Promotion

2015 ◽  
Author(s):  
Yu-Wei Luke Chu ◽  
Susan J. Linz
Keyword(s):  
Gender Differences ◽  
Labor Market ◽  
Gender Gap ◽  
Cognitive Abilities ◽  
Linked Data ◽  
Work Ethic ◽  
Labor Market Outcomes ◽  
Data Availability ◽  
Market Outcomes

A growing literature suggests that noncognitive abilities are important determinants of earnings. But empirical research on nonwage labor market outcomes is still limited due to data availability. In this paper, we collect employer-employee linked data from six former socialist countries and estimate three noncognitive abilities: adherence to work ethic, the preference for challenge versus affiliation, and locus of control, and their relationship with workers’ supervisory status and promotions. We find that these noncognitive abilities are strong predictors of the likelihood of being a supervisor and being promoted as well as the number of supervisees and promotions. We also study the role of noncognitive abilities in the gender gap in these labor market outcomes. Based on a Blinder-Oaxaca decomposition, gender differences in these noncognitive abilities can explain a modest proportion of the gender gap in supervisory status and promotions.

scholarly journals Peran Etika Kerja Islami dan Locus Of Control Dalam Meningkatkan Kepuasan Kerja Pegawai (Studi Pada Satuan Kerja Perangkat Daerah (SKPD), Kab. Buton Utara)

2015 ◽  
Vol 3 (1) ◽  
pp. 1-13
Author(s):  
Muhamad Ridhayantho ◽  
Noermijati Noermijati ◽  
Dodi W. Irawanto
Keyword(s):  
Job Satisfaction ◽  
Locus Of Control ◽  
Work Ethic ◽  
Partial Least Square ◽  
Civil Servants ◽  
Survey Method ◽  
Analysis Tool ◽  
Islamic Work Ethic ◽  
Work Units

This study aims to identify and analyze the role of Islamic Work Ethic and locus of control in improving job satisfaction both directly and indirectly. The study population is 607 Muslim Civil Servants (PNS) and working in regional work units (SKPD) North Buton Regency. The sample that obtained for this study are 124 civil servants (PNS). Sampling was done by using a proportional (proportionate random sampling), in each instances, with 8% of precision rate. The data collection method was a customized questionnaire survey method based on Likert scale 1-5. The analysis tool used is Partial Least Square (PLS) with hypothesis testing process used software application program Smart PLS 3.0.The results showed that the Islamic Work Ethic and Locus Of Control has a positive and significant influence either directly or indirectly on Job Satisfaction, thus concluded that the Islamic work ethics and locus of control proved to increase employee satisfaction in work units (SKPD) , North Buton Regency. The practical contribution of this research is to provide information to the Civil Servants (PNS) and Local Government in order to always improve understanding and programs related to the increase in work attitudes Civil Servants (PNS), especially in the scope of work units (SKPD). While theoretically this study contribute to the development of different models of measurement variables from previous studies, in which the role of the Islamic Work Ethic variables and Locus of Control as exogenous variables are reflective, while job satisfaction variables as endogenous variables are formative. Further limitations and suggestions discussed in the research. Keywords: Islamic Work Ethic, Locus of Control, Job Satisfaction.

scholarly journals Gender differences in wage expectations: the role of biased beliefs

2021 ◽  
Author(s):  
Stephanie Briel ◽  
Aderonke Osikominu ◽  
Gregor Pfeifer ◽  
Mirjam Reutter ◽  
Sascha Satlukal
Keyword(s):  
Gender Differences ◽  
University Students ◽  
Gender Gap ◽  
Quantile Regressions ◽  
Conditional Quantile ◽  
Lower Wage

AbstractWe analyze gender differences in expected starting salaries along the wage expectations distribution of prospective university students in Germany, using elicited beliefs about both own salaries and salaries for average other students in the same field. Unconditional and conditional quantile regressions show 5–15% lower wage expectations for females. At all percentiles considered, the gender gap is more pronounced in the distribution of expected own salary than in the distribution of wages expected for average other students. Decomposition results show that biased beliefs about the own earnings potential relative to others and about average salaries play a major role in explaining the gender gap in wage expectations for oneself.

Gender Differences in Access to and Use of ICTs in Nigeria

2021 ◽  
pp. 1699-1718 ◽  
Author(s):  
Immanuel Ovemeso Umukoro ◽  
Aanuoluwapo Oluwaseun Omolade-Lawal ◽  
Samuel Oyelami Babalola ◽  
Kolawole Sunday Akinsumbo ◽  
Rashida Mebude Aligwa ◽  
...  
Keyword(s):  
Gender Differences ◽  
Information And Communication Technologies ◽  
Gender Gap ◽  
Modern Society ◽  
Communication Technologies ◽  
The Sustainable Development ◽  
Information And Communication ◽  
Development Goals ◽  
Males And Females

There is a skewed perception of the differences in access to and use of ICTs in modern society, especially in technology less-advanced nations. While there are various schools of thought on this topical issue, less is evident to establish that males and females have equal access to and use of information and communication technologies. Given the role of ICTs for development and the significance of gender equality to economic advancement as seen in the sustainable development goals, understanding gendered access to and use of ICTs can help develop interventions that help close the gender gap in access to and use of ICTs in order to help women leverage technology for socio-economic inclusion. The study, therefore, attempted to understand the presence or absence of gender differences in access to and use of ICTs and identify the causes in order to guide the development of interventions aimed at closing these gaps.

scholarly journals The gender gap in job authority: Do social network resources matter?

2019 ◽  
Vol 63 (4) ◽  
pp. 381-399
Author(s):  
Lieselotte Blommaert ◽  
Roza Meuleman ◽  
Stefan Leenheer ◽  
Anete Butkēviča
Keyword(s):  
Gender Differences ◽  
Social Networks ◽  
Social Network ◽  
Gender Gap ◽  
Network Theory ◽  
Social Network Theory ◽  
Network Resources ◽  
Career Opportunities ◽  
Network Status

Women generally have less job authority than men. Previous research has shown that human capital, family features and contextual factors cannot fully explain this gender authority gap. Another popular explanation holds that women’s career opportunities are limited because their social networks comprise less beneficial contacts and resources than men’s. Yet, the role of social networks has received little attention in empirical research seeking to explain the gender gap in job authority. This study examines to what extent gender differences in social networks exist and are related to the gender authority gap. Drawing on two strands of social network theory, we develop hypotheses about the role of network diversity and network status. We test these hypotheses using representative longitudinal data from the NEtherlands Longitudinal Lifecourse Study (2009–2013). Results reveal that women generally had less diverse occupational networks in terms of contacts’ occupations and were less likely to know managers than men, network features which are found to be significantly related to job authority. Controlling for these gender differences in networks leads to a reduction of the observed gender authority gap that is statistically significant but modest in substantive terms.

scholarly journals Do Boys’ and Girls’ Daily Activities Differ? Cross-Country Evidence

2020 ◽  
Author(s):  
Pablo Gracia ◽  
Joan Garcia-Roman ◽  
Tomi Oinas ◽  
Timo Anttila
Keyword(s):  
Gender Differences ◽  
Gender Gap ◽  
Time Use ◽  
Domestic Work ◽  
Social Contexts ◽  
Daily Activities ◽  
Personal Care ◽  
Gender Gaps ◽  
The Uk

This study uses 2009-2015 time-diary data to examine gender differences in daily activities among children and adolescents aged 10-17 in Finland, Spain and the UK (N = 3,517). Gender differences in child time use are strong in all three countries. Boys are more involved in screen-based time and exercising, and girls in domestic work, non-screen educational time, personal care and socializing. The UK shows the largest gender differences in child time use, including domestic work (60% gender gap), exercising (57%), non-screen educational time (35%), screen-based time (31%), personal care (27%) and socializing (21%). Finland resembles the UK in domestic work (58% gap) and non-screen educational time (34%), showing smaller gender gaps in other activities, without significant gender differences with Spain and UK. Spain exhibits the smallest gender differences in child time use, with significant differences with the UK in screen-based time (16% gap), socializing (6%) and personal care (14%). Demographic and socioeconomic factors contribute little to explain these findings. While gender differences in child time use are moderately smaller in ‘egalitarian’ Finland than in ‘liberal’ UK, ‘family-oriented’ Spain presents interestingly the smallest gender gaps. The complex role of social contexts and life-course stages in shaping gendered activities is discussed.

scholarly journals The gender gap in welfare state attitudes in Europe: The role of unpaid labour and family policy

2020 ◽  
Vol 30 (4) ◽  
pp. 452-466
Author(s):  
Mikael Goossen
Keyword(s):  
Gender Differences ◽  
Welfare State ◽  
Gender Equality ◽  
Gender Gap ◽  
Family Policy ◽  
Equal Distribution ◽  
Individual Level ◽  
Unpaid Labour ◽  
And Gender

Previous research has shown a prevailing ‘modern gender gap’ in socio-political attitudes in advanced capitalist economies. While numerous studies have confirmed gender differences in attitudes towards the welfare state in Europe, few have addressed the reason for this rift in men’s and women’s views about the role of government in ensuring the general welfare of citizens. In this article, I examine the relationship between gender equality in unpaid labour, family policy and the gender gap in welfare state attitudes. Based on data from 21 countries participating in the European Social Survey (ESS) Round 4, and using a mix of country- and individual-level regression models and multilevel models, I find that there is a clear relationship between country-level gender equality in unpaid labour and gender differences in support of an encompassing welfare state. A more equal distribution of unpaid care and domestic work correlates with women being increasingly supportive of a large and encompassing welfare state, in comparison with men. This pattern holds when controlling for individual-level economic risk and resources, cultural factors such as trust and social values traditionally related to the support of an encompassing welfare state, and beliefs about welfare state efficiency and consequences for society in general. This pattern is evident for countries with a low level of familistic policies, while no distinguishable pattern is discernible for highly familistic countries. These findings have implications for the perception of gender as an emergent social cleavage with respect to welfare state attitudes. The results are discussed in the light of institutional theories on policy feedback, familism, social role theory and previous findings relating to modernization theory and ‘gender realignment’.

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