Hours, Occupations, and Gender Differences in Labor Market Outcomes

Willingness to compete has been found to predict individual and gender differences in educational choices and labor market outcomes. We provide further evidence for this relationship by linking Swiss students' Baccalaureate school (high school) specialization choices to an experimental measure of willingness to compete. Boys are more likely to specialize in math in Baccalaureate school. In line with previous findings, competitive students are more likely to choose a math specialization. Boys are more likely to opt for competition than girls and this gender difference in competitiveness could partially explain why girls are less likely to choose a math-intensive specialization.

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What happens to young people who move to another country to find work?

Youth Labor in Transition ◽

10.1093/oso/9780190864798.003.0013 ◽

2018 ◽

pp. 389-418

Author(s):

Mehtap Akgüç ◽

Miroslav Beblavý

Keyword(s):

Labor Market ◽

Market Integration ◽

Labor Market Outcomes ◽

Individual Characteristics ◽

Market Outcomes ◽

Social Surveys ◽

Work Related ◽

Migrant Youth ◽

Contract Type ◽

And Gender

This chapter analyzes the labor market integration of South–North and East–West migrants, together with intra-European and non-European Union migrants, vis-à-vis native peers in main European destinations. The analysis considers individual characteristics and labor market outcomes by migrant origins. Labor market outcomes are estimated, controlling for sociodemographic characteristics and for country-fixed and year effects. Using interaction effects, the chapter estimates whether the work-related outcomes of young migrants differ vis-à-vis native peers. The econometric analysis using pooled European Social Surveys (2002–2015) suggests that individual characteristics explain part of the migrant–native peer differences. Particularly, migrants from Eastern and Southern Europe exhibit important gaps vis-à-vis native peers regarding unemployment, contract type, and overqualification. Overall, migrant youth and women seem to be in vulnerable situations in destination labor markets. In addition to nondiscriminatory treatment, transparent competence screening and smooth skills transferability could alleviate such youth and gender vulnerabilities.

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Marriage and Labor Market Outcomes

Oxford Research Encyclopedia of Economics and Finance ◽

10.1093/acrefore/9780190625979.013.503 ◽

2020 ◽

Author(s):

Terra McKinnish

Keyword(s):

Labor Market ◽

Labor Supply ◽

Labor Market Outcomes ◽

Marriage Market ◽

Marital Stability ◽

Market Outcomes ◽

Outside Option ◽

Income Effects ◽

And Gender ◽

Premarital Investments

Marriage and labor market outcomes are deeply related, particularly for women. A large literature finds that the labor supply decisions of married women respond to their husbands’ employment status, wages, and job characteristics. There is also evidence that the effects of spouse characteristics on labor market outcomes operate not just through standard neoclassical cross-wage and income effects but also through household bargaining and gender norm effects, in which the relative incomes of husband and wife affect the distribution of marital surplus, marital satisfaction, and marital stability. Marriage market characteristics affect marital status and spouse characteristics, as well as the outside option, and therefore bargaining power, within marriage. Marriage market characteristics can therefore affect premarital investments, which ultimately affect labor market outcomes within marriage and also affect labor supply decisions within marriage conditional on these premarital investments.

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A Gender Agenda: A Progress Report on Competitiveness

The American Economic Review ◽

10.1257/aer.p20171066 ◽

2017 ◽

Vol 107 (5) ◽

pp. 115-119 ◽

Cited By ~ 12

Author(s):

Muriel Niederle

Keyword(s):

Gender Differences ◽

Labor Market ◽

Labor Market Outcomes ◽

Progress Report ◽

Open Area ◽

Market Outcomes ◽

Behavioral Trait ◽

Institutional Differences ◽

Trait Competitiveness

I review the role of a new behavioral trait, competitiveness, on the gender agenda. I first describe how to measure competitiveness in the laboratory and show that gender differences in competitiveness are robust. I then establish the external economic relevance of the experimental measure of competitiveness: competitiveness correlates with education and labor market outcomes and can help account for gender differences therein. Finally, institutions can differ in the importance they place on competitiveness and hence can affect gender differences in economic outcomes. Exploring these institutional differences and their effects remains an open area of behavioral market design.

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Masking Real Unemployment: The Overall and Racial Impact of Survey Non-Response on Measured Labor Market Outcomes

10.36687/inetwp150 ◽

2021 ◽

pp. 1-22

Author(s):

Yixia Cai ◽

Dean Baker

Keyword(s):

Labor Market ◽

Labor Force ◽

Black Men ◽

Labor Market Outcomes ◽

Market Outcomes ◽

Percentage Points ◽

Market Status ◽

And Gender ◽

Ethnicity And Gender

A large and growing percentage of households are missed in the monthly Current Population Survey (CPS). For the survey as a whole, the rate of nonresponse is roughly 13 percent. This is higher for Blacks, with the share for young Black men being about 30 percent. The BLS’s current methodology effectively assumes that, with adjustment for various characteristics, people who are not included in a follow-up survey may not differ systematically from those who are included. The present paper, however, provides evidence that this may not be the case. With the rotation panel structure of the CPS data from 2003 to 2019, we investigate bias from nonresponse in CPS and its association with one’s prior labor market status, paying particular attention to how the relationship differs by race, ethnicity, and gender. Our analysis suggests that people are considerably more likely to be missing in a subsequent observation if they are unemployed or not in the labor force in the prior observation. We also estimate what the real labor market outcomes might have been when adjusting for nonresponse and undercoverage. Findings indicate that the current methodology may underestimate the national unemployment and labor force participation rates by about 0.7 and 1.2 percentage points, respectively. The gap between observed and adjusted unemployment rates tends to grow beginning in 2015. The unemployment rate is more understated for Blacks than for whites, particularly with a gap of about 3.3 percentage points for young Black men (age 16 to 34).

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

Labour Employment and Work in New Zealand ◽

10.26686/lew.v0i0.2213 ◽

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.

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Immigrant Women’s Economic Outcomes in Europe: The Importance of Religion and Traditional Gender Roles

International Migration Review ◽

10.1177/01979183211008867 ◽

2021 ◽

pp. 019791832110088

Author(s):

Agnieszka Kanas ◽

Katrin Müller

Keyword(s):

Labor Market ◽

Gender Roles ◽

Immigrant Women ◽

Labor Market Outcomes ◽

Negative Relationship ◽

Gender Role Attitudes ◽

Women's Labor ◽

Market Outcomes ◽

Norms And Values ◽

And Gender

This article contributes to previous research on immigrant integration by examining how religiosity and gender roles in European countries influence immigrant women’s labor market outcomes. Moreover, we extend theoretical work on the importance of the receiving country’s norms and values by hypothesizing and testing whether receiving countries’ influence varies with immigrant women’s religiosity and gender-role attitudes. Using the European Social Survey data and multilevel regression models, we find that religious immigrant women participate less in the labor market and work fewer hours than nonreligious immigrant women. Immigrant women’s traditional gender-role attitudes partly explain the negative relationship between individual religiosity and labor market outcomes. While the receiving country’s religiosity is negatively related to immigrant women’s labor market outcomes, this negative relationship is significantly weaker for religious and gender-traditional immigrant women than for nonreligious and gender-egalitarian women. These findings suggest that the economic benefits of residing in countries that support female employment are limited to immigrant women who are ready and positioned to embrace gender-egalitarian norms and values.

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Black Population Size and the Structure of United States Labor Market Inequality

10.31237/osf.io/4sn6k ◽

2017 ◽

Author(s):

Philip N. Cohen

Keyword(s):

Labor Market ◽

Population Size ◽

Gender Inequality ◽

Labor Market Outcomes ◽

Black Population ◽

Market Outcomes ◽

Individual Level ◽

Labor Market Inequality ◽

And Gender ◽

Black Population Size

This dissertation investigates the relationship between relative Black population size and the structure of labor market inequality by race-ethnicity, gender and class. There are five principal new developments here. First, Black-White inequality for women -- as well as gender inequality -- is integrated into the research. Second, by examining three major labor market outcomes -- employment status, occupational attainment, and earnings -- the project offers a more systematic view of the relationships under study. This has important implications for better understanding possible causal mechanisms of racial-ethnic composition. Third, existing threat and crowding hypotheses are tested with new models using measures of residential and occupational segregation. Fourth, tests of class interactions are offered, casting new light on continuing debates about the relative costs and benefits of Black-White inequality across class and gender lines. Finally, estimation of contextual effects in all models is improved with hierarchical modeling techniques. Larger relative Black population size means more "race" in the local economy, and more "racial" inequality. This project asks the question: is more "race" good or bad for White and Black men and women at the individual level; whom does Black-White inequality help or hurt, and in what ways? I conclude that when the Black population is larger, Black-White inequality is more salient, and more important relative to class and gender inequality. A consistent set of models shows this pattern across labor market outcomes, and across gender and class groups -- as well as across variation in individual-level characteristics besides racial-ethnicity. Thus Black-White inequality again appears not only pervasive but also structural to the system of social stratification in the United States.

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