Gender Differences in Job Search and the Earnings Gap: Evidence from Business Majors

The existing literature has well studied the use of social contacts in job search, including gender inequality, in using social contacts. What is missing is the perspective of social contacts who help others find jobs. Using a large data set from the 2012 China Labor-Force Dynamics Survey, this study reveals significant gender differences in the provision of job-search help. Compared with women, men are more likely to provide job-search help and especially show a greater likelihood of exerting direct influence on the hiring process. While women are gender neutral in their choice of help recipients, men display a selective preference for helping other men. This men’s advantage of providing job-search help, especially influence-based help, and men’s selective preference for helping other men, imply another prominent gender inequality in informal hiring in the labor market. This study suggests several theoretical propositions to explain the revealed gender differences in both “whether to help” and “whom to help,” providing a starting point for further research.

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Gender Differences in Job Search: Trading off COMMUTE AGAINST WAGE*

The Quarterly Journal of Economics ◽

10.1093/qje/qjaa033 ◽

2020 ◽

Vol 136 (1) ◽

pp. 381-426 ◽

Cited By ~ 2

Author(s):

Thomas Le Barbanchon ◽

Roland Rathelot ◽

Alexandra Roulet

Keyword(s):

Gender Differences ◽

Gender Gap ◽

Job Search ◽

Gender Wage Gap ◽

Wage Gap ◽

Hourly Wage ◽

Job Attributes ◽

Joint Distributions ◽

Application Data ◽

Newly Hired

ABSTRACT We relate gender differences in willingness to commute to the gender wage gap. Using French administrative data on job search criteria, we first document that unemployed women have a lower reservation wage and a shorter maximum acceptable commute than their male counterparts. We identify indifference curves between wage and commute using the joint distributions of reservation job attributes and accepted job bundles. Indifference curves are steeper for women, who value commute around 20% more than men. Controlling in particular for the previous job, newly hired women are paid after unemployment 4% less per hour and have a 12% shorter commute than men. Through the lens of a job search model where commuting matters, we estimate that gender differences in commute valuation can account for a 0.5 log point hourly wage deficit for women, that is, 14% of the residualized gender wage gap. Finally, we use job application data to test the robustness of our results and to show that female workers do not receive less demand from far-away employers, confirming that most of the gender gap in commute is supply-side driven.

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An Explanation of a Gender Earnings Gap in the Veterinary Profession

Athens Journal of Business & Economics ◽

10.30958/ajbe.7-2-2 ◽

2021 ◽

Vol 7 (2) ◽

pp. 145-160

Author(s):

David Smith ◽

Demos Vardiabasis ◽

Samuel Seaman ◽

Yury Adamo

Keyword(s):

Gender Differences ◽

Gender Gap ◽

Firm Size ◽

Model Specification ◽

Data Set ◽

Self Employment ◽

Veterinary Profession ◽

Concomitant Variables ◽

Gender Earnings Gap ◽

Earnings Gap

Analysis of a unique data set of U.S. veterinary firms and veterinarians provides evidence of significant differences in earnings between self-employed males and females. After controlling for important concomitant variables, including training and experience, self-employed female veterinarians generally own smaller clinics and have lower earnings than their male counterparts. This study considers which demographic/economic factors may be associated with observed gender differences in earnings. The gender gap for average earnings is about 44 percent; however, when controlling for certain characteristics, the gap narrows to as little as 23 percent, depending on the model specification. Firm size was found to be the strongest contributing factor in explaining the gender gap in earnings, and so, possible explanations for differences in firm size have also been discussed. Whilst the analysis is not conclusive, there is evidence that self-employed females may face customer discrimination, which may constrain the growth and size of female-owned firms. (JEL D21) Keywords: Gender differences, salaries, self-employment, veterinarians

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Gender Differences in the Use of Social Contacts in the Job Search Process

Academy of Management Proceedings ◽

10.5465/ambpp.2021.181 ◽

2021 ◽

Vol 2021 (1) ◽

pp. 13077

Author(s):

Kira Choi

Keyword(s):

Gender Differences ◽

Job Search ◽

Search Process ◽

Social Contacts

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The Meaning of Work for Older Adults Seeking Employment: The Generativity Factor

The International Journal of Aging and Human Development ◽

10.2190/vgtg-epk6-q4bh-q67q ◽

1995 ◽

Vol 41 (4) ◽

pp. 325-344 ◽

Cited By ~ 121

Author(s):

Michál E. Mor-Barak

Keyword(s):

Older Adults ◽

Gender Differences ◽

Factor Analysis ◽

Older Adult ◽

Job Search ◽

Meaning Of Work ◽

Transfer Of Knowledge ◽

Personal Factor ◽

Job Seekers

This study is a theory-based examination of the meaning of work for older adults in a sample of 146 older job-seekers. It proposes four factors to the meaning of work: Financial, Personal, Social, and the Generativity factor. The Generativity factor, unique to older adults, refers to viewing work as a way to teach, train and share skills with younger generations. A factor analysis of a 16-item Meaning of Work Scale (MWS) supports the proposed four factors. The results indicate ethnic and employment differences with respect to the meaning of work, but no gender differences. Significant differences were detected between older adult job-seekers who obtained a job within a year of job search and those who did not, with respect to the personal factor of the MWS and with respect to ethnicity. The findings indicate that jobs providing opportunities for transfer of knowledge and experience to younger generations may be of particular value for older adults.

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Women at Work

ILR Review ◽

10.1177/0019793916668530 ◽

2016 ◽

Vol 70 (1) ◽

pp. 190-222 ◽

Cited By ~ 29

Author(s):

Anja-Kristin Abendroth ◽

Silvia Melzer ◽

Alexandra Kalev ◽

Donald Tomaskovic-Devey

Keyword(s):

Gender Differences ◽

Human Resources ◽

Organizational Context ◽

Gender Inequalities ◽

Job Level ◽

Women In Management ◽

Gender Earnings Gap ◽

Earnings Gap ◽

Gendered Power ◽

And Gender

Using a unique sample of 5,022 workers in 94 large German workplaces, the authors explore whether and how women’s access to higher level positions, firms’ human resources practices, and workers’ qualification levels are associated with gender differences in earnings. First, they find that having more women in management reduces the gender earnings gap for jobs with low qualifications, but not those with high qualifications. Second, they find that while men’s compensation is positively affected by having a male supervisor, women with a female supervisor do not receive such an advantage. Finally, they find that human resources practices and job-level qualifications moderate the association between gendered power and gender earnings inequalities. Integrating women into managerial and supervisory roles does not automatically reduce gender inequalities; its impacts are contingent on organizational context.

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Market expectations, job search, and gender differences in starting pay

Journal of Labor Research ◽

10.1007/bf02701795 ◽

2003 ◽

Vol 24 (2) ◽

pp. 307-321 ◽

Cited By ~ 13

Author(s):

Peter F. Orazem ◽

James D. Werbel ◽

James C. McElroy

Keyword(s):

Gender Differences ◽

Job Search ◽

Market Expectations ◽

And Gender

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