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Do women choose to work in the public and nonprofit sectors? Empirical evidence from a French national survey

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Author Info
Narcy, Mathieu
Lanfranchi, Joseph
Meurs, Dominique

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Abstract

Women are over-represented in public and nonprofit sector jobs. This article aims to bring to light the reasons behind that phenomenon. In particular, do women choose these sectors because they offer female employees specific advantages that are absent from the private sector? The feminization of the public sector can be explained by the fact that women obtain a higher wage gain from choosing this sector than men do. However, this is not true for the nonprofit sector. Working hours - in the form of part-time work in the nonprofit sector and total hours worked in the public sector - appear to play an important role in the over-representation of women in these two sectors. On the other hand, the idea that women are more attracted to the social objectives pursued by public and nonprofit organizations does not appear to play any part. “Family-friendly” measures - aiming to reconcile the demands of family life and professional life - appear to attract women to the public sector, but it is difficult to interpret their influence, because it is impossible to distinguish between the attractiveness of these measures and the result of professional segregation in the public sector.

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Paper provided by University Library of Munich, Germany in its series MPRA Paper with number 14372.

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Date of creation: Dec 2008
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Handle: RePEc:pra:mprapa:14372

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Related research
Keywords: women’ employment choices; nonprofit sector; public sector; firms family-friendly policies;

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Find related papers by JEL classification:
J45 - Labor and Demographic Economics - - Particular Labor Markets - - - Public Sector Labor Markets
J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination

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Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
  1. Small, Kenneth A & Hsiao, Cheng, 1985. "Multinomial Logit Specification Tests," International Economic Review, Department of Economics, University of Pennsylvania and Osaka University Institute of Social and Economic Research Association, vol. 26(3), pages 619-27, October. [Downloadable!] (restricted)
  2. C. Lucifora & D. Meurs, 2004. "The Public Sector Pay Gap in France, Great Britain and Italy," Working Papers ERMES 0403, ERMES, University Paris 2. [Downloadable!]
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  3. Leete, Laura, 2000. "Wage equity and employee motivation in nonprofit and for-profit organizations," Journal of Economic Behavior & Organization, Elsevier, vol. 43(4), pages 423-446, December. [Downloadable!] (restricted)
  4. Helena Skyt Nielsen & Marianne Simonsen & Mette Verner, 2004. "Does the Gap in Family-friendly Policies Drive the Family Gap?," Scandinavian Journal of Economics, Blackwell Publishing, vol. 106(4), pages 721-744, December. [Downloadable!] (restricted)
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  5. Panizza, Ugo & Qiang, Christine Zhen-Wei, 2005. "Public-private wage differential and gender gap in Latin America: Spoiled bureaucrats and exploited women?," The Journal of Socio-Economics, Elsevier, vol. 34(6), pages 810-833, December. [Downloadable!] (restricted)
  6. Mueller, Richard E., 1998. "Public-private sector wage differentials in Canada: evidence from quantile regressions," Economics Letters, Elsevier, vol. 60(2), pages 229-235, August. [Downloadable!] (restricted)
  7. Patrick Francois & Michael Vlassopoulos, 2008. "Pro-social Motivation and the Delivery of Social Services," CESifo Economic Studies, Oxford University Press, vol. 54(1), pages 22-54, March. [Downloadable!] (restricted)
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