Advanced Search
MyIDEAS: Login to save this paper or follow this series

Wem wird gegeben? Matthäus-Effekte und geschlechtsspezifische Ungleichheiten auf dem Arbeitsmarkt für Filmschauspieler


Author Info

  • Lutter, Mark
Registered author(s):


    Reputation und Erfolgsanhäufungen spielen insbesondere in der postfordistischen Arbeitswelt eine bedeutsame Rolle. Das multiplikative Zusammenwirken zwischen derartigen 'Matthäus-Effekten' und geschlechtsspezifischen Ungleichheiten ist allerdings bislang kaum Gegenstand soziologischer Forschung gewesen. Folglich ist unklar, wie sich kumulierte berufliche Erfolge im Zeitverlauf auf Karriereungleichheiten zwischen den Geschlechtern auswirken. Verstärkt der Matthäuseffekt bestehende Genderdisparitäten? Oder hebelt er sie aus? Mithilfe eines Längsschnittdatensatzes, der vollständige Karriereverläufe von 8.146 deutschsprachigen Schauspielern im Zeitraum zwischen 1900 und 2010 erfasst, wird gezeigt, dass sich Erfolgsakkumulationen für Frauen vorteilhaft auswirken. Insgesamt bestehen zwar deutliche geschlechtsspezifische Ungleichheiten - Frauen haben signifikant schlechtere Chancen als Männer -, diese nivellieren sich jedoch mit der Anhäufung von Filmpreisen auf ein statistisch nicht mehr von null zu unterscheidendes Niveau. Die Ursachen könnten mit der über Erfolg gesteigerten Aufmerksamkeit zusammenhängen, die imstande ist, Opportunitäten für Benachteiligungen zu reduzieren. -- Reputation and cumulative advantages play an important role in the post-Fordian world of labor. Since multiplicative effects between these 'Matthew effects' and gender inequality have not received much attention in sociology, little is known about the impact of cumulative advantages on gender inequality over the course of a career. Does the Matthew effect intensify gender disadvantages, or does it cancel them out? Using a panel dataset covering the period from 1900 to 2010 which contains full career profiles of 8,146 German film actors, the study shows that the accumulation of success has a positive effect on women's career opportunities. Although female actors generally have less opportunity for career success than men, they compensate for this disparity greatly by making a name for themselves, especially by winning awards. The reason for this could be that the increased attention accorded to successful actors reduces the chances of their being treated unfairly.

    Download Info

    If you experience problems downloading a file, check if you have the proper application to view it first. In case of further problems read the IDEAS help page. Note that these files are not on the IDEAS site. Please be patient as the files may be large.
    File URL:
    Download Restriction: no

    Bibliographic Info

    Paper provided by Max Planck Institute for the Study of Societies in its series MPIfG Discussion Paper with number 12/8.

    as in new window
    Date of creation: 2012
    Date of revision:
    Handle: RePEc:zbw:mpifgd:128

    Contact details of provider:
    Postal: Paulstr. 3, 50676 Köln
    Phone: + 49 (0) 221-2767-0
    Web page:
    More information through EDIRC

    Related research


    This paper has been announced in the following NEP Reports:


    References listed on IDEAS
    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.:
    as in new window
    1. Achatz, Juliane & Gartner, Hermann & Glück, Timea, 2004. "Bonus oder Bias? Mechanismen geschlechtsspezifischer Entlohnung," IAB Discussion Paper 200402, Institut für Arbeitsmarkt- und Berufsforschung (IAB), Nürnberg [Institute for Employment Research, Nuremberg, Germany].
    2. Rosen, Sherwin, 1981. "The Economics of Superstars," American Economic Review, American Economic Association, vol. 71(5), pages 845-58, December.
    3. Ezra W. Zuckerman & Tai-Young Kim, 2003. "The critical trade-off: identity assignment and box-office success in the feature film industry," Industrial and Corporate Change, Oxford University Press, vol. 12(1), pages 27-67, February.
    4. Petersen, Trond & Togstad, Thea, 2006. "Getting the Offer: Sex Discrimation in Hiring," Institute for Research on Labor and Employment, Working Paper Series qt1rt913mg, Institute of Industrial Relations, UC Berkeley.
    5. Elke Holst & Anne Busch, 2009. "Der "Gender Pay Gap" in Führungspositionen der Privatwirtschaft in Deutschland," SOEPpapers on Multidisciplinary Panel Data Research 169, DIW Berlin, The German Socio-Economic Panel (SOEP).
    6. Booth, Alison L. & Francesconi, Marco & Frank, Jeff, 2003. "A sticky floors model of promotion, pay, and gender," European Economic Review, Elsevier, vol. 47(2), pages 295-322, April.
    7. Adler, Moshe, 1985. "Stardom and Talent," American Economic Review, American Economic Association, vol. 75(1), pages 208-12, March.
    8. Banerjee, Abhijit V, 1992. "A Simple Model of Herd Behavior," The Quarterly Journal of Economics, MIT Press, vol. 107(3), pages 797-817, August.
    Full references (including those not matched with items on IDEAS)



    This item is not listed on Wikipedia, on a reading list or among the top items on IDEAS.


    Access and download statistics


    When requesting a correction, please mention this item's handle: RePEc:zbw:mpifgd:128. See general information about how to correct material in RePEc.

    For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (ZBW - German National Library of Economics).

    If you have authored this item and are not yet registered with RePEc, we encourage you to do it here. This allows to link your profile to this item. It also allows you to accept potential citations to this item that we are uncertain about.

    If references are entirely missing, you can add them using this form.

    If the full references list an item that is present in RePEc, but the system did not link to it, you can help with this form.

    If you know of missing items citing this one, you can help us creating those links by adding the relevant references in the same way as above, for each refering item. If you are a registered author of this item, you may also want to check the "citations" tab in your profile, as there may be some citations waiting for confirmation.

    Please note that corrections may take a couple of weeks to filter through the various RePEc services.