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Occupational Sex Segregation and Management-Level Wages in Germany: What Role Does Firm Size Play?

  • Busch, Anne

    ()

    (DIW Berlin)

  • Holst, Elke

    ()

    (DIW Berlin)

The paper analyzes the gender pay gap in private-sector management positions based on German panel data and using fixed-effects models. It deals with the effect of occupational sex segregation on wages, and the extent to which wage penalties for managers in predominantly female occupations are moderated by firm size. Drawing on economic and organizational approaches and the devaluation of women's work, we find wage penalties for female occupations in management only in large firms. This indicates a pronounced devaluation of female occupations, which might be due to the longer existence, stronger formalization, or more established "old-boy networks" of large firms.

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File URL: http://ftp.iza.org/dp6568.pdf
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Paper provided by Institute for the Study of Labor (IZA) in its series IZA Discussion Papers with number 6568.

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Length: 41 pages
Date of creation: May 2012
Date of revision:
Handle: RePEc:iza:izadps:dp6568
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  1. Francine D. Blau & Lawrence M. Kahn, 2001. "Understanding International Differences in the Gender Pay Gap," NBER Working Papers 8200, National Bureau of Economic Research, Inc.
  2. Elke Holst & Julia Schimeta, 2011. "Twenty-Nine Women to 906 Men : Continuing Gender Inequality on the Boards of Germany's Top Companies," Weekly Report, DIW Berlin, German Institute for Economic Research, vol. 7(4), pages 19-28.
  3. Marianne Bertrand & Kevin Hallock, 1999. "The Gender Gap in Top Corporate Jobs," Working Papers 805, Princeton University, Department of Economics, Industrial Relations Section..
  4. Francine D. Blau & Lawrence M. Kahn, 2000. "Gender Differences in Pay," Journal of Economic Perspectives, American Economic Association, vol. 14(4), pages 75-99, Fall.
  5. Busch, Anne & Holst, Elke, 2011. "Gender-Specific Occupational Segregation, Glass Ceiling Effects, and Earnings in Managerial Positions: Results of a Fixed Effects Model," IZA Discussion Papers 5448, Institute for the Study of Labor (IZA).
  6. Heckman, James, 2013. "Sample selection bias as a specification error," Applied Econometrics, Publishing House "SINERGIA PRESS", vol. 31(3), pages 129-137.
  7. Elke Holst & Anne Busch, 2010. "Führungskräfte-Monitor 2010," DIW Berlin: Politikberatung kompakt, DIW Berlin, German Institute for Economic Research, volume 56, number pbk56.
  8. repec:iab:iabzaf:v:41:i:2/3:p:181-198 is not listed on IDEAS
  9. Lausten, M., 2001. "Gender differences in managerial compensation - Evidences from Denmark," Papers 01-4, Aarhus School of Business - Department of Economics.
  10. Jacob A. Mincer, 1974. "Schooling, Experience, and Earnings," NBER Books, National Bureau of Economic Research, Inc, number minc74-1, October.
  11. 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].
  12. Paula England, 1982. "The Failure of Human Capital Theory to Explain Occupational Sex Segregation," Journal of Human Resources, University of Wisconsin Press, vol. 17(3), pages 358-370.
  13. Jacob A. Mincer, 1974. "Introduction to "Schooling, Experience, and Earnings"," NBER Chapters, in: Schooling, Experience, and Earnings, pages 1-4 National Bureau of Economic Research, Inc.
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