Gender differences in job search among young workers: A study using displaced workers in the United States

This article investigates gender differences in job search, job tenure, and wages, whether these differences vary over the early part of the life‐cycle, and whether they are associated with fertility decisions. Using data from the National Longitudinal Survey of Youths on highly attached displaced workers aged 20 to 45, we find that 20‐ to 29‐year‐old women and women older than 40 experience longer spells of displacement than comparable men, but that time to a new job is similar by gender for those between 30 and 39 years of age. The age pattern in male–female wage differences in the post‐displacement job is similar, with the largest differences occurring at ages 20 to 29 and over 40. We find no gender differences in tenure in the post‐displacement job. We interpret the differences for the younger ages to be related to fertility and we provide evidence that supports this view.     

Are Gay Men and Lesbians Discriminated against in the Hiring Process?

This article presents the first field experiment on sexual orientation discrimination in the hiring process in the Swedish labor market. Job applications were sent to about 4000 employers in 10 different occupations in Sweden. Gender and sexual orientation were randomly assigned to applications. The results show that sexual orientation discrimination exists in the Swedish labor market. The discrimination against the gay male applicant and the lesbian applicant varied across different occupations and appears to be concentrated in the private sector. The results also show that the gay male applicant was discriminated against in typical male‐dominated occupations, whereas the lesbian applicant was discriminated against in typical female‐dominated occupations. Theoretical implications are discussed.     

Determinants of Female Fertility in Taiwan, 1966–2001: Empirical Evidence from Cointegration and Variance Decomposition Analysis*

This study investigates the determinants of the fertility rate in Taiwan over the period 1966–2001. Consistent with theory, the key explanatory variables in Taiwan's fertility model are real income, infant mortality rate, female education and female labor force participation rate. The test for cointegration is based on the recently developed bounds testing procedure while the long‐run and short‐run elasticities are based on the autoregressive distributed lag model. Among our key results, female education and female labor force participation rate are found to be the key determinants of fertility in Taiwan in the long run. The variance decom‐position analysis indicates that in the long run approximately 45percent of the variation in fertility is explained by the combined impact of female labor force participation, mortality and income, implying that socioeconomic development played an important role in the fertility transition in Taiwan. This result is consistent with the traditional structural hypothesis.     

Remittance Income Volatility and Labor Supply in Mexico

Using the 2000 through 2008 waves of the Encuesta Nacional de Ingresos y Gastos de los Hogares (ENIGH), Mexico's income and expenditure survey, we estimate the way in which volatility surrounding the inflows of international remittances impacts male and female labor supply. We find that male and female labor supply decreases with higher levels of remittance income. Additionally, increases in remittance income volatility raise the employment likelihood of men and women, as well as the hours worked by employed women. Since men are more likely than women to be employed full‐time, women may be better suited to respond to increased volatility in remittance income by raising the number of hours worked. Overall, the findings are suggestive of labor supply being used as a buffer against income shortfalls and increased volatility in remittance inflows.     

THE MEASUREMENT OF EMPLOYMENT STATUS IN SOUTH AFRICA USING COHORT ANALYSIS, 1994‐20041

We analyse trends in employment, unemployment and labour force participation by simple graphical techniques, using all the October Household Surveys and the September Labour Force Surveys. We show that African male employment in 1995 seems high, when compared to all the other surveys. Furthermore much of the increase in African female labour force participation is concentrated in the period 1998 to 2000, which suggests that measurement and sampling changes may be partially responsible for the trend. We track cohorts of individuals over the eleven years for which we have data. We show that young people are leaving school earlier, while being better educated than their elders. They are not, however, being absorbed into employment at a faster rate. This has led to a spike in youth unemployment.     

Do men and women discriminate against women for the same reason? Evidence from China

In this study, we examine whether men and women form gender discrimination for the same reason. To do that, we build an experimental Chinese labor market in which employers evaluate the productivity of workers who perform a real-effort task. Before evaluation, the employer observes the worker’s personal and group information. The personal information contains gender identity and a signal of productivity. The group information reveals the productivity distributions of some other male and female workers who do not differ in average productivity. However, it shows more male workers at the very top productivity levels and more female workers at the very bottom productivity levels in one treatment than in the other. According to the belief-based theory, there will be a greater degree of discrimination against female workers in the former. We find that, however, only male employers’ evaluations are well predicted by this approach. Female employers behave oppositely: their degree of gender discrimination is smaller in the treatment emphasizing men’s advantage in the tails of the productivity distributions. To explain female employers’ evaluations, we adopt the preference-based approach. Our findings suggest that employers of different genders can have different motivations for gender discrimination, and thus call attention to the theoretical foundation of gender discrimination and policy measures aimed at reducing gender discrimination.     

The impact of E‐Verify mandates on labor market outcomes

A number of states have adopted laws that require employers to use the federal government's E‐Verify program to check workers' eligibility to work legally in the United States. Using data from the Current Population Survey, this study examines whether such laws affect labor market outcomes among Mexican immigrants who are likely to be unauthorized. We find evidence that E‐Verify mandates reduce average hourly earnings among likely unauthorized male Mexican immigrants while increasing labor force participation among likely unauthorized female Mexican immigrants. Furthermore, the mandates appear to lead to better labor market outcomes among workers likely to compete with unauthorized immigrants. Employment rises among male Mexican immigrants who are naturalized citizens in states that adopt E‐Verify mandates, and earnings rise among U.S.‐born Hispanic men. There is no evidence of significant effects among U.S.‐born non‐Hispanic whites.     

Gender peer effects on students’ educational and occupational expectations

To date, little is known about how gender peers affect students’ educational and occupational expectations. This study investigates the gender peer effects on students’ educational and occupational expectations, using the 2014 China Education Panel Survey. To address students’ self-selection into classes, we choose a sample of schools that randomly assign students to classes. We find that exposure to more female peers increases students’ probability of expecting to attend university and reduces their probability of expecting to complete only middle school. Besides, exposure to more female peers increases boys’ and girls’ probabilities of expecting to pursue a career as a manager, and reduces their probabilities of expecting to become a teacher, doctor, or lawyer. Moreover, exposure to more female peers has significant positive effects on both girls’ and boys’ probability of expecting to pursue prevalently male occupations. In addition, we discuss the mechanisms and check the robustness of the results. This study helps to understand the gender peer effects in education and the variations in individuals’ educational and occupational choices.     

Women doing men’s work and women doing women’s work: Female work and pay in British wartime engineering

Extreme demand pressures coupled with acute skill shortages in the run up to World War II caused British engineering companies to break down existing production processes into smaller constituent parts. This allowed the employment of persons trained over narrower ranges of skills and helped to create an exponential growth of female jobs, from 10.5% of total engineering employment in 1939 to 35.2% by 1943. Women were officially classified into those doing men’s work and those doing women’s work. Using a unique data set provided by the Engineering Employers Federation, this paper examines female work and pay from 1935 (the first year of rearmament) to 1942 (the peak of production activity) in more detail than has been previously undertaken. It features the pay and hours of piece- and time-rated women, female-male wage ratios, and an assessment of the war’s longer term impact on the female labor market.     

大学生父母教养方式的研究

目的:探讨父母教养方式的特点。方法:采用EMBU问卷对云南两所高校的351名大学生进行调查。结果:(1)男生父亲有更多惩罚严厉、干涉、保护的行为,城市父母有更多温暖理解、干涉的行为;(2)男生父母更多采用矛盾型教养方式,女生和城市父母更多采用民主型,农村父母更多采用忽视型。结论:不同性别、不同生源地的大学生父母教养行为和教养类型存在显著差异。     

Income Disparity among Persons with Disabilities,Assessed by Education and Sex: Accentuated Gender Difference Found in Metro Manila,the Philippines

How do persons with disabilities (PWDs) earn a living? This paper presents an investigation of the economic activities of PWDs in the Philippines, where, among developing countries, disability‐related legislation is relatively progressive. In 2008, a field survey was conducted in cooperation with Disability People's Organizations using a tailor‐made questionnaire in Metro Manila. The explanatory variables of income of PWDs were examined using Mincer regression. The conclusions are as follows. (1) There is remarkable income disparity among PWDs, differing with education and sex. (2) After controlling for PWDs' characteristics, it was found that female PWDs are likely to earn less than male PWDs. Such a significant income gap between men and women among PWDs is remarkable in the Philippines, where gender difference in income is generally small. This finding suggests that female PWDs are doubly disadvantaged in earning income.     

The wages and employment of female day‐labourers in English agriculture, 1740–18501

Using a new sample of farm accounts from 84 farms throughout England, this article provides measures of regional variation and changes over time in female wages and employment in agriculture. Female wages were not fixed, but changed over time and responded to high demand for female labour. The female‐male wage ratio fell between 1750 and 1850, except in the industrial north west. In 1851 approximately 19 per cent of agricultural day‐labourers were female. In the industrial north west, opportunities for factory employment reduced the supply of females to agriculture, but elsewhere the relative demand for female labour in agriculture declined.     

Family size,labor supply,and job prestige: Evidence from three decennial censuses in China

This study investigates the relationship between family size and parents’ labor market performance, measured by labor supply and occupational prestige scores, based on three census waves in 1990, 2000, and 2010. To address the endogeneity problem of family size, we use the indicator of twins at first birth as an instrumental variable. Our results suggest that in nuclear households, family size affects the labor market performance only of mothers, not of fathers, with the negative effects fading and gradually disappearing over time. More specifically, an increase in family size decreases female labor supply in the 1990 wave, leads to lower prestige scores among working mothers in the 2000 wave, and has no impact on labor supply or occupational prestige scores in the 2010 wave. Our subsample analysis indicates that the negative effects of family size are more severe for parents of households with all children under seven years old and for husbands or wives with lower education level than that of their partners. In addition, we find that the negative effects of family size on parental labor market outcomes are not observed in extended households, especially when no grandparents are aged 65 years or older.     

Male wages and female welfare: private markets, public goods, and intrahousehold inequality

We show how an apparently welfare improving phenomenon likean increase in the wage of the male member of a family can resultin a seemingly paradoxical result where the entire family isworse off. There is male and female specialization in activitiessuch that the female member is involved in a community levelpublic good. A rise in the male wage leads to adjustment ofhousehold time allocation with the male working more in themarket and less on household activities. In turn, the femaleworks more on household activities and less on the communitypublic good, failing to internalize the negative externalityimposed on other members of the community. Under quite generalconditions the implied negative effect can more than offsetthe positive effect of the male wage raise, and the entire familyis worse off. The theoretical results are consistent with empiricalfindings in the literature.     

IS THERE EVIDENCE OF A WAGE PENALTY TO FEMALE PART‐TIME EMPLOYMENT IN SOUTH AFRICA?

In this paper, we investigate female part‐time employment in South Africa. Using household survey data for South Africa from 1995 to 2004, we show that women are over‐represented in part‐time employment, and that the growth in part‐time work has been an important feature of the feminisation of the labour force. In contrast to many studies of part‐time work in other countries, however, we find evidence of a significant wage premium to female part‐time employment. The premium is also robust to fixed effects estimations using Labour Force Survey panel data from 2001 to 2004, where controlling for unobservable differences increases its size. The premium persists with different hourly thresholds defining part‐time employment and when we account for possible reporting errors in hours worked.     

Hiring and Separation Rates Before and after the Arab Spring in the Tunisian Labour Market

We seek to explore the hiring and separation rates in Tunisia before and after the Arab Spring based on quarterly business level data for 503 firms over the span of January 2007 to December 2012. Furthermore, we examine whether employers are willing to dismiss older workers to trigger an effective increase in mobility that will open new opportunities for the youth community. We build our analysis upon six main empirical models to study employment decisions reflected by major indicators such as the number of hiring, number of separations, total employment effects, male‐female ratio, age cohorts, labour mobility and net employment. The results show that the Arab Spring has created structural unemployment trends. In addition, we note that the 2008 global turmoil has fostered the firing level of employment. Our conclusions also indicate that the response of Tunisia's government to high unemployment rates caused by the financial meltdown in 2008 and the events in 2011 was not sufficient to remove the attached lingering effects that still distress the country's labour market. In addition, our findings emphasize the significant challenges faced by Tunisian youth that could be mitigated by efficient policy actions to incentivize training and development geared towards the private sector.     

Evolution of Education Premiums in Cambodia: 1997–2007

This paper evaluates education premiums in Cambodia over the past decade using data from the 1997, 2003–2004 and 2007 Socio‐economic Surveys of Households. The Cambodian labor market has undergone a transformation over the past decade. In 1997, the earnings of workers employed for wages exhibited limited association with education and skills. The picture was dramatically different by 2003 and more so by 2007. The profitability of education had increased sharply, especially for women. There is evidence that the human capital model is now applicable to both men and women, resulting in a wider distribution of earnings. Instrumental variables estimates of the return to an additional year of schooling for male wage earners are found to be higher than the corresponding OLS estimates, but only in the private sector.     

Credit,reputation, and masculinity in British urban commerce: Edinburgh,c. 1710–70 1

This article draws on cases of public insult from the Edinburgh consistory court to explore constructions of credit and reputation during the eighteenth century. Scotland's unique legal context offers new insights into the honour of men and women, replacing the received view that female honour was almost entirely about sexual honour and complicating our understanding of male honour among the middling sort. In contrast to studies that view the credit of men and women as principally contradictory, this study instead identifies significant points of both overlap and divergence in male and female reputation and discusses honour as a family matter. Unlike in England, levels of defamation litigation in Scotland remained high through the eighteenth century, and both the social composition of defamation litigants and the types of insult they brought to court remained consistent. However, the forms and settings of disputes over honour changed, reflecting the interiorization of conflict as the eighteenth century progressed.     

Race and the discouraged female worker: A question of labor force attachment

This article presents an empirical examination of female attachment to the labor market. An econometric model of the discouragement process is built to determine how strongly women exhibit the inclination to remain labor force participants over the course of the business cycle. The estimated results imply that women, as a group, have a stronger response to changes in short-run cyclical fluctuations and therefore will sever their attachment to the labor force significantly sooner than their male counterparts. However, when the analysis is broken down by race, minority females are discovered to demonstrate only a modest response to short-run fluctuations and a very pronounced long-run sensitivity to cyclical swings. Thus, the results suggest that while females as a whole do not exhibit the same degree of labor force attachment as males, minority females respond in a manner similar to that of male workers. Such a conclusion is in agreement with the growing literature on the labor market behavior of minority females who are increasingly playing the same economic role in society as men.     

女权主义文学批评概论

女权主义文学批评作为20世纪最具破坏力和蛊惑力的一种全新的文学批评理论,从女性视角出发,通过对男性文本中女性形象的分析,以及对女性文学创作的研究和对女性文学传统的寻找,揭示了人类文明中的父权制的本质.它强烈要求打破现存的两性秩序,重新确立女性的地位和角色,以最终达到消解男性中心文化的目的.