Personality and the gender wage gap

In this study, we investigate whether personality traits contribute towards a better understanding of the reasons for the gender wage gap. We explore whether two of the personality factors put forward by Bowles et al. (2001) as likely to be incentive enhancing in the employer–employee relationship can explain the difference in wages for women and men. These are (1) personal self efficacy (Locus of Control (LoC)) and (2) time preference. We also study the role of the so called Big Five personality traits (extraversion, emotional stability, agreeableness, openness intellect and conscientiousness), which have been associated with earnings in several recent studies. Using a sample of Dutch employees, we found that 11.5% of the observed gender wage gap could be ascribed to differences in the personality trait scores (mainly in agreeableness and intellect), while less than 0.5% could be ascribed to gender differences in the returns to the traits. The addition of personality traits to a traditional human capital model reduces the unexplained part of the gender wage gap from 75.2% to 62.7%. We therefore conclude that these traits represent a valuable addition to the model.     

Minimum wages and the gender wage gap

Estimates are made of the effect of minimum wages on the size and composition of the gender wage gap in Canada in 1986. It is found that minimum wages close the wage gap substantially for young workers and less so for adults. The reduction in the gap is most attributable to the adverse employment effects of minimum wages. The results also indicate that most of the reduction in the gap is realized through a fall in the discriminatory component.     

The trend over time of the gender wage gap in Italy

We analyse gender wage gaps in Italy in the mid-1990s and in the mid-2000s. In this period, important labour market developments took place and they could have had a gender asymmetric impact on wages. We identify the time trends of different components of the gender wage gap across all the wage distribution. Although the unconditional gender wage gap remained roughly constant over time, we find that the component of the gap due to different rewards of similar characteristics deteriorated women’s relative wage. We show that especially women at the centre-top of the wage distribution swam against the tide: while the trend in female qualifications slightly reduced the gender wage gap, the gender-relative trends in the wage structure significantly increased it.     

The gender wage gap in Austria: eppur si muove!

We examine the change of the gender wage gap in Austria between 2002 and 2007 using Juhn et al. (Workers and their wages, AEI Press, Washington DC, pp 107–143, 1991) decomposition. We analyze data from Austrian tax records which we merge with social security records and Austrian micro-censuses of the years 2002 and 2007. We find that the gender wage gap declined from 21 % in 2002 to 18 % in 2007. The main determinant of this decline is the relative improvement of women’s unobserved characteristics. The decline of the gender wage gap is also due to women having attained more formal education and to a convergence of men’s and women’s returns to education. Women’s improved educational attainments were partly offset by a shift in the demand for skilled workers that disadvantaged unskilled workers, most of whom are women, resulting in a moderate decrease of the gender pay gap over these years. Robustness checks confirm our results.     

The gender reservation wage gap: Evidence from British Panel data

Our findings suggest the existence of a gender reservation wage gap. The presence of children, particularly pre-school age children, plays an important role in determining the proportion of this gap that can be explained by individual characteristics.     

About time: the narrowing gender wage gap in Austria

Empirica - We examine the gender wage gap in Austria from 2005 to 2017 using data from EU-SILC. The raw gap of hourly wages declined from 18.6 log points in 2005 to 14.9 log points in 2017. We use...     

Endogenous schooling and the distribution of the gender wage gap

Previous studies on the gender wage gap have relied on OLS when estimating the wage equations. However, a number of recent studies, devoted to estimating the return to education, have shown that OLS may produce biased estimates for a number of reasons. As a consequence, previous results regarding the gender wage gap may also be biased. In this paper, we first estimate wage equations using a GMM procedure applied to panel data and then investigate the distribution of the gender wage gap. The results indicate that OLS may seriously overestimate the unexplained gender wage gap.First version received: October 2001/Final version accepted: July 2003     

The gender wage gap among recent post‐secondary graduates in Canada: a distributional approach

Using the National Graduates Survey, we examine the trends in the gender wage gap among recent post‐secondary graduates in Canada between 1988 and 2007. Female graduates earn on average 6–14% less than males during the period two to five years after graduation. Decompositions show that observable personal characteristics and job attributes can explain only a small portion of the wage gap. We also find that men earn more than women at every point of the distribution. Interestingly, the wage difference shrank in the lower half of the distribution in recent years, while it increased in the upper half.     

Decreasing fertility,economic growth and the intergenerational wage gap

Persistent low fertility rates lead to lower population growth rates and eventually also to decreasing population sizes in most industrialized countries. There are fears that this demographic development is associated with declines in per capita GDP and possibly also increasing inequality of the wage distribution. We investigate whether this is true in the context of neoclassical growth models, augmented with endogenous fertility decisions and endogenous educational decisions. Furthermore we allow for imperfect substitutability across workers of different age in the production process and learning by doing effects as well as human capital depreciation. In particular, we assess the intergenerational wage redistribution effects which follow after a demographic change to persistent low fertility rates.     

Home production,market production and the gender wage gap: Incentives and expectations

We study the joint determination of gender differences in labor earnings and time devoted to home production in an economy where informational frictions give rise to incentive problems in the labor market. Our model generates novel predictions on the relation between earnings, home hours and the incidence of performance pay, which we confront with the data. The empirical evidence broadly supports our hypothesis.     

The gender salary gap in British academia

This paper considers salary determination and the gender salary gap in the academic labour market utilizing a particularly detailed data set of academics from five old established Universities. Results reveal an aggregate gender salary differential for academic staff of 15%. Most of this differential can, however, be explained by our model. Evidence suggests a limited opportunity for female academics to combine career and family, despite the flexibility of an academic job and emphasizes the importance of mobility to the male career. Publication record is found to be an important determinant of salary.     

Performance-related pay and gender wage differences

We study the impact of performance-related pay (PRP) on gender wage differences using Finnish-linked employer–employee panel data. Controlling for unobserved person and firm effects, we find that bonuses increase women’s earnings slightly less than men’s, but the economic significance of the difference is negligible. Piece rates and reward rates, however, tend to increase gender wage differentials. Thus, the nature of a PRP plan is important for gauging the impact of PRP on gender wage differentials. A comparison with OLS results shows the importance of controlling for an unobserved person and firm effects.     

Human–capital investment and the wage gap

Summary. According to empirical studies, the wage differential by skills evolved non–monotonically in the past decades although the relative supply of skilled labor steadily increased. The present paper provides a theoretical explanation for this finding. In our setting, technological change intertemporally alters the human–capital investment incentives of heterogeneous individuals. As a consequence of changing incentives, the time path of the relative wage is U–shaped while there is a rise in the share of skilled workers. Received: November 28, 2000; revised version: January 30, 2001     

Gender wage gap studies: consistency and decomposition

This paper reviews the empirical literature on the gender wage gap, with particular attention given to the identification of the key parameters in human capital wage regression models. This is of great importance in the literature for two main reasons. First, the main explanatory variables in the wage model, i.e., measures of work experience and time-out-of-work, are endogenous. As a result, applying traditional estimators may lead to inconsistent parameter estimates. Second, empirical evidence on the gender wage gap hinges on estimates of the parameters of interest. Accordingly, their economic meaning may be limited by restrictive assumptions included in wage models. This challenges both researchers and policymakers who require precise measures of the gender wage gap in order to create and enforce efficient equality policies. This paper is a substantially revised version of the first chapter of my thesis. I am grateful to Christian Dustmann and Wendy Carlin for their great support and comments. I also thank Bernd Fitzenberger, colleagues at the Norwegian School of Economics and Business Administration and IZA, and three anonymous referees for their helpful comments and suggestions.     

The public-private sector wage gap in Zambia in the 1990s: A quantile regression approach

We investigate the determinants of wages in Zambia and based on the quantile regression approach, we analyze how their effects differ at different points in the wage distribution and over time. We use three cross-sections of Zambian household data from the early nineties, which was a period of economic transition, because items as privatization and deregulation were on the political agenda. The focus is placed on the public-private sector wage gap, and the results show that this gap was relatively favorable for the low-skilled and less favorable for the high-skilled. This picture was further strengthened during the period 1991–1996.     

Minimum wage, exports and growth

Using an endogenous growth model in an open economy, we study the impact of minimum wages on growth for an innovator country. We state that a minimum wage shifts efforts from production to R&D, but only in an open economy. Thus, it speeds up long-run growth in proportional to exports. Calibrations suggest the growth surplus can be significant. An empirical study on 11 OECD countries illustrates these results. The impact on welfare is ambiguous because the minimum wage induces unemployment. However, we show that in an open economy, a minimum wage associated with unemployment benefits can Pareto dominate laissez-faire.     

The gender pay gap in Russia during the transition, 1992-96

This paper explores the link between rising wage dispersion in Russia over the transitional period and the gender pay gap. The work of Blau and Kahn (1996) emphasized a role for 'wage structure' in the determination of the gender pay gap, although some interpretational issues concerning their methodology have been raised recently by Suen (1997). The unadjusted gender pay gap between 1992 and 1996 exhibited some degree of stability, but the analysis presented identified increased wage dispersion as a modest agent for the widening of the gap in Russia. Ordinary Least Squares (OLS) estimates for an equation pooling observations from both gender groups, registered no statistical difference in the mean ceteris paribus gender pay gap between the two years. To complement the mean regression approach, quantile regression procedures were also employed. Although the median regression provided evidence of a statistically significant temporal increase in the gender pay gap, this finding was not supported at other chosen quantiles of the wage distribution. This result was taken to highlight the possible sensitivity of the OLS procedure.
JEL classification: J16, J31, P23.