性别收入差异及性别歧视的变化

性别歧视带来的性别收入差异一直备受关注。文章基于吉林省1990-2010年间三期妇女地位的调研数据分析了吉林省的性别工资差异问题,并运用Oaxaca-Blinder对性别收入差距进行了分解。文章对20年间吉林省的性别收入差异进行了横向和纵向的分析,实证研究得到如下结论:性别分割是我国劳动力市场上一直存在的一种现象,性别收入差距总体趋势在扩大;个体特征差异能够在一定程度上解释性别收入差异,现阶段性别收入差异在很大程度上是由于劳动者本身的人力资本水平引起的,是正常合理的范围;歧视仍然是造成性别收入差距的一个原因,女性在获得教育的机会上还是比男性要低,而且女性很难进入到高收入行业和职业,使得在教育方面女性仍然处于不利地位。但是经过20年的发展,对女性的歧视逐步减弱。     

中国与印度人口转变的经济效应——基于1960-2010年时间序列数据的实证分析

使用19个亚洲国家、1960-2010年的面板数据,比较了印度和中国人口转变的过程及所带来的经济增长,预测了中印两国人口发展趋势及对经济增长的贡献。样本期内,中国人口转变因素解释了人均GDP增长的35.3%,而印度为29.1%,态势上,印度人口转变对经济增长的贡献一直平稳上升;而中国经历了20世纪80年代的高点之后开始下降;未来发展趋势上,中国人口转变带来的人口红利会在本世纪30年代变为负数;而印度在2050年前一直维持较大的正值。     

Is There a Glass Ceiling over Germany?

This paper analyzes the gender wage gap across the wage distribution using 2010 data from the German Statistical Agency. I investigate East and West Germany and the public sector separately to account for potential heterogeneities in wage gaps. I apply unconditional and conditional quantile regression methods to investigate the differences between highly paid men and women in distributions conditional and unconditional on covariates. The results indicate increasing gender wage gaps in all estimations, suggesting that there is indeed a glass ceiling over Germany even after controlling for a large set of observable characteristics (including occupation and industry). This finding is even more pronounced when also taking bonus payments into account.     

A Very Simple Model for Declining Mean Fitness

We describe a large-population one-locus, two-allele model that, for certain values of viability and fertility selection parameters, displays a substantial monotonic decline in population mean fitness, concurrent with complete replacement of the allele associated with higher fitness by the allele associated with lower fitness.     

The Social Connectedness and Life Satisfaction Nexus: A Panel Data Analysis of Women in Australia

This study explores the interplay between time pressures at home and at work, social connectedness, and well-being as reported by Australian women. Specifically, taking advantage of longitudinal data (from the Household, Income, and Labour Dynamics in Australia survey for the years 2001 to 2013) and employing the newly developed “blow up and cluster” estimation technique, this study finds there has been a marginal decline in the life satisfaction of Australian women. After accounting for changes in sociodemographic characteristics, a more pervasive negative trend in life satisfaction appears to be reported by both men and women, and both genders report higher levels of life satisfaction for greater levels of almost all measures of social connectedness. This study adds to a growing body of evidence pointing toward the importance of frequent and meaningful social connections to societal well-being, as well as the need to refocus attention on well-being in public-policy spheres.     

人口转型的经济学解释

本文首先介绍了人口转型的含义及各种解释,然后详细讨论了基于经济学框架的各种人口转型理论,包括人口转型过程中的生育率下降、死亡率下降、人口的年龄结构变化等现象,以及人力资本的形成、人口的人力资本构成、技术进步等因素对于这些现象的解释作用,最后分别从人口学和经济学的角度分析现有的各种人口转型理论的局限性,同时指明未来研究的可能方向。     

Are children driving the gender wage gap?

We examine how much children and the responsibilities related to them contribute to the divergence of men's and women's wages, and consequently, to the formation of the gender wage gap. To derive the relative contribution of gender‐specific parent gaps to the overall gender wage gap, we provide a modification of the Oaxaca–Blinder decomposition and include simultaneous corrections for selection into employment and parenthood. The results show that the fatherhood wage premium contributes most significantly to the gender wage gap, especially in Poland. The motherhood penalty is also significant, while the role of the gender gap among childless individuals is small.     

Inter-regional endogenous growth under the impacts of demographic changes

This article attempts to project the economic paths for the individual Midwest states (Illinois, Indiana, Michigan, Ohio and Wisconsin, as well as the rest of the US) in the near future when the population ageing becomes more pronounced. To accomplish this task, a dynamic general equilibrium model is developed so that it could incorporate the inter-regional transactions and endogenous growth mechanisms within the framework of an Overlapping Generations (OLG) model. Key parameter values associated with the regional interconnections were assigned using a multi-regional Social Accounting Matrix (SAM) of the Midwest states. Two different steady-state results were presented with two different age-cohort population structures corresponding to year 2007 and 2030. These steady-state results imply that the rate of declining of per-capita output is projected to be heterogeneous across the regions due to different developments of age-cohort population structures and consequently different levels of endogenously determined educational investment of workers. Also, two steady-state simulation results revealed that the development of output price in a certain region reflects the dynamics of demographics of every region. Meanwhile, the dynamic simulation results reveal that the per-capita output of every region is projected to grow positively in the near future when the population ageing will be pronounced. However, the growth rate of the per-capita output is projected to be heterogeneous across the regions: the regions with high-skilled workers hold the potential threat that population ageing could give more negative impacts on the economy due to the relatively sluggish growth of human capital stock. Also, the dynamic simulation results show that certain regions in the Midwest will experience their terms of trade deterioration in the near future, implying that careful attention should be given to their future trade conditions.     

Does racial prejudice affect black entrepreneurship?: evidence exploiting spatial differences in prejudicial attitudes

This article explores the relationship between racial prejudice towards blacks and the black-white self-employment rate gap and provides the first direct empirical evidence that racial prejudice negatively impacts black self-employment, particularly in high start-up cost industries. To perform this analysis, I construct a measure of prejudicial attitudes using responses from the General Social Survey and estimate the relationship between self-employment and this index using the American Community Survey. I find that an amount of prejudice equal to the difference in least and most prejudiced census divisions increases the black-white self-employment rate gap in high start-up cost industries by 10.4–16.8%, depending upon whether parental self-employment is controlled for, and represents the entire impact of racial prejudice on the black-white self-employment rate gap. Additionally, racial prejudice widens the black-white self-employment income gap by between 6.4% and 8.2% in my full specification, dependent upon how income is measured. Evidence indicates that racial prejudice is causing blacks difficulty in financing their businesses. The results presented are robust to various modelling and data assumptions.     

Long-run impact of increased wage pressure

An unanticipated permanent increase in wage pressure is analyzed in a dynamic general-equilibrium model combining standard theory of capital accumulation and monopolistic wage setting. The long-run (steady-state) implications are identical percentage reduction in employment, consumption, and capital stock whereas wages and the real interest rate are unchanged. The reduction in employment on impact is larger than the steady-state reduction whereas wages rise and the real interest rate declines on impact.     

The unequal distribution of unequal pay – An empirical analysis of the gender wage gap in Switzerland

In this paper we analyze the distribution of the gender wage gap. Using microdata for Switzerland we estimate conditional wage distribution functions and find that the total wage gap and its discrimination component are not constant over the range of wages. At low wages an overproportional part of the wage gap is due to discrimination. In a further analysis of specific individuals we examine the wage gap at different quantiles and propose a new measure to assess equal earnings opportunities. These additional results reveal that it is primarily low education that causes the large discrimination component at low wages. First version received: April 1999/Final version accepted: July 2000     

高等教育与社会资本:性别视角下的审视

使用中国人民大学中国调查与数据中心\"中国教育长期追踪调查\"数据,分析大学生求职就业中所呈现出的性别差异,社会资本对大学生求职的影响及作用机制的性别差异。女大学生社会资本存量、尤其是自致性社会资本存量并不低于男大学生,她们对于社会资本的利用程度也并不弱于男大学生,但社会资本对男女两性就业的影响体现出明显差异。相较于女性,社会资本对男性就业发挥更大作用。刻板化的性别意识会阻碍社会资本对女大学生就业的促进作用,从而难以缩小大学生就业的性别差异。     

Are women less likely to be managers in the UK labour market?

This paper investigates the gender gap within management roles in the UK. We find that female workers are less likely to become managers than male workers because women are traditionally expected to provide the majority of care for their family. This implies that women are pressured to do more informal work than men, which limits their formal working experience and impedes their career development. We also find that the probability of becoming a manager adopts an inverted U-shape relationship with age. This likelihood of becoming a manager also increases with employment duration and educational attainment due to the accumulation of relevant experience and human capital.     

Does affirmative action reduce gender discrimination and enhance efficiency? New experimental evidence

We investigate experimentally the impact of quota policies on gender discrimination in hiring decisions by testing whether affirmative action increases female employment. We also ask whether firm performance is affected by such policies. Our experiment consists of three treatments. In the baseline (no quota) treatment, groups of two employers and six potential job candidates are formed. Employers have to hire two workers based on information on candidate characteristics including gender and years and subject of study. The second, low penalty, treatment is identical to the baseline except there is a quota such that at least half of the employees hired must be women. If this quota is not respected, the firm has to pay a penalty. The last, high penalty, treatment is the same as the low penalty treatment except that the penalty is significantly higher. We find that women are ranked unfavorably in the absence of a quota, and the introduction of a quota significantly reduces gender discrimination. Firm performance is not affected by the introduction of quotas.