Gender Effects in Grievance Arbitration

This study investigates arbitrators' decisions in 557 suspension cases and reveals that, other things equal, male arbitrators were 74 per cent more likely to sustain the grievances of female grievants than male grievants. There was no evidence, however, that female arbitrators treat male and female grievants differently. A review of studies on gender effects in arbitration suggests a weak gender effect where male arbitrators are more lenient with female grievants than with male grievants.     

Decision Making in Employment and Labor Arbitration

This experimental study examined the labor and employment arbitration decisions of four groups of arbitrators: (1) employment arbitrators who resolve disputes involving nonunion employees, (2) labor arbitrators who arbitrate cases in which an employee is represented by a union, (3) arbitrators in the National Academy of Arbitrators (NAA), and (4) students as a comparison of nonarbitrator decision makers with experienced arbitrators. A 2 ×2 ×4 factorial design was used, crossing arbitrator group with discipline standard and sex of the grievant. Results indicate that employment artibrators reinstate the grievant significantly less frequently than other arbitrators; however, the findings also reveal that all arbitrators make more favorable decisions under a just‐cause standard than under the newer META standard of discipline.     

Occupational Stereotypes and Gender‐Specific Job Satisfaction

Using representative data containing information on job satisfaction and workers’ gender‐specific prejudices, we investigate the relationship between stereotyping and job satisfaction. We show that women in stereotypically male jobs are significantly less satisfied with their work climate and job content than in stereotypically female jobs but more satisfied with their income in those same jobs. Our findings indicate that women trade off their higher income satisfaction against the negative consequences of stereotyping. As long as we take into account that stereotypically male jobs are physically more demanding than stereotypically female jobs, men are generally more satisfied with stereotypically male jobs.     

She'‐e‐os: gender effects and investor reactions to the announcements of top executive appointments

This study uses Kanter's token status theory to link announcements of top executives to shareholder reactions, highlighting possible gender effects. Using a sample of top executive announcements from 1990 to 2000, our results show that investor reactions to the announcements of female CEOs are significantly more negative than those of their male counterparts. Furthermore, women who have been promoted from within a firm are viewed more positively than women who come from outside. To supplement our analysis of investor reactions, we also analyze the text of popular press articles surrounding the announcements of male and female CEOs. These results show that articles about the appointment of a female CEO tend to emphasize gender, gender‐related and other job or organizational considerations. Copyright © 2007 John Wiley & Sons, Ltd.     

Revisiting the gender gap in CEO compensation: Replication and extension of Hill,Upadhyay, and Beekun's (2015) work on CEO gender pay gap

Research Summary: The increasing number of women chief executives motivates considerable interest in examining possible gender differences in CEO compensation. Recently, Hill, Upadhyay and Beekun reported that female CEOs receive greater compensation than male CEOs, which runs counter to common wisdom that the gender pay gap in the labor market favors men over women. With the goal of contributing to cumulative knowledge development in this area, we seek to reexamine Hill et al.'s finding about gender differences in CEO compensation by extending the analyses further in time, using a larger sample of firms and more rigorous empirical analyses. Our findings, which are robust to different statistical procedures and econometric specifications, do not reveal reliable evidence for differences in compensation paid to male and female CEOs. Managerial Summary : For years, a lively debate has centered on the issue of gender pay gap. The ubiquity of the pay gap between men and women has recently been questioned by Hill et al. who identify the chief executive officer (CEO) role as a workplace position where women receive greater compensation than men. Our investigation examines whether women CEOs are indeed compensated substantively more than male CEOs. We seek to replicate earlier work by Hill and colleagues, using an expanded dataset over a longer period of time and with more rigorous analytical tools. We do not find reliable evidence for a difference in compensation paid to male and female CEOs, suggesting that claims about gender gap in CEO compensation favoring women over men may be premature.     

Arbitrator Acceptability: Does Justice Matter? Arbitrator Acceptability

There is virtually no theory-based research that examines if arbitrator behaviors influence whether they will be chosen for future cases. This longitudinal field study uses organizational justice theory to predict the acceptability of arbitrators in dispute-resolution processes involving labor and management representatives in actual cases. The data indicate that procedural justice is more important in predicting arbitrator acceptability in interest than in rights arbitration cases. Arbitrator distributive justice, procedural justice, and interactional justice are all related to acceptability of arbitrators. Procedural justice and interactional justice are differentially related to evaluation of arbitrators, suggesting that they are distinct constructs.     

Who gets the carrot and who gets the stick? Evidence of gender disparities in executive remuneration

This paper offers a new explanation of the gender pay gap in leadership positions by examining the relationship between managerial bonuses and company performance. Drawing on findings of gender studies, agency theory, and the leadership literature, we argue that the gender pay gap is a context‐specific phenomenon that results partly from the fact that company performance has a moderating impact on pay inequalities. Employing a matched sample of 192 female and male executive directors of U.K.‐listed firms, we corroborate the existence of the gender pay disparities in corporate boardrooms. In line with our theoretical predictions, we find that bonuses awarded to men are not only larger than those allocated to women, but also that managerial compensation of male executive directors is much more performance‐sensitive than that of female executives. The contribution of attributional and expectancy‐related dynamics to these patterns is highlighted in line with previous work on gender stereotypes and implicit leadership theories such as the romance of leadership. Gender differences in risk taking and confidence are also considered as potential explanations for the observed pay disparities. The implications of organizations' indifference to women's performance are examined in relation to issues surrounding the recognition and retention of female talent. Copyright © 2010 John Wiley & Sons, Ltd.     

Gender Differences in the Returns to and the Acquisition of On-the-Job Training

This article finds that gender differences in on-the-job training significantly affect the male/female wage gap. First, we find that previously trained workers exhibit larger cumulative wage gains during their current training. Thus, a substantial portion of the gender wage gap results from the fact that women have little prior training relative to men. Second, a significant amount of the observed male/female wage differential is explained by less female acquisition of current training. Gender differences in workplace promotion and training practices help explain why women accumulate less training than men. Both of these sources of gender differences have lessened from 1976 to 1985, which has led to a narrowing of the male/female wage gap.     

Race and Gender Wage Gaps in the Market for Recent College Graduates

Using a large sample of recent college graduates, the study tests the hypothesis that observed race and gender wage differentials reflect between-group differences in the type and quality of education attained rather than labor market discrimination. After controlling for narrowly defined college major, college grade point average, and the exact educational institution attended, white male and Hispanic male graduates earn 10 to 15 percent more per hour than comparable female, black male, or Asian male graduates.     

Gender‐Compensation Differences Among High‐Level Executives in the United States

Bertrand and Hallock (2001: 3) present compelling evidence that female executives in the United States earned 45 percent less total compensation than their male counterparts for 1992–1997. We complement their results by analyzing data over a longer time period and, more importantly, contend that most of the unexplained gender difference in total pay among executives was due to gender differences in the portion of variable pay, in particular a different cash payout from stock option exercises.     

Gender differences in social cognitive learning at a technological project design

This study aims to investigate the differences between male and female students in technology project design. The major gender differences discussed in this study include the problem discovering and solving abilities, maneuverability, and inquiry attitude among middle grade students. In the project design, students were required to design and complete a wooden robot with limited materials in a restricted timeframe. Data was collected through field study during the project making. The results of this study indicated that some differences existed between male and female students. For example, power tool manupulation was more appealing to boys than girls. On the other hand, girls were better at resource management than boys. Through social learning, female students have an overtime improvement. Pedagogical considerations are suggested to strengthen gender-specific problem solving skills, so that all students can realize their design potential.     

A Model of Arbitral Decision Making: Facts,Weights, and Decision Elements

This study provides a structural model of arbitral decision making that depicts arbitrators as deciding cases by ascertaining the facts, attaching weights to the facts, and combining the facts and weights to form decision elements that determine their decisions. The model further posits that arbitrators’ biographical characteristics affect their decisions by influencing their fact finding and weight assignments. It also allows for arbitrators’ characteristics to have a direct impact on their decisions. A test of the model indicates that the decision elements determine the arbitrators’ decisions but the arbitrators’ characteristics have a limited impact.     

Students as Arbitrators: An Empirical Investigation

No previous work has examined whether students are appropriate substitutes for arbitrators in research studies, despite the fact that students have been used in at least one experimental study of arbitral decisions. This study compares the decisions rendered by 233 students and 146 practicing arbitrators on two hypothetical discharge cases and finds that there are significant differences between decisions of arbitrators and students.     

Decision‐Making about Workplace Disputes: A Policy‐Capturing Study of Employment Arbitrators,Labor Arbitrators,and Jurors

Firms are increasingly turning to the controversial practice of employment arbitration to resolve workplace disputes. Yet little is know about how decisions are made by employment arbitrators or how their decisions compare to those made in traditional dispute‐resolution forums. This study uses a policy‐capturing design and hierarchical linear modeling to compare how decisions about termination cases are made by employment arbitrators, labor arbitrators, and jurors. The results indicate significant differences in the overall willingness to uphold termination, with labor arbitrators being the most likely to rule in favor of the employee, followed by jurors, employment arbitrators judging statutory and for‐cause claims, and employment arbitrators judging statutory‐only claims. Significant differences were also observed between categories of decision makers in the weight given to procedural compliance, evidence of discrimination, employee work history, and stress‐inducing personal circumstances.     

Positive Action Towards Gender Equality: Evidence from the Athena SWAN Charter in UK Medical Schools

This article provides evidence on the effectiveness of voluntary positive action in addressing inequality between female and male careers. The setting is UK medical schools where two natural experiments are exploited. The first is the introduction of the Athena SWAN charter in 2005, whereby 12 UK universities signed up to the principles of the charter. The second is the announcement in 2011 by the National Institute for Health Research to only shortlist medical schools with a ‘silver’ Athena SWAN award for certain research grants. This second change potentially impacts schools that are further away from silver status more than those that were already close in 2011. While there is a marked improvement of women succeeding in medical schools between 2004 and 2013, early Athena SWAN adopters have not increased female participation by more than other schools whose institution signed up later. In addition, tying funding to Athena SWAN silver status has yet to have an impact on female careers, although medical schools have invested in efforts to achieve silver status. Together, these results emphasize the challenges associated with addressing gender equality through voluntary self‐regulation.     

Can agricultural input subsidies reduce the gender gap in modern maize adoption? Evidence from Malawi

Nationally representative data for Malawi were used to measure the gender gap in adoption of modern maize and to investigate how, if at all, Malawi’s Farm Input Subsidy Program (FISP) has impacted the gap. Regression results show the probability of adopting modern maize was 12% lower for wives in male-headed households, and 11% lower for female household heads, than for male farmers. Receipt of subsidized input coupons had no discernible effect on modern maize adoption for male farmers. Receiving a subsidy for both seed and fertilizer increased the probability of modern maize cultivation by 222% for female household heads, suggesting the FISP has likely reduced the gender gap in adoption of modern maize in Malawi.     

BS in the boardroom: Benevolent sexism and board chair orientations

Research Summary: Though research has focused on the ascent and acceptance of female CEOs, the post‐promotion circumstances female CEOs face remain unclear. In this study, we focus on a critical post‐promotion circumstance: the board chair–CEO relationship. Drawing on the gender stereotype literature, agency theory, and stewardship theory, we posit that firms appointing a female CEO are more likely to adopt a collaboration board chair orientation and less likely to adopt a control orientation. We further predict this effect is attenuated by female board representation. Using a sample of new S&P 1500 CEOs, we find support for our predictions regarding the collaboration orientation but not the control orientation. This research provides some evidence of benevolent sexism in the boardroom, with female directors acting as a countervailing influence. Managerial Summary: Whereas the notion that females encounter a glass ceiling on their path toward CEO is well documented, the conditions female CEOs encounter after promotion are less understood. The relationship between the board chair and the CEO is one important post‐promotion condition. Board chairs can focus on monitoring and/or working together with the CEO. We suggest board chairs are more likely to work in close collaboration with female CEOs than with male CEOs. We attribute this to benevolent sexism, which explains that board chairs are more likely to collaborate with female CEOs because they view females as more conducive to, and in need of, this type of relationship. We also suggest this benevolent sexism is less prevalent when there are more females on the board.     

The Effects of Teachers’ Unions on the Gender Pay Gap among U.S. Public School Teachers

This study examines the effect of teachers’ unions on the gender pay gap among teachers under various legal environments, using nationally representative district–teacher matched data. To identify union effects, I employ propensity score matching, considering both contractual status and teacher union density in each district as a treatment. I find that teachers’ unions significantly reduce the gender pay gap, and the union effects vary by legal environment. I also find that unions reduce teacher attrition for female teachers, but not for male teachers, thereby decreasing the gender pay gap by helping female teachers accumulate experience.     

Gender Differences in Sorting

In this paper, we investigate gender differences in workers’ career development within and outside the firm to explain the existence of gender wage gaps. Using Danish employer–employee matched data, we find that good female workers are more likely to move to better firms than men but are less likely to be promoted. Furthermore, these differences in career advancement widen after the first child is born. Our findings suggest that career impediments in certain firms cause the most productive female workers to seek better jobs in firms in which there is less gender bias.