Revising the myth of gay consumer innovativeness

Non-academic literature often refers to gay people as innovators, but academic evidence is lacking. To test whether gays and heterosexuals differ in innate and realized innovativeness, and whether the relationships between the variables in an innovativeness model differ for both groups, 833 Flemish respondents from a homosexual-tolerant region (i.e., Flanders) filled out a questionnaire that was posted on forums and newsgroups targeted at either a general or a homosexual population. MANOVA results reveal an important interaction effect between gender and sexual orientation. The gay men in the study are slightly more innovative than the heterosexual men, but the opposite holds true for the gay and heterosexual women. The relations between the constructs in the innovativeness model do not differ for the different groups.     

Decomposing the gender wage gap in the hospitality industry: A quantile approach

This paper analyses the factors that determine the gender wage differences in the Spanish hospitality industry across the wage distribution. In general, previous studies have analysed the gender wage gap from a global perspective, without taking into account the existing heterogeneity across the wage distribution. Using matched employer-employee data from a sample of 4991 workers, we propose different wage decompositions based on quantile regressions under the assumption of equal and different returns. Our results show that the wage advantage for men presents a positive trend through wage distribution, particularly in the higher wage group. Furthermore, a high degree of gender wage discrimination exists in the sector, although this decreases across the wage distribution. Differences in returns of human capital and vertical segregation are the main causes of the discriminatory component. These results, together with disparities in internal promotion patterns between genders, reinforce evidence for the existence of the 'glass ceiling'.     

Gender differences in full-time self-employment

This analysis reveals interesting gender differences in full-time self-employment. Women who choose full-time self-employment have personal characteristics that are less highly valued in the marketplace than women who work full-time in wage-and-salary employment. The reverse is true for men. It is unclear whether the gender gap in self-employment income is the result of different supply decisions made by women, or greater constraints and/or discriminatory elements faced by women. There is some suggestion that women may place a higher value on nonwage aspects of self-employment than men do.     

人力资本、社会资本对农民工就业质量的影响——基于性别视角的分析

笔者利用山西省L市370个农民工样本数据,通过建立OLS和Ordinal回归模型,对比分析了人力资本、社会资本对农民工就业质量影响的性别差异。研究结果表明,男性农民工比女性农民工的工资更高、工作时间更长且工作更不稳定;人力资本不利于提高男性农民工的小时工资、延长了其工作时间、不利于其工作稳定,但有利于女性农民工提高小时工资;社会资本不利于男性农民工提高小时工资,可能延长女性农民工工作时间。     

Impact of the female board members and gaps in linguistic gender marking on cross-border M&A

This research focuses on how the gender composition of a multinational board and linguistic gender marking gaps between home and host countries impact the extent of cross-border M&A activity. We argue, both theoretically and empirically, that the presence of female directors impacts cross-border M&As. Using an instrumental variable approach, we demonstrate that this effect is causal. Innovatively, we measure gaps in linguistic gender marking between home and host countries, and find that larger gaps also reduce cross-border M&As. Finally, we show that small gaps in linguistic gender marking moderate the effect of female presence in boardroom on cross-border M&As. ‎     

Does gender affect media choice in travel information search? On the use of mobile Internet

This study examines gender effects in Japanese consumers' media use in travel information search. Drawing upon gender theory and niche theory, we propose a causal model consisting of satisfaction, attitude, and habitual usage of distinct media. Specifically, we posit that females are more predisposed to media displacement–reinforcement effects than males, when mobile Internet becomes a more popular medium in travel information search than PC Internet and traditional media. We conducted an online panel survey in Japan, and collected 992 usable responses. Structural equation modeling finds that satisfaction with PC Internet and with traditional media affects the habitual use of mobile Internet negatively. Habitual use of mobile Internet is negatively associated with attitude toward PC Internet and toward traditional media. Although moderation analysis identifies no statistical difference in the hypothesized paths, latent mean analysis reveals that satisfaction from, attitude toward, and habitual usage of mobile Internet are more strongly perceived among female respondents than males.     

Women's empowerment in agriculture: Implications for technical efficiency in rural Bangladesh

Although a great deal of research exists on gender and agriculture, few studies investigate the implications of reduced gender disparities in households for technical efficiency. In this article, I compare the levels of technical efficiency achieved on plots operated by households with different levels of gender disparities. Using plot‐level data from the 2011–2012 Bangladesh Integrated Household Survey and drawing on indicators derived from the Women's Empowerment in Agriculture Index, I estimate a stochastic frontier production function model, which includes women's empowerment in agriculture as an exogenous determinant of technical inefficiency. I find that reduced gender disparities within households (measured in terms of the empowerment gap between spouses) are associated with higher levels of technical efficiency. This result extends to plots that women jointly manage with their spouses, as well as those that women do not actively manage.     

女性高管是否影响公司盈余质量——基于我国上市公司的大样本分析

选用我国上市公司的大样本数据,实证检验公司高层中女性比例的高低对上市公司的盈余质量的影响。结果显示,与国外同类研究的结论不一致,在我国上市公司中,盈余反应系数、稳健性、平滑度以及持续性等各个方面的盈余质量均未因女性高管的作用而存在显著差异。     

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.     

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.