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on Human Capital and Human Resource Management |
| By: | Sara Ayllón; Lars J. Lefgren; Richard W. Patterson; Olga B. Stoddard; Nicolás Urdaneta Andrade |
| Abstract: | How should gender discrimination and systemic disadvantage be addressed when more discriminatory and less generous students systematically sort into certain fields, courses, and instructors’ sections? In this paper, we estimate measures of gender bias and evaluation generosity at the student level by examining the gap between how a student rates male and female instructors, controlling for professor fixed effects. Accounting for measurement error, we find significant variation in gender bias and generosity across students. Furthermore, we uncover that bias varies systematically by gender and field of study and that patterns of sorting are sufficiently large to place female faculty at a substantive disadvantage in some fields and male faculty at a disadvantage in others. Finally, we document that sexist attitudes are predictive of gender-based sorting and propose Empirical Bayes inspired measures of student-level bias to correct for instructor-specific advantages and disadvantages caused by sorting. |
| JEL: | I20 J01 |
| Date: | 2025–06 |
| URL: | https://d.repec.org/n?u=RePEc:nbr:nberwo:33911 |
| By: | Achard, Pascal (INSAE, CREST); Belot, Michèle (Cornell University); Chevalier, Arnaud (Royal Holloway, University of London) |
| Abstract: | This paper estimates the causal effect of parental right to work from home (WfH) on children’s educational attainment. Using administrative data from the Netherlands and variations in firm-specific WfH policies, which generate natural experiments, we find that children whose parents gain the right to WfH improve their scores on a high-stakes exam by 9% of a standard deviation. This results in a 4 percentage points upswing in qualifying for a general or academic track in secondary school. Additionally, using the labor force survey, we find that changes in WfH policies are associated with a 17 percentage points increase in WfH propensity, but no change in hours worked or income. These results highlight the large potential benefits of remote work in supporting families and their children. |
| Keywords: | teleworking, remote work, work-life balance, test scores, working from home, work flexibility |
| JEL: | I20 J13 J22 |
| Date: | 2025–06 |
| URL: | https://d.repec.org/n?u=RePEc:iza:izadps:dp17957 |
| By: | Irma Mooi-Reci (School of Social and Political Sciences, The University of Melbourne); Mark Wooden (Melbourne Institute of Applied Economic and Social Research, The University of Melbourne) |
| Abstract: | In the wake of the rapid growth in working from home (WFH) there has been renewed interest in the impacts of this form of employment. One area of contention is job mobility and career progression. WFH is often argued to improve job satisfaction and thus enhance employee retention. In contrast, the lesser visibility of remote workers and the possible stigma associated with WFH might make them less likely to be promoted and more likely to be dismissed. This study tests these conflicting hypotheses using longitudinal data involving up to almost 150, 000 observations on employees collected over a 21-year period from the Household, Income and Labour Dynamics in Australia Survey. Fixed-effects regression models of five different outcomes are estimated. Strong results are mostly confined to those that work exclusively from home, more marked for subjective outcomes than objective outcomes and, in the case of objective outcomes, restricted to men. Among male employees, WFH all the time is associated with fewer quits but more dismissals. No such associations are found for females. Hybrid arrangements are also associated with a lower likelihood of promotion for men. These findings suggest that WFH may come at a career price, but only for men. |
| Keywords: | emotions, working from home, telecommuting, labour turnover, job quits, promotions, dismissals, Australia, HILDA Survey |
| JEL: | M51 |
| Date: | 2025–03 |
| URL: | https://d.repec.org/n?u=RePEc:iae:iaewps:wp2025n01 |
| By: | Riccarda Rosenball (University of Graz, Austria) |
| Abstract: | This study examines the gender pay gap in West Germany's manufacturing sector using linked employer-employee data. The gender pay gap has nearly halved for exporting firms since 1993 - a decline that is much smaller for non-exporting firms. Long-term exporters employ a large share of the workforce and drive trends across the entire sector. Some of the largest exporting industries, such as vehicle manufacturing, show the lowest gender pay gaps. I show that the decline in the gender pay gap of exporters is driven by the increasing representation of women in high-paying positions. Tracking the gender pay gap over the first 10 to 15 years of employees' careers reveals that this decline is largely due to a growing share of highly educated women in the workforce, along with stronger opportunities for career advancement for women. Providing women with early career advancement opportunities is key to breaking the glass ceiling and reducing persistent gender pay disparities. |
| Keywords: | Gender Pay Gap, Exporting Firms, Linked Employer-Employee Data |
| JEL: | F16 J16 J70 |
| Date: | 2025–06 |
| URL: | https://d.repec.org/n?u=RePEc:grz:wpaper:2025-08 |
| By: | Van Phan (Bristol Business School, University of West of England); Carl Singleton (Economics Division, University of Stirling, Stirling); Alex Bryson (UCL Social Research Institute, University College London); John Forth (Bayes Business School, City St Georges, University of London); Felix Ritchie (Bristol Business School, University of West of England); Lucy Stokes (Competition and Markets Authority (CMA)); Damian Whittard (Bristol Business School, University of West of England) |
| Abstract: | Most studies of ethnic wage gaps rely on household survey data. As such, they are unable to examine the degree to which wage gaps arise within or between firms. We contribute to the literature using high quality employer-employee payroll data on jobs, hours, and earnings, linked with the personal and family characteristics of workers from the population census for England and Wales. We reveal substantial unexplained wage gaps disadvantaging ethnic minority groups among both women and men. These disparities occur predominantly within firms rather than between them and are especially pronounced among higher earners. The patterns vary significantly by gender and by ethnic minority group compared to white workers. Since most of the wage disadvantage for ethnic minorities is within-firm, our results suggest that the UK’s recent legislative reforms on firm-level gender pay gap reporting should be expanded to encompass ethnicity pay gap |
| Keywords: | Employer-Employee Data, Unconditional Quantile Regression, Decomposition Methods, UK Labour Market |
| JEL: | J31 J7 J71 |
| Date: | 2025–06–01 |
| URL: | https://d.repec.org/n?u=RePEc:qss:dqsswp:2502 |
| By: | Grunau, Philipp (Institute for Employment Research (IAB), Nuremberg, Germany); Kampkötter, Patrick (Eberhard Karls Universität Tübingen); Ruf, Kevin (Institute for Employment Research (IAB), Nuremberg, Germany) |
| Abstract: | "Performance management is designed to measure employee performance and increase motivation through measures such as employee dialogues, target agreements, performance evaluations, and performance-based compensation or bonuses. Data from the Linked Personnel Panel (LPP) indicate that structured employee dialogues are the most commonly used method, while the implementation of target agreements, performance evaluations, and especially performance-based compensation has declined from 2012 to 2023, although large companies have recently seen a resurgence in the use of performance pay. Longitudinal analyses reveal that employee dialogues correlate with increased job satisfaction, engagement, and commitment to the employer, as well as a positive relationship exists between performance-based compensation systems and job satisfaction, but this is only true when collective goals and shared success are prioritized." (Author's abstract, IAB-Doku) ((en)) |
| Keywords: | IAB-Open-Access-Publikation ; IAB-Datensatz Linked Personnel Panel |
| Date: | 2025–06–24 |
| URL: | https://d.repec.org/n?u=RePEc:iab:iabkbe:202511 |