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Essays on Gender Inequality.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Essays on Gender Inequality./
作者:	Xiao, Pengpeng.
面頁冊數:	1 online resource (229 pages)
附註:	Source: Dissertations Abstracts International, Volume: 82-12, Section: A.
Contained By:	Dissertations Abstracts International82-12A.
標題:	Gender studies. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=27744197click for full text (PQDT)
ISBN:	9798516932359

Essays on Gender Inequality.
Xiao, Pengpeng.

Essays on Gender Inequality. - 1 online resource (229 pages)

Source: Dissertations Abstracts International, Volume: 82-12, Section: A.

Thesis (Ph.D.)--Yale University, 2020.

Includes bibliographical references

Men and women behave very differently in the labor market especially after having children. Employers take into account of these gender differences when making optimal wage-setting, hiring and promotion decisions towards male and female workers. The collection of essays in my dissertation aims to investigate the role played by firms in driving the gender wage gap in the presence of labor market frictions.The first chapter studies both the worker- and employer-side determinants of the lifecycle gender wage gap. I develop an equilibrium search model to study the interactions of three potential explanations for the widening gender gap: human capital accumulation, preference for job amenities, and employers' statistical discrimination in wages and hiring. In the model, men and women differ in quit probabilities, parental leave lengths, and preferences for amenities before and after having children. A novel feature of my model is that employers make decisions on both the "intensive" wage margin and the "extensive" hiring margin as they take into account the above gender differences. Estimating the model on administrative employer-employee data combined with occupational level survey data on amenities from Finland, I find that 44% of the gender wage gap in early career is attributed to employers' statistical discrimination based on fertility concerns, whereas gender differences in labor market attachment explain 70% of the gap in late career. Both hiring discrimination and preference for amenities draw women to low-productivity jobs early in the lifecycle, and slow down women's career progression in the long run. Counterfactual simulations show that shifting two parental leave months from women to men shrinks the wage gap by 13%. A gender quota at top jobs improves women's representation in high-productivity positions, but firms undo this policy by exerting more wage discrimination. An equal pay policy counterfactual shows that requiring firms to pay men and women the same wage closes the wage gap by 15% on average, but has unintended consequences as employers adjust on the hiring margin.The second chapter develops an equilibrium search model to examine firms' wage-setting rules in response to various dimensions of gender differences. We allow men and women to differ in their turnover rates, human capital accumulation rates, parental leave lengths and leave coverages. Firms take into account these gender differences and choose piece-rates for men and women to maximize expected profits. We estimate the model on the first 15 years of workers' careers in the NLSY79 data, and find that 45% of the gap is due to differential wage rates offered to men and women in equally productive firms, 27% of the gap is due to gender differences in accumulated human capital, and 28% is due to differences in the productivities of firms employing men and women. On the other hand, the expansion of the gap over the life-cycle is mostly driven by the divergence of human capital levels. Counterfactual policy exercises highlight the role of firms in determining gender-specific piece rates, especially in early career. A policy eliminating gender differences in separation rates is the most effective, as it reduces the wage gap by 57%. Eliminating job segregation and equalizing parental leave generosity reduces the gap by 27% and 9.5% respectively. These results suggest that policies promoting stable employment of women during child-rearing years would be more effective than those aimed at parental leave alone.The third chapter uses a parental leave reform in Sweden to quantify the costs faced by firms when workers take extended family leave. Exploiting exogenous variation from a 3-month parental leave expansion in Sweden, we find that women worked 2.5 months less after childbirth whereas men worked only 1 week less. Moreover, the reform increased the probability that women separate from their pre-birth employers. Women with fewer substitutes within the workplace took up less leave and shifted take-up to their spouses, suggesting that workers internalize their employer's adjustment costs. Firms with greater exposure to the reform responded to the labor shortage by hiring temporary workers and increasing incumbents' hours. The total wage cost of these adjustments was over and above the salary for the person on leave, suggesting that such reorganization is costly. We document substantial heterogeneity in firms' strategies by the ease with which replacement workers could be found, indicating several sources of frictions associated with worker absence and exits. Finally, focusing on all active firms in the economy, we find suggestive evidence that firms with a higher predicted reform exposure reduced their relative hiring of women of childbearing ages, and those hired were less likely to be promoted than their male and older counterparts. In the aggregate, the employment composition shifted towards male and older women in industries with a higher predicted reform exposure.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2023

Mode of access: World Wide Web

ISBN: 9798516932359Subjects--Topical Terms:

2122708
Gender studies.
Subjects--Index Terms:

Gender inqualityIndex Terms--Genre/Form:

542853
Electronic books.

Essays on Gender Inequality.
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520 $a Men and women behave very differently in the labor market especially after having children. Employers take into account of these gender differences when making optimal wage-setting, hiring and promotion decisions towards male and female workers. The collection of essays in my dissertation aims to investigate the role played by firms in driving the gender wage gap in the presence of labor market frictions.The first chapter studies both the worker- and employer-side determinants of the lifecycle gender wage gap. I develop an equilibrium search model to study the interactions of three potential explanations for the widening gender gap: human capital accumulation, preference for job amenities, and employers' statistical discrimination in wages and hiring. In the model, men and women differ in quit probabilities, parental leave lengths, and preferences for amenities before and after having children. A novel feature of my model is that employers make decisions on both the "intensive" wage margin and the "extensive" hiring margin as they take into account the above gender differences. Estimating the model on administrative employer-employee data combined with occupational level survey data on amenities from Finland, I find that 44% of the gender wage gap in early career is attributed to employers' statistical discrimination based on fertility concerns, whereas gender differences in labor market attachment explain 70% of the gap in late career. Both hiring discrimination and preference for amenities draw women to low-productivity jobs early in the lifecycle, and slow down women's career progression in the long run. Counterfactual simulations show that shifting two parental leave months from women to men shrinks the wage gap by 13%. A gender quota at top jobs improves women's representation in high-productivity positions, but firms undo this policy by exerting more wage discrimination. An equal pay policy counterfactual shows that requiring firms to pay men and women the same wage closes the wage gap by 15% on average, but has unintended consequences as employers adjust on the hiring margin.The second chapter develops an equilibrium search model to examine firms' wage-setting rules in response to various dimensions of gender differences. We allow men and women to differ in their turnover rates, human capital accumulation rates, parental leave lengths and leave coverages. Firms take into account these gender differences and choose piece-rates for men and women to maximize expected profits. We estimate the model on the first 15 years of workers' careers in the NLSY79 data, and find that 45% of the gap is due to differential wage rates offered to men and women in equally productive firms, 27% of the gap is due to gender differences in accumulated human capital, and 28% is due to differences in the productivities of firms employing men and women. On the other hand, the expansion of the gap over the life-cycle is mostly driven by the divergence of human capital levels. Counterfactual policy exercises highlight the role of firms in determining gender-specific piece rates, especially in early career. A policy eliminating gender differences in separation rates is the most effective, as it reduces the wage gap by 57%. Eliminating job segregation and equalizing parental leave generosity reduces the gap by 27% and 9.5% respectively. These results suggest that policies promoting stable employment of women during child-rearing years would be more effective than those aimed at parental leave alone.The third chapter uses a parental leave reform in Sweden to quantify the costs faced by firms when workers take extended family leave. Exploiting exogenous variation from a 3-month parental leave expansion in Sweden, we find that women worked 2.5 months less after childbirth whereas men worked only 1 week less. Moreover, the reform increased the probability that women separate from their pre-birth employers. Women with fewer substitutes within the workplace took up less leave and shifted take-up to their spouses, suggesting that workers internalize their employer's adjustment costs. Firms with greater exposure to the reform responded to the labor shortage by hiring temporary workers and increasing incumbents' hours. The total wage cost of these adjustments was over and above the salary for the person on leave, suggesting that such reorganization is costly. We document substantial heterogeneity in firms' strategies by the ease with which replacement workers could be found, indicating several sources of frictions associated with worker absence and exits. Finally, focusing on all active firms in the economy, we find suggestive evidence that firms with a higher predicted reform exposure reduced their relative hiring of women of childbearing ages, and those hired were less likely to be promoted than their male and older counterparts. In the aggregate, the employment composition shifted towards male and older women in industries with a higher predicted reform exposure.
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650 4 $a Gender differences. $3 3548331
650 4 $a Decomposition. $3 3561186
650 4 $a Women. $3 531755
653 $a Gender inquality
653 $a Labor market
653 $a Gender wage gap
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