Cognitive, Non-Cognitive Skills and Gender Wage Gaps: Evidence from Linked Employer-Employee Data in Bangladesh
Cognitive, Non-Cognitive Skills and Gender Wage Gaps: Evidence from Linked Employer-Employee Data in Bangladesh
复制标题
认知、非认知技能和性别工资差距：来自孟加拉国雇主-雇员关联数据的证据
DOI：
10.2139/ssrn.2655081
复制
发表时间：
2015
期刊：
影响因子：
--
通讯作者：
Smriti Sharma
中科院分区：
文献类型：
--
作者：
C. Nordman;L. Sarr;Smriti Sharma
我们使用代表孟加拉国正规部门的第一手雇主-雇员数据集，通过纳入认知技能和人格特征的测量来解释性别工资差距。我们的研究结果表明，虽然认知技能在决定平均工资方面很重要，但人格特质几乎没有解释力。然而，分位数回归表明，人格特质在有条件工资分配的某些部分确实很重要，尤其是对女性的工资。以阅读和计算能力衡量的认知技能也分别赋予男女不同的工资分配优势。分位数分解表明，这些技能和特征减少了无法解释的性别差距，主要是在工资分布的上层。最后，研究结果表明，雇主更注重学术背景和以前的工作经验等可观察到的因素，并可能对员工的性别特定技能做出假设，这可能会扩大公司内部的性别工资差距。
We use a first-hand linked employer-employee dataset representing the formal sector of Bangladesh to explain gender wage gaps by the inclusion of measures of cognitive skills and personality traits. Our results show that while cognitive skills are important in determining mean wages, personality traits have little explanatory power. However, quantile regressions indicate that personality traits do matter in certain parts of the conditional wage distribution, especially for wages of females. Cognitive skills as measured by reading and numeracy also confer different benefits across the wage distribution to females and males respectively. Quantile decompositions indicate that these skills and traits reduce the unexplained gender gap, mainly in the upper parts of the wage distribution. Finally, results suggest that employers place greater consideration on observables such as academic background and prior work experience, and may also make assumptions about the existence of sex-specific skills of their workers, which could then widen the within-firm gender wage gap.