The Gender Pay Gap Beyond Human Capital
The Gender Pay Gap Beyond Human Capital
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人力资本之外的性别薪酬差距
DOI：
10.3368/jhr.46.4.827
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发表时间：
2011
期刊：
影响因子：
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通讯作者：
Michael Jetter
中科院分区：
文献类型：
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作者：
Wayne A. Grove;A. Hussey;Michael Jetter
关注人力资本的经济学家通常解释大约一半的性别收入差距。在全国范围内的MBA样本中，我们将非认知技能（例如，自信和果断）和对家庭、职业和工作的偏好结合起来，占了差距的82%。这两个性别异质性来源占“解释”薪酬差距的四分之一，其中一半是由于人力资本变量，另四分之一是由于工作时间和当前工作特点。女性MBA似乎为“好公民”行为（选择对社会有贡献的工作）和特征（更高的道德标准）付出了代价。
Focused on human capital, economists typically explain about half of the gender earnings gap. For a national sample of MBAs, we account for 82 percent of the gap by incorporating noncognitive skills (for example, confidence and assertiveness) and preferences regarding family, career, and jobs. Those two sources of gender heterogeneity account for a quarter of the “explained” pay gap, with half due to human capital variables and the other quarter due to hours worked and current job characteristics. Female MBAs appear to pay a penalty for “good citizen” behavior (choosing jobs that contribute to society) and characteristics (higher ethical standards).