The gender wage gap and its institutional context: a comparative analysis of European graduates
The gender wage gap and its institutional context: a comparative analysis of European graduates
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性别工资差距及其制度背景：欧洲毕业生的比较分析
DOI：
10.1177/0950017012460322
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发表时间：
2013
期刊：
影响因子：
--
通讯作者：
M. Triventi
中科院分区：
文献类型：
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作者：
M. Triventi
本文探讨了在11个欧洲国家的应届毕业生中是否存在月工资的性别差距，以及哪些变量是造成这一差距的原因。我们扩展了以往的研究，考虑了更广泛的变量，包括感知技能、工作责任、家庭义务以及对家庭和工作的态度。对“就业和职业灵活性研究”调查（2005年）数据进行的回归分析表明，所有国家都存在显著的“原始工资差距”，但各国之间存在明显差异。分解分析表明，北欧国家的“剩余工资差距”（歧视）较低，捷克共和国较高，联合王国、欧洲大陆和南欧国家介于两者之间。就业特点和工作时间是造成性别差距的最重要因素。在工会密度高、集体谈判集中、家庭友好政策和社会中妇女赋权水平高的国家，工资歧视较低。
This article examines whether there is a gender gap in monthly wages among recent graduates in 11 European countries, and which variables account for it. We extend previous works considering a broader range of variables including perceived skills, responsibility at work, family obligations and attitudes to family and work. Regression analyses applied to data from the ‘Research into Employment and professional FLEXibility’ (REFLEX) survey (2005) show that in all countries there is a significant ‘raw wage gap’, but with noticeable cross-country variation. Decomposition analyses show that the ‘residual wage gap’ (discrimination) is lower in Nordic countries and higher in the Czech Republic, with the United Kingdom, continental and southern European countries placed in between them. Employment characteristics and working hours are the most important factors accounting for the gender gap. Wage discrimination is lower in countries with high trade union density, centralized collective bargaining, family-friendly policies, and high level of women’s empowerment in society.