Job Mobility and the Gender Wage Gap in Italy
Job Mobility and the Gender Wage Gap in Italy
复制标题
意大利的工作流动性和性别工资差距
DOI：
10.2139/ssrn.1291107
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发表时间：
2008
期刊：
影响因子：
--
通讯作者：
Daniela Vuri
中科院分区：
文献类型：
--
作者：
E. D. Bono;Daniela Vuri
本文调查的方式，工作流动性有助于出现在意大利劳动力市场的性别工资差距。我们发现，在职业生涯的前10年，男性的工资增长率高于女性，当工人在不同公司流动时，这种差异尤其大。这种性别流动惩罚是强大的个人，工作和公司的特点，以不同的方式会计个人未观察到的异质性，主要是自愿工作调动。探索工作搬家的工资增长，我们发现，一个显着的性别工资惩罚出现时，工人移动到较大的公司。这可能是因为较大的企业提供的工作对妇女的价值高于男子，或者工作满意度与企业规模之间的关系对妇女的负面影响小于男子。使用工作满意度的数据，我们发现后一种假设的证据，以及一些迹象表明，工资和附加福利补偿较低水平的工作满意度在较大的公司，但这只是对男性。
This paper investigates the way in which job mobility contributes to the emergence of a gender wage gap in the Italian labour market. We show that men experience higher wage growth than women during the first 10 years of their career, and that this difference is particularly large when workers move across firms. This gender mobility penalty is robust to the inclusion of individual, job and firm characteristics, to different ways of accounting for individual unobserved heterogeneity, and is mainly found for voluntary job moves. Exploring the wage growth of job movers, we find that a significant gender wage penalty emerges when workers move to larger firms. This might be explained by the fact that bigger establishments offer jobs more highly valued by women than men or that the relationship between job satisfaction and firm size is less negative for women than men. Using data on job satisfaction, we find evidence for the latter hypothesis as well as some indication that wages and fringe benefits compensate for lower levels of job satisfaction in larger firms, but that this is so only for men.