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Overconfidence, ambition, and risk taking and gender inequality in the school-to-work transition and early career labour market outcomes

从学校到工作的过渡和早期职业劳动力市场结果中的过度自信、野心、冒险和性别不平等

基本信息

批准号：
ES/T013850/1
负责人：
Dominique Shure
金额：
$ 31.01万
依托单位：
University College London
依托单位国家：
英国
项目类别：
Research Grant
财政年份：
2021
资助国家：
英国
起止时间：
2021 至无数据
项目状态：
未结题

来源：
https://gtr.ukri.org/projects?ref=ES%2FT013850%2F1
关键词：
Overconfidence ambition risk taking gender

项目摘要

Recent figures show that progress on eliminating the gender wage gap has been stagnant; nearly eight in 10 employers in the UK still have a gap in favour of men (Parliament. House of Commons 2018). At the same time, a range of studies has shown that men are more likely than women to overclaim knowledge or expertise, believe in their own abilities, demonstrate ambition, and take risks. This project will bring the key concepts of overconfidence, ambition, and risk taking, identified by psychologists and human resources (HR) professionals as important, into the analysis of gender gaps in occupational, university, and early career labour market outcomes. It will also attempt to separate the socialisation of boys and girls from inherited traits through the use of polygenic risk scores on risk tolerance and early measures of the other socio-emotional characteristics using longitudinal data.Using the British Cohort Study 1970 (BCS70), Next Steps (formerly the Longitudinal Study of Young People in England, LSYPE, 1990), and the Millennium Cohort Study (MCS, 2000), I will explore gender gaps in hourly wages, ambitious university plans, and high-status career aspirations and outcomes. I will create measures of overconfidence, ambition, and risk-taking using existing survey items, administrative data on educational attainment, and polygenic risk scores, which will be made available to future researchers. The overconfidence measure will be constructed by comparing an individual's academic self-concept, how good they think they are at school, from their actual attainment on standardised tests. The measure of ambition will be created using information on whether or not they aspire to attend university or high-status careers. Risk taking is captured in several of the datasets and in two of the datasets, the availability of the polygenic risk score for risk tolerance will allow me to disentangle the nurture vs. nature elements of these gaps. These measures will be used to estimate whether overconfidence, ambition, and risk-taking can explain why women earn less than men, are less likely to aspire to a high-status university or job, or enter into a high status or high earning job even if they have the same level of education. I will conduct this analysis across the earnings distribution and rankings of universities and occupations to explore if these socio-emotional characteristics can explain the gap for the highest paying and most prestigious institutions and jobs.The transition from school to work is seen as particularly important in terms of career trajectories. The gender wage gap already exists shortly after labour market entry, making early career an important time to understand. Previous research on early career gender gaps has mostly been conducted with generations born 1970 or earlier and only used one cohort. As society and higher education contexts have changed, with the expansion of HE post-1992 for example, exploring early career gender gaps across several recent generations will shed light on how this transition has changed over time. This is especially important as women have overtaken men in higher education participation and in the context of research showing that "soft skills" have become increasingly important in the labour market. This means that overconfidence, ambition, and risk taking may be even more rewarded in recruitment and promotion practices, leading to greater gender inequality, despite the increased educational attainment of women.This project will create evidence that policymakers and employers can use to close gender gaps in the labour market. Guidance counsellors at schools and human resources teams will be able to use the findings to adapt their recruitment and promotion processes and more fairly assess men and women.

最近的数据显示，消除性别工资差距的进展一直停滞不前;联合王国近十分之八的雇主仍然存在有利于男性的差距（议会）。2018年）。与此同时，一系列研究表明，男性比女性更有可能夸大知识或专业知识，相信自己的能力，表现出野心，并承担风险。该项目将把心理学家和人力资源（HR）专业人员认为重要的过度自信，野心和冒险的关键概念纳入职业，大学和早期职业劳动力市场结果的性别差距分析。它还将试图通过使用风险承受力的多基因风险评分和使用纵向数据对其他社会情感特征的早期测量，将男孩和女孩的社会化与遗传特征分开。（前英国青年纵向研究，LSYPE，1990年）和千年队列研究（MCS，2000年），我将探讨性别差距在小时工资，雄心勃勃的大学计划，和高地位的职业抱负和成果。我将使用现有的调查项目、教育程度的行政数据和多基因风险评分来创建过度自信、野心和冒险的衡量标准，这些将提供给未来的研究人员。过度自信的衡量标准将通过比较个人的学术自我概念，他们认为自己在学校有多好，以及他们在标准化考试中的实际成绩来构建。对抱负的衡量将根据他们是否渴望上大学或从事高地位职业的信息来制定。风险承担在几个数据集中被捕获，在两个数据集中，风险承受力的多基因风险评分的可用性将使我能够解开这些差距的后天因素与自然因素。这些措施将被用来估计过度自信，野心和冒险是否可以解释为什么女性收入低于男性，不太可能渴望进入高地位的大学或工作，或者即使他们有相同的教育水平，也不太可能进入高地位或高收入的工作。我将对大学和职业的收入分布和排名进行分析，以探索这些社会情感特征是否可以解释最高收入和最负盛名的机构和工作的差距。从学校到工作的过渡被认为对职业轨迹特别重要。两性工资差距在进入劳动力市场后不久就已经存在，这使得职业生涯早期成为了解的重要时期。以前关于早期职业性别差距的研究大多是对1970年或更早出生的几代人进行的，只使用了一个队列。随着社会和高等教育背景的变化，例如，随着1992年后高等教育的扩大，探索最近几代人的早期职业性别差距将揭示这种转变如何随着时间的推移而变化。这一点尤其重要，因为妇女在高等教育参与方面已经超过男子，而且研究表明，"软技能"在劳动力市场上变得越来越重要。这意味着，尽管妇女的教育程度有所提高，但过度自信、野心和冒险行为可能在招聘和晋升实践中得到更多回报，从而导致更大的性别不平等，该项目将为决策者和雇主提供证据，以缩小劳动力市场的性别差距。学校和人力资源团队的指导顾问将能够利用调查结果调整其招聘和晋升程序，并更公平地评估男女。