Firms and gender differences in job mobility: A study of the role of personnel practices and organizational context with German linked employer-employee data

拟议中的项目考察了企业如何塑造德国男性和女性的职业道路。我们特别关注人事政策的作用，特别是其正规化程度和公司对支持妇女职业生涯的承诺程度，以及更广泛的组织环境的作用，特别是在其职业结构、机构一级性别薪酬差距的程度和妇女在管理职位上的代表性方面。我们试图评估这些组织特征对男性和女性职业生涯各个方面的影响，包括起薪方面的性别差距、公司内部晋升率方面的性别差距、获得管理职位方面的性别差距以及离职率方面的性别差距。在我们的实证分析中，我们利用IAB关联的雇主-雇员数据（LIAB）来估计企业背景对工作流动行为和工作流动结果的影响，然后依靠德国社会经济小组（GSOEP）的代表性家庭数据来估计工作流动事件中性别差异对德国整体性别工资差距的净贡献。在我们的统计分析中，我们将混合使用计量经济学方法，包括面板数据的分层线性模型、分层事件历史模型和Blinder-Oaxaca分解技术。

The proposed project examines how firms shape men and women's career pathways in Germany. We specifically focus on the role of personnel policies, notably their degree of formalization and the extent of companies' commitment to support women's careers, and on the role of the broader organizational context, notably in terms of its occupational structure, the extent of establishment-level gender pay gaps and women's representation in management positions. We seek to evaluate the effects of these organizational features on various aspects of men and women's careers, including gender gaps in starting pay, gender gaps in rates of firm-internal promotions, gender gaps in access to management positions, and gender gaps in turnover. In our empirical analyses, we utilize the IAB linked employer-employee data (LIAB) to estimate the effects of firm context on job mobility behavior and job mobility outcomes, and then rely on representative household data from German Socio-Economic Panel (GSOEP) to estimate the net contribution of gender differentials in job mobility events to the overall gender pay gap in Germany. In our statistical analyses, we will employ a mix of econometric approaches, including hierarchical linear models for panel data, hierarchical event history models, and Blinder-Oaxaca decomposition techniques.