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on Human Capital and Human Resource Management |
| By: | Manar Alnamlah (Department of Strategy and Innovation, Copenhagen Business School); Christina Gravert (CEBI, Department of Economics, University of Copenhagen) |
| Abstract: | In competitive and high-reward domains such as corporate leadership and entrepreneurship, women are not only underrepresented but they are also more likely to drop-out after failure. In this study, we conducted a laboratory experiment to investigate the influence of attributing failure to one of the three causal attributions - luck, effort, and ability - on the gender difference in competition persistence. Participants compete in a real effort task and then their success or failure is attributed to one of three causal attributions. We find significant gender differences in competition persistence when failure is attributed to a lack of ability, with women dropping out more. On the contrary, when suggested that failure was due to lack of luck, women’s competition persistence after failure increases relative to men. We find no gender difference when failure is attributed to a lack of effort. Our findings have important implications for designing feedback mechanisms to reduce the gender gap in competitive domains. |
| Keywords: | decision analysis, competition, gender gap, performance feedback, laboratory experiment |
| JEL: | C91 D03 M50 J24 |
| Date: | 2020–10–19 |
| URL: | http://d.repec.org/n?u=RePEc:kud:kucebi:2025&r=all |
| By: | Ilaria D’Angelis (Boston College) |
| Abstract: | Do young highly educated women face higher job search frictions, have stronger preferences for non wage job-specific amenities, and receive job offers entailing lower hourly wages or stronger wage penalties for amenities provision relative to men? I study a recent cohort of young, highly educated American workers, document the existence of a gender pay gap at the beginning of workers’ careers, and provide evidence that its increasing path over years in the labor market can be rationalized by underlying unobservable differences in search frictions, preferences for amenities, and in the characteristics of the job offers that workers receive. Building on the descriptive evidence I collect, I answer the questions above by estimating a model of hedonic job search. I use the estimated parameters to show that young workers’ predicted utility from jobs can be decomposed into components due to wage and wage penalties/gains for amenities provision in the job offers received, preferences for amenities, and workers’ selection into different jobs. The main amenities of interest are flexible schedule, overtime, paid and unpaid parental leave, and child care. I find that young, highly educated male and female employed workers are remarkably similar in terms of both search frictions and preferences for job attributes, while female unemployed workers are less likely to obtain job offers than men, in spite of similar levels of labor market attachment. The job offers that women face, instead, differ from the job offers that men receive. Women tend to be offered low wages, and obtain lower wage gains attached to the provision of amenities relative to men. Wages and amenities-related wage penalties strongly affect the predicted male-to-female gap in utility that young workers obtain from jobs, especially in executive and professional careers. In addition, lower wage gains (or wage losses) that women experience when amenities are provided, tend to expand the gender wage gap in jobs providing benefits like flexibility and parental leave. |
| Keywords: | gender wage gap, nonwage benefits, job search, early careers |
| JEL: | J16 J31 J32 J64 |
| Date: | 2020–10–24 |
| URL: | http://d.repec.org/n?u=RePEc:boc:bocoec:1018&r=all |
| By: | Belloc, Filippo (University of Siena); Burdin, Gabriel (Leeds University Business School); Landini, Fabio (University of Parma) |
| Abstract: | The interplay between labour institutions and the adoption of automation technologies remains poorly understood. Specifically, there is little evidence on how the nature of industrial relations shapes technological choices at the workplace level. Using a large sample of more than 20000 European establishments located in 28 countries, this paper documents conditional correlations between the presence of employee representation (ER) and the use of automation technologies. We find that ER is positively associated with robot usage. The presence of ER also correlates with the utilization of software-based artificial intelligence tools for data analytics. We extensively dig into the mechanisms through which ER may foster the use of robots by exploiting rich information on the de facto role played by ER bodies in relation to well-defined decision areas of management. Greater automation in establishments with ER does not seem to result from more adversarial employment relationships (as measured by past strike activity) or constraints on labour flexibility imposed by the interference of employee representatives with dismissal procedures. Interestingly, the positive effect of ER on robot usage is driven by workplaces operating in relatively centralized wage-setting environments, where one would expected a more limited influence of ER on wages. While our findings are exploratory and do not have a causal interpretation, they are suggestive that ER influences certain workplace practices, such as skill development, job redesign and working time management, that may be complementary to new automation technologies. |
| Keywords: | automation, robots, artificial intelligence, unions, employee representation, labor market institutions, European Company Survey |
| JEL: | J50 O32 O33 |
| Date: | 2020–10 |
| URL: | http://d.repec.org/n?u=RePEc:iza:izadps:dp13799&r=all |
| By: | Meekes, Jordy (University of Melbourne); Hassink, Wolter (Utrecht University) |
| Abstract: | We study whether women and men cope with job loss differently. We use 2006-2017 Dutch administrative monthly microdata and a quasi-experimental design involving job displacement because of firm bankruptcy. We find that displaced women are more likely than displaced men to take up a flexible job with limited working hours and short commutes. However, displaced women experience longer unemployment durations and comparable hourly wage losses. Displaced expectant mothers experience relatively high losses in employment and working hours. Our findings suggest that the costs of job flexibility for displaced female workers come through longer unemployment instead of higher losses in wages. |
| Keywords: | job loss, gender, job flexibility, working hours, commute, household, pregnancy |
| JEL: | J16 J22 J31 J32 J6 R2 |
| Date: | 2020–10 |
| URL: | http://d.repec.org/n?u=RePEc:iza:izadps:dp13779&r=all |
| By: | Ruben C. Arslan; Martin Brümmer; Thomas Dohmen; Johanna Drewelies; Ralph Hertwig; Gert G. Wagner |
| Abstract: | People differ in their willingness to take risks. Recent work found that revealed preference tasks (e.g., laboratory lotteries)—a dominant class of measures—are outperformed by survey-based stated preferences, which are more stable and predict real-world risk taking across different domains. How can stated preferences, often criticised as inconsequential “cheap talk,” be more valid and predictive than controlled, incentivized lotteries? In our multimethod study, over 3,000 respondents from population samples answered a single widely used and predictive risk preference question. Respondents then explained the reasoning behind their answer. They tended to recount diagnostic behaviours and experiences, focusing on voluntary, consequential acts and experiences from which they seemed to infer their risk preference. We found that third-party readers of respondents’ brief memories and explanations reached similar inferences about respondents’ preferences, indicating the intersubjective validity of this information. Our results help unpack the self-perception behind stated risk preferences that permits people to draw upon their own understanding of what constitutes diagnostic behaviours and experiences, as revealed in high-stakes situations in the real world. |
| Keywords: | risk preferences, self-report, self-perception |
| JEL: | D80 D81 D91 D01 |
| Date: | 2020–10 |
| URL: | http://d.repec.org/n?u=RePEc:bon:boncrc:crctr224_2020_217&r=all |