Studie krossar myt om kvinnors lägre löner - SVT Nyheter
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www.svt.se/nyheter/utrikes/studie-krossar-myt-om-kvinnors-lagre-loner Do Women Ask?
Warwick Economics Research Paper
Women do ask. However, women do not get.
[...]
This study offers a new, and particularly simple, form of survey evidence. It constructs a test of two oft.heard claims, namely, that:
Claim 1: Women intrinsically do not ask for pay rises;
Claim 2: The reason that women do not ask is because they are more concerned than men about the quality of their relationships in the workplace
www2.warwick.ac.uk/fac/soc/economics/research/workingpapers/2016/twerp_1127_oswald.pdf (PDF) Personality and pay: Do gender gaps in confidence explain gender gaps in wages? 2018
Abstract
This study explores whether gender patterns in personality traits contribute to the gender gap in hourly wage rates, focusing on traits that reflect an individual's confidence to take on a challenge. To capture confidence, we use a psychological measurement known as Achievement Motivation, which is dually comprised of 'hope for success' and 'fear of failure'. This personality dimension is examined in addition to the Big Five personality traits and Locus of Control (LOC). Using 2013 wage data from the Household, Income and Labour Dynamics in Australia (HILDA) Survey, our Oaxaca-Blinder decomposition model reveals that men's stronger hope for success, lower fear of failure and lower agreeableness contribute to the gender wage gap, while women's higher level of conscientiousness is the only trait that serves to narrow it.
[.....]
More recently, economists have taken a sharper look at the heterogeneous behaviour of individuals and considered the workplace implications of women's weaker inclination to engage in risk-tasking, negotiation, and competitive behaviours (Babcock and Laschever, 2003;Niederle and Vesterlund, 2007;Booth, 2009;Dittrich et al., 2014;Flory et al., 2015; Card et al., 2016).
This new direction reflects the relative recency with which the field of economics has begun to recognize the scope for an individual's behavioural temperaments-quantified by psychometric instruments such as personality trait scales-to have an explanatory role in economic outcomes (Goldsmith et al., 1997;Heckman et al., 2006;Borghans et al., 2008;Almlund et al., 2011;Becker et al., 2012;Duncan and Dunifon, 2012;Heckman and Kautz, 2012;Thiel and Thomsen, 2013;Dohmen, 2014).
This study tackles the question of the gender pay gap with insights from the field of psychology that illuminate differences in personality traits between the genders (Feingold,1994;Costa et al., 2001;Meece et al., 2006;Schmitt et al., 2008;Croson and Gneezy,2009;van der Sluis et al., 2010). While much economic research on personality has examined the explanatory role of the Big Five and Locus of Control (LOC) as core descriptors of an individual's disposition, there has been little empirical investigation into the role that confidence plays in shaping an individual's labour market outcomes. This study makes an innovative contribution by focusing on an individual's confidence to confront a challenge and put their capabilities to the test-an attribute conceptualized in the psychology literature as Achievement Motivation.
Our focus on this dimension of personality is premised on the hypothesis that wage outcomes are not simply a function of an individual's productive value in the labour market, but also a reflection of their confidence to put themselves forward for a challenge, test their capabilities and surmount any fears of failure-a trait that appears to be strongly patterned by gender
www.researchgate.net/publication/328234543_Personality_and_pay_Do_gender_gaps_in_confidence_explain_gender_gaps_in_wages Does it pay to be nice? Personality and earnings in the UK
Abstract
There is a small economic literature suggesting that some part of the variation in earnings can be attributed to individuals' psychological attributes. Using data from the BHPS for the first time, all basic traits from the Five Factor Personality Inventory are employed to examine the relationship between personality traits and wages. The estimates indicate no clear patterns for openness, conscientiousness and extraversion. The results however suggest wage penalties for neuroticism and agreeableness for both male and female workers in the UK, i.e. being nice does not pay.
[...]
Their findings suggest that emotional stability is positively associated with wages of both males and females but that agreeableness is negatively related to females? wages. Furthermore, men benefit from conscientiousness at the beginning of an employment relationship but from autonomy as tenure increases. The results of Mueller and Plug (2006), who use data from the Wisconsin Longitudinal Study (WLS), indicate that non-agreeableness, openness, and to a somewhat lesser extent emotional stability (i.e. obverse neuroticism) are positively related to men?s earnings. Furthermore, women receive a wage premium for being more conscientious and open. Their findings also suggest that returns to non-agreeableness or (as they put it) antagonism are quite different for males and females.
With regard to expectations for the following analyses, it should have become clear from the above noted evidence that, first, personality matters. Second, because of the variety of the psychometrical measures it is not quite clear a priori which personality traits are more relevant for earnings and which are not. Focussing on the two studies that employ the FFM taxonomy (Nyhus and Pons, 2005; Mueller and Plug, 2006), it might be expected that
* openness and conscientiousness are rewarded, though there might be differences by gender,
* agreeableness and neuroticism are negatively associated with earnings, again with possible gender differences.
citeseerx.ist.psu.edu/viewdoc/download&rep=rep1&type=pdf
(PDF) Gender Differences in Personality across the Ten Aspects of the Big Five
Abstract
This paper investigates gender differences in personality traits, both at the level of the Big Five and at the sublevel of two aspects within each Big Five domain. Replicating previous findings, women reported higher Big Five Extraversion, Agreeableness, and Neuroticism scores than men. However, more extensive gender differences were found at the level of the aspects, with significant gender differences appearing in both aspects of every Big Five trait. For Extraversion, Openness, and Conscientiousness, the gender differences were found to diverge at the aspect level, rendering them either small or undetectable at the Big Five level. These findings clarify the nature of gender differences in personality and highlight the utility of measuring personality at the aspect level.
www.researchgate.net/publication
/51594567_Gender_Differences_in_Personality_across_the_Ten_Aspects_of_the_Big_Five
Overlapping distributions of Agreeableness for men and women.
Mean and SD for Big Five domains and raw and residualized aspect scores.
Studie krossar myt om kvinnors lägre löner | SVT Nyheter
- Det är populärt att säga att kvinnor inte ber om löneökningar så ofta som män. Men det finns inget stöd för påståendet.
Bevis för diskriminering
- Efter att ha sett dessa resultat, tror jag att vi måste acceptera att det finns någon form av diskriminering av kvinnor, säger han till BBC News.
www.svt.se/nyheter/utrikes/studie-krossar-myt-om-kvinnors-lagre-loner
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