Direkt zur Hauptnavigation springen Direkt zum Inhalt springen
info(at)avldigital.remove-this.de
Deutsch English
Letzte Suchanfragen

Ergebnisse für *

Zeige Ergebnisse 1 bis 9 von 9.

  1. When transparency fails
    financial incentives for local banking agents in Indonesia
    Autor*in: Deserranno, Erika; Leon-Ciliotta, Gianmarco; Witoelar, Firman
    Erschienen: January 2021
    Verlag:  GSE, Graduate School of Economics, Barcelona

    Zugang:
    Verlag (kostenfrei)
    Verlag (kostenfrei)

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
    Signatur:
    VS 541
    Fernleihe:
    keine Fernleihe
    Export in Literaturverwaltung   RIS-Format
      BibTeX-Format
    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Schriftenreihe: Barcelona GSE working paper series ; no 1233
    Schlagworte: Financial incentives; pay transparency; technology adoption
    Umfang: 1 Online-Ressource (circa 50 Seiten), Illustrationen
  2. When transparency fails
    Financial incentives for local banking agents in Indonesia
    Autor*in: Deserranno, Erika; Leon-Ciliotta, Gianmarco; Witoelar, Firman
    Erschienen: February 2021
    Verlag:  Arndt-Corden Department of Economics, Crawford School of Public Policy, ANU College of Asia and the Pacific, [Canberra]

    Zugang:
    Verlag (kostenfrei)
    Verlag (kostenfrei)

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
    Signatur:
    VS 763
    Fernleihe:
    keine Fernleihe
    Export in Literaturverwaltung   RIS-Format
      BibTeX-Format
    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Schriftenreihe: Working papers in trade and development ; no. 2021, 04
    Schlagworte: Financial incentives; pay transparency; technology adoption
    Umfang: 1 Online-Ressource (circa 51 Seiten), Illustrationen
  3. Pay transparency and the gender gap
    Autor*in: Baker, Michael; Halberstam, Yosh; Kroft, Kory; Mas, Alexandre; Messacar, Derek
    Erschienen: September 16, 2019
    Verlag:  Statistics Canada, [Ottawa]

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
    Signatur:
    VS 235
    Fernleihe:
    keine Fernleihe
    Export in Literaturverwaltung   RIS-Format
      BibTeX-Format
    Hinweise zum Inhalt
    Volltext (kostenfrei)
    Volltext (kostenfrei)
    Volltext (kostenfrei)
    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Ebook
    Format: Online
    ISBN: 9780660322438
    Weitere Identifier:
    11F0019M-No. 430
    Schriftenreihe: Analytical Studies Branch research paper series ; no. 430
    Research paper / Statistics Canada
    Schlagworte: Salary disclosure laws; pay transparency; gender wage gap; event study; University and College Academic Staff System; (UCASS)
    Umfang: 1 Online-Ressource (circa 24 Seiten), Illustrationen
  4. When transparency fails
    financial incentives for local banking agents in Indonesia
    Autor*in: Deserranno, Erika; Leon-Ciliotta, Gianmarco; Witoelar, Firman
    Erschienen: January 2021
    Verlag:  Universitat Pompeu Fabra, Department of Economics and Business, Barcelona

    Zugang:
    Verlag (kostenfrei)
    Verlag (kostenfrei)

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
    Signatur:
    VS 574
    Fernleihe:
    keine Fernleihe
    Export in Literaturverwaltung   RIS-Format
      BibTeX-Format
    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Schriftenreihe: Economic working paper series ; no. 1766
    Schlagworte: Financial incentives; pay transparency; technology adoption
    Umfang: 1 Online-Ressource (circa 50 Seiten), Illustrationen
  5. Organisational gender pay gaps in the UK
    what happened post-transparency?
    Autor*in: Jones, Melanie; Kaya, Ezgi
    Erschienen: May 2022
    Verlag:  IZA - Institute of Labor Economics, Bonn, Germany

    Since April 2017 UK employers with over 250 employees have been required to publicly report their gender pay gap each year. We exploit this recent source of panel data on employer-level gender pay gaps to provide new insights for the established... mehr

    Zugang:
    Verlag (kostenfrei)
    Verlag (kostenfrei)
    Resolving-System (kostenfrei)

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
    Signatur:
    DS 4
    Fernleihe:
    keine Fernleihe

     

    Since April 2017 UK employers with over 250 employees have been required to publicly report their gender pay gap each year. We exploit this recent source of panel data on employer-level gender pay gaps to provide new insights for the established literature on the gender pay gap based predominately on employee information. More specifically, we explore the factors associated with changing organisational gender pay gaps in the period immediately following transparency. Consistent with information, reflection and pressure brought by the legislation, we find greater narrowing of gender pay gaps in organisations with a larger initial gender pay gap. Moreover, this relationship is magnified over time, consistent with gradual and longer-term adjustment. We further find evidence that interorganisational comparisons matter. For organisations with higher gender pay gaps than the average of their intra-industry comparators, lower comparator gender pay gaps are associated with further narrowing, suggesting relative comparisons enabled by transparency per se provide a channel through which the impact of the legislation operates.

     
    Export in Literaturverwaltung   RIS-Format
      BibTeX-Format
    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Weitere Identifier:
    hdl: 10419/263558
    Schriftenreihe: Discussion paper series / IZA ; no. 15342
    Schlagworte: gender pay gap; pay transparency; equality legislation
    Umfang: 1 Online-Ressource (circa 28 Seiten)
  6. Enforcing "Equal Pay for Equal Work" in the EU
    what would it take?
    Autor*in: De Poli, Silvia; Maier, Sofia
    Erschienen: 2022
    Verlag:  European Commission, Seville

    The European Parliament has recently approved new binding pay transparency measures to promote ''Equal Pay for Equal Work'', an EU founding principle which is at the heart of the European Pillar of Social Rights Action Plan towards 2030. Using... mehr

    Zugang:
    Verlag (kostenfrei)
    Verlag (kostenfrei)
    Verlag (kostenfrei)
    Resolving-System (kostenfrei)

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
    Signatur:
    DS 626
    Fernleihe:
    keine Fernleihe

     

    The European Parliament has recently approved new binding pay transparency measures to promote ''Equal Pay for Equal Work'', an EU founding principle which is at the heart of the European Pillar of Social Rights Action Plan towards 2030. Using harmonized microdata for the EU 27 countries and a novel estimation approach -based on blocking with regression adjustments- we provide new comparable estimates of the gap in gross hourly wages between women and men performing similar work. This gap ranges from about 6% in Germany to 18% in Estonia. We also shed new light on the (heterogeneous) distributional consequences of a hypothetical enforcement of equal pay for equal work, simulating an upward shift in women's gross hourly wage. The strongest impact on the distribution of labour earnings would take place in countries with high gender pay gaps for equal work and small gender gaps in employment and hours worked (mainly Central and Eastern European countries), whereas only marginal effects are identified in countries with large gaps in hours worked and gender segregation in the type of work done (Western European countries), and also in countries with large employment gaps (Southern European countries). We also identify income poverty-reducing and inequality-increasing effects. The latter is driven by a composition effect (under-representation of employed women in low-income households), which is only partly offset by the tax-benefit system.

     
    Export in Literaturverwaltung   RIS-Format
      BibTeX-Format
    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Weitere Identifier:
    hdl: 10419/280871
    Schriftenreihe: JRC working papers on taxation and strucutral reforms ; no 2022, 11
    JRC technical report
    Schlagworte: gender pay gap; pay transparency; regression-after-blocking; inequality; European Union
    Umfang: 1 Online-Ressource (circa 50 Seiten), Illustrationen
  7. The ongoing impact of gender pay gap transparency legislation
    Autor*in: Jones, Melanie; Kaya, Ezgi; Papps, Kerry L.
    Erschienen: December 2022
    Verlag:  IZA - Institute of Labor Economics, Bonn, Germany

    This paper examines the ongoing impact of gender pay gap transparency legislation using a sudden COVID-19-induced temporary suspension to legislation in the UK. Compared to organisations that did not report during the suspension year, reporting... mehr

    Zugang:
    Verlag (kostenfrei)
    Verlag (kostenfrei)
    Resolving-System (kostenfrei)

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
    Signatur:
    DS 4
    Fernleihe:
    keine Fernleihe

     

    This paper examines the ongoing impact of gender pay gap transparency legislation using a sudden COVID-19-induced temporary suspension to legislation in the UK. Compared to organisations that did not report during the suspension year, reporting organisations have a 6% lower gender pay gap a year later. This is driven by a relative increase in females in the top pay quartile at the same time as rising female concentration in the workforce overall. Further analysis supports the hypothesis that ongoing reporting is most effective in organisations with weaker pre-existing pressures to narrow their gender pay gap through female representation and voice.

     
    Export in Literaturverwaltung   RIS-Format
      BibTeX-Format
    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Weitere Identifier:
    hdl: 10419/272444
    Schriftenreihe: Discussion paper series / IZA ; no. 15817
    Schlagworte: gender pay gap; pay transparency; equality legislation; COVID-19
    Umfang: 1 Online-Ressource (circa 29 Seiten), Illustrationen
  8. Can wage transparency alleviate gender sorting in the labor market?
    Autor*in: Bamieh, Omar; Ziegler, Lennart
    Erschienen: June 2022
    Verlag:  IZA - Institute of Labor Economics, Bonn, Germany

    Wage decompositions suggest that a large share of the gender wage gap can be explained by differences in occupation and employer choices. If female workers are not well informed about these pay differences, increasing wage transparency might... mehr

    Zugang:
    Verlag (kostenfrei)
    Verlag (kostenfrei)
    Resolving-System (kostenfrei)

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
    Signatur:
    DS 4
    Fernleihe:
    keine Fernleihe

     

    Wage decompositions suggest that a large share of the gender wage gap can be explained by differences in occupation and employer choices. If female workers are not well informed about these pay differences, increasing wage transparency might alleviate the gender gap. We test this hypothesis by examining the impact of the 2011 Pay Transparency Law in Austria, which requires companies to state a wage figure in job advertisements. For the analysis, we combine vacancy postings from the largest Austrian job board with social security spells that record the gender of new hires. To compare the pay level of vacancies before and after the reform, we predict wage postings using detailed occupation-employer cells, which explain about 75 percent of the variation in posted wages. While we estimate a substantial gender wage gap of 15 log points, pay transparency did not affect gender sorting into better-paid occupation and firms. To study job transitions, we focus on a subsample of workers whose previous employment is also observed. Our estimates show that switching occupations is common, and it often entails significant wage changes. Yet, in line with our main estimates, we do not find that women become more likely to switch to better-paid jobs. We interpret the absence of effects as evidence that limited transparency does not explain the persistence of gender sorting in the labor market.

     
    Export in Literaturverwaltung   RIS-Format
      BibTeX-Format
    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Weitere Identifier:
    hdl: 10419/263579
    Schriftenreihe: Discussion paper series / IZA ; no. 15363
    Schlagworte: gender differences; wage postings; pay transparency; job vacancies; labor market sorting
    Umfang: 1 Online-Ressource (circa 21 Seiten), Illustrationen
  9. Pay transparency in organizations
    Autor*in: Habibi, Amir
    Erschienen: [2023]
    Verlag:  Collaborative Research Center Transregio 190, [München]

    I study when a firm prefers to be transparent about pay using a simple multidimensional signaling model. Pay transparency within the firm means that a worker can learn about his own worker-firm match from another worker's pay. This can either... mehr

    Zugang:
    Verlag (kostenfrei)
    Resolving-System (kostenfrei)

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
    Signatur:
    DS 553
    Fernleihe:
    keine Fernleihe

     

    I study when a firm prefers to be transparent about pay using a simple multidimensional signaling model. Pay transparency within the firm means that a worker can learn about his own worker-firm match from another worker's pay. This can either encourage or discourage workers-which affects retention-and so creates a trade-off for the firm when it commits to a level of transparency. The model pre- dicts that when few workers have a high worker-firm match, transparency is always preferred by the firm and becomes more favorable as the value of retaining these 'star' workers increases. This prediction is consistent with the firms in the field that choose to be internally transparent about pay. The model also predicts that transparency leads to pay compression, again consistent with evidence from the field.

     
    Export in Literaturverwaltung   RIS-Format
      BibTeX-Format
    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Weitere Identifier:
    hdl: 10419/282087
    Schriftenreihe: Discussion paper / Rationality & Competition, CRC TRR 190 ; no. 395 (May 10, 2023)
    Schlagworte: pay transparency; bonus pay; multidimensional signaling; relative pay
    Umfang: 1 Online-Ressource (circa 35 Seiten), Illustrationen