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This study involved a meta‐analysis of 506 estimates extracted from 75 studies to estimate the effect size of rural household registration (hukou) on wage levels. Our meta‐synthesis results indicated that the negative effect of rural hukou on wages is statistically significant; however, the effect size remains small in terms of the partial correlation coefficient. The results of the meta‐regression analysis and test for publication selection bias indicated that the differences in the wage effect of hukou among genders, corporate ownership sectors, and periods are insignificant. We also found that publication selection bias is unlikely, and genuine evidence exists in the literature. [ABSTRACT FROM AUTHOR]

This paper critically examines the claim that Utah is “the most sexist state” in the United States, as suggested by a WalletHub report ranking it lowest in “Women’s Equality.” Utilizing an economic analysis from the Austrian School perspective, this study scrutinizes the data, metrics, and conclusions of reports by the Utah Women & Leadership Project (UWLP). The analysis focuses on distinguishing statistical disparities from sexism, proposing that observed gender inequalities in Utah are largely influenced by cultural and economic factors, particularly the state’s high marriage rate and traditional gender roles. Contrary to the notion that sexism predominantly drives gender disparities, the paper argues that personal choices and subjective value theory play significant roles in shaping these outcomes. The study highlights the importance of considering cultural context, individual preferences, and the marital asymmetry hypothesis when interpreting gender-related data, challenging the assertion that Utah’s gender disparities are primarily due to sexist attitudes. The findings suggest that Utah’s gender gaps in areas such as income and workforce participation are more accurately attributed to the state’s unique cultural and economic landscape rather than pervasive sexism.

This study estimates union wage premiums and analyzes the influence of trade unions on the wage gap between rural migrants and local urban workers in China by employing the Blinder-Oaxaca decomposition method based on national longitudinal survey data from the China Family Panel Studies (2010-2018). The results indicate that the union wage premium among rural migrant workers is greater than that among local urban workers. The disparity in union density widens the wage gap, whereas the difference in union wage premiums narrows the wage gap between the two groups. Moreover, the contribution rate of the former is greater than that of the latter. These results suggest that expanding union coverage among rural migrant workers could effectively contribute to reducing the wage gap. [ABSTRACT FROM AUTHOR]

This article exploits the introduction of a sectoral minimum wage in the German construction industry and the National Minimum Wage (NMW) in the UK to examine the influence of minimum wages on the immigrant wage gap in two sectors with a large population of immigrant worker and varying wage-setting environments. Our results suggest that minimum wage reform may reduce the wage gap between immigrants and natives in liberal market economies where wage-setting arrangements are largely decentralized. As anticipated, this effect appears to be confined at the bottom end of the wage distribution with no apparent spill-over effects higher in the wage distribution. [ABSTRACT FROM AUTHOR]

The devaluation of women of Color (WoC) by way of gender discrimination and systemic racism is well documented. For WoC in engineering a chief cause is the observable wage gap. Women who identify as Asian, Black/African American, Latina/Chicana, Indigenous/Native American, Native Hawaiian, Pacific Islander, Native Alaskan, and/or multiracial have reported stark wage disparities. In this paper, we offer a phenomenological study of how WoC engineering faculty across U.S. academic institutions describe the challenges and practices associated with wage disparities and how they navigate these disparities. This study, which is based on participant interviews, is guided by three research questions: (1) What do WoC engineering tenure-track faculty perceive about wage disparities based on their race and gender? (2) How do WoC faculty understand the institutional practices that contribute to wage disparities? and (3) How do WoC engineering faculty respond to and address wage disparities? Using structural racism and intersectionality as our guiding conceptual framework, we interviewed 32 self-identified WoC who identified structures and systems of institutional racism related to the maintenance of wage disparities. In terms of findings, we note that WoC have two primary strategies to respond to wage disparity: advocacy and agency. The experiences of WoC engineering faculty in our study highlight unsatisfying institutional responses, and thus WoC often rely on their own agency to advocate for themselves and to advocate for and mentor other WoC faculty. We found a few notable cases where men advocated for women to help close the wage gap. Our work reveals that pay inequity for WoC is often coupled with other forms of exclusion and marginalization. Reducing wage disparities in academia is critical to advancing diversity efforts and ensuring equitable support for WoC faculty. Our findings suggest that institutions can work diligently to rectify wage inequality, including making sustainable structural and salary modifications and sharing the burden of combatting wage inequities. Finally, our findings also highlight the importance of making policy changes to reduce pay inequalities, such as providing transparent pay information and more opportunities to earn merit raises. [ABSTRACT FROM AUTHOR]

Using the data from the Chinese Household Income Project Survey and the decomposition method, this study investigates the determinants of the wage gap between members and non-members of the Communist Party of China (CPC) from 2002–2018. There were three new findings. First, the endowment difference component (especially education) is the main contributing factor to the wage gap between CPC members and non-members in 2002, 2013, and 2018. Second, the discrimination against CPC non-members decreased, whereas that of human capital increased from 2002 to 2018. Third, the endowment difference in the wage gap is greater for workers in SOEs than for non-SOEs during 2002–2018. The results indicate that most political elites are well-educated, and a larger increase in human capital in CPC members widened the wage gap from 2002 to 2018; workplace discrimination against CPC non-members still exists even in the current period. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this article is to identify the relationship between the wage gap and the educational level of men and women. Design/methodology/approach: Desk research was conducted using secondary data (Statistics Poland) on wages for men and women, as well as data on college graduates by groups of education majors. Findings: A large number of women achieve higher education; additionally, there are more female graduates than male graduates in many groups of education majors, nevertheless the wage gap mainly affects women. Research limitations/implications: Limitations are mainly due to the fact that not all female graduates of the groups of education majors identified in the article enter the workforce according to their education. For this reason, comparing the percentage of female graduates of specific groups of education majors to data on the amount of the wage gap in the corresponding (groups of education majors) groups of major occupations can only be a preview. Practical implications: The conclusions of the analysis may be an incentive to introduce measures to help equalize opportunities in the labor market, which will normalize the problem of lower wages for women in relation to men (assuming a comparable level of education). Social implications: Awareness of the existence of the problem of wage discrimination affecting women may have an impact on the quality of their lives as well as the work, since wages are one of the most important motivational factors. The analyses included in the article may increase awareness of the high level of education of women in Poland. Originality/value: The article holistically shows the problem of wage discrimination against women in the Polish labor market and the fact that it is not caused by differences in education between men and women. The article shows the magnitude of the problem and how lack of knowledge on this subject may lead the society to draw misleading conclusions, thereby exacerbating gender inequality in the labor market and reinforcing existing gender stereotypes. [ABSTRACT FROM AUTHOR]

Prime Minister Kishida's 'unprecedented' measures to counter declining births in Japan include increasing youth incomes, extending childcare leave entitlement and employee social insurance entitlement to precarious workers, and targeting 50% of fathers to take childcare leave by 2025 by increasing the childcare allowance to 80% of salary. He also proposed reskilling opportunities, and mandating firms to disclose their gender wage gap and gender managerial gap. However, reform should also make fundamental changes to Japanese employment practices and the Employee Social Insurance Scheme which is based on a breadwinner-housewife model. Unless the government explicitly moves towards a worker-carer model, the gender wage gap will stay high, and hinder marriage and births, since double income is seen as a must among younger generation. Fundamental change should be in line with the new attitudes of young non-married males and females. [ABSTRACT FROM AUTHOR]

Background Women’s educational attainment and their generation of value through education has increased the prospects for achieving economic equality between men and women. However, women continue to earn lower wages than men, reflecting growing inequality in several countries. Therefore, the objective of the study is to estimate the impact of education on the gender wage gap in Peru over the period 2017-2021. Methods Quantitative, explanatory study aimed at identifying the impact of education on the gender wage gap in Peru during the period 2017-2021. The research design is non-experimental and uses a time series that analyses the influence of the latent variable of education on the gender wage gap. This is a continuous variable to estimate the Tobit model. Results The results show that the gender gap in Peru exhibited a decreasing trend between men and women during the period 2017-2020, with an average reduction of 10% until 2020 due to the health crisis. The highest average salary was achieved by men in 2019, reaching S/2289.97 soles, while women reached an average salary of S/1368.85 soles. In the post-pandemic scenario for 2021, the gender gap increased by 3%, with men earning an average salary of S/1999.63 soles and women earning an average salary of S/1281.16 soles. The analysis from 2017-2021 shows that years of education had a positive impact on the gender wage gap in Peru based on the Tobit model estimation. Conclusions During the analysis period of 2017-2021, years of education had a positive impact on the gender wage gap in Peru, with the greatest impact occurring during the health crisis. The probability of women’s incomes improving with an increase in years of education was 2.35%, while for men, the highest impact was in 2018, with a probability of income improvement of 2.16% in terms of marginal effect.

The status of women in economics is increasingly researched. However, the gender earnings gap among economics faculty is rarely examined due to data limitations. Relying on Canadian Public Sector Salary Disclosure lists, we construct a unique dataset of earnings, credentials, and research productivity of economics faculty members. We find a ceteris paribus gender earnings gap, which is driven by full professors. [ABSTRACT FROM AUTHOR]

The percentage of female doctorate holders has steadily increased in the Western world. Despite this trend, there is a scarcity of studies addressing gender disparities among doctorate holders, within and outside academia. We analyze the earnings of Icelandic doctorate holders either in the fields of science, technology, engineering, and mathematics (STEM) or social sciences and humanities (SSH) and are employed within and outside academia. We contend that achieving gender-wage equality is crucial for doctorate holders, given that education worldwide is considered a means to empower women and a significant factor in reducing gender inequality and narrowing the pay gap. Our findings reveal a continuous gender gap in total earnings between the fifth and tenth career years regardless of the field of study or the employment being within or outside academia. Thus, our findings suggest that a Ph.D. does not improve women's earning power enough to close the gender pay gap. [ABSTRACT FROM AUTHOR]

This article examines the gender wage gap in Israel – almost the highest gap among OECD countries in 2021. Using the PIAAC data to estimate wage equations and the wage gap, it shows that the main explanations for the gap are the difference in working hours between males and females, as well as differences in numeracy skills and the use of these skills at work. It concludes that public policy for narrowing the wage gap must include actions to encourage females to take full-time jobs and to encourage girls at school to take more advanced STEM courses. [ABSTRACT FROM AUTHOR]

Copyright of Revista Iberoamericana de Educación (Version impresa) is the property of Organizacion de Estados Iberoamericanos (OEI) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The wage gap between people with disabilities (PWD) and people without disabilities (PWOD), which discourages PWD from entering the labor market, is attributed to two factors: productivity differences and discrimination effects. To determine whether PWD in China face wage discrimination in the labor market and which factor contributes more to the disability-related wage gap in China, this study uses Chinese Household Income Project data (years 2007 and 2013) to estimate disability-related wage discrimination, decomposing the wage gap between PWD and PWOD using the Oaxaca-Blinder and Neumark approach. The findings demonstrate the presence of disability-related discrimination in China, accounting for approximately 38.9%-52.4% of the wage gap between PWD and PWOD. Unobservable productivity effects contribute more to the wage gap than does disability-related discrimination. Male PWD living in rural areas and less educated people are more likely to experience wage discrimination in China. Moreover, individuals with disabilities in rural areas experience significant disability-related discrimination, whereas no such phenomenon is observed in urban or migrant populations. Future human resource management policies should consider antidiscrimination measures and improve the productivity of PWD, including providing reasonable accommodation for PWD in the workplace and ensuring equality in job searches and employment. [ABSTRACT FROM AUTHOR]

In Peru, 68% of women have reported being the victim of partner violence, at some point in their lives. However, very little is known about the economic determinants of domestic violence. The present study is intended to analyze the relationship between the gender wage gap and domestic violence in Peru. We understand that the gap is a characteristic of the market that places women at a disadvantage compared to men. Data from the National Household Survey enables the calculation of this wage gap. This information, combined with the violence report from the Demographic and Health Survey, is used in the regression analyses. We find that wide wage gaps are associated with higher incidences of physical and emotional violence. This result also extends to women who are not gainfully employed. These women benefit from greater equality in the labor market that provides them with better potential income, which would increase their bargaining power within the home.

Abstract As trade unions are active in corporations worldwide, their effects on the labor market have attracted global attention. However, there is scarce empirical evidence regarding how trade unions’ effects on the wage gap differ between the public and private sectors, especially in the Chinese context. Using national longitudinal survey data from the China Family Panel Studies for the years 2010, 2012, 2014, 2016, and 2018 and the Blinder-Oaxaca decomposition method, this study estimates unions’ effect on the wage gap between the public and private sectors in China. The results from the Ordinary Least Squares (OLS) method indicate the existence of a significant positive union wage premium nationwide. Additionally, the premium in the public sector is greater than that in the private sector. However, this effect becomes insignificant after accounting for individual heterogeneity using the fixed effects model. The decomposition results based on the OLS method indicate that the union coverage difference (the endowment effect) widens the wage gap between the public and private sectors; conversely, the union wage premium difference (the price effect) narrows the wage gap. These results indicate that a policy expanding union coverage in the private sector may effectively narrow the wage gap between both sectors.

The paper focuses on gender-and age-related wage–productivity gaps in intangible and non-intangible work occupations using the 2017 Slovenian linked employer–employee microdata for privately owned firms. Comparing employees based on age, gender and occupation, our results show that, in general, there are wage gaps in favour of men, with the exception of individuals aged 50 or older who belong to the intangible capital group, where the wages of men and women are almost equal. There are also significant wage gaps in favour of older workers, with the exception of women in non-intangible occupations, where those aged 30–49 and those aged 50+ earn almost the same. Comparing the productivity of workers using value added decomposition method and based on age, gender and occupation, in general we find that gender and age gaps are more pronounced. For example, women tend to be more productive than men, with the exception of men under the age of 30 in non-intangible work occupations. Similarly, older workers tend to be less productive than their younger counterparts, with the exception of women aged 30–49 compared to women under 30 in non-intangible work occupations. Moreover, age-related wage productivity gaps are higher for intangible than for non-intangible worker occupations. [ABSTRACT FROM AUTHOR]

Due to the lower capacity of formal learning institutions, informal learning is the prominent source of learning to skill a larger population in India. Still, many skilled workers in India face the problem of lower wages and difficulty finding employment opportunities because of skill certification. The present study examines the impact of skill certification on monthly wages using augmented Mincer wage equations. Oaxaca-Blinder decomposition is employed to study wage differentials between certified and uncertified skill workers. The empirical findings suggest that workers' characteristics such as skill certification, extended training period, superior occupational status, permanent job tenure, higher education level, membership in trade unions, and job experience help them earn higher monthly wages. The wage gap between certified and uncertified skill production workers is also observed based on skill certification. In addition, the wage gap is reduced by characteristics such as the long duration of the training, membership in trade unions, and job experience. However, uncertified skill workers face wage discrimination with rising age. In India, it is crucial to reduce wage differential due to skill certification to improve competitiveness, efficiency, and productivity in the labor market. Therefore, the government should promote skill development and certification of skills acquired through informal learning to achieve developmental goals. [ABSTRACT FROM AUTHOR]

Copyright of AStA Wirtschafts- und Sozialstatistisches Archiv is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

As trade unions are active in corporations worldwide, their effects on the labor market have attracted global attention. However, there is scarce empirical evidence regarding how trade unions' effects on the wage gap differ between the public and private sectors, especially in the Chinese context. Using national longitudinal survey data from the China Family Panel Studies for the years 2010, 2012, 2014, 2016, and 2018 and the Blinder-Oaxaca decomposition method, this study estimates unions' effect on the wage gap between the public and private sectors in China. The results from the Ordinary Least Squares (OLS) method indicate the existence of a significant positive union wage premium nationwide. Additionally, the premium in the public sector is greater than that in the private sector. However, this effect becomes insignificant after accounting for individual heterogeneity using the fixed effects model. The decomposition results based on the OLS method indicate that the union coverage difference (the endowment effect) widens the wage gap between the public and private sectors; conversely, the union wage premium difference (the price effect) narrows the wage gap. These results indicate that a policy expanding union coverage in the private sector may effectively narrow the wage gap between both sectors. [ABSTRACT FROM AUTHOR]

Context. Entrepreneurship is an intrinsic action for men and women; however, the path women must take differs significantly for various reasons. Problem. Despite the upward trend in the presence of women in the business field, significant social, cultural, and financial limitations persist, influencing the pursuit of social equality. Purpose. To identify motivations leading Latin American women, particularly Mexicans, to start their businesses, conducting an analysis of social and economic conditions of women, addressing aspects such as wage disparity, and discrimination in related aspects. Methodology. A mixed methodology, that includes a literature review accompanied with descriptive and inferential statistical analyses is employed. Through a literature review and a selection of statistical data, the topic of female entrepreneurship in Latin America is analyzed. Sources such as the Economic Commission for Latin America and the Caribbean (ECLAC), Global Entrepreneurship Monitor (GEM), Statista, and the National Institute of Statistics and Geography (for its acronym in Spanish INEGI) reports were consulted, along with academic contributions by different authors. Findings. Revealing data are presented regarding the existing gaps between women and men in terms of aspects such as high-level managerial position occupancy and employment rate. This data demonstrates through a t-student analysis that in a 5-year time-lapse, from 2018 to 2023, the salary gap hasn’t significantly decreased, and this turns into one of the main entrepreneurial motivations for women. Originality from a transdisciplinary and sustainable innovation point of view. There is a scarcity of research within the field of female entrepreneurship in Latin America focusing on examining individual motivations. This approach can contribute to the design public or institutional policies aimed at promoting female entrepreneurship. Conclusions and limitations. The literature review supports the notion that female entrepreneurship arises more out of necessity than opportunity. This study relies on analyzing information from various sources, which poses a limitation when attempting to analyze a specific variable. Therefore, to comprehend a phenomenon like explaining the differences in motives for entrepreneurship between genders, it would be necessary to obtain specific data, requiring an in-depth study. [ABSTRACT FROM AUTHOR]

In Peru, 68% of women have reported being the victim of partner violence, at some point in their lives. However, very little is known about the economic determinants of domestic violence. The present study is intended to analyze the relationship between the gender wage gap and domestic violence in Peru. We understand that the gap is a characteristic of the market that places women at a disadvantage compared to men. Data from the National Household Survey enables the calculation of this wage gap. This information, combined with the violence report from the Demographic and Health Survey, is used in the regression analyses. We find that wide wage gaps are associated with higher incidences of physical and emotional violence. This result also extends to women who are not gainfully employed. These women benefit from greater equality in the labor market that provides them with better potential income, which would increase their bargaining power within the home. [ABSTRACT FROM AUTHOR]

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Copyright of Revue Internationale des Économistes de Langue Française (RIELF) is the property of Poznan University of Economics & Business and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper explores the issue of in-work poverty and the gender wage gap in South Africa, particularly focusing on the challenges faced by women in the workforce. The purpose of this study is to analysis the impact of the minimum wage on female employees and in-work poverty. Despite being employed, women are more likely to live in poverty compared to men due to factors such as undervaluation of women's work, occupational segregation, and the prevalence of low-wage and informal employment. [ABSTRACT FROM AUTHOR]

Copyright of Runas. Journal of Education & Culture is the property of CICSHAL - Centro de Investigaciones en Ciencias Sociales y Humanidades desde America Latina and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This research aims to discover the challenges and propose effective strategies to empower women by ameliorating the gender wage gap in the architecture, engineering and construction (AEC) industry among the APEC members. The study applied document review analysis and conducted focus group discussions, where thirty female professionals in the AEC industry from APEC participated. The results report four challenges contributing to the gender wage gap, namely gender bias and stereotyping, work-family conflicts, physical strength and lack of transparency. Based on the challenges, the study suggests several key strategies focusing on women's participation in the AEC industry, encouraging genderfriendly workplaces, healthy and safe workplaces, and fair career development opportunities to reduce the gender wage gap effectively. The findings suggest that by increasing awareness of the value of women's involvement in the AEC industry, pragmatic policies should be formulated for APEC members to break down the barriers to the gender wage gap. [ABSTRACT FROM AUTHOR]

Using a cross-sectional survey data of agricultural farms, we investigate gender-based differences in farm wages among farm workers by randomly allocating farm workers into treatment (female) and control (male) groups with a simple random sampling technique. We used the Blinder–Oaxaca decomposition method to establish the gender wage gap and Propensity Score Matching to address assumptions and heterogeneity difficulties that plague the decomposition technique. Results show that female farm workers earn ₦ 9,170.83 less compared to their male counterparts, which indicates an unadjusted gender gap. This gender gap in farm wages is explained by the specific factors included in our model, so upgrading these variables could reduce gender inequalities in farm wages. Matching results indicate that the gender gaps estimated with nearest neighbour matching and kernel-based matching are 9.8% and 21.6% higher, respectively, than the gaps measured by the decomposition technique. Thus, the matching procedure was successful in identifying a sizeable proportion of gender gaps that are unexplained due to discrimination between male and female farm workers.

The paper focuses on gender- and age-related wage–productivity gaps in intangible and non-intangible work occupations using the 2017 Slovenian linked employer–employee microdata for privately owned firms. Comparing employees based on age, gender and occupation, our results show that, in general, there are wage gaps in favour of men, with the exception of individuals aged 50 or older who belong to the intangible capital group, where the wages of men and women are almost equal. There are also significant wage gaps in favour of older workers, with the exception of women in non-intangible occupations, where those aged 30–49 and those aged 50+ earn almost the same. Comparing the productivity of workers using value added decomposition method and based on age, gender and occupation, in general we find that gender and age gaps are more pronounced. For example, women tend to be more productive than men, with the exception of men under the age of 30 in non-intangible work occupations. Similarly, older workers tend to be less productive than their younger counterparts, with the exception of women aged 30–49 compared to women under 30 in non-intangible work occupations. Moreover, age-related wage productivity gaps are higher for intangible than for non-intangible worker occupations.

Employees with a flexible contract, i.e., those with either a temporary contract, temporary agency workers, or those on a contract with flexible working hours, face more job and income insecurity than employees with a permanent contract. In theory, wages of flexible jobs should be higher than those of permanent jobs, to compensate for lower job security, lower expected employment outcomes and lower investment in human capital. In many countries, however, wages of flexible jobs are lower than those of permanent jobs. We examine heterogeneity within flexible jobs by estimating wage differentials for specific groups of employees. We use administrative and survey data between 2006 and 2019 for the Netherlands to estimate wage differentials between flexible and permanent employment. We find negative wage differentials for all three types of flexible employment, but most notably for men, the higher educated, temporary agency workers and employees at large firms. Our results are robust to sample selection, alternative measures of occupations, hourly wages, and contract type, and alternative estimation methods. [ABSTRACT FROM AUTHOR]

Most of the studies of wage discrimination in Bangladesh have calculated the gap between pairs of sectors, while this study uses multiple sectors using multinomial logit estimation where the sector selection is endogenous. The employment sector is divided into six heterogeneous sectors depending on ownership status. Using QLFS 2016–2017 data from the Bangladesh Bureau of Statistics, the probability of being employed in a certain sector is initially estimated by the sector choice equation, and then we estimate both the conditional and unconditional wage gaps between government and other sectors. The estimation result of the sector choice shows that the probability of being included in the government sector mostly depends on educational qualification, and the rural population is mostly included in marginal sectors like individual proprietorship. The decomposition of wage discrimination indicates that government employees have a wage advantage over every other sector, except for females. The decomposition result also suggests that the wage gap is mostly driven by discrimination, with NGOs showing the most discrimination in wages offered, followed by the individual sector. Monitoring the wage structure and implementation of the minimum wage is our main policy recommendation, along with others. [ABSTRACT FROM AUTHOR]

Most studies investigate the relationship between global value chain position (GVC position) and income inequality through labour's wage aspect. And they attribute the increasing domestic income inequality to the rise of the country's GVC position, which may widen the wage gap between heterogeneous labour. However, wage income distribution is just part of the domestic residents' income distribution and factor income distribution also matters. In view of this, we add labour share as well as labour's wage gap into one system, and use united theoretical and empirical analyses to explore the impact of GVC position on domestic income inequality. Research findings show that: (1) The rise of GVC position will reduce domestic income inequality. (2) The channels by which GVC position affects domestic income inequality are labour share and wage gap. Although the rising GVC position will improve domestic income inequality by increasing wage gap, it will decrease domestic income inequality more by increasing labour share. And the overall impact of both effects would reduce domestic income inequality. [ABSTRACT FROM AUTHOR]

As an important component of China's social security system, the housing provident fund (HPF) scheme has seen its fairness called into question. Based on the data from the China Household Finance Survey in 2017, this paper uses the least squares method and the unconditional quantile regression and decomposition method to study the wage gap between the state and non-state sectors from the perspective of the HPF. Its findings suggest that the HPF is an important component of the state-sector wage premium. That is, whether wages include the HPF affects the direction and significance of the sectoral wage gap. A closer look reveals that in the state sector, low-income workers benefit less from the HPF scheme than middle- and high-income workers. The breakdown of the wage gap within the state sector indicates that the wage premium for the middle- and high-income bracket and for the high-income bracket are mainly credited to the differences in individual characteristics of state-sector workers, while the wage premium obtained by the middle- and low-income bracket takes the form of the sectoral wage level, which benefits from the HPF system to some extent. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Soochow University Philosophy & Social Sciences Edition is the property of Soochow University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper assesses labor market disparities against sexual minorities. My empirical strategy allows schooling, employment, and income to be endogenously determined relying on the identification of unobserved heterogeneity (skills and sexual orientation). I find that disparities are more prevalent at the employment margin than at the earnings margin. Sexual minorities are 10–20 percentage points less likely to be employed than comparable heterosexual adults. The results suggest that selection into employment contributes to the elimination of the observed income gaps among the employed as the average sexual-minority worker is more skilled than their heterosexual counterpart. [ABSTRACT FROM AUTHOR]

This paper examines the evolving patterns of bilateral city-to-city manufacturing investment flows from 2000 to 2015 in China, which are aggregated from detailed firm-level investment transactions based on the administrative business registration database. The coastal regions were a more favorable destination for manufacturing investment prior to 2006 despite their higher wage levels. Since then, the trend has reversed, that is, the inland regions have attracted a growing share of manufacturing investment. The pattern is more pronounced for labor-intensive manufacturing industries. The wage gap between coastal and inland cities is the main driver behind the giant "flying geese"—the relocation of manufacturing firms from coastal to inland areas. [ABSTRACT FROM AUTHOR]

While the public and private labor markets are marked by significant differences in the institutions of wage formation, very few studies have examined workers' wages and employment in the public and private sectors when solving the same tasks. Focusing on government contracting out, we examine the changes in work income, employment, and government income benefits when public workers are transferred from a public to a private employer due to contracting out. Drawing on theories on wage gaps between the public and private sectors and the property rights literature, we develop novel hypotheses about how individual characteristics of workers moderate the impact of contracting out on workers. Using high-quality individual-level Danish register data, we establish a worker treatment group who experienced contracting out and match them with a similar group of public workers who did not. Difference-in-difference estimation with coarsened exact matching suggests that workers overall experience a significant decline in work income and employment, albeit with major intergroup differences across gender, skills, and age. Our sub-group findings show that female, low-skilled, and younger workers pay the highest price for government contracting out, both in terms of salaries and employment. We discuss how economic theories of public‒private gaps in wage setting can be combined with public administration theories of contract design and monitoring to develop improved—and possibly more equitable—conditions for workers when governments contract out. [ABSTRACT FROM AUTHOR]