• 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>Global economic review >Decomposing Gender Wage Differentials in Urban Ethiopia: Evidence from Linked Employer-Employee (LEE) Manufacturing Survey Data
【24h】

Decomposing Gender Wage Differentials in Urban Ethiopia: Evidence from Linked Employer-Employee (LEE) Manufacturing Survey Data

机译：分解埃塞俄比亚城市地区的性别工资差异：来自雇主与雇员之间的联系的制造业调查数据的证据

获取原文
获取原文并翻译 | 示例
           
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

This study estimates the magnitude of gender wage differentials for a sample of workers from the Ethiopian manufacturing sector using the traditional Oaxaca-Blinder and an augmented Cotton-Neumark methodologies. In doing so, it separates part of the estimated log of gender wage differential explained by differences in human capital characteristics between men and women from that which is not explained by such differences. The latter is known in the literature as "treatment" component or "discrimination" due to differing pay structures for the two gender groups. Accordingly, it is found that in Ethiopia's manufacturing sector men on average get up to 30% more than women depending on the measure used. However, once we control for a number of individual and establishment level characteristics, the level of wage premium for men over women is close to 5% or around 12 Ethiopian cents per hour. Out of this, both decomposition procedures estimate that close to 60% of the premium is a result of discrimination (different treatment of men and women in the labour market). Using an augmented decomposition technique, it is found that out of the 60% "discrimination component" close to 13% is due to men's treatment advantage in the labour market and the remaining 47% is due to women's treatment disadvantage. Also it is found that firm level characteristics are important contributors to the total discrimination component. Without controlling for establishment level characteristics, the discrimination component would have been around 27% indicating that ignoring establishment characteristics in decomposition exercises would result into a biased estimation, and in this case it would have underestimated the level of discrimination by close to 50%.
机译：这项研究使用传统的Oaxaca-Blinder和增强的Cotton-Neumark方法估算了埃塞俄比亚制造业工人的性别工资差异幅度。这样一来，它就将由男女之间人力资本特征差异所解释的性别工资差异的估计对数部分与没有由这种差异所解释的部分分开。由于两个性别群体的薪酬结构不同，后者在文献中被称为“待遇”成分或“歧视”。因此，据发现，在埃塞俄比亚的制造业中，根据所采用的措施，男性平均比女性多获得30％的收益。但是，一旦我们控制了许多个人和机构级别的特征，男性对女性的工资溢价水平接近5％，即每小时约12埃塞俄比亚分。在这之中，两种分解程序都估计接近60％的保险费是歧视的结果（在劳动力市场上男女待遇不同）。使用增强分解技术，发现在60％的“歧视成分”中，接近13％是由于男性在劳动力市场上的待遇优势，其余47％是由于女性的待遇劣势。还发现公司层面的特征是总歧视成分的重要贡献者。如果不控制场所级别特征，则歧视分量将达到27％左右，这表明在分解演习中忽略场所特征会导致偏差估计，在这种情况下，它会将歧视级别低估了近50％。

著录项

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号