• The Journal of Asian Finance, Economics and Business
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• v.6 no.2
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• pp.231-238
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• 2019

This study aims is to analyze of existing concepts of gender stereotypes and gender differences in wages, defining of gender pay gap determinants, and to evaluate the level of discrimination against women in Kazakhstan. This paper begins by reviewing trends in gender stereotypes and gender segregation during the past several decades. In this research, authors propose the methodological tools for presenting a standard form of evaluation of gender pay gap. The developed methodological tools will allow providing authentic and formal analysis on gender pay gap and identifying the main determinants of gender pay differences. Further, the obtained results showed the distribution of wage gap in Kazakhstan's regions and the Duncan's dissimilation index allows us to trace the dynamics of changes in the professional structure between men and women. According to the results, gender pay gap is narrowing with the reduction of the job level and discrimination is related to differences in human capital and education. Wages in the industrial sector are higher for men than for women, because men's professions are characterized by severe and unhealthy working conditions. In addition, employers prefer male managers, but if they take woman managers, they give them salary 3 times less.

• The Journal of the Korea Contents Association
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• v.22 no.5
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• pp.214-222
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• 2022

It is important to realize employment equality to fulfill corporate social responsibility. The most suitable indicator for assessing its performance is the gender wage gap. Korea is considered the country with the most severe gender wage gap among OECD member countries, however, studies on the gender wage gap have been mainly attempted to explain in terms of the structure of the labor market, government policies, etc. This study focus on the characteristics of CEO and HR systems among the characteristics of organizations affecting the gender wage gap. The management philosophy sets the direction of organizational decision-making and activates the system. In addition, the HR system enables fair and objective organizational management for members through rules and procedures. However, even in organizations seeking rationalization, minority people may experience discrimination. Moreover, the rational HR system may act as a mechanism to justify discrimination, contrary to existing intentions. This study proposes that in order for the rational HR system to work positively, it must be based on the management philosophy. In other words, it is intended to derive a mechanism that can alleviate the gender wage gap from the integrated perspective of the characteristics of the CEO and the rational HR system. In particular, it aims to provide specific implications for how the organization should operate the HR system by examining the gender wage gap based on internal factors of companies that utilize manpower.

• Journal of Labour Economics
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• v.43 no.2
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• pp.75-107
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• 2020

Using the data from 1980 to 2017, I show the long-term trends in the gender wage gap in Korea and analyze factors using decomposition method. It tended to decline until the 1990s, but gradually slowed after the 2000s. Gelbach(2016)'s decomposition method is used as an alternative rather than Blinder-Oaxaca decomposition. The results show that the proportion of explanation of traditional factors, such as age, education, firm size, industry and occupation, are continuously decreasing in explaining the gender wage gap. Expecially, the proportion of explanation of age and that of education have decreased, and that of industry tended to decrease in the 1990s but to increase after the 2000s.

• Journal of Technology Innovation
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• v.22 no.1
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• pp.89-117
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• 2014

Employing female in the field of science and engineering is becoming increasingly important with diversity and creativity emerging as key factors to build Creative Economy. Under these circumstances, it is necessary to recognize and discourage gender discrimination in the labor market by analyzing wages - the market value of labor which determines one's economic status. This study uses the Oaxaca-Ransom decomposition (1994) to analyze the gender wage gap and identify factors influencing the pay gap in science and engineering labor force. The results of this study are as follows: First, the average wage of female scientists and engineers reaches only 65% of that of male labor force, and the male scientist and engineers are superior in terms of personal attributes, for instance, education background. Second, looking at the factors that influence wages, wage premiums are associated with higher education background, older age, longer period of service, and weekly working hours for both male and female in managerial positions. Third, the wage decomposition shows that in the case of science and engineering labor force, the productivity difference by personal attributes reaches about 58%, and gender discrimination by the characteristics of the labor market stands at about 41%. This means the wage gap by productivity level in science and engineering labor force is wider, and the gender gap is smaller compared to non-science and engineering fields. However, the results of an analysis on specialties and education background of male and female scientists and engineers suggest that the discrimination against women is more serious when the percentage of the female labor force is low and the percentage of temporary workers in the labor market is high. In order to eliminate this discrimination, it is necessary to reduce the imbalance of female scientists and engineers in the labor market, among others, while female scientists and engineers, themselves, need to make continuous efforts to strengthen their capabilities.

• Journal of the Society of Disaster Information
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• v.15 no.1
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• pp.143-152
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• 2019

Purpose : To analyze how the Fourth Industrial Revolution affects the gender gap. Method : This study regressed the relationship between ICT development index, network Readiness index and gender gap in 145 countries all over the world. Results : The ICT development index was not statistically significant, but the network readiness index was positively correlated with female labor participation rate and gender wage equality ratio, indicating that the progress of the $4^{th}$ industrial revolution increased female participation in labor but the wage gap has been shown to intensify. Conclusion : The results verify the hypothesis that the $4^{th}$ industrial revolution led by the information and communication revolution affects the labor market conditions of women.

• Review of Culture and Economy
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• v.21 no.2
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• pp.3-28
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• 2018

This study focuses on analyzing the glass ceiling effect in arts and culture professionals through the quintile decomposition applied to the RIF unconditional quantile regression and Oaxaca-Blinder decomposition technique. From the industrial viewpoint, we divide arts and culture professionals into cultural contents professionals(large category J industry) and arts professionals(large category R industry). For our analysis, we employ the pooling data of 'Wage Structure Survey' from 2009 to 2016. Our results are summarized as follows. First, as OLS wage decomposition showed that the gender wage gap among the arts professionals was lower than cultural contents professionals, but the discrimination portion of total gender wage gap was larger. Second, from quintile regression decompositions, the glass ceiling effects of two types of professionals showed different results. Cultural contents sector was observed with the "steady glass ceiling effect" as the portion of the discrimination was continuously increased, while the arts sector was observed with the "limited glass ceiling effect" as the discrimination had drastically increased in the 80s and 90s.

• Journal of the Korean Regional Science Association
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• v.35 no.4
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• pp.47-60
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• 2019

The purpose of this study is to analyze gender gaps in wage and job satisfaction according to skill characteristics and gender composition in occupation type. Most of the previous studies dealing with gender gaps in wage and job satisfaction have limitations in using a model at a single level. To overcome these limitations, this study integrated the analysis of worker level and job level variables through the application of hierarchical linear model. For the empirical analysis, the 20th year of the Korea Labor Institute Panel Survey and Korea Network for Occupations and Workers data used, factor analysis was utilized to derive cognitive, technical and physical skills. According to the empirical results, female workers in the metropolitan area showed lower average wage and job satisfaction than male worker. these gender gaps were alleviated in occupations which requiring a high level of cognitive skill, while deepening in occupation with a high occupational segregation. The purpose of this study is to derive implications for the policy aimed at reducing the gender gap in the labor market by analyzing the relationship between gender gaps in wage and job satisfaction according to skill characteristics and gender composition rates of wage workers in the metropolitan area.

• Journal of Labour Economics
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• v.42 no.3
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• pp.39-74
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• 2019

In this paper, the wage equations of local labor markets for college graduates in Korea are estimated by Dahl(2002)'s methodology to correct for selection bias. The results suggest that the variations of coefficients in wage equations across the local labor markets are mostly remained after correcting for selection bias. The gender wage gap is hardly affected by selection bias. The variations of return to education and the major premium are reduced about 18% and 11% respectively. Meanwhile, the selection bias is negligible in the national capital region, which suggests that college graduates prefer the national capital region regardless of their gender, level of education, and major.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.6
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• pp.151-158
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• 2022

Even after three decades of economic reforms, India's labor market is characterized by stark inter-gender differences in terms of both participation rate and working time. Identification of the causes is necessary to remove the disparity and unequal sharing of economic opportunities to make way for women's empowerment. This research attempts in that direction, examining the prevalence of these inequities in rural areas of North-East Indian states using unit-level data from the 2017-18 Periodic Labour Force Survey (PLFS). The methodology for the estimation here is based on Blinder- Oaxaca decomposition method after correcting for sample bias forwarded by Heckman. The analysis shows that in both labor force participation and the wage gap, the females in the region lag behind their male counterparts by a huge margin. Further, the analysis shows that one of the main factors leading to the difference is the disparities in human capital assets. On top of female educational enrollment being low, there is also a huge lack of higher educational attainment, while males have accomplished much better in both the parameters. Moreover, the presence of social stigma against women working and discrimination put the female labor outcomes in a gloomy state.

• Korean Journal of Social Welfare Studies
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• v.41 no.2
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• pp.279-308
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• 2010

This study examines the association between family policies and family gap using data for 14 OECD countries. As family policies have different assumptions about women's roles and include variant sub-policies, this study identify two distinct family policies: 'employment support policy' to support women as employed workers and 'caregiving support policy' to support women as caregivers. Meanwhile, women's wage cannot be determined by the effect of 'only' family policy. Therefore, analysis model includes variant macro structure supposed to affect women's labor status and wage, like labor market structure, wage structure(compression), women's social status and economic status, and examines interaction effects between family policies and these labor market and social structures using Fuzzy-Set Qualitative Comparative Analysis (FSQCA). The FSQCA result shows that relatively low family gap is associated with the conjunctual causation of developed 'employment support policy' and compressed wage structure.