The Gender Pay Gap Beyond Human Capital: Heterogeneity in Noncognitive Skills and in Labor Market Tastes

Focused on human capital, economists typically explain about half of the gender earnings gap. For a national sample of MBAs, we account for 82 percent of the gap by incorporating noncognitive skills (for example, confidence and assertiveness) and preferences regarding family, career, and jobs. Those...

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Autores:
Grove, Wayne A
Hussey, Andrew
Jetter, Michael
Tipo de recurso:
Fecha de publicación:
2011
Institución:
Universidad EAFIT
Repositorio:
Repositorio EAFIT
Idioma:
eng
OAI Identifier:
oai:repository.eafit.edu.co:10784/7555
Acceso en línea:
http://hdl.handle.net/10784/7555
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spelling 20112015-11-06T16:27:23Z20112015-11-06T16:27:23Z1548-8004http://hdl.handle.net/10784/755510.3368/jhr.46.4.827Focused on human capital, economists typically explain about half of the gender earnings gap. For a national sample of MBAs, we account for 82 percent of the gap by incorporating noncognitive skills (for example, confidence and assertiveness) and preferences regarding family, career, and jobs. Those two sources of gender heterogeneity account for a quarter of the “explained” pay gap, with half due to human capital variables and the other quarter due to hours worked and current job characteristics. Female MBAs appear to pay a penalty for “good citizen” behavior (choosing jobs that contribute to society) and characteristics (higher ethical standards).engUniversity of WisconsinJournal of Human Resources. Vol.46(4), 2011, pp.827-874http://jhr.uwpress.org/content/46/4/827.full.pdfhttp://jhr.uwpress.org/content/46/4/827.full.pdfrestrictedAccess© 2011 by the Board of Regents of the University of Wisconsin SystemAcceso restringidohttp://purl.org/coar/access_right/c_16ecJournal of Human Resources. Vol.46(4), 2011, pp.827-874The Gender Pay Gap Beyond Human Capital: Heterogeneity in Noncognitive Skills and in Labor Market Tastesarticleinfo:eu-repo/semantics/articleinfo:eu-repo/semantics/publishedVersionArtículopublishedVersionObra publicadahttp://purl.org/coar/version/c_970fb48d4fbd8a85http://purl.org/coar/resource_type/c_6501http://purl.org/coar/resource_type/c_2df8fbb1Escuela de Economía y FinanzasEconomíaGrove, Wayne Aeffbd4aa-646b-42b1-ad0a-2956a33e065d-1Hussey, Andrew55cc8d87-dfd3-434c-8648-feae2b25fd11-1Jetter, Michaeldb9d1b0f-ba10-4717-ade9-abace320124b-1LeMoyne CollegeUniversity of MemphisUniversidad EAFIT.Estudios en Economía y EmpresaJournal of Human Resources464827874ORIGINAL41304844.pdf41304844.pdfapplication/pdf1311183https://repository.eafit.edu.co/bitstreams/d890b0e9-904b-47a6-b8ab-794005394598/download16052d592beac7d1ec585eb53ed6f9a1MD5110784/7555oai:repository.eafit.edu.co:10784/75552024-12-04 11:47:25.95open.accesshttps://repository.eafit.edu.coRepositorio Institucional Universidad EAFITrepositorio@eafit.edu.co
dc.title.eng.fl_str_mv The Gender Pay Gap Beyond Human Capital: Heterogeneity in Noncognitive Skills and in Labor Market Tastes
title The Gender Pay Gap Beyond Human Capital: Heterogeneity in Noncognitive Skills and in Labor Market Tastes
spellingShingle The Gender Pay Gap Beyond Human Capital: Heterogeneity in Noncognitive Skills and in Labor Market Tastes
title_short The Gender Pay Gap Beyond Human Capital: Heterogeneity in Noncognitive Skills and in Labor Market Tastes
title_full The Gender Pay Gap Beyond Human Capital: Heterogeneity in Noncognitive Skills and in Labor Market Tastes
title_fullStr The Gender Pay Gap Beyond Human Capital: Heterogeneity in Noncognitive Skills and in Labor Market Tastes
title_full_unstemmed The Gender Pay Gap Beyond Human Capital: Heterogeneity in Noncognitive Skills and in Labor Market Tastes
title_sort The Gender Pay Gap Beyond Human Capital: Heterogeneity in Noncognitive Skills and in Labor Market Tastes
dc.creator.fl_str_mv Grove, Wayne A
Hussey, Andrew
Jetter, Michael
dc.contributor.department.spa.fl_str_mv Escuela de Economía y Finanzas
Economía
dc.contributor.author.spa.fl_str_mv Grove, Wayne A
Hussey, Andrew
Jetter, Michael
dc.contributor.affiliation.spa.fl_str_mv LeMoyne College
University of Memphis
Universidad EAFIT.
dc.contributor.program.spa.fl_str_mv Estudios en Economía y Empresa
description Focused on human capital, economists typically explain about half of the gender earnings gap. For a national sample of MBAs, we account for 82 percent of the gap by incorporating noncognitive skills (for example, confidence and assertiveness) and preferences regarding family, career, and jobs. Those two sources of gender heterogeneity account for a quarter of the “explained” pay gap, with half due to human capital variables and the other quarter due to hours worked and current job characteristics. Female MBAs appear to pay a penalty for “good citizen” behavior (choosing jobs that contribute to society) and characteristics (higher ethical standards).
publishDate 2011
dc.date.issued.none.fl_str_mv 2011
dc.date.available.none.fl_str_mv 2015-11-06T16:27:23Z
dc.date.accessioned.none.fl_str_mv 2015-11-06T16:27:23Z
dc.date.none.fl_str_mv 2011
dc.type.eng.fl_str_mv article
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
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dc.type.local.spa.fl_str_mv Artículo
dc.type.hasVersion.eng.fl_str_mv publishedVersion
dc.type.hasVersion.spa.fl_str_mv Obra publicada
status_str publishedVersion
dc.identifier.issn.none.fl_str_mv 1548-8004
dc.identifier.uri.none.fl_str_mv http://hdl.handle.net/10784/7555
dc.identifier.doi.none.fl_str_mv 10.3368/jhr.46.4.827
identifier_str_mv 1548-8004
10.3368/jhr.46.4.827
url http://hdl.handle.net/10784/7555
dc.language.iso.eng.fl_str_mv eng
language eng
dc.relation.ispartof.spa.fl_str_mv Journal of Human Resources. Vol.46(4), 2011, pp.827-874
dc.relation.isversionof.none.fl_str_mv http://jhr.uwpress.org/content/46/4/827.full.pdf
dc.relation.uri.none.fl_str_mv http://jhr.uwpress.org/content/46/4/827.full.pdf
dc.rights.eng.fl_str_mv restrictedAccess
dc.rights.spa.fl_str_mv © 2011 by the Board of Regents of the University of Wisconsin System
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© 2011 by the Board of Regents of the University of Wisconsin System
Acceso restringido
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dc.publisher.eng.fl_str_mv University of Wisconsin
dc.source.spa.fl_str_mv Journal of Human Resources. Vol.46(4), 2011, pp.827-874
institution Universidad EAFIT
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