Suchergebnisse
Filter
20 Ergebnisse
Sortierung:
SSRN
Household Search or Individual Search: Does It Matter?
In: Journal of labor economics: JOLE, Band 36, Heft 1, S. 1-46
ISSN: 1537-5307
Gender Gaps in Education and Labor Market Outcomes in the United States: The Impact of Employers' Prejudice
In: IDB Working Paper No. IDB-WP-357
SSRN
Working paper
Are Informal Self-Employment and Informal Employment as Employee Behaviorally Distinct Labor Force States?
In: IZA Discussion Paper No. 16225
SSRN
The Effect of Job Flexibility on Female Labor Market Outcomes: Estimates from a Search and Bargaining Model
In: IZA Discussion Paper No. 4829
SSRN
SSRN
Household Search or Individual Search: Does it Matter? Evidence from Lifetime Inequality Estimates
In: IZA Discussion Paper No. 6908
SSRN
Labor Market Search, Informality and Schooling Investments
In: IDB Working Paper No. IDB-WP-863
SSRN
Working paper
Labor Market Search, Informality and Schooling Investments
In: IZA Discussion Paper No. 11170
SSRN
Working paper
Returns to education in the economic transition: A systematic assessment using comparable data
In: Economics of education review, Band 27, Heft 6, S. 724-740
ISSN: 0272-7757
Do Female Executives Make a Difference? The Impact of Female Leadership on Gender Gaps and Firm Performance
In: The economic journal: the journal of the Royal Economic Society, Band 129, Heft 622, S. 2390-2423
ISSN: 1468-0297
Abstract
We investigate the effects of female executives on gender-specific wage distributions and firm performance. Female leadership has a positive impact at the top of the female wage distribution and a negative impact at the bottom. The impact of female leadership on firm performance increases with the share of female workers. We account for the endogeneity induced by non-random executives' gender by including firm fixed-effects, by generating controls from a two-way fixed-effects regression and by using instruments based on regional trends. The findings are consistent with a model of statistical discrimination in which female executives are better at interpreting signals of productivity from female workers. This suggests substantial costs of women under-representation among executives.
Do Female Executives Make a Difference? The Impact of Female Leadership on Gender Gaps and Firm Performance
In: NBER Working Paper No. w22877
SSRN
Labor Market Search, Informality, and On-the-Job Human Capital Accumulation
In: IZA Discussion Paper No. 12091
SSRN
Do Female Executives Make a Difference? The Impact of Female Leadership on Gender Gaps and Firm Performance
In: IZA Discussion Paper No. 8602
SSRN
Working paper
Do Female Executives Make a Difference? The Impact of Female Leadership on Gender Gaps and Firm Performance
We investigate the effects of female executives on gender-specific wage distributions and firm performance. We find that female leadership has a positive impact at the top of the female wage distribution and a negative impact at the bottom. Moreover, the impact of female leadership on firm performance increases with the share of female workers. Our empirical strategy accounts for the endogeneity induced by the non-random assignment of executives to firms by including in the regressions firm fixed effects, by generating controls from a two-way fixed effects regression, and by building instruments based on regional trends. The empirical findings are consistent with a model of statistical dis- crimination where female executives are better equipped at interpreting signals of productivity from female workers. The evidence suggests substantial costs of under-representation of women at the top of the corporate hierarchy.
BASE