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297 Ergebnisse, ab 191
  • Diskussionspapiere 1758 / 2018

    Labor Supply under Participation and Hours Constraints

    The paper extends a static discrete-choice labor supply model by adding participation and hours constraints. We identify restrictions by survey information on the eligibility and search activities of individuals as well as actual and desired hours. This provides for a more robust identification of preferences and constraints. Both, preferences and restrictions are allowed to vary by and are related ...

    2018| Kai-Uwe Müller, Michael Neumann, Katharina Wrohlich
  • Zeitungs- und Blogbeiträge

    Das FAZ-Ökonomen-Ranking - Blind Spot Ökonominnen

    In: Aviva (10.09.2018), [Online-Artikel] | Elke Holst
  • DIW Weekly Report 34/35 / 2018

    Differences in Full-Time Work Experience Explain almost a Quarter of the Gender Pay Gap in Management Positions

    Women still earn less than men on average in Germany. This applies to management positions even more: between 2010 and 2016, there was an average gender pay gap of 30 percent in gross hourly earnings. If gender-specific differences in relevant wage determinants are excluded, a pay gap of 11 percent remains. With seven percentage points, full-time work experience explains the gender pay gap to almost ...

    2018| Elke Holst, Anne Marquardt
  • Diskussionspapiere 1747 / 2018

    Does Subsidized Care for Toddlers Increase Maternal Labor Supply? Evidence from a Large-Scale Expansion of Early Childcare

    Expanding public or publicly subsidized childcare has been a top social policy priority in many industrialized countries. It is supposed to increase fertility, promote children's development and enhance mothers' labor market attachment. In this paper, we analyze the causal effect of one of the largest expansions of subsidized childcare for children up to three years among industrialized countries on ...

    2018| Kai-Uwe Müller, Katharina Wrohlich
  • DIW Wochenbericht 30/31 / 2018

    Die Berufserfahrung in Vollzeit erklärt den Gender Pay Gap bei Führungskräften maßgeblich

    Frauen verdienen in Deutschland durchschnittlich immer noch weniger als Männer. Dies gilt auch und sogar verstärkt für Führungskräfte: Für den Zeitraum von 2010 bis 2016 ergibt sich für Vollzeitbeschäftigte in Führungspositionen ein durchschnittlicher Gender Pay Gap im Bruttostundenverdienst von 30 Prozent. Werden geschlechtsspezifische Unterschiede in relevanten Verdienstdeterminanten herausgerechnet, ...

    2018| Elke Holst, Anne Marquardt
  • Referierte Aufsätze Web of Science

    The Family Working-Time Model: Towards More Gender Equality in Work and Care

    Since the millennium, the labour market participation of women and mothers is increasing across European countries. Several work/care policy measures underlie this evolution. At the same time, the labour market behaviour of fathers, as well as their involvement in care work, is relatively unchanging, meaning that employed mothers are facing an increased burden with respect to gainful employment and ...

    In: Journal of European Social Policy 28 (2018), 5, S. 471-486 | Kai-Uwe Müller, Michael Neumann, Katharina Wrohlich
  • SOEPpapers 960 / 2018

    Mehr oder weniger arbeiten? Es kommt darauf an, wie man fragt: Methodische Aspekte der Präferenzmessung gewünschter Arbeitszeiten

    Working time preferences of employees have been discussed in scientific and public debates more frequently. Yet, representative studies show controversial results regarding over- and underemployment for Germany. But these differences can only partially be explained by varying definitions of populations or sample selection. By means of data from the Socioeconomic Panel (SOEP) this article highlights ...

    2018| Verena Tobsch, Wenzel Matiaske, Elke Holst, Tanja Schmidt, Hartmut Seifert
  • DIW Wochenbericht 10 / 2018

    Gender Pay Gap besonders groß bei niedrigen und hohen Löhnen

    Noch immer erhalten Frauen im Mittel geringere Löhne als Männer. Auf Basis einer neuen Auswertung von Daten des Sozio-oekonomischen Panels (SOEP) zeigt dieser Bericht, dass sich die mittlere Lohnlücke, der Gender Pay Gap, von Vollzeitbeschäftigten in den letzten drei Jahrzehnten deutlich reduziert hat. Im Zeitraum 2010 bis 2014 lag sie bei 16 Prozent. Die Lohnlücke ist nach wie vor an den Rändern der ...

    2018| Patricia Gallego Granados, Katharina Wrohlich
  • DIW Weekly Report 3 / 2018

    Top-Decision Making Bodies of Large Businesses: Gender Quota for Supervisory Boards Is Effective—Development Is Almost at a Standstill for Executive Boards

    The gender quota for supervisory boards in Germany is effective: by the end of 2017, the proportion of women on the supervisory boards of a good 100 companies that are subject to the quota had risen to 30 percent—three percentage points more than in the previous year. Almost two-thirds of the companies now have supervisory boards with at least 30 percent female members. A European comparison also shows ...

    2018| Elke Holst, Katharina Wrohlich
  • DIW Weekly Report 3 / 2018

    Financial Sector: Proportion of Women in Top Decision-Making Bodies Is Increasing More Slowly Than at the Beginning of the Decade—Equal Gender Representation Is Still a Long Way Off

    Over the past year, the proportion of women serving on the executive and supervisory boards of the top 100 largest banks in Germany rose slightly to almost nine and 23 percent, respectively. However, growth has come to a halt in the 60 largest insurance companies: on both executive and supervisory boards, the proportion of women has sunk to almost nine and 22 percent, respectively. For over ten years, ...

    2018| Elke Holst, Katharina Wrohlich
297 Ergebnisse, ab 191
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