性别特定的申请行为、匹配与残差性别收入差距
Gender-Specific Application Behaviour, Matching, and the Residual Gender Earnings Gap
The Economic Journal · 2025 · [{"name": "Benjamin Lochner", "affiliation": ["Friedrich-Alexander-Universität Erlangen-Nürnberg", "IZA - Institute of Labor Economics", "Institut für Arbeitsmarkt und Berufsforschung"]}, {"name": "Christian Merkl", "affiliation": ["Friedrich-Alexander-Universität Erlangen-Nürnberg", "IZA - Institute of Labor Economics"]}]
中文摘要
本文利用德国职位空缺调查与行政记录的关联数据，考察性别特定的申请行为、企业招聘实践与灵活性要求如何与性别收入差距相关。女性申请对灵活性要求较高的高工资企业的可能性低于男性，但她们一旦申请，被录用的机会相近。我们发现，企业灵活性要求的补偿性差异有助于解释残差性别收入差距。在女性中，母亲在灵活性要求较高的工作中相对于男性的收入惩罚最大。
Abstract
Abstract This paper examines how gender-specific application behaviour, firms’ hiring practices and flexibility demands relate to the gender earnings gap, using linked data from the German Job Vacancy Survey and administrative records. Women are less likely than men to apply to high-wage firms with high flexibility requirements, although their hiring chances are similar when they do. We show that compensating differentials for firms’ flexibility demands help explain the residual gender earnings gap. Among women, mothers experience the largest earnings penalties relative to men in jobs with high flexibility requirements.