中文摘要
成为CEO方面的性别差异十分显著，而成为CEO的女性——尤其是大公司的CEO——更不可能有孩子或结婚。我们研究孩子和婚姻对成为CEO的影响，使用的纵向行政数据覆盖了哥斯达黎加全部税务登记企业，并与提供生育和结婚时点的全民民事登记记录相匹配。我们发现，头胎生育之后，女性成为CEO的概率持续下降，而男性没有出现可比的下降，并且有一些证据表明男性的CEO获得率上升。婚姻呈现出一种不同但仍具分化性的模式：它与男性此后更高的CEO获得率相关，而对女性几乎没有变化。生育前后的变化解释了CEO比例总体性别差异中的相当一部分。最后，我们发现的证据与家庭专业化作为一种潜在机制相一致。在结婚和头胎生育前后，女性的正规就业、收入以及家庭收入份额下降，而随着伴侣减少正规就业，男性在家庭收入中变得更为核心。
Abstract
Gender disparities in becoming a CEO are pronounced, and women who become CEOs, especially of large firms, are less likely to have children or be married. We study the effects of children and marriage on becoming a CEO, using longitudinal administrative data covering the universe of tax-registered firms in Costa Rica, matched to universal civil registry records that provide the timing of childbirth and marriage. We find that first childbirth is followed by a persistent decline in women’s probability of becoming a CEO, but no comparable decline for men and some evidence that CEO attainment rises. Marriage displays a different but still divergent pattern: it is associated with higher subsequent CEO attainment for men, but little change for women. Changes around childbirth account for a substantial share of the overall gender difference in CEO rates. Finally, we find evidence consistent with household specialization as a potential mechanism. Around marriage and first childbirth, women’s formal employment, earnings, and share of household earnings decline, while men become more central to household earnings as their partners reduce formal employment.