Innovation as a firm-level factor of the gender wage gap

IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR International Journal of Manpower Pub Date : 2023-08-02 DOI:10.1108/ijm-02-2023-0083
Jaan Masso, Priit Vahter
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Abstract

Purpose This paper investigates the relationship of both technological (product and process) and non-technological (organizational and marketing) innovation with the gender wage gap at firms. Design/methodology/approach Using employer–employee level data from Estonia, the authors estimate Mincerian wage equations, in order to show how innovation at the firm level is associated with the gender wage gap. Next, the authors use propensity score matching (PSM) to study the effects of the movement of men and women into innovative firms, how this shapes the gender wage gap at firms. Findings The authors find that both technological and non-technological innovation are associated with a larger gender wage gap at firms. The relationship between innovation and the contemporaneous gender wage gap at firms reflects to a significant extent the different selection of men and women with different time-invariant characteristics to innovative firms. Further, the authors find that movement of men and women to work at innovative firms is in longer term associated with larger gains in wages for men. The authors also observe that the relationship of innovation with gender wage gap is stronger in the case of women with children. Originality/value Much of the prior analysis focuses on the effects of technological innovation on gender-related labour market outcomes. The authors show here that the relationship of innovation at firms with higher gender wage gap is not only specific to technological innovation, but is more general, and is observed across different types of innovation indicators, including non-technological innovation. This study's results suggest that the effects of innovation on gender wage gap may reflect to an extent the higher demand for flexibility of employees for work purposes at innovative firms, which may increase the gender wage gap, especially between men and women with children.
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创新作为企业层面的性别工资差距因素
目的研究企业性别工资差异对技术创新(产品和过程)和非技术创新(组织和营销)的影响。设计/方法/方法使用爱沙尼亚雇主-雇员层面的数据,作者估计了明塞里尔工资方程,以显示企业层面的创新如何与性别工资差距相关联。接下来,作者使用倾向得分匹配(PSM)来研究男性和女性进入创新型企业的影响,以及这如何影响企业中的性别工资差距。作者发现,技术和非技术创新都与企业中较大的性别工资差距有关。创新与企业同期性别工资差距之间的关系在很大程度上反映了具有不同时不变特征的男性和女性对创新企业的不同选择。此外,作者还发现,从长期来看,在创新型公司工作的男性和女性与男性工资的大幅增长有关。作者还观察到,在有孩子的女性中,创新与性别工资差距的关系更强。先前的许多分析集中在技术创新对与性别有关的劳动力市场结果的影响上。作者在此表明,在性别工资差距较大的企业中,创新的关系不仅是技术创新所特有的,而且更为普遍,并且在不同类型的创新指标中都可以观察到,包括非技术创新。本研究的结果表明,创新对性别工资差距的影响可能在一定程度上反映了创新公司对员工工作目的灵活性的更高要求,这可能会增加性别工资差距,特别是在有孩子的男性和女性之间。
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来源期刊
CiteScore
8.40
自引率
11.40%
发文量
80
期刊介绍: ■Employee welfare ■Human aspects during the introduction of technology ■Human resource recruitment, retention and development ■National and international aspects of HR planning ■Objectives of human resource planning and forecasting requirements ■The working environment
期刊最新文献
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