Gender Wage Discrimination Bias? A Meta-Regression Analysis
ABSTRACT This study provides a quantitative review of the empirical literature on gender wage discrimination. Although there is considerable agreement that gender wage discrimination exists, estimates of its magnitude vary widely. Our meta-regression analysis (MRA) reveals that the estimated gender gap has been steadily declining and the wage rate calculation to be crucial. Large biases are likely when researchers omit experience or fail to correct for selection bias. Finally, there appears to be significant gender bias in gender research. However, it is a virtuous variety where researchers tend to compensate for potential bias implicit in their gender membership.
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ABSTRACT: This article introduces the R package oaxaca to perform the Blinder-Oaxaca decom-position, a statistical method that decomposes the gap in mean outcomes across two groups into a portion that is due to differences in group characteristics and a portion that cannot be explained by such differences. Although this method has been most widely used to study gender-and race-based discrimination in the labor market, Blinder-Oaxaca decompositions can be applied to explain differences in any continuous outcome across any two groups. The oaxaca package implements all the most commonly used variants of the Blinder-Oaxaca decomposition for linear regression models, calculates bootstrapped standard errors for its estimates, and allows users to visualize the decomposition results.
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ABSTRACT: Empirical research investigating the impact of top management team (TMT) diversity on executives’ decision making has produced inconclusive results. To synthesize and aggregate the results on the diversity-performance link, a meta-regression analysis (MRA) is conducted. It integrates more than 200 estimates from 53 empirical studies investigating TMT diversity and its impact on the quality of executives’ decision making as reflected in corporate performance. The analysis contributes to the literature by theoretically discussing and empirically examining the effects of TMT diversity on corporate performance. Our results do not show a link between TMT diversity and performance but provide evidence for publication bias. Thus, the findings raise doubts on the impact of TMT diversity on performance.Group & Organization Management 08/2013; 38(4):455-479. DOI:10.1177/1059601113493925 · 2.43 Impact Factor
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ABSTRACT: In this paper we examine the relation between corporate social responsibility (CSR) and CEO compensation. Both CSR and CEO compensation are disaggregated into various sub-components. We also consider impact of the market crisis and the relevance of gender. Our results show that there is a negative relation between total compensation and socially responsible firms. However, disaggregation of CSR into its components matters. Dimensions of CSR that are relevant are employee relations, environment and diversity. Our results also show that the financial crisis and gender matter: once they are accounted for interactively in the model, the general relation between CSR and compensation weakens.Journal of Economics and Business 01/2013; DOI:10.1016/j.jeconbus.2013.11.001