1980 Women in Employment Survey) finds significant sample selection bias for women in full-time jobs. Part of the observed … differential between the hourly pay of full-timers and part-timers arises because of self-selection of women who can command higher … remunerated at a lower rate in part-time than in full-time employment. Thus, the larger proportion of women than men in part …

The provision of subsidized child care may encourage women to participate in the paid labor force. This paper analyzes … the provision of high quality public day care in Sweden encourages the labor market activity of women with preschoolers …

This paper presents a wage series for unskilled English women workers from 1260 to 1850 and compares it with existing … evidence for men. Our series cast light on long run trends in women’s agency and wellbeing, revealing an intractable, indeed … widening gap between women and men’s remuneration in the centuries following the Black Death. This informs several recent …

I use the 1993 and 2003 National Surveys of College Graduates to examine the higher exit rate of women compared to men … women dissatisfied with pay and promotion opportunities. I find that family-related constraints and dissatisfaction with … other fields once women's relatively high exit rates from male fields generally are taken into account. …

For the first time, nationally representative data on women's employment histories are used to study the gap between … women's and men's pay in Great Britain. It is decomposed into a gap attributable to gender differences in human capital … characteristics (such as education, work experience, and time spent out of employment by women), and a gap attributable to gender …

British women in 1980 in terms of a number of demographic and economic variables are estimated by OLS. Marital status … best paying occupation, not necessarily that current or most recent, on the grounds that mature women workers are often … marital history, and fertility intentions have little or no explanatory power. Participation rates among women who are neither …

constraints that act on these processes, leave managers with considerable power to shape their own pay arrangements. Examining the …

instrument for addressing the agency problem between managers and shareholders but also as part of the agency problem itself … managers. As a result, managers wield substantial influence over their own pay arrangements, and they have an interest in … reducing the saliency of the amount of their pay and the extent to which that pay is de-coupled from managers’ performance. We …