"Empirical studies indicate that the gender wage gap is lower under collectively negotiated contracts than in firms not bound by such contracts. It is, however, a largely open question, how the organization and the process of collective negotiations affect the gender wage gap. In the period from...

Previous research has shown that gender pay gaps are perceived as fair or justified, not only by men but also by women. In this paper we analyse whether this gender bias in the evaluation of fair wages still persists and whether the organizational context has an impact on fairness perceptions....

This paper examines gender differences in perceptions of the fairness of one's own pay. Theoretically, we draw on two so far separate strands of literature, on women's alleged greater tolerance for lower wages ("contented female worker paradox"), and on perceived discrimination among ethnic...

Zusammenfassung Die Existenz und die Entwicklung betriebsinterner Arbeitsmärkte ist von nicht zu unterschätzender Bedeutung für die Lohn- und Qualifikationsstruktur in einer Wirtschaft. Der vorliegende Beitrag betrachtet drei Aspekte betriebsinterner Arbeitsmärkte: Erstens ist - einhergehend...

The authors use German linked employer-employee data for the years 1990, 1995 and 2001 to analyze, which dimensions of wage setting differ across three wage-setting regimes: Establishments applying sectoral collective contracts, establishments with firm-level contracts and uncovered...

Collective wage contracts impose restrictions on wage-setting. We utilize German linked employer-employee data for blue-collar worker to compute the dispersion of wages and wage components within and across firms under three different wage-setting regimes: Establishments applying sectoral...