Why Should Women Get Less? Evidence on the Gender Pay Gap from Multifactorial Survey Experiments
Abstract
Gender pay gaps likely persist in Western societies because both men and women consider somewhat lower earnings for female employees than for otherwise similar male employees to be fair. Two different theoretical approaches explain “legitimate” wage gaps: same-gender referent theory and reward expectations theory. The first approach states that women compare their lower earnings primarily with that of other underpaid women; the second approach argues that both men and women value gender as a status variable that yields lower expectations about how much each gender should be paid for otherwise equal work. This article is the first to analyze hypotheses contrasting the two theories using an experimental factorial survey design. In 2009, approximately 1,600 German residents rated more than 26,000 descriptions of fictitious employees. The labor market characteristics of each employee and the amount of information given about them were experimentally varied across all descriptions. The results primarily support reward expectations theory. Both men and women produced gender pay gaps in their fairness ratings (with the mean ratio of just female-to-male wages being .92). Respondents framed the just pay ratios by the gender inequalities they experienced in their own occupations, and some evidence of gender-specific evaluation standards emerged.
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Biographies
Katrin Auspurg holds a full professorship in sociology (specializing in quantitative empirical research) at the Department of Sociology at the LMU Munich, Germany. She is co-author of Factorial Survey Experiments (Sage Publications, Series Quantitative Applications in Social Sciences). She investigates how inequalities in the labor market and the family intersect and reinforce each other. In addition, her current projects advance innovative experimental or survey methods that allow the testing of mechanisms that cause social inequalities or subtle forms of discrimination.
Thomas Hinz holds a full professorship in empirical social research and survey methodology at the Department of Sociology at the University of Konstanz, Germany. His research interests include social inequalities and discrimination in markets. He has investigated the development of the gender wage gap in Germany in cooperation with the Institute of Employment Research. He is co-author of Factorial Survey Experiments (Sage Publications, Series Quantitative Applications in Social Sciences).
Carsten Sauer is a Radboud Excellence Initiative Fellow (postdoc) at the Department of Sociology at Radboud University Nijmegen, Netherlands. His research interests include the explanation of behavior, social inequality and justice, and quantitative research methods (especially factorial surveys).
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Using Factorial Survey Experiments to Measure Attitudes, Social Norms,...
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Workplace Gender Pay Gaps: Does Gender Matter Less the Longer Employee...
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Discrimination in the hiring of older jobseekers: Combining a survey e...
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What do the upwardly mobile think they deserve, and why? A multi-metho...
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The just gender pay gap in Germany revisited: The male breadwinner mod...
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Examining discrimination in everyday life: a stated choice experiment ...
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What Does a Job Candidate's Age Signal to Employers?
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The Influence of Pay Transparency on Inequity, Inequality, and the Per...
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As If it Weren't Hard Enough Already: Breaking Down Hiring Discriminat...
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Are Factorial Survey Experiments Prone to Survey Mode Effects?
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Overwork, Specialization, and Wealth
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Assessing and Blocking Double Standards for Competence
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Prejudiced and unaware of it: Evidence for the Dunning-Kruger model in...
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Who Differentiates by Skin Color? Status Attributions and Skin Pigment...
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How Factorial Survey Analysis Improves Our Understanding of Employer P...
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Conditional legitimacy: How turnout, majority size, and outcome affect...
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The Gender Wage Gap Opens Long before Motherhood. Panel Evidence on Ea...
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Management gender composition and the gender pay gap: Evidence from Br...
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Feministische Ökonomik als Gegenprogramm zur Standardökonomik
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The Signal of Applying for a Job Under a Vacancy Referral Scheme
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How impartial are the observers of justice theory?
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Do citizens make inferences from political candidate characteristics w...
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People Make the Same Bayesian Judgment They Criticize in Others
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Wissenschaftsmarketing im Spannungsfeld der Herausforderungen für Führ...
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Relative Pay, Rank and Happiness: A Comparison Between Genders and Par...
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A latent class analysis towards stability and changes in breadwinning ...
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Tightening early childcare choices – gender and social class inequalit...
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Wann würden Frauen für Tarifkommissionen kandidieren? Befunde aus eine...
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Do Women Ask?
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Entrepreneurs' propensity for corruption: A vignette-based factorial s...
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Social Structure and the Paradox of the Contented Female Worker: How O...
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Occupational Career Change and Gender Wage Inequality
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The Corporatist Regime, Welfare State Employment, and Gender Pay Inequ...
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Methoden der Arbeitsmarktforschung
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Theorien des Arbeitsmarktes
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Diskriminierung – (k)ein neuer Aspekt des chinesischen Arbeitsmarktes
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Status Characteristics and the Provision of Public Goods: Experimental...
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‘Can’t Have It All’: A Longitudinal Analysis of the Effect of Parental...
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Gender Differences in Relation to Organization Sources of Power
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The Signal of Applying for a Job Under a Vacancy Referral Scheme
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Status, identity, and ability in the formation of trust
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The wage penalty for motherhood: Evidence on discrimination from panel...
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Is there a Glass Ceiling over Germany?
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Can Conjoint Analysis Mitigate Social Desirability Bias?
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Gender Differences in Relation to Organization Sources of Power
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