Preference for the workplace, investment in human capital, and gender

We use a hypothetical choice methodology to estimate preferences for workplace attributes from a sample of high-ability undergraduates attending a highly selective university.We estimate that women on average have a higher willingness to pay (WTP) for jobs with greater work flexibility and job stabi...

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Bibliographic Details
Published in:The Quarterly journal of economics 2018-02, Vol.133 (1), p.457-507
Main Authors: Wiswall, Matthew, Zafar, Basit
Format: Article
Language:English
Subjects:
Arbeitsbedingungen
Arbeitsplatzsicherheit
Arbeitsplatzwahl
Arbeitszeitflexibilität
Averages
Berufseinmündung
Earnings
Einkommensunterschied
Flexibility
Gender
Gender differences
Gender inequality
Gender pay gap
Geschlechtsspezifik
Hochschulabsolvent
Human capital
Income inequality
Lohnhöhe
Men
New York, N.Y
Occupational choice
Preferences
Präferenz
Student
Studienwahl
Tätigkeitsmerkmal
Undergraduate students
Universität
USA
Wage differential
Willingness to pay
Women
Workplaces
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Summary:We use a hypothetical choice methodology to estimate preferences for workplace attributes from a sample of high-ability undergraduates attending a highly selective university.We estimate that women on average have a higher willingness to pay (WTP) for jobs with greater work flexibility and job stability, and men have a higher WTP for jobs with higher earnings growth. These job preferences relate to college major choices and to actual job choices reported in a follow-up survey four years after graduation. The gender differences in preferences explain at least a quarter of the early career gender wage gap.
ISSN:0033-5533
1531-4650
1531-4650
DOI:10.1093/qje/qjx035