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dc.contributor.authorGupta, Nabanita Dattaen_US
dc.contributor.authorEriksson, Toren_US
dc.date.accessioned2006-10-06en_US
dc.date.accessioned2010-07-07T09:11:38Z-
dc.date.available2010-07-07T09:11:38Z-
dc.date.issued2006en_US
dc.identifier.urihttp://hdl.handle.net/10419/33415-
dc.description.abstractWe estimate the effect of introducing new workplace practices on the gender gap in wages in the manufacturing sector. We use a unique 1999 survey on work and compensation practices of Danish private sector firms merged to a large matched employer-employee database. Self-managed teams, project organisation and job rotation schemes are the most widely implemented work practices. Our estimates from a difference-in-differences model of wages and work practices show that the wage gains from adopting new workplace practices accrue mainly to males so that the gender gap in pay increases at the level of the firm, in particular among hourly-paid workers. Considering practices individually, however, a few exceptions are seen: the gender wage gap among salaried workers is significantly reduced in firms which offer project organisation, while the gap in pay among workers paid by the hour is significantly reduced with the use of quality control circles. All in all, however, the new economy is not the great equalizer.en_US
dc.language.isoengen_US
dc.publisherIZA Bonnen_US
dc.relation.ispartofseriesIZA Discussion Papers 2038en_US
dc.subject.jelJ16en_US
dc.subject.jelJ31en_US
dc.subject.jelM54en_US
dc.subject.ddc330en_US
dc.subject.keywordnew workplace practicesen_US
dc.subject.keywordemployer-employee dataen_US
dc.subject.keywordwage differentialsen_US
dc.subject.keywordgenderen_US
dc.subject.stwLohndifferenzierungen_US
dc.subject.stwArbeitsorganisationen_US
dc.subject.stwDänemarken_US
dc.titleNew workplace practices and the gender wage gap: can the new economy be the great equalizer?en_US
dc.typeWorking Paperen_US
dc.identifier.ppn510105718en_US
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungen-
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