| Project/Area Number |
15K17077
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| Research Category |
Grant-in-Aid for Young Scientists (B)
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| Allocation Type | Multi-year Fund |
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| Research Field |
Public finance/Public economy
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| Research Institution | Kobe University |
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Principal Investigator |
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| Research Collaborator |
TAKAHASHI Shingo 広島大学, 国際協力研究科, 准教授 (70445899)
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| Project Period (FY) |
2015-04-01 – 2018-03-31
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| Project Status |
Completed (Fiscal Year 2017)
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| Budget Amount *help |
¥3,900,000 (Direct Cost: ¥3,000,000、Indirect Cost: ¥900,000)
Fiscal Year 2017: ¥1,170,000 (Direct Cost: ¥900,000、Indirect Cost: ¥270,000)
Fiscal Year 2016: ¥1,170,000 (Direct Cost: ¥900,000、Indirect Cost: ¥270,000)
Fiscal Year 2015: ¥1,560,000 (Direct Cost: ¥1,200,000、Indirect Cost: ¥360,000)
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| Keywords | Gender salary gap / Gender promotion gap / Academic labor market / Relative income / Job related stress / Motherhood wage penalty / Outside job offer / Academia / Research productivity |
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| Outline of Final Research Achievements |
To understand these differences, economists must examine a complex array of potentially significant factors, such as institutional context, productivity differences, child-bearing and home production, and bargaining behavior. Many of these factors are not well captured by standard census data. I use a new survey of academics in Japan to better understand the sources of gender pay and promotion differences. I find a 6% pay gap which persists when we control for research productivity, despite an institutional context shaped by explicit salary tables. I similarly find an early-career promotion gap when we control for productivity; however, late-career promotion differences are well-explained by our productivity measures. Mothers and childless women earn similar salary, although this may be the result of positive selectivity into early motherhood that conceals the motherhood wage penalty. Gender salary gaps are not affected by differences in outside job offers.
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