| 研究実績の概要 |
In this year, I investigated if there exist gender salary and promotion gaps in Japanese academia. I use an originally surveyed dataset of 1636 academics in the science and engineering related departments in Japan that I collected in 2011. This is the most detailed dataset of academics that currently exists in Japan. I have completed the paper and submitted to a refereed journal. It is currently under review. I found a 6% pay gap which persists when we control for research productivity, despite an institutional context shaped by explicit salary tables. I similarly found 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 is likely 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. I presented this paper in several international conferences, including Western Economic Association Hawaii, and Western Economic Association Singapore.
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| 現在までの達成度 (区分) |
現在までの達成度 (区分)
2: おおむね順調に進展している
理由
I have completed a paper, and it is now submitted to a refereed journal articles. I have presented this paper in two international conferences: Western Economic Association International Hawaii, and Western Economic Association International Singapore.
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| 今後の研究の推進方策 |
One of the main issues that young female researchers face in their early career is how to balance work and household responsibilities such as child rearing. Consequently, the academic labor market dropout rates are significantly higher for women than men in their early career. My previous research shows that the annual academic dropout rate is 6% for female lecturers (joshu), while it is 3% for male lecturers. In this year, I would like to investigate if a female top managers (president and vice presidents) can reduce such a gender gap in dropout rates.
First, a female manager can serve as a role model. Second, female managers might be inclined to employ more family friendly policies. However, there has been no investigation into whether this supposition is supported by data. Thus, to investigate this issue, I obtained the MEXT Kyouin Kojin Chosa data. This survey is conducted every three years, and has rich information about the job mobility of each faculty. When a faculty quits a university, the detailed reasons for the quit are registered, thus enabling me to distinguish between a move to another university and a labor market dropout. In addition, this data contain information about whether the president and vice presidents of that university are females, as well as other faculty characteristics such as age, experience, and base salary. Given the panel nature of this data set, I can estimate a fixed effect model of the effects of female top administrators on the probability of academic labor market dropout rates.
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