Economic theories predict that women are more likely to exit the labor force if their partners' earnings are higher and if their own wage rate is lower. In this article, I use the National Longitudinal Survey of Youth (N = 2,254) and discrete-time event-history analysis to show that wives' relative wages are more predictive of their exit than are…

The differential is large: on average, women earn only 60 percent as much as men. (Editor)

The most important reason for the difference in the average pay of men and women is the clustering of women in lower paying jobs. (Author)

Current Population Survey data from 1979 and 1991 were used to decompose changes in the gender wage gap into three components: skill distribution, wage structure, and improvements in women's position. Relative wage gains by women may have been a source of increasing wage inequality among men. (SK)

Deals with three aspects of the part-time employment pattern of working wives: (1) the wives' characteristics, (2) the level and structure of their earnings in part-time jobs, and (3) the duration of their employment when part-time jobs are available to them. (Author/CT)

Considered the historic answers to the question of what determines relative wages and wage discrimination. (Author/RK)

Analyzes the situation of women workers in Czechoslovakia in terms of working conditions, difference in earnings compared to men, and attitudes toward work. Future developments, including massive unemployment of women, are outlined. (SK)

In the last 20 years, an increase in the number of working women has been accompanied by changes in the female labor force and in the concentration of women in particular occupations and industries. These changes have a profound effect upon women's earnings. The Current Population Survey (CPS) shows a wide disparity in the median earnings of women…

Defines four distinct theories of wage discrimination: equal pay for equal work, equal pay for similar work, equal pay for equal or comparable worth, and pay parity. Court cases involving comparable worth are discussed and statistics cited. The effect of job evaluations and the power of the marketplace are examined also. (CT)

Using data on 271 jobs, a study showed that both worker characteristics (education, months employed or unemployed) and job characteristics (skills, mental and physical demands, tools) are determinants of pay. Females tend to hold jobs of lower value to the organization, which explains part of the male-female pay differential. (SK)

A study used data for the 1987 calendar year from the 1986 and 1987 panels of the Survey of Income and Program Participation (SIPP) to examine the impact of union membership on women's wages and job tenure. The data set included 17,200 sample members, representing about 79 million workers, aged 16-64. The study mapped the distribution of union…

This article focuses on earnings as a pure wage paid to the employee--stripped of any effects of tips, premium pay for overtime, bonuses, and commissions. It discusses median hourly earnings and earnings distribution (those receiving $12.00 or more per hour, minimum and subminimum wage workers). (CT)

Data on women in labor unions in 1988 reveal the following facts: (1) women are becoming an increasingly important part of membership in organized labor, as the total number of workers in unions declines; (2) in 1988, nearly 6 million of the 47.5 million employed women in the United States, or about 13 percent, were members of unions; (3) since…

Since 1979, the wage gap between women and men has narrowed significantly, falling by more than 10 percent overall. The closing of the wage gap has slowed considerably in the 1990's, however, with women's real wages (adjusted for inflation) stagnating in recent year and men's wages continuing to decline. The lack of growth in both women's and…

A recent national survey suggests that women and Blacks receive less on-the-job training and training opportunities in their jobs than White males. This is especially true of young Black men. The factor of low wage does not seem to play a large part in this discrepancy. (CT)