Abstract
| Language | English |
|---|---|
| Pages | 768-788 |
| Number of pages | 21 |
| Journal | Work, Employment and Society |
| Volume | 32 |
| Issue number | 4 |
| Early online date | 30 Apr 2018 |
| DOIs | |
| Status | Published - 1 Aug 2018 |
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Keywords
- Fatherhood wage premium
- organizations
- wage inequality
ASJC Scopus subject areas
- Accounting
- Sociology and Political Science
- Economics and Econometrics
- Organizational Behavior and Human Resource Management
Cite this
Workplace Variation in Fatherhood Wage Premiums: Do Formalization and Performance Pay Matter? / Fuller, Sylvia; Cooke, Lynn.
In: Work, Employment and Society, Vol. 32, No. 4, 01.08.2018, p. 768-788.Research output: Contribution to journal › Article
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TY - JOUR
T1 - Workplace Variation in Fatherhood Wage Premiums: Do Formalization and Performance Pay Matter?
AU - Fuller, Sylvia
AU - Cooke, Lynn
PY - 2018/8/1
Y1 - 2018/8/1
N2 - Parenthood contributes substantially to broader gender wage inequality. The intensification of gendered divisions of paid and unpaid work after the birth of a child create unequal constraints and expectations such that, all else equal, mothers earn less than childless women, but fathers earn a wage premium. The fatherhood wage premium, however, varies substantially among men. Analyses of linked workplace-employee data from Canada reveal how organizational context conditions educational, occupational, and family-status variation in fatherhood premiums. More formal employment relations (collective bargaining and human resource departments) reduce both overall fatherhood premiums and group differences in them, while performance pay systems (merit and incentive pay) have mixed effects. Shifting entrenched gendered divisions of household labour is thus not the only pathway to minimizing fathers’ wage advantage.
AB - Parenthood contributes substantially to broader gender wage inequality. The intensification of gendered divisions of paid and unpaid work after the birth of a child create unequal constraints and expectations such that, all else equal, mothers earn less than childless women, but fathers earn a wage premium. The fatherhood wage premium, however, varies substantially among men. Analyses of linked workplace-employee data from Canada reveal how organizational context conditions educational, occupational, and family-status variation in fatherhood premiums. More formal employment relations (collective bargaining and human resource departments) reduce both overall fatherhood premiums and group differences in them, while performance pay systems (merit and incentive pay) have mixed effects. Shifting entrenched gendered divisions of household labour is thus not the only pathway to minimizing fathers’ wage advantage.
KW - Fatherhood wage premium
KW - organizations
KW - wage inequality
UR - http://www.scopus.com/inward/record.url?scp=85051073872&partnerID=8YFLogxK
U2 - 10.1177/0950017018764534
DO - 10.1177/0950017018764534
M3 - Article
VL - 32
SP - 768
EP - 788
JO - Work, Employment and Society
T2 - Work, Employment and Society
JF - Work, Employment and Society
SN - 0950-0170
IS - 4
ER -