Yu Wei-Hsin, Kuo Janet Chen-Lan
University of California, Los Angeles.
National Taiwan University.
AJS. 2022 Nov;128(3):820-865. doi: 10.1086/722963.
Despite research linking time-related work demands to gender inequality, the literature lacks a comprehensive analysis of wage premiums and penalties associated with differing temporal demands. Using longitudinal data and fixed-effects models that address unobserved heterogeneity among workers, we examine how various temporal constraints imposed by occupations are associated with pay. Unlike prior studies, our analysis separates an individual's working hours from an occupation's expected work time. We find pay premiums attached to the requirements for long hours and meeting frequent deadlines, but we find wage penalties for occupations that require much temporal coordination and allow little work-structuring discretion. Schedule irregularity is linked to lower pay for women but higher pay for men. Thus, differing remuneration logics appear to apply to different time-related occupational demands. The analysis also indicates that the premium for the occupation's work-time expectation is lower for women, particularly professional and managerial women, even after considering their actual working hours. We suggest that employers' suspicion of women's ability to comply with their occupation's work-time norm, which is likely more pronounced for professional and managerial women, might contribute to these results.
尽管有研究将与时间相关的工作要求与性别不平等联系起来，但文献中缺乏对与不同时间需求相关的工资溢价和惩罚的全面分析。利用纵向数据和固定效应模型来解决工人之间未观察到的异质性问题，我们研究了职业施加的各种时间限制如何与薪酬相关联。与先前的研究不同，我们的分析将个人工作时间与职业预期工作时间区分开来。我们发现，长时间工作要求和频繁按时完成任务会带来工资溢价，但对于需要大量时间协调且几乎没有工作安排自主权的职业，我们发现存在工资惩罚。工作时间表不规律与女性工资较低相关，但与男性工资较高相关。因此，不同的薪酬逻辑似乎适用于不同的与时间相关的职业需求。分析还表明，即使考虑到女性的实际工作时间，职业工作时间预期的溢价对女性，尤其是专业和管理岗位的女性来说更低。我们认为，雇主对女性遵守职业工作时间规范能力的怀疑，这在专业和管理岗位的女性中可能更为明显，可能导致了这些结果。
