HRM Practices and the Within‐Firm Gender Wage Gap

27 Pages Posted: 11 Aug 2012

See all articles by Nabanita Datta Gupta

Nabanita Datta Gupta

Department of Economics and Business, Aarhus University; IZA Institute of Labor Economics

Tor Eriksson

Aarhus University - Department of Economics

Date Written: September 2012

Abstract

The effect of HRM practices on the within‐firm gender gap in wages in manufacturing is investigated merging a 1999 survey on work practices among Danish firms to matched employer–employee panel data. Self‐managed teams, project organization and job rotation schemes are the most widely introduced practices. Accounting for non‐randomness in adoption, the pay gap is reduced among hourly paid workers but increases among salaried workers. Considering practices individually, wage gains from adoption accrue to males except for salaried workers in firms that adopt project organization and for hourly paid workers in firms that introduce quality control circles.

Suggested Citation

Datta Gupta, Nabanita and Eriksson, Tor, HRM Practices and the Within‐Firm Gender Wage Gap (September 2012). British Journal of Industrial Relations, Vol. 50, Issue 3, pp. 554-580, 2012, Available at SSRN: https://ssrn.com/abstract=2127986 or http://dx.doi.org/10.1111/j.1467-8543.2011.00863.x

Nabanita Datta Gupta (Contact Author)

Department of Economics and Business, Aarhus University ( email )

Fuglesangs Allé 4
8210 Aarhus V
Denmark
+45 87165207 (Phone)

HOME PAGE: http://pure.au.dk/portal/da/ndg@econ.au.dk

IZA Institute of Labor Economics

P.O. Box 7240
Bonn, D-53072
Germany

Tor Eriksson

Aarhus University - Department of Economics ( email )

Fuglesangs Allé 4
Aarhus, 8210
Denmark
45 87164978 (Phone)

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