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Author: Taengnoi, Sarinda
Resulting in 2 citations.
1. Artz, Benjamin
Taengnoi, Sarinda
Do Women Prefer Female Bosses?
Labour Economics 42 (October 2016): 194-202.
Also: http://www.sciencedirect.com/science/article/pii/S0927537116301129
Cohort(s): NLSY79
Publisher: Elsevier
Keyword(s): Gender Differences; Job Satisfaction; Supervisor Characteristics; Well-Being

The participation of women in the labor force has grown significantly over the past 50 years, and with this, women are increasingly holding managerial and supervisory positions. Yet little is known about how female supervisors impact employee well-being. Using two distinct datasets of US workers, we provide previously undocumented evidence that women are less satisfied with their jobs when they have a female boss. Male job satisfaction, by contrast, is unaffected. Crucially our study is able to control for individual worker fixed effects and to identify the impact of a change in supervisor gender on worker well-being without other alterations in the worker's job.
Bibliography Citation
Artz, Benjamin and Sarinda Taengnoi. "Do Women Prefer Female Bosses?" Labour Economics 42 (October 2016): 194-202.
2. Artz, Benjamin
Taengnoi, Sarinda
The Gender Gap in Raise Magnitudes of Hourly and Salary Workers
Journal of Labor Research 40,1 (March 2019): 84-105.
Also: https://link.springer.com/article/10.1007/s12122-018-9277-8
Cohort(s): NLSY79
Publisher: Springer
Keyword(s): Armed Services Vocational Aptitude Battery (ASVAB); Gender Differences; Risk-Taking; Wage Gap; Wage Penalty/Career Penalty

Permission to reprint the abstract has not been received from the publisher.

The gender gap in promotions literature typically uses survey to survey imputed hourly wage changes to measure the earnings effects of promotions alone. By distinction, we study raises with and without promotions using data within surveys that uniquely identify both the current and most recent wages of hourly workers separate from salary workers. In cross-section estimates we identify a gender gap in raise magnitude favoring men only among hourly workers who achieve promotions, but this result vanishes in fixed effects estimates. No gender gaps emerge in any other instance, including for salary workers and raises absent of promotion. We further contribute to the literature by uniquely controlling for natural ability and risk preferences of the workers, the time passed since earning the raise, and also whether the responsibility of the worker's job changed with the raise.
Bibliography Citation
Artz, Benjamin and Sarinda Taengnoi. "The Gender Gap in Raise Magnitudes of Hourly and Salary Workers." Journal of Labor Research 40,1 (March 2019): 84-105.