IZA-Preis 2010 geht an US-Arbeitsmarktforscherin Francine D. Blau
von Manuela Gastmeyer, 10.2010
Die US-Professorin Francine D. Blau erhält in diesem Jahr den IZA-Preis für Arbeitsmarktforschung des Instituts zur Zukunft der Arbeit. Mit 50.000 Euro zählt der Preis zu einer der weltweit am höchsten dotierten Ökonomie-Auszeichnungen.
Blaus vorrangiges Interesse gilt der Diskriminierung von Frauen in der Arbeitswelt. Zur Begründung der Preisvergabe sagt IZA-Direktor Klaus Zimmermann: “Francine Blau legt den Finger in eine klaffende Wunde unserer Arbeitsmarktpolitik: Wir scheitern immer noch daran, Frauen gleiche Chancen auf Einkommen und Karriere zu ermöglichen, obwohl sie die Männer beim Ausbildungsniveau inzwischen überholt haben. Auch Zuwanderer werden weiterhin diskriminiert. Beides ist in hohem Maße unfair und kurzsichtig. Francine Blau zeigt uns, dass mehr Fairness auf dem Arbeitsmarkt auch mehr Wohlfahrt mit sich bringt. Die Analysen der IZA-Preisträgerin sollten Pflichtlektüre von Politikern und Unternehmern sein”.
Für die Arbeitsmarktforschung ist 2010 ein gutes Jahr: Auch der schwedische Reichsbank-Wirtschaftsnobelpreis geht in diesem Jahr an Arbeitsmarktökonomen.
Die folgende Bibliographie gibt einen Überblick über die Arbeiten von Francine Blau aus dem letzten Jahrzehnt.
Wesentliches Schlagwort: Lohnstruktur
Regionale Aspekte: USA – Frauen
Wesentliche Person: Francine D. Blau
Wesentliche Person: Lawrence M. Kahn
Wesentliche Reihe: NBER working paper series
Literaturliste
Can mentoring help female assistant professors? : interim results from a randomized trial / Francine D. Blau; Janet M. Currie; Rachel T. A. Croson; Donna K. Ginther.
- Can mentoring help female assistant professors? : interim results from a randomized trial / Francine D. Blau; Janet M. Currie; Rachel T. A. Croson; Donna K. Ginther.
(2010) Cambridge, Mass.; 10 S.
The transmission of women’s fertility, human capital and work orientation across immigrant generations / Francine D. Blau; Lawrence M. Kahn; Albert Yung-Hsu Liu; Kerry L. Papps.
Using 1995 – 2006 Current Population Survey and 1970 – 2000 Census data, we study the intergenerational transmission of fertility, human capital and work orientation of immigrants to their US-born children. We find that second-generation women’s fertility and labor supply are significantly positively affected by the immigrant generation’s fertility and labor supply respectively, with the effect of mother’s fertility and labor supply larger than that of women from the father’s source country. The second generation’s education levels are also significantly positively affected by that of their parents, with a stronger effect of father’s than mother’s education. Second-generation women’s schooling levels are negatively affected by immigrant fertility, suggesting a quality-quantity tradeoff for immigrant families. We find higher transmission rates for immigrant fertility to the second generation than we do for labor supply or education: after one generation, 40-65% of any immigrant excess fertility will remain, but only 12-18% of any immigrant annual hours shortfall and 18-36% of any immigrant educational shortfall. These results suggest a considerable amount of assimilation across generations toward native levels of schooling and labor supply, although fertility effects show more persistence. — Immigration ; second generation ; gender ; labor supply ; fertility ; human capital
- The transmission of women’s fertility, human capital and work orientation across immigrant generations / Francine D. Blau; Lawrence M. Kahn; Albert Yung-Hsu Liu; Kerry L. Papps.
(2008) Cambridge, Mass.; 32, [19] S.
- The transmission of women’s fertility, human capital and work orientation across immigrant generations / Francine D. Blau; Lawrence M. Kahn; Albert Yung-Hsu Liu; Kerry L. Papps.
(2008) IZA discussion papers ; 3732; Online-Ressource (PDF-Datei: 32 S.).
Gender, source country characteristics and labor market assimilation among immigrants : 1980 – 2000 / Francine D. Blau; Lawrence M. Kahn; Kerry L. Papps.
We use 1980, 1990 and 2000 Census data to study the impact of source country characteristics on the labor supply assimilation profiles of married adult immigrant women and men. Women migrating from countries where women have high relative labor force participation rates work substantially more than women coming from countries with lower relative female labor supply rates, and this gap is roughly constant with time in the United States. These differences are substantial and hold up even when we control for wage offers and family formation decisions, as well as when we control for the emigration rate from the United States to the source country. Men’s labor supply assimilation profiles are unaffected by source country female labor supply, a result that suggests that the female findings reflect notions of gender roles rather than overall work orientation. Findings for another indicator of traditional gender roles, source country fertility rates, are broadly similar, with substantial and persistent negative effects of source country fertility on the labor supply of female immigrants except when we control for presence of children, in which case the negative effects only become evident after ten years in the United States. — Immigration ; labor supply ; fertility ; assimilation ; gender
- Gender, source country characteristics and labor market assimilation among immigrants : 1980 – 2000 / Francine D. Blau; Lawrence M. Kahn; Kerry L. Papps.
(2008) Cambridge, Mass.; 41, [22] S.
- Gender, source country characteristics and labor market assimilation among immigrants : 1980 – 2000 / Francine D. Blau; Lawrence M. Kahn; Kerry L. Papps.
(2008) IZA discussion papers ; 3725; Online-Ressource (PDF-Datei: 41 S.).
Changes in the labor supply behavior of married women : 1980 – 2000 / Francine D. Blau; Lawrence M. Kahn.
Using March Current Population Survey (CPS) data, we investigate married women’s labor supply behavior from 1980 to 2000. We find that their labor supply function for annual hours shifted sharply to the right in the 1980s, with little shift in the 1990s. In an accounting sense, this is the major reason for the more rapid growth of female labor supply observed in the 1980s, with an additional factor being that husbands’ real wages fell slightly in the 1980s but rose in the 1990s. Moreover, a major new development was that, during both decades, there was a dramatic reduction in women’s own wage elasticity. And, continuing past trends, women’s labor supply also became less responsive to their husbands’ wages. Between 1980 and 2000, women’s own wage elasticity fell by 50 to 56 percent, while their cross wage elasticity fell by 38 to 47 percent in absolute value. These patterns hold up under virtually all alternative specifications correcting for: selectivity bias in observing wage offers; selection into marriage; income taxes and the earned income tax credit; measurement error in wages and work hours; and omitted variables that affect both wage offers and the propensity to work; as well as when age groups, education groups and mothers of small children are analyzed separately. — labor supply ; married women ; wages
- Changes in the labor supply behavior of married women : 1980 – 2000 / Francine D. Blau; Lawrence M. Kahn.
(2007) In: Journal of labor economics. – Bd. 25.2007, 3, (Jul.2007) S. 393-438.
- Changes in the labor supply behavior of married women: 1980 – 2000 / Francine D. Blau; Lawrence M. Kahn.
(June 2006) Discussion paper series / Forschungsinstitut zur Zukunft der Arbeit ; 2180; Online-Ressource, 45, [16] S., Text.
- Changes in the labor supply behavior of married women, 1980 – 2000 / Francine D. Blau; Lawrence M. Kahn.
(2005) NBER working paper series ; 11230; 48, [15] S.
Labor market insitutions and demographic employment patterns / Guiseppe Bertola; Francine D. Blau; Lawrence M. Kahn.
- Labor market insitutions and demographic employment patterns / Guiseppe Bertola; Francine D. Blau; Lawrence M. Kahn.
(2007) In: Journal of population economics. – Berlin. – Bd. 20.2007, 4, (Okt.2007) S. 833-867.
New evidence on gender differences in promotion rates : an empirical analysis of a sample of new hires / Francine D. Blau and Jed DeVaro.
- New evidence on gender differences in promotion rates : an empirical analysis of a sample of new hires / Francine D. Blau and Jed DeVaro.
(2007) In: Industrial relations. – Bd. 46.2007, 3, (Jul.2007) S. 511-550.
- New evidence on gender differences in promotion rates : an empirical analysis of a sample new hires / Francine D. Blau; Jed DeVaro.
(2006) NBER working paper series ; 12321; 40 S.
The US gender pay gap in the 1990s : slowing convergence / Francine D. Blau and Lawrence M. Kahn.
Using Michigan Panel Study of Income Dynamics (PSID) data, we study the slowdown in the convergence of female and male wages in the 1990s compared to the 1980s. We find that changes in human capital did not contribute to the slowdown, since women’s relative human capital improved comparably in the two decades. Occupational upgrading and deunionization had a larger positive effect on women’s relative wages in the 1980s, explaining a portion of the slower 1990s convergence. However, the largest factor was that the “unexplained” gender wage gap fell much faster in the 1980s than the 1990s. Our evidence suggests that changes in labor force selectivity, changes in gender differences in unmeasured characteristics and in labor market discrimination, as well as changes in the favorableness of demand shifts each may have contributed to the slowing convergence of the unexplained gender pay gap. — gender pay gap ; wage differentials
- The US gender pay gap in the 1990s : slowing convergence / Francine D. Blau and Lawrence M. Kahn.
(2006) In: Industrial & labor relations review. – Bd. 60.2006/07, 1, (Okt.2006/07) S. 45-66.
- The US gender pay gap in the 1990s : slowing convergence / Francine D. Blau; Lawrence M. Kahn.
(June 2006) Discussion paper series / Forschungsinstitut zur Zukunft der Arbeit ; 2176; Online-Ressource, 33, [7] S., Text.
- The US gender pay gap in the 1990s : slowing convergence / Francine D. Blau; Lawrence M. Kahn.
(2004) NBER working paper series ; 10853; 47, [16] S.
Do cognitive test scores explain higher US wage inequality? / Francine D. Blau and Lawrence M. Kahn.
Using microdata from the 1994-8 International Adult Literacy Survey (IALS) for nine countries, we examine the role of cognitive skills in explaining higher wage inequality in the United States. We find that while the greater dispersion of cognitive test scores in the United States plays a part in explaining higher U.S. wage inequality, higher labor market prices (i.e., higher returns to measured human capital and cognitive performance) and greater residual inequality still play important roles, and are, on average, quantitatively considerably more important than differences in the distribution of test scores in explaining higher U.S. wage inequality.
- Do cognitive test scores explain higher US wage inequality? / Francine D. Blau and Lawrence M. Kahn.
(2005) In: The review of economics and statistics. – Bd. 87.2005, 1, S. 184-193.
- Do cognitive test scores explain higher US wage inequality? / Francine D. Blau; Lawrence M. Kahn.
(2004) CESifo working paper series ; 1139 : Labour markets; 23 S.
- Do cognitive test scores explain higher US wage inequality? / Francine D. Blau; Lawrence M. Kahn.
(2001) NBER working paper series ; 8210; 47 S.
Women and management / ed. by Caroline Gatrell … ; Vol. 1
- Women and management / ed. by Caroline Gatrell … ; Vol. 1
The international library of critical writings on business and management ; 14; XX, 462 S.
- Understanding international differences in the gender pay gap / Francine D. Blau; Lawrence M. Kahn.
(2003) In: Journal of labor economics. – Bd. 21.2003, 1, S. 106-144.
- Understanding international differences in the gender pay GAP / Francine D. Blau; Lawrence M. Kahn.
(2001) NBER working paper series ; 8200; 47, [13] S.
The economics of women, men, and work / Francine D. Blau; Marianne A. Ferber; Anne E. Winkler.
- The economics of women, men, and work / Francine D. Blau; Marianne A. Ferber; Anne E. Winkler.
(2010) 6. ed., internat. ed. – Boston [u.a.]; XXII, 428 S.
- The economics of women, men, and work / Francine D. Blau; Marianne A. Ferber; Anne E. Winkler.
(c 2010) 6. ed. – Boston [u.a.]; XXI, 428 S.
- The economics of women, men, and work / Francine D. Blau; Marianne A. Ferber; Anne E. Winkler.
(2006) 5. ed. – Upper Saddle River, NJ; XX, 444 S.
- The economics of women, men, and work / Francine D. Blau; Marianne A. Ferber; Anne E. Winkler.
(2002) 4. ed. – Prentice-Hall series in economics. – Upper Saddle River, NJ; XVIII, 446 S.
- The economics of women, men, and work / Francine D. Blau; Marianne A. Ferber; Anne E. Winkler.
(1998) 3. ed. – Upper Saddle River, NJ [u.a.]; XIV, 396 S.
Gender differences in pay / Francine D. Blau and Lawrence M. Kahn.
- Gender differences in pay / Francine D. Blau and Lawrence M. Kahn.
(2000) In: The journal of economic perspectives. – Bd. 14.2000, 4, S. 75-99.
Youth employment and joblessness in advanced countries / ed. by David G. Blanchflower ….
- (2000) NBER Comparative labor markets series; VIII, 483 S.
- Gender and youth employment outcomes : the United States and West Germany, 1984 – 1991 / Francine D. Blau and Lawrence M. Kahn.
(2000) In: Youth employment and joblessness in advanced countries. – 2000, S. 107-167.
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Can you describe what thê IZA price for Arbeitsmarktforschung means? What is needed to get in the ranks?
Who is eligible? Which institution gives the price?
Dear Ludwig Binkert,
the IZA – an abbreviation for “Forschungsinstitut zur Zukunft der Arbeit” – Institute for the Study of Labour – is an independent research institute.
Here some information about the award from the website of iza (iza.org):
A sound understanding of problems in labor economics has proven ever more important in light of the adjustment processes that are currently taking place in the international labor markets. In order to account for this trend, the Institute for the Study of Labor – with generous support from the Deutsche Post Foundation – has created the “IZA Prize in Labor Economics”. This annual prize is awarded for outstanding academic achievement in the field of labor economics. It is meant to stimulate research that tries to find answers to the important labor market policy questions of our time. In November 2002 the IZA Prize was awarded for the first time [view all past prize-winners].
More than 1,000 renowned labor economists are affiliated with IZA through its worldwide network. These influential economists are entitled to nominate candidates for the prize. The decision will be made by the IZA Prize Committee, which includes distinguished international labor economists as well as IZA representatives.
The IZA Prize in Labor Economics underscores the central importance of labor market research in shaping the “Future of Labor.”