Search Results

View Selected Citations Select and View All Search Citations

Author: Bearak, Jonathan M.

Resulting in 5 citations.

1.	Bearak, Jonathan M.
1.	Some Men Earn More, Some Men Earn Less: Which Men Earn More When They Marry? Presented: San Diego CA, Population Association of America Annual Meeting, April-May 2015 Cohort(s): NLSY79 Publisher: Population Association of America Keyword(s): Earnings; Earnings, Husbands; Marriage; Wages, Men Permission to reprint the abstract has not been received from the publisher. This article investigates the effect of marriage on the male earnings distribution in an analysis of the National Longitudinal Survey of Youth (1979-2010). Recent scholarship questions the direction of causation between marriage and earnings because the average man’s earnings begin to rise shortly before marriage. However, prior research has vastly oversimplified the functional form of the marriage premium. The evidence that selection into marriage rather than effects of marriage explain men’s marriage premium pertains not to all but a subset of men – those at the bottom of the earnings distribution – a group of men who are also less likely to marry and remain married. For men higher in the distribution, marriage elevates earnings. Thus, ironically, marriage may have a causal effect on male earnings – just not necessarily on the earnings of the poor men on whom social scientists and policymakers focus the most.
	Bibliography Citation Bearak, Jonathan M. "Some Men Earn More, Some Men Earn Less: Which Men Earn More When They Marry?" Presented: San Diego CA, Population Association of America Annual Meeting, April-May 2015.

2.	Bearak, Jonathan M. Popinchalk, Anna Burke, Kristen Lagasse Anjur-Dietrich, Selena
2.	Does the Impact of Motherhood on Women's Employment and Wages Differ for Women Who Plan Their Transition Into Motherhood? Demography published online (10 May 2021): DOI: 10.1215/00703370-9295218. Also: https://read.dukeupress.edu/demography/article/doi/10.1215/00703370-9295218/173455/Does-the-Impact-of-Motherhood-on-Women-s Cohort(s): NLSY79 Publisher: Population Association of America Keyword(s): Birth Preferences/Birth Expectations; Fertility; Maternal Employment; Modeling, Fixed Effects; Motherhood; Racial Differences; Wages Permission to reprint the abstract has not been received from the publisher. Women's ability to control their fertility through contraception and abortion has been shown to contribute to improvements in education and employment. At the same time, their employment and wages decline substantially when they transition to motherhood. About one-third of births are unintended, and it is unknown whether the impact of motherhood on employment, hours, and wages is smaller for women who planned their transition into motherhood compared with those who did not. To explore this, we examine fixed-effects models that estimate labor market outcomes using panel data from the National Longitudinal Survey of Youth, 1979–2014. We estimate models for Black and White women and find that the relationship between motherhood and employment is significantly more negative among White women who plan their transition into motherhood than among those who have an unplanned first birth. Among those who remain employed, we find that those with a planned first birth work fewer hours and have lower wages relative to those with unplanned births. We do not find significant evidence that the association between motherhood and labor market outcomes differs by fertility planning among Black women. Prior research shows how women's choices are structurally constrained by sociocultural norms and expectations and by a labor market that may not readily accommodate motherhood. In this context, our findings may reflect differences in women's motherhood and employment preferences and their ability to act on those preferences. Our analysis also makes a novel contribution to the large body of research that associates unplanned births with negative outcomes.
	Bibliography Citation Bearak, Jonathan M., Anna Popinchalk, Kristen Lagasse Burke and Selena Anjur-Dietrich. "Does the Impact of Motherhood on Women's Employment and Wages Differ for Women Who Plan Their Transition Into Motherhood?" Demography published online (10 May 2021): DOI: 10.1215/00703370-9295218.

3.	Bearak, Jonathan M. Popinchalk, Anna Burke, Kristen Anjur-Dietrich, Selena
3.	Does the Impact of Motherhood on Women's Earnings Differ for Women Who Plan Their Transition Into Motherhood? Presented: Austin TX, Population Association of America Annual Meeting, April 2019 Cohort(s): NLSY79 Publisher: Population Association of America Keyword(s): Birth Preferences/Birth Expectations; Earnings; Labor Market Outcomes; Maternal Employment; Motherhood Permission to reprint the abstract has not been received from the publisher. About a third of births are unintended, and it is unknown whether the impact of motherhood on employment, hours or wages is smaller for women who planned their transition into motherhood compared to those who did not. To explore this, we examine fixed-effects models to estimate labor market outcomes using panel data from the National Longitudinal Survey of Youth 1979-2014. We find that the relationship between motherhood and employment is significantly more negative among white women who plan their transition into motherhood compared to those who have unplanned first births. Among those who remain employed, we find that those with planned births work fewer hours and have lower wages relative to those with unplanned births. These findings highlight the challenges women face as parents in the workforce and make a novel contribution to the large body of research that associates unplanned births with negative outcomes. [Also presented at New York NY: American Sociological Association Meeting, August 2019]
	Bibliography Citation Bearak, Jonathan M., Anna Popinchalk, Kristen Burke and Selena Anjur-Dietrich. "Does the Impact of Motherhood on Women's Earnings Differ for Women Who Plan Their Transition Into Motherhood?" Presented: Austin TX, Population Association of America Annual Meeting, April 2019.

4.	England, Paula A. Bearak, Jonathan M. Budig, Michelle Jean Hodges, Melissa J.
4.	Do Highly Paid, Highly Skilled Women Experience the Largest Motherhood Penalty? American Sociological Review 81,6 (December 2016): 1161-1189. Also: http://asr.sagepub.com/content/81/6/1161.abstract Cohort(s): NLSY79 Publisher: American Sociological Association Keyword(s): Motherhood; Wage Levels; Wage Penalty/Career Penalty; Wages, Women Permission to reprint the abstract has not been received from the publisher. Motherhood reduces women's wages. But does the size of this penalty differ between more and less advantaged women? To answer this, we use unconditional quantile regression models with person-fixed effects, and panel data from the 1979 to 2010 National Longitudinal Survey of Youth (NLSY79). We find that among white women, the most privileged--women with high skills and high wages--experience the highest total penalties, estimated to include effects mediated through lost experience. Although highly skilled, highly paid women have fairly continuous experience, their high returns to experience make even the small amounts of time some of them take out of employment for childrearing costly. By contrast, penalties net of experience, which may represent employer discrimination or effects of motherhood on job performance, are not distinctive for highly skilled women with high wages.
	Bibliography Citation England, Paula A., Jonathan M. Bearak, Michelle Jean Budig and Melissa J. Hodges. "Do Highly Paid, Highly Skilled Women Experience the Largest Motherhood Penalty?" American Sociological Review 81,6 (December 2016): 1161-1189.

5.	England, Paula A. Bearak, Jonathan M. Budig, Michelle Jean Hodges, Melissa J.
5.	Is the Motherhood Wage Penalty Worse at the Top or Bottom? Presented: San Francisco CA, Population Association of America Meetings, May 2012 Cohort(s): NLSY79 Publisher: Population Association of America Keyword(s): Armed Forces Qualifications Test (AFQT); Maternal Employment; Modeling, Fixed Effects; Motherhood; Racial Differences; Wage Differentials; Wage Penalty/Career Penalty; Wages, Women Permission to reprint the abstract has not been received from the publisher. In this paper, we ask whether motherhood wage penalties are higher for women at the top or bottom of skill, wage, and race hierarchies. Two recent papers that address the issue of how the penalties vary by skill and wage present a puzzle. In an unpublished but widely cited NBER paper, Wilde, Batchelder, and Ellwood (2010), using the AFQT cognitive skill test as a measure of skill, find the motherhood penalty to be much higher for higher skilled women before and after controls for experience. This makes sense if we think that the jobs that high-skilled women can get are the hardest to combine with the demands of motherhood without performance being affected. Budig and Hodges (2010), using the same (National Longitudinal Analysis of Youth 1979) dataset, and deploying quantile regression, show that the penalty for motherhood (as a proportion of wage) is much larger for low wage women. Part of this is simply that low wage women drop out the most, and thus, when they re-enter, pay a penalty for their lost experience. But even after adjustments for experience, Budig and Hodges found lower wage women to have them to have higher penalties, possibly reflecting the less family-friendly firms they work for, and/or their low bargaining power on matters of flexibility. Because individuals’ skills and their wages are moderately positively correlated, it is a puzzle that low skill women have lower penalties while low wage women have higher penalties. Research has also examined whether black and white women differ in their motherhood penalties with mixed findings (e.g. Budig and England 2001 find no difference while Waldfogel 1997 finds lower penalties for black women). We examine whether the wage penalty for motherhood is proportionately higher or lower for women at higher points in cognitive skill, wage, and race hierarchies. One animating puzzle is that a paper by Ellwood and colleagues found higher penalties for more cognitively skilled women, while a paper using the same data by Budig and Hodges found higher penalties at lower wage levels; given the correlation between skill and wage, it is surprising if both are true. We use all waves of the NLSY79 with fixed effects models and quantile regression. We assess whether penalties (because of and net of experience) are higher for those scoring higher on the AFQT, for those with lower wages, and for black women. We assess the role of marital status in explaining black/white differences in penalties. We attempt a comprehensive portrait of how motherhood penalties vary by advantage.
	Bibliography Citation England, Paula A., Jonathan M. Bearak, Michelle Jean Budig and Melissa J. Hodges. "Is the Motherhood Wage Penalty Worse at the Top or Bottom?" Presented: San Francisco CA, Population Association of America Meetings, May 2012.

Admin