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Author: Kilbourne, Barbara Stanek
Resulting in 7 citations.
1. England, Paula A.
Farkas, George
Kilbourne, Barbara Stanek
Dou, Thomas
Explaining Occupational Sex Segregation and Wages: Findings from a Model with Fixed Effects
American Sociological Review 53,4 (August 1988): 544-558.
Also: http://www.jstor.org/stable/2095848
Cohort(s): Young Men, Young Women
Publisher: American Sociological Association
Keyword(s): Comparable Worth; Discrimination, Sex; Earnings; Gender Differences; Human Capital Theory; Labor Market Demographics; Marital Status; Modeling, Fixed Effects; Occupational Segregation; Occupations, Female; Racial Differences; Variables, Independent - Covariate; Wage Models

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

Does segregation arise because "female" occupations have financial advantages for women planning some years as homeworkers, as human capital theorists claim? Or, do female occupations have low wages that are depressed by the sort of discrimination at issue in "Comparable Worth"? To answer these questions, the authors use a model with fixed effects to predict the earnings of young men and women from a pooled cross-section time-series. A fixed-effects model is ideal for answering these questions because it corrects for the selection bias that results from the tendency of persons who differ on characteristics that are unmeasured but affect earnings to select themselves into different occupations. The data are from the NLS Young Men and Young Women cohorts. Independent variables include years of employment experience, education, marital status, hours worked per week, the sex composition of one's occupation, and measures of occupational skill demands and working conditions taken from the Dictionary of Occupational Titles. Separate analyses are performed for white females, black females, white males, and black males. It was found that female occupations do not have the advantages presumed by neoclassical writers. Rather, there is evidence of pay discrimination against men or women in predominantly female occupations. Findings are interpreted using economic and sociological theories of labor markets.
Bibliography Citation
England, Paula A., George Farkas, Barbara Stanek Kilbourne and Thomas Dou. "Explaining Occupational Sex Segregation and Wages: Findings from a Model with Fixed Effects." American Sociological Review 53,4 (August 1988): 544-558.
2. England, Paula A.
Herbert, Melissa S.
Kilbourne, Barbara Stanek
Reid, Lori Lynn
Megdal, Lori McCreary
The Gendered Valuation of Occupations and Skills: Earnings in 1980 Census Occupations
Social Forces 73,1 (September 1994): 65-100.
Also: http://www.jstor.org/stable/2579918
Cohort(s): Mature Women, Young Women
Publisher: University of North Carolina Press
Keyword(s): Comparable Worth; Discrimination, Sex; Gender; Gender Differences; Occupational Prestige; Occupations, Non-Traditional; Sex Roles; Skills; Wage Gap; Wages, Men; Wages, Women; Women

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

The percent female of an occupation lowers the pay it offers to both men and women, net of skill demands, nonpecuniary amenities and disamenities, and industrial and organizational characteristics. Net of these variables, including percent female, occupations involving nurturance offer lower wages to both men and women. We interpret these net wage penalties for working in a more female occupation, and for doing nurturant work, as sex discrimination in wage setting; occupations and types of skill are devalued because they are typically done by women. We suggest a thesis of the gendered valuation of roles and skills. The sex gap in pay would be reduced by policies mandating comparable worth in setting occupations' pay levels. Other factors contributing to the sex gap in pay include men's higher representation in jobs with authority and in occupations typically located in higher paying industries. Some nonpecuniary amenities and disamenities affect pay consistent with the theory of compensating differentials, but these make no contribution to the sex gap in pay.
Bibliography Citation
England, Paula A., Melissa S. Herbert, Barbara Stanek Kilbourne, Lori Lynn Reid and Lori McCreary Megdal. "The Gendered Valuation of Occupations and Skills: Earnings in 1980 Census Occupations." Social Forces 73,1 (September 1994): 65-100.
3. England, Paula A.
Reid, Lori Lynn
Kilbourne, Barbara Stanek
The Effect of the Sex Composition of Jobs on Starting Wages in an Organization: Findings from the NLSY
Demography 33,4 (November 1996): 511-521.
Also: http://www.springerlink.com/content/24423kln0q8x0658/
Cohort(s): NLSY79
Publisher: Population Association of America
Keyword(s): Benefits; Gender Differences; Human Capital; Human Capital Theory; Modeling, Fixed Effects; Racial Differences; Wage Theory

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

It is shown that individuals in a job with a higher percentage of males earn lower starting wages with an employing organization. This holds true with controls for individuals' human capital, job demands for skill or difficult working conditions, and detailed industry. A measure of sex composition is used that applies to detailed jobs: cells in a 3-digit census occupation by 3-digit census industry matrix. Pooled panel data from the 1979-1987 waves of the National Longitudinal Survey of Youth are used. The unit of analysis is the spell--the time in which a person worked for one organization. The dependent variable is the first wage in the spell. Models with fixed-effects are used to control for unmeasured, unchanging individual characteristics. In addition, results from OLS and weighted models are shown for comparison. The negative effect on wages of the percentage female in one's job is robust across procedures for black women, white women, and white men. For black men, the sign is always negative, but the coefficient is often nonsignificant. Photocopy available from ABI/INFORM
Bibliography Citation
England, Paula A., Lori Lynn Reid and Barbara Stanek Kilbourne. "The Effect of the Sex Composition of Jobs on Starting Wages in an Organization: Findings from the NLSY." Demography 33,4 (November 1996): 511-521.
4. England, Paula A.
Reid, Lori Lynn
Kilbourne, Barbara Stanek
Farkas, George
Devaluation of Female Jobs: Findings from the NLSY
Presented: Washington, DC, American Sociological Association Annual Meetings, August 1995
Cohort(s): NLSY79
Publisher: American Sociological Association
Keyword(s): Comparable Worth; Economics of Gender; Gender Differences; Human Capital; Job Analysis; Job Requirements; Occupational Segregation; Occupations, Female; Sexual Division of Labor; Skills; Wage Determination; Wage Levels; Wages, Women; Women's Studies; Working Conditions

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

Research on comparable worth suggests that employers do not set the wage band for a job according to job content alone, but rather that the sex or race composition of job incumbents biases this assessment. Here, tested is the hypothesis that, net of individuals' human capital, and net of job demands (for skill or difficult working conditions), jobs with a higher proportion of women offer lower wages to all workers in the job. The analysis uses measures of sex composition that pertain to more detailed job categories than used in prior research. Estimated are the net effects of the % female in these categories, using pooled panel data from the National Longitudinal Survey of Youth, 1979-1987. It is concluded that jobs are devalued when they contain more females; employers offer lower wages in such jobs than in more heavily male jobs with comparable characteristics. (Copyright 1995, Sociological Abstracts, Inc., all rights reserved.)
Bibliography Citation
England, Paula A., Lori Lynn Reid, Barbara Stanek Kilbourne and George Farkas. "Devaluation of Female Jobs: Findings from the NLSY." Presented: Washington, DC, American Sociological Association Annual Meetings, August 1995.
5. Farkas, George
England, Paula A.
Vicknair, Keven
Kilbourne, Barbara Stanek
Cognitive Skill, Skill Demands of Jobs, and Earnings Among Young European American, African American, and Mexican American Workers
Social Forces 75, 3 (March 1997): 913-940.
Also: http://www.jstor.org/stable/2580524
Cohort(s): NLSY79
Publisher: University of North Carolina Press
Keyword(s): Cognitive Ability; Earnings; Education; Ethnic Differences; Gender Differences; Racial Differences; Skills; Test Scores/Test theory/IRT; Wage Gap; Work Experience

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

Do the cognitive skills possessed by an individual affect access to more cognitively demanding occupations and hence to the associated higher earnings? To what extent do difference between African Americans, U.S.-born Mexican Americans, and European Americans (Whites) in average cognitive skills account for the lower-skilled jobs and lower earnings of African Americans and Mexican Americans? From analyses of 1991 National Longitudinal Survey (NLSY) data for six groups defined by ethnicity and gender, we found that individual cognitive skill level (as standardized test scores) affects access to occupations requiring more cognitive skill and affects wages levels, even when controlling for education, work experience and other factors. Most of the effect of cognitive skills on earnings is direct; a smaller portion is indirect, through access to occupations requiring more cognitive skill. The lower average cognitive skill levels for African Americans and Mexican Americans explain a substantial proportion of the earnings gaps between these groups European Americans. By contrast, cognition skills explain none of the gender gap in pay within ethnic groups. We conclude that to understand or alter racial or ethnic inequalities in earnings, scholars and policy-maters must attend to social sources of group differences in cognition skills, such as school, family, and neighborhood experiences.
Bibliography Citation
Farkas, George, Paula A. England, Keven Vicknair and Barbara Stanek Kilbourne. "Cognitive Skill, Skill Demands of Jobs, and Earnings Among Young European American, African American, and Mexican American Workers." Social Forces 75, 3 (March 1997): 913-940.
6. Kilbourne, Barbara Stanek
England, Paula A.
Beron, Kurt
Effects of Individual, Occupational, and Industrial Characteristics on Earnings: Intersections of Race and Gender
Social Forces 72,4 (June 1994): 1149-1176.
Also: http://www.jstor.org/stable/2580296
Cohort(s): Young Men, Young Women
Publisher: University of North Carolina Press
Keyword(s): Earnings; Educational Attainment; Gender Differences; Industrial Sector; Marital Status; Mobility, Social; Racial Differences; Social Environment; Work Experience

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

Generalizations regarding the effects of experience, education, marital status, occupational characteristics, and industrial sector on earnings are analyzed using data from the National Longitudinal Survey (1966-81). Regression decomposition to ascertain factors that explain the gender and/or racial (black/white) gap in earnings is used. Results reveal a number of complex race/gender interactions affecting income inequality. Education affects the racial gap but not the gender gap
Bibliography Citation
Kilbourne, Barbara Stanek, Paula A. England and Kurt Beron. "Effects of Individual, Occupational, and Industrial Characteristics on Earnings: Intersections of Race and Gender." Social Forces 72,4 (June 1994): 1149-1176.
7. Kilbourne, Barbara Stanek
Farkas, George
Beron, Kurt
Weir, Dorothea
England, Paula A.
Returns to Skill, Compensating Differentials, and Gender Bias: Effects of Occupational Characteristics on the Wages of White Women and Men
American Journal of Sociology 100,3 (November 1994): 689-719.
Also: http://www.jstor.org/stable/2782402
Cohort(s): Young Men, Young Women
Publisher: University of Chicago Press
Keyword(s): Educational Returns; Gender Differences; Human Capital Theory; Job Skills; Modeling, Fixed Effects; Skills; Unions; Wage Gap; Wages, Women

Gender differences in the earnings of white US workers are decomposed using a regression model with fixed-effects & national individual-level panel data from the 1966-1981 National Longitudinal Survey of Youth (N = approximately 10,000 respondents ages 14-24 at initial sampling). In accordance with neoclassical predictions from human capital theory, net positive returns to individuals' education & experience & to occupations' cognitive physical skills are found. While sex differences in experience have large effects on the sex gap, skill contributes little. In accordance with cultural feminist predictions, negative returns to being in an occupation with a higher % of females or requiring more nurturant social skills are found. These forms of gendered valuation contribute significantly to the sex gap in pay. In contrast to the neoclassical prediction of compensating differentials, there are no consistently positive effects for onerous physical conditions, nor do these have much effect on the gap. 2 Tables, 1 Appendix, 54 References. Adapted from the source document. (Copyright 1995, Sociological Abstracts, Inc., all rights reserved.)
Bibliography Citation
Kilbourne, Barbara Stanek, George Farkas, Kurt Beron, Dorothea Weir and Paula A. England. "Returns to Skill, Compensating Differentials, and Gender Bias: Effects of Occupational Characteristics on the Wages of White Women and Men." American Journal of Sociology 100,3 (November 1994): 689-719.