Bitte verwenden Sie diesen Link, um diese Publikation zu zitieren, oder auf sie als Internetquelle zu verweisen: https://hdl.handle.net/10419/300835 
Erscheinungsjahr: 
2024
Schriftenreihe/Nr.: 
Working Paper Series No. 29
Verlag: 
University of Konstanz, Cluster of Excellence "The Politics of Inequality", Konstanz
Zusammenfassung: 
Previous research has shown that gender pay gaps are perceived as fair or justified, not only by men but also by women. In this paper we analyse whether this gender bias in the evaluation of fair wages still persists and whether the organizational context has an impact on fairness perceptions. We use unique data from a vignette study that was part of a representative online survey of 5,556 employees in 532 larger firms (> 100 employees) in Germany which are merged to administrative data. This allows us to consider different contextual factors at both the workgroup level and the firm level. In contrast to older studies we find that women tend to evaluate wages of female workers as unfairly too low. Moreover, the perception of (un)fair wages depends on the organizational context. Female supervisors and collective bargaining agreements in firms increase women's awareness for other women's unfairly too low wages, whereas an exchange about wages with co-workers affects the fairness perceptions of both male and female workers.
Schlagwörter: 
Gender inequality
wages
fairness
organizational context
Germany
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Dokumentart: 
Working Paper

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