Datensatz:

Employees‘ Perceptions of Co-Workers' Internal Promotion Penalties: The Role of Gender, Parenthood and Part-Time Work

Lade...
Vorschaubild

Datum der Erstveröffentlichung

2023

Autor:innen

Andere Beitragende

Repositorium der Erstveröffentlichung

Open Science Framework

Version des Datensatzes

Link zur Lizenz

Angaben zur Forschungsförderung

Deutsche Forschungsgemeinschaft (DFG): 390681379

Projekt

Perceptions of gender and seniority wage inequality and individual behavioural reactions in the organizational context
Core Facility der Universität Konstanz
Bewerten Sie die FAIRness der Forschungsdaten

Gesperrt bis

Titel in einer weiteren Sprache

Publikationsstatus
Published

Zusammenfassung

Much research has focused on penalties by gender, parenthood and part-time work for hiring processes or wages, but their role for promotions is less clear. This study analyses perceived chances for internal promotion, using a factorial survey design. Employees in 540 larger German (>100 employees) firms were asked to rate the likelihood of internal promotion for vignettes describing fictitious co-workers who varied in terms of gender, parenthood, working hours as well as age, earnings, qualification, tenure and job performance. Results show that promotion chances are perceived as significantly lower for co-workers who are women (gender penalty), mothers (motherhood penalty) and part-time workers (part-time penalty). Fathers and childless men (co-workers) are not evaluated differently (no fatherhood premium or penalty), and neither does part-time employment seem to be perceived as a double penalty for male co-workers. All three perceived promotion penalties are more pronounced among female employees, mothers, and part-time employees. These findings show that employees perceive differential promotion chances for co-workers which indicate actual differences (e.g. due to discrimination, selective applications or structural dead-ends). Either way, perceived promotion penalties are likely consequential in guiding employee’s application behaviour and hence can contribute to the persistence of vertical gender segregation in the labour market.

Zusammenfassung in einer weiteren Sprache

Fachgebiet (DDC)
300 Sozialwissenschaften, Soziologie

Schlagwörter

Zugehörige Publikationen in KOPS

Publikation
Zeitschriftenartikel
Employees’ perceptions of co-workers’ internal promotion penalties : the role of gender, parenthood and part-time
(2024) Brüggemann, Ole
Erschienen in: European Societies. Taylor & Francis. 2024, 26(3), S. 773-801. ISSN 1461-6696. eISSN 1469-8307. Verfügbar unter: doi: 10.1080/14616696.2023.2270049
Link zu zugehöriger Publikation
Link zu zugehörigem Datensatz

Zitieren

ISO 690BRÜGGEMANN, Ole, 2023. Employees‘ Perceptions of Co-Workers' Internal Promotion Penalties: The Role of Gender, Parenthood and Part-Time Work
BibTex
RDF
<rdf:RDF
    xmlns:dcterms="http://purl.org/dc/terms/"
    xmlns:dc="http://purl.org/dc/elements/1.1/"
    xmlns:rdf="http://www.w3.org/1999/02/22-rdf-syntax-ns#"
    xmlns:bibo="http://purl.org/ontology/bibo/"
    xmlns:dspace="http://digital-repositories.org/ontologies/dspace/0.1.0#"
    xmlns:foaf="http://xmlns.com/foaf/0.1/"
    xmlns:void="http://rdfs.org/ns/void#"
    xmlns:xsd="http://www.w3.org/2001/XMLSchema#" > 
  <rdf:Description rdf:about="https://kops.uni-konstanz.de/server/rdf/resource/123456789/72130">
    <dc:contributor>Open Science Framework</dc:contributor>
    <dc:date rdf:datatype="http://www.w3.org/2001/XMLSchema#dateTime">2025-01-30T12:38:18Z</dc:date>
    <dcterms:isPartOf rdf:resource="https://kops.uni-konstanz.de/server/rdf/resource/123456789/71921"/>
    <dspace:isPartOfCollection rdf:resource="https://kops.uni-konstanz.de/server/rdf/resource/123456789/71939"/>
    <dc:language>eng</dc:language>
    <dc:contributor>Brüggemann, Ole</dc:contributor>
    <dcterms:title>Employees‘ Perceptions of Co-Workers' Internal Promotion Penalties: The Role of Gender, Parenthood and Part-Time Work</dcterms:title>
    <dcterms:rights rdf:resource="https://creativecommons.org/licenses/by/4.0/legalcode"/>
    <dcterms:available rdf:datatype="http://www.w3.org/2001/XMLSchema#dateTime">2025-01-30T12:38:18Z</dcterms:available>
    <dc:creator>Brüggemann, Ole</dc:creator>
    <foaf:homepage rdf:resource="http://localhost:8080/"/>
    <dc:rights>Creative Commons Attribution 4.0 International</dc:rights>
    <bibo:uri rdf:resource="https://kops.uni-konstanz.de/handle/123456789/72130"/>
    <dcterms:abstract>Much research has focused on penalties by gender, parenthood and part-time work for hiring processes or wages, but their role for promotions is less clear. This study analyses perceived chances for internal promotion, using a factorial survey design. Employees in 540 larger German (&gt;100 employees) firms were asked to rate the likelihood of internal promotion for vignettes describing fictitious co-workers who varied in terms of gender, parenthood, working hours as well as age, earnings, qualification, tenure and job performance. Results show that promotion chances are perceived as significantly lower for co-workers who are women (gender penalty), mothers (motherhood penalty) and part-time workers (part-time penalty). Fathers and childless men (co-workers) are not evaluated differently (no fatherhood premium or penalty), and neither does part-time employment seem to be perceived as a double penalty for male co-workers. All three perceived promotion penalties are more pronounced among female employees, mothers, and part-time employees. These findings show that employees perceive differential promotion chances for co-workers which indicate actual differences (e.g. due to discrimination, selective applications or structural dead-ends). Either way, perceived promotion penalties are likely consequential in guiding employee’s application behaviour and hence can contribute to the persistence of vertical gender segregation in the labour market.</dcterms:abstract>
    <void:sparqlEndpoint rdf:resource="http://localhost/fuseki/dspace/sparql"/>
    <dcterms:isPartOf rdf:resource="https://kops.uni-konstanz.de/server/rdf/resource/123456789/71939"/>
    <dspace:isPartOfCollection rdf:resource="https://kops.uni-konstanz.de/server/rdf/resource/123456789/71921"/>
    <dcterms:issued>2023</dcterms:issued>
    <dcterms:created rdf:datatype="http://www.w3.org/2001/XMLSchema#dateTime">2023-07-19T09:42:43.000Z</dcterms:created>
  </rdf:Description>
</rdf:RDF>
URL (Link zu den Daten)

Prüfdatum der URL

Kommentar zur Publikation

Universitätsbibliographie
Diese Publikation teilen