Journal
SOCIAL POLITICS
Volume 26, Issue 3, Pages 444-474Publisher
OXFORD UNIV PRESS
DOI: 10.1093/sp/jxy021
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Funding
- German Research Foundation
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This article addresses the question how organizational characteristics are related to gender differences in employer-provided continuing training participation. By building on labor market and organizational theory, four mechanisms are tested: (i) formal policies, (ii) relative power, (iii) resources, and (iv) training demand. Multivariate analyses based on the German IAB-Establishment Panel provide evidence that the gender training gap varies considerably between organizations. Organizational policies supporting women's employment over the life course, a higher share of female top managers, and employee organizations help to prevent a gender training gap. Moreover, the gender training gap is related to sectoral differences and company size.
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