feat(data): Extract Mun2018

02-data/intermediate/SAMPLE.bib

@@ -9607,7 +9607,7 @@ NO LM adjacency for outcomes}
   usage-count-last-180-days = {6},
   usage-count-since-2013 = {63},
   web-of-science-categories = {Sociology},
-  keywords = {country::Japan,inequality::gender,region::AP,relevant,TODO::full-text,type::institutional},
+  keywords = {country::Japan,done::extracted,inequality::gender,region::AP,relevant,type::institutional},
   file = {/home/marty/Zotero/storage/S6G8SPS2/Mun_Jung_2018_Policy generosity, employer heterogeneity, and women's employment opportunities.pdf}
 }
 

02-data/processed/relevant/Mun2018.yml

@@ -0,0 +1,60 @@
+author: Mun, E., & Jung, J. 
+year: 2018
+title: "Policy generosity, employer heterogeneity, and women’s employment opportunities: The welfare state paradox reexamined"
+publisher: American Sociological Review
+uri: https://doi.org/10.1177/0003122418772857
+pubtype: article
+discipline: sociology
+
+country: Japan
+period: 1992-2009
+maxlength: 84
+targeting: explicit
+group: working mothers
+data: Japan Company Handbook for Job Searchers
+
+design: quasi-experimental
+method:
+sample: 600
+unit: enterprise
+representativeness: national
+causal: 0 # 0 correlation / 1 causal
+
+theory: welfare state paradox (over-representation of women in low-authority jobs in progressive welfare states)
+limitations: limited generalizability with unique Japanese LM institutional features; limited ability to explain voluntary effects as lasting or as symbolic compliance and impression management
+observation:
+  - intervention: paid leave (childcare)
+    institutional: 1
+    structural: 0 
+    agency: 0
+    inequality: gender
+    type: 1 # 0 vertical / 1 horizontal
+    indicator: 0 # 0 absolute / 1 relative
+    measures: job quality
+    findings: no change for promotions for firms not previously providing leave, positive promotion impact for firms already providing leave; incentive-based policies may lead to larger effects
+    channels: voluntary compliance to maintain positive reputations
+    direction: 1 # -1 neg / 0 none / 1 pos
+    significance: 1 # 0 nsg / 1 msg / 2 sg
+  - intervention: paid leave (childcare)
+    institutional: 1
+    structural: 0 
+    agency: 0
+    inequality: gender
+    type: 1 # 0 vertical / 1 horizontal
+    indicator: 0 # 0 absolute / 1 relative
+    measures: employment
+    findings: no increase in hiring discrimination against women reflected as decreased employment probability
+    channels: decreases may be due to supply-side mechanisms based on individual career planning and reinforced existing gender division of household labour
+    direction: 0 # -1 neg / 0 none / 1 pos
+    significance: 0 # 0 nsg / 1 msg / 2 sg
+
+notes:
+annotation: |
+  A study on the effects of introductions of a variety of maternity leave laws in Japan on the employment numbers and job quality of women.
+  Contrary to notions of demand-side mechanisms of the welfare state paradox, with women being less represented in high-authority employment positions due to hiring or workplace discrimination against them with increased maternity benefits,
+  it finds that this is not the case for the Japanese labour market between 1992 and 2009.
+  There were no increases in hiring discrimination against women, and either no significant change in promotions for firms not providing paid leave before the laws or instead a positive impact on promotions for firms that already provided paid leave.
+  The authors suggest the additional promotions were primarily based on voluntary compliance of firms in order to maintain positive reputations, signaled through a larger positive response to incentive-based laws than for mandate-based ones.
+  Additionally, the authors make the conjecture that the welfare paradox may rather be due to supply-side mechanisms, based on individual career planning, as well as reinforced along existing gender divisions of household labour which may increase alongside the laws.
+  Limitations of the study include foremost its limited generalizability due to the unique Japanese institutional labour market structure (with many employments, for example, being within a single firm until retirement), as well as no ability yet to measure the true causes and effects of adhering to the voluntary incentive-based labour policies, with lasting effects or done as symbolic compliance efforts and mere impression management.
+

02-data/supplementary/lib.bib

@@ -9940,7 +9940,7 @@ NO LM adjacency for outcomes}
   usage-count-last-180-days = {6},
   usage-count-since-2013 = {63},
   web-of-science-categories = {Sociology},
-  keywords = {country::Japan,inequality::gender,region::AP,relevant,TODO::full-text,type::institutional},
+  keywords = {country::Japan,done::extracted,inequality::gender,region::AP,relevant,type::institutional},
   file = {/home/marty/Zotero/storage/S6G8SPS2/Mun_Jung_2018_Policy generosity, employer heterogeneity, and women's employment opportunities.pdf}
 }