feat(data): Extract Mun2018

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Marty Oehme 2023-12-14 19:08:20 +01:00
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4 changed files with 70 additions and 2 deletions

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@ -9607,7 +9607,7 @@ NO LM adjacency for outcomes}
usage-count-last-180-days = {6}, usage-count-last-180-days = {6},
usage-count-since-2013 = {63}, usage-count-since-2013 = {63},
web-of-science-categories = {Sociology}, 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} file = {/home/marty/Zotero/storage/S6G8SPS2/Mun_Jung_2018_Policy generosity, employer heterogeneity, and women's employment opportunities.pdf}
} }

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@ -0,0 +1,60 @@
author: Mun, E., & Jung, J.
year: 2018
title: "Policy generosity, employer heterogeneity, and womens 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.

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@ -9940,7 +9940,7 @@ NO LM adjacency for outcomes}
usage-count-last-180-days = {6}, usage-count-last-180-days = {6},
usage-count-since-2013 = {63}, usage-count-since-2013 = {63},
web-of-science-categories = {Sociology}, 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} file = {/home/marty/Zotero/storage/S6G8SPS2/Mun_Jung_2018_Policy generosity, employer heterogeneity, and women's employment opportunities.pdf}
} }

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@ -730,6 +730,14 @@ there are strict policies on payments if a contract ends before the maternity le
Additionally, most policies require long-term continuous service before qualifying for enhanced payments in the maternity policies. Additionally, most policies require long-term continuous service before qualifying for enhanced payments in the maternity policies.
There is high internal heterogeneity between the univserities, primarily due to the diverging maternity policy documents, only a small number of the overall dataset providing favorable conditions for fixed-term work within. There is high internal heterogeneity between the univserities, primarily due to the diverging maternity policy documents, only a small number of the overall dataset providing favorable conditions for fixed-term work within.
In a study on the effects of introductions of a variety of maternity leave laws in Japan, @Mun2018 look at the effects on employment numbers and job quality in managerial positions 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.
## Health care ## Health care
@Carstens2018 conduct an analysis of the potential factors influencing mentally ill individuals in the United States to participate in the labour force, using correlation between different programmes of Medicaid and labour force status. @Carstens2018 conduct an analysis of the potential factors influencing mentally ill individuals in the United States to participate in the labour force, using correlation between different programmes of Medicaid and labour force status.