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}
 }
 

scoping_review.qmd

@@ -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.
 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
 
 @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.