The Experts below are selected from a list of 174 Experts worldwide ranked by ideXlab platform

Peter N. Smith - One of the best experts on this subject based on the ideXlab platform.

  • The public–private sector gender wage differential in Britain: evidence from matched employee-workplace data
    Applied Economics, 2011
    Co-Authors: Monojit Chatterji, Karen Mumford, Peter N. Smith
    Abstract:

    This article shows that little of the gender earnings gap in the public and private sectors in Britain are explained by differences in employee characteristics. The differences in workplace characteristics, however, make a significant, sizeable contribution. It is shown that performance related pay and Company Pension schemes are associated with higher relative earnings in the private sector, whilst increased provision of family-friendly employment practices in the public sector is associated with higher relative earnings for women.

  • The Public-Private Sector Gender Wage Differential: Evidence from Matched Employee-Workplace Data
    2007
    Co-Authors: Monojit Chatterji, Karen Mumford, Peter N. Smith
    Abstract:

    Using new linked employee-workplace data for Britain in 2004, we find that the nature of the public private pay gap differs between genders and that of the gender pay gap differs between sectors. The analysis shows that little none of the gender earnings gap in both the public and private sector can be explained by differences in observable characteristics. Decomposition analysis further reveals that the contribution of differences in workplace characteristics to the public private earnings gap is sizeable and significant. Whilst the presence of performance related pay and Company Pension schemes is associated with higher relative earnings for those in the private sector, an important workplace characteristic for the public private pay gap is the presence of family-friendly employment practices. Increased provision is especially associated with higher relative earnings in the public sector for women.

  • The public-private sector wage differential: gender, workplaces and family friendliness
    2007
    Co-Authors: Monojit Chatterji, Karen Mumford, Peter N. Smith
    Abstract:

    This study examines the role of individual characteristics, occupation, and workplace features accounting for differences in hourly earnings between male and female fulltime employees in the public and private sectors. Using new linked employeeemployer data for Britain in 2004, we find that the nature of the public private pay gap differs between genders and that of the gender pay gap differs between sectors. The analysis shows that essentially none of the gender earnings gap in both the public and private sector can be explained by differences in observable characteristics. Decomposition analysis further reveals that the contribution of differences in workplace characteristics to the public private earnings gap is sizeable and significant. Whilst the presence of performance related pay and Company Pension schemes is associated with higher relative earnings for those in the private sector, the key workplace characteristic for the public private pay gap is the presence of familyfriendly employment practices. Increased provision is associated with higher relative earnings in the public sector for both men and women.

Monojit Chatterji - One of the best experts on this subject based on the ideXlab platform.

  • The public–private sector gender wage differential in Britain: evidence from matched employee-workplace data
    Applied Economics, 2011
    Co-Authors: Monojit Chatterji, Karen Mumford, Peter N. Smith
    Abstract:

    This article shows that little of the gender earnings gap in the public and private sectors in Britain are explained by differences in employee characteristics. The differences in workplace characteristics, however, make a significant, sizeable contribution. It is shown that performance related pay and Company Pension schemes are associated with higher relative earnings in the private sector, whilst increased provision of family-friendly employment practices in the public sector is associated with higher relative earnings for women.

  • The Public-Private Sector Gender Wage Differential: Evidence from Matched Employee-Workplace Data
    2007
    Co-Authors: Monojit Chatterji, Karen Mumford, Peter N. Smith
    Abstract:

    Using new linked employee-workplace data for Britain in 2004, we find that the nature of the public private pay gap differs between genders and that of the gender pay gap differs between sectors. The analysis shows that little none of the gender earnings gap in both the public and private sector can be explained by differences in observable characteristics. Decomposition analysis further reveals that the contribution of differences in workplace characteristics to the public private earnings gap is sizeable and significant. Whilst the presence of performance related pay and Company Pension schemes is associated with higher relative earnings for those in the private sector, an important workplace characteristic for the public private pay gap is the presence of family-friendly employment practices. Increased provision is especially associated with higher relative earnings in the public sector for women.

  • The public-private sector wage differential: gender, workplaces and family friendliness
    2007
    Co-Authors: Monojit Chatterji, Karen Mumford, Peter N. Smith
    Abstract:

    This study examines the role of individual characteristics, occupation, and workplace features accounting for differences in hourly earnings between male and female fulltime employees in the public and private sectors. Using new linked employeeemployer data for Britain in 2004, we find that the nature of the public private pay gap differs between genders and that of the gender pay gap differs between sectors. The analysis shows that essentially none of the gender earnings gap in both the public and private sector can be explained by differences in observable characteristics. Decomposition analysis further reveals that the contribution of differences in workplace characteristics to the public private earnings gap is sizeable and significant. Whilst the presence of performance related pay and Company Pension schemes is associated with higher relative earnings for those in the private sector, the key workplace characteristic for the public private pay gap is the presence of familyfriendly employment practices. Increased provision is associated with higher relative earnings in the public sector for both men and women.

Blancke Susanne - One of the best experts on this subject based on the ideXlab platform.

  • Trägerbefragung zur Verbreitung der betrieblichen Altersversorgung (BAV 2017): Endbericht
    'Botanic Garden & Botanical Museum Berlin-Dahlem BGBM', 2019
    Co-Authors: Riedmann Arnold, Heien Thorsten, Dick Günther, Walther Steffen, Blancke Susanne
    Abstract:

    Im Auftrag des Bundesministeriums für Arbeit und Soziales hat Kantar Public (ehemals TNS Infratest Sozialforschung) im Jahr 2018 zum achten Mal nach 2003, 2004, 2006, 2008, 2011, 2013 und 2015 eine empirische Untersuchung zur Situation und Entwicklung der betrieblichen Altersversorgung durchgeführt. Einbezogen in die "Trägerbefragung zur betrieblichen Altersversorgung 2017" (BAV 2017) wurden Pensionskassen, Pensionsfonds, Lebensversicherungen, die betriebliche Direktversicherungen anbieten, und öffentliche Zusatzversorgungsträger. Die Daten zu Direktzusagen und Unterstützungskassen basieren dagegen auf Geschäftsstatistiken des "Pensions-Sicherungs-Vereins auf Gegenseitigkeit" (PSVaG). Damit wird nunmehr die Entwicklung der betrieblichen Altersversorgung seit Inkrafttreten des Altersvermögensgesetzes (AVmG) und des Altersvermögensergänzungsgesetzes (AVmEG) am 1. Januar 2002 aufgezeigt. Mit BAV 2017 wird die bestehende Zeitreihe um die Referenzpunkte Dezember 2016 und Dezember 2017 ergänzt und damit bis unmittelbar vor Inkrafttreten des Betriebsrentenstärkungsgesetzes (BRSG) im Januar 2018. Neben der Entwicklung der Zahl von Versicherten und Anwartschaften werden in BAV 2017 auch die Beitragshöhe sowie die Inanspruchnahme von Förderwegen analysiert.On behalf of the Federal Ministry of Labour and Social Affairs, Kantar Public (formerly TNS Infratest Social Research) conducted a survey on the situation and development of occupational Pension provision in 2018 for the eighth time after 2003, 2004, 2006, 2008, 2011, 2013 and 2015. Included in the "Trägerbefragung zur betrieblichen Altersversorgung 2017" (BAV 2017) were Pension pools, Pension funds, life insurance companies offering direct insurances and public supplementary Pension funds. The data on direct Pension promises and benevolent funds are based on statistics from the "Pensions-Sicherungs-Verein auf Gegenseitigkeit" (PSVaG), the German Pension protection system. BAV 2017 covers the situation in December 2016 and December 2017. Thus, the latest reference period of the survey is immediately before the Betriebsrentenstärkungsgesetz (BRSG) came into force in January 2018. Together with its predecessor surveys, it shows the development of the occupational Pensions since the Altersvermögensgesetz (AVmG) and the Altersvermögensergänzungsgesetz (AVmEG) came into force in January 2002, giving employees the right to have part of their earnings paid into to a Company Pension plan (known as a deferred compensation). In addition to the development of the number of insured persons and entitlements, BAV 2017 also analyses the level of contributions as well as the use of subsidy schemes

  • Trägerbefragung zur Verbreitung der betrieblichen Altersversorgung (BAV 2017): Methodenbericht
    'Botanic Garden & Botanical Museum Berlin-Dahlem BGBM', 2019
    Co-Authors: Riedmann Arnold, Heien Thorsten, Dick Günther, Walther Steffen, Blancke Susanne
    Abstract:

    Im Auftrag des Bundesministeriums für Arbeit und Soziales hat Kantar Public (ehemals TNS Infratest Sozialforschung) im Jahr 2018 zum achten Mal nach 2003, 2004, 2006, 2008, 2011, 2013 und 2015 eine empirische Untersuchung zur Situation und Entwicklung der betrieblichen Altersversorgung durchgeführt. Einbezogen in die "Trägerbefragung zur betrieblichen Altersversorgung 2017" (BAV 2017) wurden Pensionskassen, Pensionsfonds, Lebensversicherungen, die betriebliche Direktversicherungen anbieten, und öffentliche Zusatzversorgungsträger. Die Daten zu Direktzusagen und Unterstützungskassen basieren dagegen auf Geschäftsstatistiken des "Pensions-Sicherungs-Vereins auf Gegenseitigkeit" (PSVaG). Damit wird nunmehr die Entwicklung der betrieblichen Altersversorgung seit Inkrafttreten des Altersvermögensgesetzes (AVmG) und des Altersvermögensergänzungsgesetzes (AVmEG) am 1. Januar 2002 aufgezeigt. Mit BAV 2017 wird die bestehende Zeitreihe um die Referenzpunkte Dezember 2016 und Dezember 2017 ergänzt und damit bis unmittelbar vor Inkrafttreten des Betriebsrentenstärkungsgesetzes (BRSG) im Januar 2018. Neben der Entwicklung der Zahl von Versicherten und Anwartschaften werden in BAV 2017 auch die Beitragshöhe sowie die Inanspruchnahme von Förderwegen analysiert.On behalf of the Federal Ministry of Labour and Social Affairs, Kantar Public (formerly TNS Infratest Social Research) conducted a survey on the situation and development of occupational Pension provision in 2018 for the eighth time after 2003, 2004, 2006, 2008, 2011, 2013 and 2015. Included in the "Trägerbefragung zur betrieblichen Altersversorgung 2017" (BAV 2017) were Pension pools, Pension funds, life insurance companies offering direct insurances and public supplementary Pension funds. The data on direct Pension promises and benevolent funds are based on statistics from the "Pensions-Sicherungs-Verein auf Gegenseitigkeit" (PSVaG), the German Pension protection system. BAV 2017 covers the situation in December 2016 and December 2017. Thus, the latest reference period of the survey is immediately before the Betriebsrentenstärkungsgesetz (BRSG) came into force in January 2018. Together with its predecessor surveys, it shows the development of the occupational Pensions since the Altersvermögensgesetz (AVmG) and the Altersvermögensergänzungsgesetz (AVmEG) came into force in January 2002, giving employees the right to have part of their earnings paid into to a Company Pension plan (known as a deferred compensation). In addition to the development of the number of insured persons and entitlements, BAV 2017 also analyses the level of contributions as well as the use of subsidy schemes

Karen Mumford - One of the best experts on this subject based on the ideXlab platform.

  • The public–private sector gender wage differential in Britain: evidence from matched employee-workplace data
    Applied Economics, 2011
    Co-Authors: Monojit Chatterji, Karen Mumford, Peter N. Smith
    Abstract:

    This article shows that little of the gender earnings gap in the public and private sectors in Britain are explained by differences in employee characteristics. The differences in workplace characteristics, however, make a significant, sizeable contribution. It is shown that performance related pay and Company Pension schemes are associated with higher relative earnings in the private sector, whilst increased provision of family-friendly employment practices in the public sector is associated with higher relative earnings for women.

  • The Public-Private Sector Gender Wage Differential: Evidence from Matched Employee-Workplace Data
    2007
    Co-Authors: Monojit Chatterji, Karen Mumford, Peter N. Smith
    Abstract:

    Using new linked employee-workplace data for Britain in 2004, we find that the nature of the public private pay gap differs between genders and that of the gender pay gap differs between sectors. The analysis shows that little none of the gender earnings gap in both the public and private sector can be explained by differences in observable characteristics. Decomposition analysis further reveals that the contribution of differences in workplace characteristics to the public private earnings gap is sizeable and significant. Whilst the presence of performance related pay and Company Pension schemes is associated with higher relative earnings for those in the private sector, an important workplace characteristic for the public private pay gap is the presence of family-friendly employment practices. Increased provision is especially associated with higher relative earnings in the public sector for women.

  • The public-private sector wage differential: gender, workplaces and family friendliness
    2007
    Co-Authors: Monojit Chatterji, Karen Mumford, Peter N. Smith
    Abstract:

    This study examines the role of individual characteristics, occupation, and workplace features accounting for differences in hourly earnings between male and female fulltime employees in the public and private sectors. Using new linked employeeemployer data for Britain in 2004, we find that the nature of the public private pay gap differs between genders and that of the gender pay gap differs between sectors. The analysis shows that essentially none of the gender earnings gap in both the public and private sector can be explained by differences in observable characteristics. Decomposition analysis further reveals that the contribution of differences in workplace characteristics to the public private earnings gap is sizeable and significant. Whilst the presence of performance related pay and Company Pension schemes is associated with higher relative earnings for those in the private sector, the key workplace characteristic for the public private pay gap is the presence of familyfriendly employment practices. Increased provision is associated with higher relative earnings in the public sector for both men and women.

Berndt Karlsson - One of the best experts on this subject based on the ideXlab platform.

  • Sickness absence and early retirement at two workplaces--effects of organisational intervention in Sweden.
    Social science & medicine (1982), 2004
    Co-Authors: Hans Goine, Anders Knutsson, Staffan Marklund, Berndt Karlsson
    Abstract:

    Abstract This study sought to compare sickness absence and early retirement at two workplaces in Sweden before and after they had received financial support from the Working Life Fund and implemented vocational rehabilitation activities. Two paper and pulp manufacturing plants were compared and a cohort study was set up. The cohort included everyone born in 1934 or later who was employed in December 1988 (918 employees at Plant A and 1543 at Plant B). For 10 years (1989–98), sick leave and disability Pensions were monitored. The periods before and after the intervention (1989–93 and 1994–98, respectively) were compared. Cumulative incidence was calculated for short-, long-term and very long-term sick leave, Company Pension and early retirement. There was no difference between the plants in terms of the three different outcomes when sick leave was measured before and after the intervention. Sick leave in Period 1 was strongly correlated with an elevated risk of sick leave in Period 2. The cumulative incidence of short-term sick leave decreased from 0.92 (95% CI, 0.91–0.93) in Period 1 to 0.79 (95% CI, 0.77–0.80) in Period 2. For employees in the upper age groups, relative risk for long-term and very long-term sick leave was elevated in both periods. The incidence of early retirement and Company Pension differed between the companies. We conclude that the size of financial investments in rehabilitation programmes has no significant impact on sickness absence or disability Pension, based on a comparison between two paper and pulp manufacturing plants in Sweden during the early 1990s.