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Flexible Hours, Workplace Authority, And Compensating Wage Differentials In The Us

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  • Elaine McCrate

Abstract

The theory of compensating differentials suggests that workers with flexible schedules will earn less than other workers. Some authors have also contended that the concentration of women in jobs with flexible hours explains a significant part of the gender pay gap. This paper uses data from the US subset of the Comparative Project in Class Analysis to test these hypotheses. These data first indicate that, contrary to popular wisdom, women workers do not have more flexible schedules than men. Second, the really striking differential is by race: black workers have much more rigid schedules than white workers. Third, workers with more authority at the workplace typically have more flexibility than subordinate workers. Finally, the data show that any compensating differentials for flexible hours are small and are offset by returns to workplace authority.

Suggested Citation

  • Elaine McCrate, 2005. "Flexible Hours, Workplace Authority, And Compensating Wage Differentials In The Us," Feminist Economics, Taylor & Francis Journals, vol. 11(1), pages 11-39.
    • Handle: RePEc:taf:femeco:v:11:y:2005:i:1:p:11-39
    DOI: 10.1080/1354570042000332588
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    References listed on IDEAS

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    Cited by:

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    2. Ariane Pailhé & Anne Solaz, 2019. "Is there a wage cost for employees in family‐friendly workplaces? The effect of different employer policies," Gender, Work and Organization, Wiley Blackwell, vol. 26(5), pages 688-721, June.
    3. Seguino, Stephanie, 2007. "Is more mobility good?: Firm mobility and the low wage-low productivity trap," Structural Change and Economic Dynamics, Elsevier, vol. 18(1), pages 27-51, March.
    4. Alexandre Mas & Amanda Pallais, 2020. "Alternative Work Arrangements," Annual Review of Economics, Annual Reviews, vol. 12(1), pages 631-658, August.
    5. Winder Katie L, 2009. "Flexible Scheduling and the Gender Wage Gap," The B.E. Journal of Economic Analysis & Policy, De Gruyter, vol. 9(1), pages 1-27, July.
    6. Lonnie Golden, 2008. "Limited Access: Disparities in Flexible Work Schedules and Work-at-home," Journal of Family and Economic Issues, Springer, vol. 29(1), pages 86-109, March.
    7. Cael Warren & Raymond Robertson, 2011. "Globalization, Wages, and Working Conditions: A Case Study of Cambodian Garment Factories," Working Papers id:4505, eSocialSciences.
    8. Amuedo-Dorantes, Catalina & Kimmel, Jean, 2008. "New Evidence on the Motherhood Wage Gap," IZA Discussion Papers 3662, Institute of Labor Economics (IZA).
    9. Kodama, Naomi & Odaki, Kazuhiko, 2013. "Employee Discrimination against Female Executives," CIS Discussion paper series 611, Center for Intergenerational Studies, Institute of Economic Research, Hitotsubashi University.
    10. Aaron Lowen & Paul Sicilian, 2009. "“Family-Friendly” Fringe Benefits and the Gender Wage Gap," Journal of Economic Interaction and Coordination, Springer;Society for Economic Science with Heterogeneous Interacting Agents, vol. 30(2), pages 101-119, June.
    11. Daphne Pedersen, 2015. "Work Characteristics and the Preventive Health Behaviors and Subjective Health of Married Parents with Preschool Age Children," Journal of Family and Economic Issues, Springer, vol. 36(1), pages 48-63, March.

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