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Family-Oriented Job Benefits and the Returns to Graduate Education

Author

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  • Gicheva, Dora

    (University of North Carolina at Greensboro, Department of Economics)

  • Mikkelsen, Ian

    (University of North Carolina at Greensboro, Department of Economics)

Abstract

We investigate how the choice of flexible working schedules and family-friendly benefits interacts with the education investment decisions and career trajectories of young professionals. We show that workers in white-collar professional occupations are less likely to choose family-friendly jobs when they have invested more in graduate business education. Our results indicate further that family-friendly employment is costly for all men in the sample, while for women the wage penalty is pronounced among MBA graduates. We also show evidence that self-employment is one channel through which workers attain balance between career and family demands.

Suggested Citation

  • Gicheva, Dora & Mikkelsen, Ian, 2019. "Family-Oriented Job Benefits and the Returns to Graduate Education," UNCG Economics Working Papers 19-4, University of North Carolina at Greensboro, Department of Economics.
    • Handle: RePEc:ris:uncgec:2019_004
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    References listed on IDEAS

    as
    1. Dora Gicheva, 2013. "Working Long Hours and Early Career Outcomes in the High-End Labor Market," Journal of Labor Economics, University of Chicago Press, vol. 31(4), pages 785-824.
    2. Matthew Wiswall & Basit Zafar, 2018. "Preference for the Workplace, Investment in Human Capital, and Gender," The Quarterly Journal of Economics, President and Fellows of Harvard College, vol. 133(1), pages 457-507.
    3. Claudia Goldin, 2014. "A Grand Gender Convergence: Its Last Chapter," American Economic Review, American Economic Association, vol. 104(4), pages 1091-1119, April.
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    5. Nicole M. Fortin, 2008. "The Gender Wage Gap among Young Adults in the United States: The Importance of Money versus People," Journal of Human Resources, University of Wisconsin Press, vol. 43(4).
    6. Deborah J. Anderson & Melissa Binder & Kate Krause, 2003. "The Motherhood Wage Penalty Revisited: Experience, Heterogeneity, Work Effort, and Work-Schedule Flexibility," ILR Review, Cornell University, ILR School, vol. 56(2), pages 273-294, January.
    7. Lombard, Karen V, 2001. "Female Self-Employment and Demand for Flexible, Nonstandard Work Schedules," Economic Inquiry, Western Economic Association International, vol. 39(2), pages 214-237, April.
    8. James W. Albrecht & Per-Anders Edin & Marianne Sundström & Susan B. Vroman, 1999. "Career Interruptions and Subsequent Earnings: A Reexamination Using Swedish Data," Journal of Human Resources, University of Wisconsin Press, vol. 34(2), pages 294-311.
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    12. Flabbi, Luca & Moro, Andrea, 2012. "The effect of job flexibility on female labor market outcomes: Estimates from a search and bargaining model," Journal of Econometrics, Elsevier, vol. 168(1), pages 81-95.
    13. Wayne A. Grove & Andrew Hussey & Michael Jetter, 2011. "The Gender Pay Gap Beyond Human Capital: Heterogeneity in Noncognitive Skills and in Labor Market Tastes," Journal of Human Resources, University of Wisconsin Press, vol. 46(4), pages 827-874.
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    More about this item

    Keywords

    Gender differences; non-wage benefits; work-life balance; MBA education;
    All these keywords.

    JEL classification:

    • J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
    • J31 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Wage Level and Structure; Wage Differentials
    • J32 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Nonwage Labor Costs and Benefits; Retirement Plans; Private Pensions
    • J44 - Labor and Demographic Economics - - Particular Labor Markets - - - Professional Labor Markets and Occupations

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