We use a large employer-employee matched dataset collected from six former socialist countries to assess the association between non-cognitive traits and upward mobility. Overall, non-cognitive characteristics provide an important, albeit modest, explanation for the gender gap in upward mobility. Consequently, the logical question arises: how important are unconventional employee characteristics, such as non-cognitive traits, in explaining the pervasive and persistent nature of the gender gap in upward mobility.
We focus on three commonly used measures of non-cognitive traits: locus of control (LOC), preference for challenge versus relatedness (C-A), and adherence to work ethic (WE). As is common in the literature, women in our study show less favorable non-cognitive traits compared to men. Although incorporating these three non-cognitive traits explains an additional 7 to 17% of the estimated gender gap, depending on worker characteristics and workplace fixed effects, a significant gender gap in upward mobility remains unexplained.
Our analysis of the relationship between non-cognitive characteristics and the gender gap in upward mobility proceeds as follows: we describe the sample selection and sample characteristics in Section 2, and the construction of the non-cognitive characteristics in Section 3. To compare with other non-cognitive properties (also composite measures), we rescale the LOC measure so that the lowest possible value (most external) is zero and the highest possible value (most internal) is one. We use the rescaled measures of these non-cognitive characteristics in the regression so that the estimates of γ1 – γ3 are directly comparable.
Therefore, the percentage reduction in the β score can be interpreted as the proportion of the gender difference explained by noncognitive traits and the relative importance of noncognitive traits.
Results
The second component, Ẍ𝑚𝑚(β�𝑚𝑚– 𝛃𝛃�) + Ẍ𝑓𝑓 (β� – β�𝑓𝑓), is the unexplained part of the estimated gender gap difference in the difference in gender coefficients . We can therefore take the changes in the estimates for the gender indicator from column (1) to column (2) as a measure of the importance of non-cognitive characteristics in explaining the gender gap. Depending on the job characteristics and workplace heterogeneity, noncognitive characteristics included in this analysis explain the estimated gender gap in supervisory status.
In the bottom panel, we show the detailed decomposition for each of the worker characteristics and non-cognitive traits. In column (2), for the explained part of the gender gap, all estimates for non-cognitive traits are statistically significant. In terms of the overall gender difference, the gender mean difference in these non-cognitive traits may account for 8% of the overall gender difference in the probability of being a supervisor.
The two variables most closely related to cognitive abilities – education and achievement – account for the same proportion of the gender gap as the non-cognitive characteristics. The gender mean differences in years of schooling and achievement together contribute 0.7 percentage points to the gender gap, which is equivalent to 37% of the stated gender gap, or 8% of the total gender gap in custody status. The estimate for the intercept term accounts for all of the unexplained gender gap, or equivalently, 78% of the total gender gap in supervision status.
In column (2), in the top panel, the inclusion of noncognitive traits increases the explained gender gap from 0.3 percentage points to 0.7 percentage points, or as a proportion of the total gender gap, 9% to 25%. As a result, in column (2), the sum of the mean gender differences in education, performance, and non-cognitive traits is actually greater than the total explained gender gap. Consequently, we discuss magnitudes only in terms of proportion of the total gender gap.
These non-cognitive traits account for a greater proportion of the gender gap in promotion than in supervisory status. In column (2), bottom panel, the mean gender differences in LOC (not statistically significant), C-A and NE together contribute to the gender gap in promotion by 0.5 percentage points, which is equal to 18% of the total gender gap . Column (3) shows little gender difference in the coefficients of employee characteristics, except for the intercept term; the gender gap in the intercept term accounts for 75% of the total gender gap in promotion.
Discussion and Conclusion
34; Construct and Concurrent Validity of Three Measures of the Protestant Work Ethic in an Arabian Gulf Society." Personality and Individual Differences No. 34; New Evidence on Gender Differences in Promotion Rates: An Empirical Analysis of a Sample of New Hires ." Industrial Relations: A Journal of Economy and Society no.
34; "Soft skills" and long-term success in the labor market." In 35th Anniversary Retrospective (Research in Labor Economics, Volume 35) edited by Solomon W. 34;A Content, Correlation, and Factor Analytic Study of Seven Measures of the Protestant Work Ethic Questionnaire”. Human Relations no. 34; Correlates of the Protestant hard work ethic: results from an ethno-religiously diverse sample." Journal of Applied Social Psychology no.
34;The gender wage gap beyond human capital: heterogeneity in noncognitive skills and in labor market tastes." Journal of Human Resources no. 34;Climbing the ladder: new evidence of gender inequality." Industrial Relations: A Journal of Economy and Society no. 34; Personality and job satisfaction: the mediating role of job characteristics." Journal of Applied Psychology no.
34;Personality and Performance: A Comparative Analysis of Workers in Transition Economies." Personality and Individual Differences No. An Examination of the Measurement Equivalence of the Multidimensional Work Ethic Profile." Personality and individual differences no. 34;The meaning and measurement of work ethic: construction and initial validation of a multidimensional inventory." Journal of Vocational Behavior no.
34; Estimating the Effect of Personality on Male and Female Earnings." Industrial and Labor Relations Review No. 34; Gender Differences in Promotion Up a Job Grade: Evidence from Finnish Metalworkers." Review of Industrial and Labor Relations no. 34; The distribution of gender wage discrimination in Italy and Spain: a comparison using the ECHP." International Journal of Manpower no.
34;General expectations for internal versus external control of reinforcement." Psychological Monographs: General and Applied No. 34; On the Relationships Among Work Value Orientations, Psychological Need Satisfaction, and Work Outcomes: A Self-Determination Theory Approach." Journal of Occupational and Organizational Psychology no. 34; A meta-analytic investigation of work and general locus of control." Journal of Applied Psychology no.
34; Islamic Work Ethic – A Moderator Between Organizational Commitment and Job Satisfaction in a Cross-Cultural Context." Staff Review No.
