Unequal Assignment and Unequal Promotion in Job Ladders
利用奥地利微观普查数据，检验女性因离职倾向高而受不平等对待的假设，发现生育风险和生产特征无法解释女性集中于低层级职位，女性晋升需更高能力标准，工作经验回报低于男性。
In this study, gender differentials in professional status attainment are analyzed. In the theoretical literature, unequal treatment of females is often rationalized by their higher probability of quitting. To test this hypothesis empirically, the authors use data from the Austrian microcensus and find that neither the risk of childbearing nor different productive characteristics can explain the crowding of females in lower hierarchical positions. Females have to fulfill higher ability standards to be promoted; work experience is not rewarded in the same manner as it is for men. Copyright 1997 by University of Chicago Press.