Matt L Huffman
Biographic Data
| ID | 217748 |
|---|---|
| NAME | Matt L Huffman |
| GIVEN NAMES | Matt L |
| FAMILY NAME | Huffman |
| SIGNATURE | HUFFMAN M L |
| AFFILIATIONS | University of California, Irvine |
| VERIFIED | No |
| TOTAL WORKS | 33 |
| TOTAL CITATIONS | 855 |
| AUTHOR COUNT | 33 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1995 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 15 |
Covid ‐19 and the role of gender, earnings, and telecommuting in parents' employment
Objective To understand how married mothers' and fathers' earnings and ability to telecommute structured their employment throughout the COVID‐19 pandemic. Background We weigh two competing explanations—rational choice and gendered resources—to evaluate the association between married parents' financial and workplace resources and sustained employment throughout the pandemic. Method We use hierarchical logistic regression models to analyze rotati…
Do Mothers Benefit from Flexible Work? Cross-National Evidence for Work Time, Job Quality, and Satisfaction
Flexible work is commonly implemented to provide workers with greater discretion to accommodate competing demands. While investigated at the individual and organizational levels, less is known about whether national cultures of flexible work are associated with workers’ ability to match their desired to actual work hours. Applying data from the 2005 International Social Survey Programme (n = 19,134 from 32 nations), we investigate whether workers…
Equality for Whom? Organizational Policies and the Gender Gap across the German Earnings Distribution
Work establishments are critical for the creation and maintenance of gender inequality. Organizational practices, most notably those that formalize personnel systems or target gender inequality, are often assumed to have uniform effects on inequality across the wage hierarchy. This assumption has eluded careful empirical scrutiny. The authors estimate unconditional quantile regressions with a unique German linked employer-employee data set to ass…
Computerization and wage inequality between and within German work establishments
Occupational Segregation
Occupational segregation refers to the separation of people into different occupations in a labor market. Using sex as an example, the stronger the tendency for people to work in occupations with others of their sex, the more segregation there is. Segregation is important because it facilitates the unequal distribution of many work‐related rewards, and, as such, sustains the wage gap and other group disparities. Many measures of segregation have …
Racial Income Inequality and Public Sector Privatization
Social science accounts have only recently begun to recognize “new governance” shifts, including, but not limited to, privatization occurring in public sector institutions (e.g., education, prisons, the military) and in the functioning of federal and state sector jobs. This article, which presents unique analyses of wages across time using the Panel Study of Income Dynamics (PSID) and retested on similarly representative data from the Integrated …
The Parity Penalty in Life Course Perspective: Motherhood and Occupational Status in 13 European Countries
Research documents a wage penalty for mothers compared to childless women. We demonstrate there is also an occupational status penalty to motherhood. Interrogating supply- and demand-side explanations of the motherhood penalty from the life course perspective, we formulate and test original hypotheses about the short-term and long-run career implications of parity-specific births. We analyze longitudinal data from the European Community and House…
Being a Parent or Having a Parent? The Perceived Employability of Men and Women Who Take Employment Leave
We explore one way family caregiving shapes inequality at work by analyzing the evaluations of men and women who took employment leave to care for a newborn or elderly parents or to recover from a personal injury. Roughly 500 undergraduate students evaluated the employability, qualifications, responsibility, and adherence to leave policies of a fictitious applicant for a professional job. Evaluators rated fathers and male elder caregivers as the …
Blurred Boundaries: Gender and Work-Family Interference in Cross-National Context
Although well theorized at the individual level, previous research has neglected the role of national context in shaping overall levels of nonwork-work and work-nonwork interference. This study fills this gap by examining how a national context of gender empowerment affects the likelihood of experiencing nonwork-work and work-nonwork interference at the individual and national levels. Controlling for individual-level differences in the distributi…
Public Sector Transformation, Racial Inequality and Downward Occupational Mobility
“New governance” reforms entailing shifts toward privatization have permeated the public sector over the last decade, possibly affecting workplace-based attainments. We examine the consequences of this reform for African American men, who during the civil rights era reached relative parity with whites. We analyze race-based inequities on one socioeconomic outcome–downward occupational mobility–among professionals, managers and executives. Results…
Organizations, Managers, and Wage Inequality
Do Women Managers Ameliorate Gender Differences in Wages? Evidence from a Large Grocery Retailer
Women's disadvantages in labor market outcomes are often attributed to the preponderance of men at or near the top of organizational hierarchies. While theories of homophily predict that women in positions of power ameliorate gender differences in wages for employees under them, status characteristics theory suggests that women face comparable disadvantages when working under men and women. Despite the existence of competing theoretical perspecti…
Local Labour Markets, Organizations and the Distribution of Family‐responsive Benefits in the USA
Family‐responsive benefits have important consequences for workers balancing work–family demands. Previous research on the distribution of family‐responsive benefits has focused on intra‐organizational determinants or general labour market characteristics, at the expense of local labour market factors. We address this deficiency by analysing a unique random sample of US work establishments nested in their local labour markets. Specifically, we as…
Stalled Progress: Gender Segregation and Wage Inequality Among Managers, 1980‐2000
Trends toward gender equality largely stalled in the 1990s, but the progress of women in management was mixed. Given the importance of managers as actors in the reproduction of inequality, and managerial positions as rewards in their own right, this study investigates the relative status of women in management over the past two decades, using U.S. Decennial Census data from 1980 to 2000. The authors find that women's entry into management occupat…
Sex Segregation and Inequality in the Modern Labour Market
Black Under-representation in Management across U.S. Labor Markets
Although many researchers have documented higher levels of black-white inequality in areas with a high concentration of blacks, the mechanisms underlying this finding have been elusive. Black underrepresentation in management may be one such mechanism. We ask whether black workers' underrepresentation in managerial jobs is especially pronounced in labor markets with a larger black population. Using a unique, two-level data set that combines a lar…
Working for the Woman? Female Managers and the Gender Wage Gap
Most previous research on gender inequality and management has been concerned with the question of access to managerial jobs and the "glass ceiling." We offer the first largescale analysis that turns this question around, asking whether the gender characteristics of managers-specifically, the gender composition and relative status of female managers-affect inequality for the nonmanagerial workers beneath them. Results from three-level hierarchica…
Occupational Segregation and the Gender Gap in Workplace Authority: National Versus Local Labor Markets
Racial Wage Inequality: Job Segregation and Devaluation across U.S. Labor Markets
Despite decades of research showing greater black-white inequality in local areas where the black population is relatively large, little is known about the mechanisms for this effect. Using a unique data set of individuals nested within jobs across labor markets, this article tests two possible mechanisms for the black concentration effect on wage inequality: job segregation and devaluation. Results show that black population size is associated w…
Gender Inequality Across Local Wage Hierarchies
Is gender inequality more severe in higher paying jobs, where there is more at stake? Using a unique definition of jobs-local occupation-industry cells-and multilevel models, I offer the first investigation of how gender wage inequality varies as a function of a job's ranking in its specific local labor-market context. The results suggest that net of various individual- and job-level controls, (a) female-dominated jobs pay less than comparable ma…
More pay, more inequality? The influence of average wage levels and the racial composition of jobs on the Black-White wage gap
Occupational Segregation and the Devaluation of Women's Work across U.S. Labor Markets
Previous research on the devaluation of women's work has investigated whether the net effect of gender composition varies across Jobs and organizational settings. We extend that research by using hierarchical linear models that combine data from a random sample of U.S. work establishments with metropolitan-area data to explore whether macro-level gender inequality also influences the tendency to devalue women's work roles. Thus, we offer the firs…
Individuals, Jobs, and Labor Markets: The Devaluation of Women's Work
Although abundant evidence documents pay penalties for female-dominated jobs, there is also substantial variation in gender inequality across U.S. metropolitan areas. These lines of research are united by exploring whether occupational gender segregation at the labor market level exacerbates the wage penalty associated with female-dominated jobs, and investigating the association between gender composition and the size of within-job gender gaps. …
Gender composition effects in the Netherlands: A Multilevel Analysis of Occupational Wage Inequality
Gender, Power, and Organisations: An Introduction
Gender and Organisation: Introducing Power Organisational Structures Organisational Cultures Gender and Management in Organisations Sexuality and Organisation Challenging Gendered Organisation Power, Gender and Organisation
Working for the Woman? Female Managers and the Gender Wage Gap
Most previous research on gender inequality and management has been concerned with the question of access to managerial jobs and the "glass ceiling." We offer the first largescale analysis that turns this question around, asking whether the gender characteristics of managers-specifically, the gender composition and relative status of female managers-affect inequality for the nonmanagerial workers beneath them. Results from three-level hierarchica…
Individuals, Jobs, and Labor Markets: The Devaluation of Women's Work
Although abundant evidence documents pay penalties for female-dominated jobs, there is also substantial variation in gender inequality across U.S. metropolitan areas. These lines of research are united by exploring whether occupational gender segregation at the labor market level exacerbates the wage penalty associated with female-dominated jobs, and investigating the association between gender composition and the size of within-job gender gaps. …
The Parity Penalty in Life Course Perspective: Motherhood and Occupational Status in 13 European Countries
Research documents a wage penalty for mothers compared to childless women. We demonstrate there is also an occupational status penalty to motherhood. Interrogating supply- and demand-side explanations of the motherhood penalty from the life course perspective, we formulate and test original hypotheses about the short-term and long-run career implications of parity-specific births. We analyze longitudinal data from the European Community and House…
Occupational Segregation and the Devaluation of Women's Work across U.S. Labor Markets
Previous research on the devaluation of women's work has investigated whether the net effect of gender composition varies across Jobs and organizational settings. We extend that research by using hierarchical linear models that combine data from a random sample of U.S. work establishments with metropolitan-area data to explore whether macro-level gender inequality also influences the tendency to devalue women's work roles. Thus, we offer the firs…
Racial Wage Inequality: Job Segregation and Devaluation across U.S. Labor Markets
Despite decades of research showing greater black-white inequality in local areas where the black population is relatively large, little is known about the mechanisms for this effect. Using a unique data set of individuals nested within jobs across labor markets, this article tests two possible mechanisms for the black concentration effect on wage inequality: job segregation and devaluation. Results show that black population size is associated w…
Stalled Progress: Gender Segregation and Wage Inequality Among Managers, 1980‐2000
Trends toward gender equality largely stalled in the 1990s, but the progress of women in management was mixed. Given the importance of managers as actors in the reproduction of inequality, and managerial positions as rewards in their own right, this study investigates the relative status of women in management over the past two decades, using U.S. Decennial Census data from 1980 to 2000. The authors find that women's entry into management occupat…
When More is Less: Sex Composition, Organizations, and Earnings in U.S. Firms
Using a nationally representative survey of work organizations, we test whether the earnings penalty associated with work that is done primarily by women exists at the level of jobs within work organizations. Additionally, we bring theory and research on organizations to bear on this question, enabling us to test theoretically salient interactions between the sex composition of jobs and measures of organizational structure and environment. Our re…
Racial Income Inequality and Public Sector Privatization
Social science accounts have only recently begun to recognize “new governance” shifts, including, but not limited to, privatization occurring in public sector institutions (e.g., education, prisons, the military) and in the functioning of federal and state sector jobs. This article, which presents unique analyses of wages across time using the Panel Study of Income Dynamics (PSID) and retested on similarly representative data from the Integrated …
Black Under-representation in Management across U.S. Labor Markets
Although many researchers have documented higher levels of black-white inequality in areas with a high concentration of blacks, the mechanisms underlying this finding have been elusive. Black underrepresentation in management may be one such mechanism. We ask whether black workers' underrepresentation in managerial jobs is especially pronounced in labor markets with a larger black population. Using a unique, two-level data set that combines a lar…
Occupational Segregation and the Gender Gap in Workplace Authority: National Versus Local Labor Markets
Blurred Boundaries: Gender and Work-Family Interference in Cross-National Context
Although well theorized at the individual level, previous research has neglected the role of national context in shaping overall levels of nonwork-work and work-nonwork interference. This study fills this gap by examining how a national context of gender empowerment affects the likelihood of experiencing nonwork-work and work-nonwork interference at the individual and national levels. Controlling for individual-level differences in the distributi…
More pay, more inequality? The influence of average wage levels and the racial composition of jobs on the Black-White wage gap
It's Not Only 'Who You Know' that Matters: Gender, Personal Contacts, and Job Lead Quality
Previous research has shown that personal contacts are powerful intermediaries in transmitting job lead information for both job seekers and employers and therefore could contribute to various forms of gender inequality by, for example, providing higher-quality job leads to men than to women. The authors use a unique data set that includes information on the quality and source of individual job leads to explore whether the overall quality of job …
Gender Inequality Across Local Wage Hierarchies
Is gender inequality more severe in higher paying jobs, where there is more at stake? Using a unique definition of jobs-local occupation-industry cells-and multilevel models, I offer the first investigation of how gender wage inequality varies as a function of a job's ranking in its specific local labor-market context. The results suggest that net of various individual- and job-level controls, (a) female-dominated jobs pay less than comparable ma…
Organizations, Internal Labor Market Policies, and Gender Inequality in Workplace Supervisory Authority
Typically, it is assumed that bureaucratic labor policies associated with internal labor markets (ILMs) both promote the efficient use of workers' skills and foster equality in the workplace by publicizing managers' decisions and increasing the accountability they face. This article uses data from a national probability sample of U.S. workplaces to test these assumptions about ILM policies with regard to gender inequality in workplace supervisory…
Organizations, Managers, and Wage Inequality
Attitudinal Polarization and Trimodal Distributions: Measurement Problems and Theoretical Implications
Objective . We present trimodality as a distributional pattern that is relevant to conceptual issues of attitudinal polarization but fits nowhere along the modality‐bimodality continuum. Methods . We use simulated univariate distributions and distributions taken from the 1994 General Social Survey to investigate how commonly used measures track (or fail to track) noteworthy shifts in the distributions. Results . The kurtosis and variance are larg…
Do Women Managers Ameliorate Gender Differences in Wages? Evidence from a Large Grocery Retailer
Women's disadvantages in labor market outcomes are often attributed to the preponderance of men at or near the top of organizational hierarchies. While theories of homophily predict that women in positions of power ameliorate gender differences in wages for employees under them, status characteristics theory suggests that women face comparable disadvantages when working under men and women. Despite the existence of competing theoretical perspecti…
Where Sex Composition Matters Most: Comparing the Effects of Job versus Occupational Sex Composition on Earnings
In this analysis, we extend our previous work by exploring whether the economic penalty associated with female representation is best conceptualized at the job — or occupational — level. If compensation is affected by the sex composition of workers' immediate work setting, net of who performs the work in the entire occupation, this informs us about how this type of wage discrimination occurs. Our job-level findings suggest that who does a particu…
Social Networks and Job Search Outcomes among Male and Female Professional, Technical, and Managerial Workers
Scholars have debated whether informal or formal job search methods mediate gendered employment outcomes for women job-seekers relative to men. Existing research suggests that women are disadvantaged in terms of pay and opportunities when using personal contacts or other informal methods to secure job-related information. However, these studies have focused primarily on women in gender-typical occupations. This study contributes to the debate by …
Equality for Whom? Organizational Policies and the Gender Gap across the German Earnings Distribution
Work establishments are critical for the creation and maintenance of gender inequality. Organizational practices, most notably those that formalize personnel systems or target gender inequality, are often assumed to have uniform effects on inequality across the wage hierarchy. This assumption has eluded careful empirical scrutiny. The authors estimate unconditional quantile regressions with a unique German linked employer-employee data set to ass…
Gender composition effects in the Netherlands: A Multilevel Analysis of Occupational Wage Inequality
Computerization and wage inequality between and within German work establishments
Being a Parent or Having a Parent? The Perceived Employability of Men and Women Who Take Employment Leave
We explore one way family caregiving shapes inequality at work by analyzing the evaluations of men and women who took employment leave to care for a newborn or elderly parents or to recover from a personal injury. Roughly 500 undergraduate students evaluated the employability, qualifications, responsibility, and adherence to leave policies of a fictitious applicant for a professional job. Evaluators rated fathers and male elder caregivers as the …
Do Mothers Benefit from Flexible Work? Cross-National Evidence for Work Time, Job Quality, and Satisfaction
Flexible work is commonly implemented to provide workers with greater discretion to accommodate competing demands. While investigated at the individual and organizational levels, less is known about whether national cultures of flexible work are associated with workers’ ability to match their desired to actual work hours. Applying data from the 2005 International Social Survey Programme (n = 19,134 from 32 nations), we investigate whether workers…
Organizations, Internal Labor Market Policies, and Gender Inequality in Workplace Supervisory Authority
Typically, it is assumed that bureaucratic labor policies associated with internal labor markets (ILMs) both promote the efficient use of workers' skills and foster equality in the workplace by publicizing managers' decisions and increasing the accountability they face. This article uses data from a national probability sample of U.S. workplaces to test these assumptions about ILM policies with regard to gender inequality in workplace supervisory…
Where Sex Composition Matters Most: Comparing the Effects of Job versus Occupational Sex Composition on Earnings
In this analysis, we extend our previous work by exploring whether the economic penalty associated with female representation is best conceptualized at the job — or occupational — level. If compensation is affected by the sex composition of workers' immediate work setting, net of who performs the work in the entire occupation, this informs us about how this type of wage discrimination occurs. Our job-level findings suggest that who does a particu…
When More is Less: Sex Composition, Organizations, and Earnings in U.S. Firms
Using a nationally representative survey of work organizations, we test whether the earnings penalty associated with work that is done primarily by women exists at the level of jobs within work organizations. Additionally, we bring theory and research on organizations to bear on this question, enabling us to test theoretically salient interactions between the sex composition of jobs and measures of organizational structure and environment. Our re…
Comment on Patricia Drentea's “Consequences of Women's Formal and Informal Job Search Methods for Employment in Female-Dominated Jobs”
Family-Responsive Benefits and the Two-Tiered Labor Market
Attitudinal Polarization and Trimodal Distributions: Measurement Problems and Theoretical Implications
Objective . We present trimodality as a distributional pattern that is relevant to conceptual issues of attitudinal polarization but fits nowhere along the modality‐bimodality continuum. Methods . We use simulated univariate distributions and distributions taken from the 1994 General Social Survey to investigate how commonly used measures track (or fail to track) noteworthy shifts in the distributions. Results . The kurtosis and variance are larg…
Gender, Power, and Organisations: An Introduction
Gender and Organisation: Introducing Power Organisational Structures Organisational Cultures Gender and Management in Organisations Sexuality and Organisation Challenging Gendered Organisation Power, Gender and Organisation
Social Networks and Job Search Outcomes among Male and Female Professional, Technical, and Managerial Workers
Scholars have debated whether informal or formal job search methods mediate gendered employment outcomes for women job-seekers relative to men. Existing research suggests that women are disadvantaged in terms of pay and opportunities when using personal contacts or other informal methods to secure job-related information. However, these studies have focused primarily on women in gender-typical occupations. This study contributes to the debate by …
It's Not Only 'Who You Know' that Matters: Gender, Personal Contacts, and Job Lead Quality
Previous research has shown that personal contacts are powerful intermediaries in transmitting job lead information for both job seekers and employers and therefore could contribute to various forms of gender inequality by, for example, providing higher-quality job leads to men than to women. The authors use a unique data set that includes information on the quality and source of individual job leads to explore whether the overall quality of job …
Occupational Segregation and the Devaluation of Women's Work across U.S. Labor Markets
Previous research on the devaluation of women's work has investigated whether the net effect of gender composition varies across Jobs and organizational settings. We extend that research by using hierarchical linear models that combine data from a random sample of U.S. work establishments with metropolitan-area data to explore whether macro-level gender inequality also influences the tendency to devalue women's work roles. Thus, we offer the firs…
Individuals, Jobs, and Labor Markets: The Devaluation of Women's Work
Although abundant evidence documents pay penalties for female-dominated jobs, there is also substantial variation in gender inequality across U.S. metropolitan areas. These lines of research are united by exploring whether occupational gender segregation at the labor market level exacerbates the wage penalty associated with female-dominated jobs, and investigating the association between gender composition and the size of within-job gender gaps. …
Gender composition effects in the Netherlands: A Multilevel Analysis of Occupational Wage Inequality
Occupational Segregation and the Gender Gap in Workplace Authority: National Versus Local Labor Markets
Racial Wage Inequality: Job Segregation and Devaluation across U.S. Labor Markets
Despite decades of research showing greater black-white inequality in local areas where the black population is relatively large, little is known about the mechanisms for this effect. Using a unique data set of individuals nested within jobs across labor markets, this article tests two possible mechanisms for the black concentration effect on wage inequality: job segregation and devaluation. Results show that black population size is associated w…
Gender Inequality Across Local Wage Hierarchies
Is gender inequality more severe in higher paying jobs, where there is more at stake? Using a unique definition of jobs-local occupation-industry cells-and multilevel models, I offer the first investigation of how gender wage inequality varies as a function of a job's ranking in its specific local labor-market context. The results suggest that net of various individual- and job-level controls, (a) female-dominated jobs pay less than comparable ma…
More pay, more inequality? The influence of average wage levels and the racial composition of jobs on the Black-White wage gap
Black Under-representation in Management across U.S. Labor Markets
Although many researchers have documented higher levels of black-white inequality in areas with a high concentration of blacks, the mechanisms underlying this finding have been elusive. Black underrepresentation in management may be one such mechanism. We ask whether black workers' underrepresentation in managerial jobs is especially pronounced in labor markets with a larger black population. Using a unique, two-level data set that combines a lar…
Working for the Woman? Female Managers and the Gender Wage Gap
Most previous research on gender inequality and management has been concerned with the question of access to managerial jobs and the "glass ceiling." We offer the first largescale analysis that turns this question around, asking whether the gender characteristics of managers-specifically, the gender composition and relative status of female managers-affect inequality for the nonmanagerial workers beneath them. Results from three-level hierarchica…
Sex Segregation and Inequality in the Modern Labour Market
Stalled Progress: Gender Segregation and Wage Inequality Among Managers, 1980‐2000
Trends toward gender equality largely stalled in the 1990s, but the progress of women in management was mixed. Given the importance of managers as actors in the reproduction of inequality, and managerial positions as rewards in their own right, this study investigates the relative status of women in management over the past two decades, using U.S. Decennial Census data from 1980 to 2000. The authors find that women's entry into management occupat…
Local Labour Markets, Organizations and the Distribution of Family‐responsive Benefits in the USA
Family‐responsive benefits have important consequences for workers balancing work–family demands. Previous research on the distribution of family‐responsive benefits has focused on intra‐organizational determinants or general labour market characteristics, at the expense of local labour market factors. We address this deficiency by analysing a unique random sample of US work establishments nested in their local labour markets. Specifically, we as…
Organizations, Managers, and Wage Inequality
Do Women Managers Ameliorate Gender Differences in Wages? Evidence from a Large Grocery Retailer
Women's disadvantages in labor market outcomes are often attributed to the preponderance of men at or near the top of organizational hierarchies. While theories of homophily predict that women in positions of power ameliorate gender differences in wages for employees under them, status characteristics theory suggests that women face comparable disadvantages when working under men and women. Despite the existence of competing theoretical perspecti…
Public Sector Transformation, Racial Inequality and Downward Occupational Mobility
“New governance” reforms entailing shifts toward privatization have permeated the public sector over the last decade, possibly affecting workplace-based attainments. We examine the consequences of this reform for African American men, who during the civil rights era reached relative parity with whites. We analyze race-based inequities on one socioeconomic outcome–downward occupational mobility–among professionals, managers and executives. Results…
The Parity Penalty in Life Course Perspective: Motherhood and Occupational Status in 13 European Countries
Research documents a wage penalty for mothers compared to childless women. We demonstrate there is also an occupational status penalty to motherhood. Interrogating supply- and demand-side explanations of the motherhood penalty from the life course perspective, we formulate and test original hypotheses about the short-term and long-run career implications of parity-specific births. We analyze longitudinal data from the European Community and House…
Economics (29 works) · Labour economics (25 works) · Demographic economics (24 works) · Sociology (20 works) · Labor market dynamics and wage inequality (18 works) · Inequality (17 works) · Gender Diversity and Inequality (16 works) · Work-Family Balance Challenges (16 works) · Psychology (14 works) · Political science (13 works)