Anthony Rainey
Biographic Data
| ID | 273317 |
|---|---|
| NAME | Anthony Rainey |
| GIVEN NAMES | Anthony |
| FAMILY NAME | Rainey |
| SIGNATURE | RAINEY A |
| AFFILIATIONS | University of Massachusetts Amherst |
| ORCID | 0000-0001-9151-6659 |
| VERIFIED | Yes |
| TOTAL WORKS | 8 |
| TOTAL CITATIONS | 43 |
| AUTHOR COUNT | 8 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2019 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 3 |
Intersectional Earnings Inequalities in U.S. Public Sector Workplaces and the Great Recession
The authors examine intersectional earnings inequalities in U.S. state and local government workplaces during the Great Recession of 2007 to 2011. Corresponding to closure and exploitation mechanisms as proposed in Relational Inequality Theory, the authors decompose pay gaps into between-workplace and within-workplace segregation components and within-job disparities. Between-workplace closure mechanisms tend to be absent or weak for all comparis…
The Great Separation
Earnings segregation at work is an understudied topic in social science, despite the workplace being an everyday nexus for social mixing, cohesion, contact, claims making, and resource exchange. It is all the more urgent to study as workplaces, in the last decades, have undergone profound reorganizations that could affect the magnitude and evolution of earnings segregation. Analyzing linked employer-employee panel administrative databases, the au…
Estimating Firm-, Occupation-, and Job-Level Gender Pay Gaps with U.S. Linked Employer-Employee Population Data, 2005 to 2015
Merging 2005 to 2015 Internal Revenue Service, Social Security, and Census records, the authors calculate national average gender pay gaps for various population definitions and then decompose trends in the contribution of firm, occupation, and job segregation to these pay gaps, as well as the size of the average residual “within-job” pay gap. In general, observed segregation tends to explain about half of age, education, and hours of work adjust…
Author Correction
Within-job gender pay inequality in 15 countries
Extant research on the gender pay gap suggests that men and women who do the same work for the same employer receive similar pay, so that processes sorting people into jobs are thought to account for the vast majority of the pay gap. Data that can identify women and men who do the same work for the same employer are rare, and research informing this crucial aspect of gender differences in pay is several decades old and from a limited number of co…
The Organizational Context of Supervisory Bullying
The impact of harmful social relations in the workplace, such as workplace bullying, has become abundantly clear to the social sciences. However, data limitations have prevented researchers from fully examining the organizational component of workplace bullying. Using a sample of linked-employer-employee data collected from the German working population, this paper shows how the interaction of organizational attributes and individual characterist…
Rising between-workplace inequalities in high-income countries
Significance Understanding the causes of rising inequality is of concern in many countries. Using administrative data, we find that the share of inequality that is between workplaces is growing in 12 of 14 countries examined, and in no country has it fallen. Countries with declining employment protections see growth in both between- and within-workplace inequalities, but this impact is stronger for between-workplace inequalities. These results su…
Occupations, workplaces or jobs
Occupations have long been held by sociologists, from the older status attainment tradition to the more recent micro-class tradition, to be at the center of stratification writ large. Occupations are specifically argued to be central to shaping wages. Indeed, this has been understood as the comparative advantage of sociology relative to economics in understanding wage setting. However, an undercurrent has for decades existed in sociology that sug…
Occupations, workplaces or jobs
Occupations have long been held by sociologists, from the older status attainment tradition to the more recent micro-class tradition, to be at the center of stratification writ large. Occupations are specifically argued to be central to shaping wages. Indeed, this has been understood as the comparative advantage of sociology relative to economics in understanding wage setting. However, an undercurrent has for decades existed in sociology that sug…
Within-job gender pay inequality in 15 countries
Extant research on the gender pay gap suggests that men and women who do the same work for the same employer receive similar pay, so that processes sorting people into jobs are thought to account for the vast majority of the pay gap. Data that can identify women and men who do the same work for the same employer are rare, and research informing this crucial aspect of gender differences in pay is several decades old and from a limited number of co…
The Organizational Context of Supervisory Bullying
The impact of harmful social relations in the workplace, such as workplace bullying, has become abundantly clear to the social sciences. However, data limitations have prevented researchers from fully examining the organizational component of workplace bullying. Using a sample of linked-employer-employee data collected from the German working population, this paper shows how the interaction of organizational attributes and individual characterist…
The Great Separation
Earnings segregation at work is an understudied topic in social science, despite the workplace being an everyday nexus for social mixing, cohesion, contact, claims making, and resource exchange. It is all the more urgent to study as workplaces, in the last decades, have undergone profound reorganizations that could affect the magnitude and evolution of earnings segregation. Analyzing linked employer-employee panel administrative databases, the au…
Intersectional Earnings Inequalities in U.S. Public Sector Workplaces and the Great Recession
The authors examine intersectional earnings inequalities in U.S. state and local government workplaces during the Great Recession of 2007 to 2011. Corresponding to closure and exploitation mechanisms as proposed in Relational Inequality Theory, the authors decompose pay gaps into between-workplace and within-workplace segregation components and within-job disparities. Between-workplace closure mechanisms tend to be absent or weak for all comparis…
Author Correction
Occupations, workplaces or jobs
Occupations have long been held by sociologists, from the older status attainment tradition to the more recent micro-class tradition, to be at the center of stratification writ large. Occupations are specifically argued to be central to shaping wages. Indeed, this has been understood as the comparative advantage of sociology relative to economics in understanding wage setting. However, an undercurrent has for decades existed in sociology that sug…
Rising between-workplace inequalities in high-income countries
Significance Understanding the causes of rising inequality is of concern in many countries. Using administrative data, we find that the share of inequality that is between workplaces is growing in 12 of 14 countries examined, and in no country has it fallen. Countries with declining employment protections see growth in both between- and within-workplace inequalities, but this impact is stronger for between-workplace inequalities. These results su…
The Organizational Context of Supervisory Bullying
The impact of harmful social relations in the workplace, such as workplace bullying, has become abundantly clear to the social sciences. However, data limitations have prevented researchers from fully examining the organizational component of workplace bullying. Using a sample of linked-employer-employee data collected from the German working population, this paper shows how the interaction of organizational attributes and individual characterist…
Within-job gender pay inequality in 15 countries
Extant research on the gender pay gap suggests that men and women who do the same work for the same employer receive similar pay, so that processes sorting people into jobs are thought to account for the vast majority of the pay gap. Data that can identify women and men who do the same work for the same employer are rare, and research informing this crucial aspect of gender differences in pay is several decades old and from a limited number of co…
Estimating Firm-, Occupation-, and Job-Level Gender Pay Gaps with U.S. Linked Employer-Employee Population Data, 2005 to 2015
Merging 2005 to 2015 Internal Revenue Service, Social Security, and Census records, the authors calculate national average gender pay gaps for various population definitions and then decompose trends in the contribution of firm, occupation, and job segregation to these pay gaps, as well as the size of the average residual “within-job” pay gap. In general, observed segregation tends to explain about half of age, education, and hours of work adjust…
Author Correction
Intersectional Earnings Inequalities in U.S. Public Sector Workplaces and the Great Recession
The authors examine intersectional earnings inequalities in U.S. state and local government workplaces during the Great Recession of 2007 to 2011. Corresponding to closure and exploitation mechanisms as proposed in Relational Inequality Theory, the authors decompose pay gaps into between-workplace and within-workplace segregation components and within-job disparities. Between-workplace closure mechanisms tend to be absent or weak for all comparis…
The Great Separation
Earnings segregation at work is an understudied topic in social science, despite the workplace being an everyday nexus for social mixing, cohesion, contact, claims making, and resource exchange. It is all the more urgent to study as workplaces, in the last decades, have undergone profound reorganizations that could affect the magnitude and evolution of earnings segregation. Analyzing linked employer-employee panel administrative databases, the au…
Economics (6 works) · Labor market dynamics and wage inequality (6 works) · Labour economics (6 works) · Demographic economics (5 works) · Gender, Labor, and Family Dynamics (3 works) · Inequality (3 works) · Social Policy and Reform Studies (3 works) · Wage (3 works) · Gender pay gap (2 works) · Mathematics (2 works)