Mahmood Araï
Biographic Data
| ID | 5927448 |
|---|---|
| NAME | Mahmood Araï |
| GIVEN NAMES | Mahmood |
| FAMILY NAME | Araï |
| SIGNATURE | ARAI M |
| AFFILIATIONS | Department of Economics and SULCIS Stockholm University |
| VERIFIED | No |
| TOTAL WORKS | 4 |
| TOTAL CITATIONS | 29 |
| AUTHOR COUNT | 4 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1996 |
| LATEST PUBLICATION YEAR | 2016 |
| H-INDEX | 2 |
The Reverse Gender Gap in Ethnic Discrimination: Employer Stereotypes of Men and Women with Arabic Names
We examine differences in the intensity of employer stereotypes of men and women with Arabic names in Sweden by testing how much work experience is needed to eliminate the disadvantage of having an Arabic name on job applications. Employers are first sent curriculum vitaes (CVs) of equal merit in a field experiment setup. Arabic-named CVs are thereafter enhanced with more relevant work experience than Swedish-named CVs. The results indicate a rev…
Children's First Names, Religiosity and Immigration Background in France
Using an index measuring the relative probability of names in different populations, our results indicate that immigrants and especially those from the Maghreb/Middle‐East give first names to their children that are different from those given by the French majority population. Though we find a correlation between religiosity and our name index for European immigrants, the differences in naming practices cannot generally be attributed to religiosi…
Différentiels intersectoriels de salaire et caractéristiques des employeurs en France
Intersektorale Lohn- und Gehaltsunterschiede und Merkmale der franzôsischen Arbeitgeber Worauf sind die intersektoralen Lohn- und Gehaltsunterschiede in Frankreich zurûckzufùhren? Auf bestimmte Besonderheiten der beschâftigenden Untemehmen oder einzig und allein auf die Heterogenitât der Arbeitnehmer? Selbst wenn man die individuellen Merkmale der Arbeitnehmer weitgehend auBer acht lâBt, bleiben dièse Abweichungen erheblich. Bei gleichen individu…
Rendements de l'ancienneté des individus et taille des établissements
[fre] Utilisant une enquête qui croise données d'établissement et données individuelles, cet article met en évidence un effet de la taille sur les rendements de l'ancienneté, en sus de l'effet classique sur le niveau des salaires. Pour les personnels d'exécution, la taille accroît le rendement de l'ancienneté en début de carrière mais le fait décroître plus rapidement. Pour les professions intermédiaires et les cadres, on observe le phénomène inv…
The Reverse Gender Gap in Ethnic Discrimination: Employer Stereotypes of Men and Women with Arabic Names
We examine differences in the intensity of employer stereotypes of men and women with Arabic names in Sweden by testing how much work experience is needed to eliminate the disadvantage of having an Arabic name on job applications. Employers are first sent curriculum vitaes (CVs) of equal merit in a field experiment setup. Arabic-named CVs are thereafter enhanced with more relevant work experience than Swedish-named CVs. The results indicate a rev…
Children's First Names, Religiosity and Immigration Background in France
Using an index measuring the relative probability of names in different populations, our results indicate that immigrants and especially those from the Maghreb/Middle‐East give first names to their children that are different from those given by the French majority population. Though we find a correlation between religiosity and our name index for European immigrants, the differences in naming practices cannot generally be attributed to religiosi…
Différentiels intersectoriels de salaire et caractéristiques des employeurs en France
Intersektorale Lohn- und Gehaltsunterschiede und Merkmale der franzôsischen Arbeitgeber Worauf sind die intersektoralen Lohn- und Gehaltsunterschiede in Frankreich zurûckzufùhren? Auf bestimmte Besonderheiten der beschâftigenden Untemehmen oder einzig und allein auf die Heterogenitât der Arbeitnehmer? Selbst wenn man die individuellen Merkmale der Arbeitnehmer weitgehend auBer acht lâBt, bleiben dièse Abweichungen erheblich. Bei gleichen individu…
Différentiels intersectoriels de salaire et caractéristiques des employeurs en France
Intersektorale Lohn- und Gehaltsunterschiede und Merkmale der franzôsischen Arbeitgeber Worauf sind die intersektoralen Lohn- und Gehaltsunterschiede in Frankreich zurûckzufùhren? Auf bestimmte Besonderheiten der beschâftigenden Untemehmen oder einzig und allein auf die Heterogenitât der Arbeitnehmer? Selbst wenn man die individuellen Merkmale der Arbeitnehmer weitgehend auBer acht lâBt, bleiben dièse Abweichungen erheblich. Bei gleichen individu…
Rendements de l'ancienneté des individus et taille des établissements
[fre] Utilisant une enquête qui croise données d'établissement et données individuelles, cet article met en évidence un effet de la taille sur les rendements de l'ancienneté, en sus de l'effet classique sur le niveau des salaires. Pour les personnels d'exécution, la taille accroît le rendement de l'ancienneté en début de carrière mais le fait décroître plus rapidement. Pour les professions intermédiaires et les cadres, on observe le phénomène inv…
Children's First Names, Religiosity and Immigration Background in France
Using an index measuring the relative probability of names in different populations, our results indicate that immigrants and especially those from the Maghreb/Middle‐East give first names to their children that are different from those given by the French majority population. Though we find a correlation between religiosity and our name index for European immigrants, the differences in naming practices cannot generally be attributed to religiosi…
The Reverse Gender Gap in Ethnic Discrimination: Employer Stereotypes of Men and Women with Arabic Names
We examine differences in the intensity of employer stereotypes of men and women with Arabic names in Sweden by testing how much work experience is needed to eliminate the disadvantage of having an Arabic name on job applications. Employers are first sent curriculum vitaes (CVs) of equal merit in a field experiment setup. Arabic-named CVs are thereafter enhanced with more relevant work experience than Swedish-named CVs. The results indicate a rev…
Political science (4 works) · Law (2 works) · Law (2 works) · Names, Identity, and Discrimination Research (2 works) · Psychology (2 works) · Social Psychology (2 works) · Social Psychology (2 works) · Arabic (1 works) · Authorship Attribution and Profiling (1 works) · Citizenship (1 works)