WHO IS BOSSED BY WHOM IN THE NETHERLANDS?

1. WHO IS BOSSED BY WHOM IN THE NETHERLANDS? WOUT ULTEE & MAARTEN WOLBERS RADBOUD UNIVERSITY NIJMEGEN RC 28 SUMMER 2011 MEETING IOWA STATE UNIVERSITY IOWA CITY

2. THE NETHERLANDS UNTIL THE 1960s A SOCIETY NOT SO MUCH CONSISTING OF SOCIAL STRATA ON TOP OF ONE ANOTHER BUT OF RELIGIOUS PILLARS STANDING NEXT TO ONE ANOTHER AND AS A CONSEQUENCE VERY LIMITED EMPLOYMENT OF MARRIED WOMEN A LEFT-OVER FROM THE GREAT DEPRESSION OF THE 1930s AND GOVERNMENTS DOMINATED BY RELIGIOUS PARTIES: UNTIL 1965 A WOMAN WHO HELD A JOB IN THE PUBLIC SECTOR AUTOMATICALLY LOST HER JOB UPON MARRIAGE

3. THE NETHERLANDS NOW A COUNTRY WHERE A MAJORITY OF THE INHABITANTS STATES TO BE WITHOUT ANY DENOMINATION AND RAPIDLY RISING FEMALE EMPLOYMENT RATES THE NETHERLANDS IS ALSO THE EUROPEAN UNION COUNTRY WITH THE HIGHEST PERCENT OF WOMEN WORKING PART TIME (AND THE COUNTRY WITH THE HIGHEST PERCENT OF MEN WORKING PART TIME) PART-TIME JOBS IN THE NETHERLANDS CARRY THE SAME SOCIAL RIGHTS AS FULL-TIME JOBS

4. FALSE STARTS AND MISLEADING FINDINGS ON THE TOPIC OF WOMEN IN THE DUTCH LABOUR MARKET FIRST MISLEADING FINDING: WOMEN HAVE MORE OCCUPATIONAL PRESTIGE THAN MEN SECOND MISLEADING FINDING: FOR WOMEN RETURNS TO EDUCATION IN TERMS OF PRESTIGE AND INCOME DECLINE THESE ARE RESULTS FROM MODELS THAT DO NOT INCLUDE THE NUMBER OF YEARS WOMEN HOLD A PAID JOB

5. THIRD MISLEADING FINDING: THE NUMBER OF WOMEN WITH A PART-TIME JOB AS A PERCENTAGE OF ALL WORKING WOMEN IS RISING HOWEVER, THE NUMBER OF WORKING WOMEN IS RISING TOO, AND SO IS THE NUMBER OF FULL-TIME WORKING WOMEN AS A PERCENTAGE OF ALL WOMEN WHEREAS WOMEN USED TO STOP WORKING UPON BEARING THEIR FIRST CHILD, THEY NOW SCALE DOWN FROM A FULL-TIME TO A PART TIME JOB AND AFTER THEIR SECOND BABY FROM A THREE-DAY JOB TO A TWO-DAY JOB

6. THE PRESENT PAPER TRIES A NEW TACK ON THE TOPIC OF WOMEN ON THE LABOUR MARKET IN THE NETHERLANDS TO ALLOT THE OCCUPATIONAL TITLE OF A PERSON TO THE ERIKSON-GOLDTHORPE-PORTOCARERO CLASS SCHEME INFORMATION IS NEEDED ON THE NUMBER OF PERSONS SUPERVISED BY THE PERSON HOLDING THIS JOB

7. THE PRESENT PAPER FOCUSES SUPERVISION HOWEVER, THE PRESENT PAPER DOES NOT TURN THE OLD SUPPLEMENTARY INFORMATION INTO A PHENOMENON TO BE STUDIED IN ITS OWN RIGHT THAT HAS BEEN DONE BEFORE

8. THE PRESENT PAPER STARTS FROM THE POSSIBILITY THAT THE GOAL OF EQUALITY FOR MEN AND WOMEN IS FLEETING UPON GETTING CLOSER TO, SAY, EQUAL PAY FOR A JOB OTHER JOB CHARACTERISTICS TURN OUT TO BE IMPORTANT FOR GENDER EQUALITY THE MATTER OF THE GENDER OF SUPERVISORS BEING ONE OF THEM

9. PRESSING THE QUESTION OF THE GENDER OF SUPERVISORS FURTHER THE PRESENT PAPER STARTS FROM THE CASUAL OBSERVATION THAT QUITE A FEW WOMEN WHO SUPERVISE ARE SUPERVISING OTHER WOMEN THEREFORE, THE PRESENT PAPER FOCUSES THE RELATION BETWEEN THE GENDER OF PERSONS WITH A JOB AND THE GENDER OF THEIR FIRST SUPERIOR

10. SO THE TITLE OF THE PRESENT PAPER EXTENDS THE TITLE OF A 1970s DIANA ROSS POPSONG FROM WHO IS THE BOSS? TO WHO IS BOSSED BY WHOM?

11. TWO POSSIBLE QUESTIONS: TO WHAT EXTENT DO MEN BOSS MEN, AND WOMEN BOSS WOMEN? AND: TO WHAT EXTENT ARE MEN BOSSED BY MEN AND TO WHAT EXTENT ARE WOMEN BOSSED BY WOMEN? HERE WE OPT FOR THE SECOND QUESTION

12. IT IS QUITE EASY TO ASK IN SURVEY RESEARCH A PERSON AFTER THE GENDER, AGE, ETNICITY AND EDUCATION OF THE SUPERVISOR OF THAT PERSON AND THE DATA ALLOW FOR STRAIGHTFORWARD ANALYSIS OF COURSE ONE MAY ASK A PERSON WHO CLAIMS TO SUPERVISE X PERSONS HOW MANY OF THEM ARE MEN AND HOW MANY WOMEN BUT THE FIRST CLAIM MAY BE INFLATED AND IT IS NOT WISE TO EXPLAIN THE MALE-FEMALE RATIO FOR THE PERSONS BEING SUPERVISED

13. IN ADDITION, THE QUESTION OF WHO IS BOSSED BY WHOM ALLOWS FOR FOLLOW-UP QUESTIONS ABOUT CAREER CONSEQUENCES FOR INSTANCE PAY COMPARISON QUESTIONS: PAY OF MEN SUPERVISED BY MEN PAY OF MEN SUPERVISED BY WOMEN PAY OF WOMEN SUPERVISED BY WOMEN PAY OF WOMEN SUPERVISED BY MEN

14. PRIME PREVIOUS RESEARCH FINDING ON ONE BRANCH OF ECONOMIC ACTIVITY IN THE NETHERLANDS IN THE 1970s (WHEN ALL BOSSES WERE MALES) WOMEN IN ACADEMIC LIFE AFTER COMPLETING THEIR PH D RECEIVE A SALARY RAISE LATER THAN MEN AFTER COMPLETING THEIR PH D

16. DATA COME FROM A RANDOM SAMPLE SURVEY UNDERTAKEN IN THE NETHERLANDS IN 2009 WITH SOME 1400 PRIMARY RESPONDENTS AND THEIR LIVE-IN PARTNER, IF THEY HAVE ONE FUNDS FOR THE SURVEY FROM THE FACULTY OF SOCIAL SCIENCES IN NIJMEGEN AND FROM THE DUTCH NATIONAL SCIENCE FOUNDATION THE 2009 INSTALLMENT OF THE NETHERLANDS FAMILY SURVEY EARLIER INSTALLMENTS IN 1993, 1998, 2000 AND 2003

17. ON OF THE AIMS OF THE SURVEY IS TO ASK AS MANY ITEMS AS POSSIBLE IN A FORM APPLIED IN OTHER SURVEYS SUCH AS OCCUPATION AND BRANCH OF ECONOMIC ACTIVITY IT ADDS RETROSPECTIVE ITEMS TO ITEMS ABOUT A PERSON’S CURRENT SITUATION THE VALUE ADDED OF THE SURVEY MUST COME FROM THE COMBINATION OF ITEMS FROM DIFFERENT SURVEYS AND FROM A FEW NEW QUESTIONS THE ITEMS ABOUT CHARACTERISTICS OF ONE’S DIRECT SUPERVISOR BEING ONE OF THEM

23. THE TABLE HAS AN ODDS RATIO OF 5.5 WE DO NOT KNOW WHETHER THIS ODDS RATIO WAS HIGHER OR LOWER IN EARLIER YEARS

25. WHICH OTHER FACTORS, APART FROM A PERSON’S GENDER, INFLUENCE THE ODDS OF HAVING A FEMALE RATHER THAN A MALE SUPERVISOR? AND UNDER WHAT CIRCUMSTANCES IS THE ODDS RATIO FOR (FE)MALES BEING SUPERVISED BY (FE)MALES SMALLER?

26. THE EFFECT OF GENDER ON FEMALE SUPERVISION PERSISTS IN MULTIVARIATE LOGISTIC REGRESSION MODELS AGE DOES NOT HAVE AN EFFECT DISTINGUISHING THREE LEVELS OF EDUCATION PERSONS WITH INTERMEDIATE AND HIGH EDUCATION ARE MORE LIKELY TO HAVE A FEMALE SUPERVISOR THAN PERSONS WITH LOW EDUCATION SIZE OF THE ESTABLISHMENT DOES NOT HAVE AN EFFECT IF THE PERCENT OF WOMEN IN A PERSON’S BRANCH OF ECONOMIC ACTIVITY IS HIGHER, THE CHANCES OF FEMALE SUPERVISION ARE HIGHER

27. THE INTERACTIONS IN LOGISTIC REGRESSION MODELS OF GENDER WITH OTHER FACTORS THERE IS ONLY ONE SIGNIFICANT INTERACTION THE EXTENT TO WHICH WOMEN ARE SUPERVISED BY WOMEN IS SMALLER FOR WOMEN WITH A HIGH LEVEL OF EDUCATION

28. FOUR CAREER CONSEQUENCES OF FEMALE SUPERVISION: ON OCCUPATIONAL PRESTIGE (ISEI) ON NET MONTHLY INCOME ON CURENT WORKING HOURS ON LOG NET HOURLY INCOME STUDIED BY WAY OF LINEAR REGRESSION MODELS

29. OCCUPATIONAL PRESTIGE AGE AND EDUCATION MAKE FOR MORE OCCUPATIONAL PRESTIGE WOMEN HAVE MORE OCCUPATIONAL PRESTIGE THAN MEN THE PERCENT OF WOMEN IN A PERSON’S BRANCH OF ECONOMIC ACTIVITY LOWERS OCCUPATIONAL PRESTIGE WOMEN WHO ARE SUPERVISED BY WOMEN HAVE LESS OCCUPATIONAL PRESTIGE

30. NET MONTHLY INCOME EDUCATION AND AGE HAVE A POSITIVE EFFECT, BEING A WOMAN HAS A NEGATIVE EFFECT THE SIZE OF THE ESTABLISHMENT HAS A NEGATIVE EFFECT, AND SO DOES THE PERCENT OF FEMALES IN A PERSON’S BRANCH OF ECONOMIC ACTIVITY THERE IS NO EFFECT OF FEMALE SUPERVISION THERE IS NO SIGNIFICANT INTERACTION OF A PERSON’S GENDER AND THE GENDER OF THIS PERSON’S SUPERVISOR

31. CURRENT WORKING HOURS WOMEN WORK A LOWER NUMBER OF HOURS THAN MEN WITH AGE, WORKING HOURS RISE MORE EDUCATION MAKES FOR LESS WORKING HOURS THE PERCENT OF WOMEN IN A PERSON’S BRANCH OF ECONOMIC ACTIVITY LOWERS A PERSON’S WORKING HOURS THERE IS NO EFFECT OF FEMALE SUPERVISION THERE IS NO SIGNIFICANT INTERACTION OF A PERSON’S GENDER AND THE GENDER OF THIS PERSON’S SUPERVISOR

32. LOG OF NET HOURLY INCOME WOMAN HAVE A LOWER HOURLY INCOME SIZE OF THE ESTABLISHMENT LOWERS HOURLY INCOME AGE DOES NOT HAVE AN EFFECT FEMALE SUPERVISION DOES NOT HAVE AN EFFECT THERE IS NO SIGNIFICANT INTERACTION OF A PERSON’S GENDER AND THE GENDER OF THIS PERSON’S DIRECT SUPERVISOR

34. FALSE NEGATIVES ??? A PERSON’S CURRENT INCOME DOES NOT RESULT FROM THE GENDER OF THIS PERSON’S CURRENT SUPERVISOR A PERSON’S CURRENT INCOME AMOUNTS TO A CUMULATION OF THE (SMALL) EFFECT OF THE GENDER OF EACH SUPERVISOR OF THIS PERSON UNTIL NOW BUT THEN, IF A PERSON’S CURRENT SUPERVISOR IS (FE)MALE, THIS PERSON’S PREVIOUS SUPERVISORS TEND TO BE (FE)MALE TOO

35. PRELIMINARY FINDINGS! QUESTIONS?

36. THIS POWERPOINT IS POSTED ON MY WEBSITE SEARCH IN GOOGLE FOR ‘WOUT ULTEE’ THE FIRST HIT IS MY WEBSITE (TAKE CARE TO ACTIVATE THE COMPATIBILITY BUTTON) GO ON THE LEFT TO FOREIGN PRESENTATIONS THEN CLICK IOWA CITY 2011