TY - JOUR
T1 - Where do immigrants fare worse? Modeling workplace wage gap variation with longitudinal employer-employee data
AU - Tomaskovic-Devey, Donald
AU - Hällsten, Martin
AU - Avent-Holt, Dustin
N1 - Publisher Copyright:
© 2015 by The University of Chicago. All rights reserved.
PY - 2015/1/1
Y1 - 2015/1/1
N2 - The authors propose a strategy for observing and explaining workplace variance in categorically linked inequalities. Using Swedish economy-wide linked employer-employee panel data, the authors examine variation in workplace wageine qualities between native Swedes and non-Western immigrants. Consistent with relational inequality theory, the authors’ findings are that immigrant-native wage gaps vary dramatically across workplaces, even net of strong human capital controls. The authors also find that, net of observed and fixed-effect controls for individual traits, workplace immigrant-native wage gaps decline with increased workplace immigrant employment and managerial representation and increase when job segregation rises. These results are stronger in high-inequality workplaces and for white-collar employees: contexts in which one expects status-based claims on organizational resources, the central causal mechanism identified by relational inequality theory, to be stronger. The authors conclude that workplace variation in the non-Western immigrant-native wage gaps is contingent on organizational variation in the relative power of groups and the institutional context in which that power is exercised.
AB - The authors propose a strategy for observing and explaining workplace variance in categorically linked inequalities. Using Swedish economy-wide linked employer-employee panel data, the authors examine variation in workplace wageine qualities between native Swedes and non-Western immigrants. Consistent with relational inequality theory, the authors’ findings are that immigrant-native wage gaps vary dramatically across workplaces, even net of strong human capital controls. The authors also find that, net of observed and fixed-effect controls for individual traits, workplace immigrant-native wage gaps decline with increased workplace immigrant employment and managerial representation and increase when job segregation rises. These results are stronger in high-inequality workplaces and for white-collar employees: contexts in which one expects status-based claims on organizational resources, the central causal mechanism identified by relational inequality theory, to be stronger. The authors conclude that workplace variation in the non-Western immigrant-native wage gaps is contingent on organizational variation in the relative power of groups and the institutional context in which that power is exercised.
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U2 - 10.1086/679191
DO - 10.1086/679191
M3 - Article
C2 - 26046226
AN - SCOPUS:84928974584
SN - 0002-9602
VL - 120
SP - 1095
EP - 1143
JO - American Journal of Sociology
JF - American Journal of Sociology
IS - 4
ER -