Where do immigrants fare worse? Modeling workplace wage gap variation with longitudinal employer-employee data

• Autores: Donald Tomaskovic-Devey, Martin Hällsten, Dustin Avent-Holt
• Localización: American Journal of Sociology, ISSN-e 1537-5390, Vol. 120, Nº. 4, 2015, págs. 1095-1143
• Idioma: inglés
• Texto completo no disponible (Saber más ...)
• Resumen

  • 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 wage inequalities 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.