A Relational Inequality Approach to First- and Second-Generation Immigrant Earnings in German Workplaces.
We conceptualize immigrant incorporation as a categorically driven process and contrast the bright distinctions between first-generation immigrants and natives, with more blurry second-generation contrasts. We analyze linked employer-employee data of a sample of 5,097 employees in 97 large German or...
| Publicado en: | Social Forces Vol. 97; no. 1; pp. 91 - 129 |
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| Formato: | Artículo |
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Oxford University Press / USA
Sep2018
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| Acceso en línea: | Ver este registro en EBSCOhost |
| fields | @attributes: recordID: 1 pdfLink: plink: https://search.ebscohost.com/login.aspx?direct=true&db=ssf&AN=131196981&site=ehost-live header: @attributes: shortDbName: ssf uiTerm: 131196981 longDbName: Social Sciences Full Text (H.W. Wilson) uiTag: AN controlInfo: bkinfo: jinfo: jid: 00377732 SFR jtl: Social Forces issn: 00377732 maglogo: N pubinfo: dt: Sep2018 vid: 97 iid: 1 pid: 622 pub: Oxford University Press / USA artinfo: ui: 131196981 10.1093/sf/soy021 ppf: 91 ppct: 38 formats: fmt: @attributes: type: P size: 1.1MB tig: atl: A Relational Inequality Approach to First- and Second-Generation Immigrant Earnings in German Workplaces. aug: su: Germany Immigrants Children of immigrants Foreign workers Labor market Human capital Income inequality Wage differentials Wages Labor contracts sug: subj: Immigrants Children of immigrants Foreign workers Labor market Human capital Income inequality Wage differentials Wages Germany Labor contracts keyword: Immigration Inequality Labor Process Migration Social Stratification Work Immigration Inequality Labor Process Migration Social Stratification Work ab: We conceptualize immigrant incorporation as a categorically driven process and contrast the bright distinctions between first-generation immigrants and natives, with more blurry second-generation contrasts. We analyze linked employer-employee data of a sample of 5,097 employees in 97 large German organizations and focus on first- and second-generation immigrants. We explore how generational status in the labor market and workplace contexts expands and contracts native-immigrant wage inequalities. We find a substantial average first-generation immigrant-native wage gap, which is not explained by individual human capital differences or most aspects of organizational context. In contrast, there is, on average, no second-generation wage gap, but there are substantial variations across workplaces. A series of results confirm predictions from relational inequality theory. For both first- and second-generation immigrants, working in a high-inequality workplace is associated with larger wage gaps. Second-generation immigrants perform better in workplaces where they have intersectional advantages over natives, and for first-generation immigrants collective bargaining protection narrows wage gaps with natives. Consistent with ethnic competition theory, in workplaces with very high shares of immigrant workers, the first-generation–native wage gap is larger. In contrast, increased contact between native Germans and second-generation immigrant coworkers reduces earnings gaps, but only up to a tipping point, after which competition processes reappear and earning gaps widen. pubtype: Academic Journal doctype: Article src: R language: English refInfo: copyright: @attributes: flag: N holdings: @attributes: islocal: N |
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