The focus of this article is on the organizational contexts in which gender-based earnings inequalities are exacerbated or eroded. By conceptualizing patriarchy in workplaces as a process of dynamic struggles over organizational practices and rewards, we assume that the degree of gender inequality in workplaces should vary as a function of organizational structure, resources, and practices. We examine five organizational characteristics hypothesized to affect the level of gender inequality: organizational resources, regional gender culture, market sector, size of firm, and formalization of employment relations. Gender earnings inequality varies across organizational contexts, with the predicted female-to-male earnings ratio ranging from as little as 51 percent to parity. In particular, we find that gender earnings inequalities are higher where organizational resources are greater and lower where formalization of the employment relationship is greater and in medium-size firms. We conclude that the gendered wage determination process reflects an interaction between organization, job, and individual characteristics.
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