摘要
职业生涯中断对女性雇员的影响主要表现在中断后女性雇员较低的工资水平,较少的劳动力供给和较少的晋升机会,而对她们的工作满意度几乎没有影响。相关文献主要从人力资本理论、歧视理论和信号理论三个方面解释职业生涯中断对女性雇员产生影响的原因:一方面由于中断期间女性雇员已有人力资本贬值,并错过了中断期间对人力资本进行再投资的机会,使实际的工作能力下降;另一方面由于组织文化中推崇男性价值观,即认为男性特质代表高效的工作能力,而女性特质的则是低效低能低投入的信号,这种信号一旦被识别,不管实际工作绩效如何,雇员都得到较低的评价。
The impact of discontinuing career on female employees mainly includes lower salary, less labor supply and opportunities of promotion, hardly any on their level of work satisfaction. Concerning literatures discusses the causes of the impact on female employees from three angles, namely, theory of human capital, theory of discrimination and theory of signal. At one hand, since the human capital of female employees is devaluated during career discontinuation devaluate and they miss the opportunities of re - investment of human capital, their actual working ability will decline. On the other hand, since the male values esteemed in organizational culture, people regards that characteristics of male means effective and capable and the characteristics of female means less effectiveness, less devotion. Once these signals are recognized, female employees will be appraised lower, regardless of their actual performances.
出处
《中国劳动关系学院学报》
北大核心
2007年第3期88-92,共5页
Journal of China University of Labor Relations
