企业人力资源开发中性别歧视维度及程度的实证分析被引量：2

An Empirical Study on the Dimension and Extent of Gender Discrimination in the Process of Enterprise HRD

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摘要以企业人力资源开发中性别歧视的维度及程度为焦点,以往人力资源开发研究中的性别歧视主要体现为雇佣性别歧视、玻璃天花板、职业性别隔离和薪酬性别歧视四个方面。经分析发现,企业人力资源开发中的性别歧视有三个维度,即雇佣性别歧视、升迁性别歧视和薪酬性别歧视;企业存在严重的雇佣性别歧视,也存在升迁性别歧视,较少存在薪酬性别歧视;就薪酬性别歧视而言,合资企业明显比外资和民营企业严重,而外资和民营企业又明显比国有企业严重;并且越是高层管理者越能感知到企业存在强烈的雇佣性别歧视、升迁性别歧视和薪酬性别歧视;低学历者更多地感知到薪酬性别歧视。 This study focuses on the dimension and extent of gender discrimination in the process of enterprise HRD. Firstly, the relevant literature is examined and it is found that employment gender discrimination, glass ceiling, occupational gender segregation and salary gender discrimination are the manifestations of gender discrimination in the process of human resource development. Then, based on the result, the quantitative data on the dimension and extent of gender discrimination in the Exploratory factor analysis and the process of enterprise human discrimination, promotion and process of enterprise HRD is gathered by questionnaires confirmatory factor analysis reveal that gender discrimination resource management has three transfer gender discrimination, dimensions： employment gend salary gender discrimination ANOVA analysis reveals that there is promotion and transfer gender discrimination and serious employment gender discrimination in enterprises, and there is seldom salary gender discrimination in firms. ANOVA analysis also reveals that salary gender discrimination is significantly more serious in joint ventures than in foreign enterprises and private enterprises. Salary gender discrimination is significantly more serious in foreign enterprises and private enterprises than in state-owned enterprises. At the same time. ANOVA analysis reveals that top managers perceive more employment gender discrimination, promotion and transfer gender discrimination and salary gender discrimination than middle managers and line managers, and the employees with lower level education perceive more salary gender discrimination than the employees with high level education.

作者颜士梅

机构地区浙江大学企业管理系

出处《浙江大学学报（人文社会科学版）》 CSSCI 2008年第6期173-184,共12页 Journal of Zhejiang University:Humanities and Social Sciences

基金国家社会科学基金资助项目(06CJY011)

关键词人力资源开发雇佣性别歧视玻璃天花板职业性别隔离薪酬性别歧视 human resource development （HRD） employment gender discrimination glassceiling occupational gender segregation salary gender discrimination

分类号 F272.92 [经济管理—企业管理] F272.3 [经济管理—企业管理]

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