Maternity harassment in Japan: Why do regular employees have higher risk than non-regular employees do?
Maternity harassment in Japan: Why do regular employees have higher risk than non-regular employees do?
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DOI：
10.1016/j.japwor.2018.09.005
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发表时间：
2019-03-01
影响因子：
1.3
通讯作者：
Kawaguchi, Akira
中科院分区：
文献类型：
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作者：
Kawaguchi, Akira
这是第一项使用微观数据分析与产妇骚扰风险相关的妇女和工作场所特征的研究。现有的调查发现，正式员工更有可能成为受害者的MH比非正式员工。利用费尔利的分解方法，本研究将正规/非正规受害率的差距分解为教育、任期、自愿辞职、加班压力、明确的工作描述和男性主导的工作场所等因素。我发现，自愿辞职和加班的压力是两个最大的因素，解释定期/非定期差距的风险MH。我还发现，提供清晰的职位描述的组织患MH的风险较低。研究结果表明，组织可以通过明确员工个人的角色和高度评价员工谁执行他们的职责没有加班来降低MH的风险。
This is the first study that uses microdata to analyze the characteristics of women and workplaces that are associated with the risk of maternity harassment (MH). Existing surveys find that regular employees are more likely to be victimized by MH than are non-regular employees. Using Fairlie's decomposition method, this study decomposes the regular/non-regular gap in the rate of victimization into such factors as education, tenure, voluntary resignation, pressure to work overtime, clear job description, and male-dominated workplace. I find that voluntary resignation and pressure to work overtime are the two largest factors that explain the regular/non-regular gap in the risk of MH. I also find that organizations that provide clear job descriptions have low risk of MH. The results suggest that organizations could reduce the risk of MH by clarifying individual employees' roles and by highly evaluating employees who execute their duties without overtime.