Do high-performance work practices exacerbate or mitigate the gender pay gap?
Do high-performance work practices exacerbate or mitigate the gender pay gap?
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高绩效的工作实践会加剧还是缩小性别薪酬差距？
DOI：
10.1093/cje/bev009
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发表时间：
2015
影响因子：
2
通讯作者：
K. Whitfield
中科院分区：
文献类型：
--
作者：
R. Davies;R. Mcnabb;K. Whitfield
以业绩为导向的工作做法对性别工资差距的影响一直是大量猜测的主题，但很少有实证调查。利用2004年和2011年的英国职场就业关系调查，分析发现，尽管引入了所谓高绩效工作做法的私营部门工作场所的男性和女性的平均收入要高得多，但这种做法的存在与缩小性别工资差距无关，如果有的话，往往会加剧男女收入差距。2004年的调查数据显示，女性更有可能在高绩效的工作场所工作，但2011年的情况并非如此。没有证据表明，与采取更传统路线的工作场所相比，高绩效工作场所的性别隔离程度要小得多。因此，政策制定者和雇佣组织在协调其绩效和平等战略时需要谨慎。特别是，他们需要检查前者是否真的是性别中立的。这需要采取更多措施，可能是在公共和私营部门实行人力资源审计。
The impact of performance-oriented work practices on the gender pay gap has been the subject of considerable conjecture but little empirical investigation. Using the 2004 and 2011 British Workplace Employment Relations Surveys, the analysis finds that whilst average earnings are significantly higher for men and women across private sector workplaces that have introduced so-called high-performance work practices, the presence of such practices is not associated with a narrowing of the gender pay gap and, if anything, tends to exacerbate the differential in earnings between men and women. Data from the 2004 survey suggest that women are more likely to work in high-performance workplaces, but this is not the case for 2011. There is no evidence that gender segregation is significantly less in high-performance workplaces than in workplaces taking a more traditional route. Policy makers and employing organisations therefore need to be careful in reconciling their performance and equality strategies. In particular, they need to examine whether the former are truly gender-neutral. This requires additional measures, possibly the introduction of human resource audits in the public and private sectors.
DOI：
10.1080/09585192.2011.561967
发表时间：
2011-04
期刊：
The International Journal of Human Resource Management
影响因子：
--
作者：
S. Wood;L. M. de Menezes
通讯作者：
S. Wood;L. M. de Menezes