The Gender Gap in Company Job Training
The Gender Gap in Company Job Training
复制标题
公司岗位培训中的性别差距
DOI：
10.1177/0730888498025002002
复制
发表时间：
1998
影响因子：
2.9
通讯作者：
Yoshito Ishio
中科院分区：
文献类型：
--
作者：
D. Knoke;Yoshito Ishio
先前对员工参与公司提供的职业培训项目的分析，使用累积发生率的横断面数据，发现要么男性比女性接受更多的培训，要么没有显著的性别差异。作者对一群全国青年工人参加最初的公司培训计划的风险率进行了事件历史分析。在控制了理论上重要的人力资本、职业、产业、组织和家庭阶段变量后，女性的培训劣势非但没有缩小，反而扩大了。进一步研究女性和男性在这些独立变量上的分布以及对单独事件历史方程的估计表明，由职业和行业、每周工作时间长短和家庭角色义务造成的性别隔离使男性比女性有更好的培训机会。最后，作者对未来的研究提出了建议，并对缩小公司提供的职业培训中持续存在的性别差距的政策含义进行了推测。
Previous analyses of employee participation in company-provided job training programs, using cross-sectional data on cumulative incidence levels, found either that men receive more training than women or no significant gender differences. The authors conducted event-history analyses of the hazard rate of entry into initial firm training programs by a national cohort of young workers. Rather than closing the gender gap, the women's training disadvantage widened after controlling for theoretically important human capital, occupational, industrial, organizational, and family-stage variables. Further examination of women's and men's distributions on these independent variables and estimates of separate event-history equations suggest that gender segregation by occupation and industry, workweek length, and family role obligations afford men better training opportunities than women. The authors conclude with suggestions for future research and speculations about the policy implications for closing the persistent gender gap in company-provided job training.