Cumulative Gender Disadvantage in Contract Employment1
Cumulative Gender Disadvantage in Contract Employment1
复制标题
合同雇佣中的累积性别劣势1
DOI：
--
复制
发表时间：
2009
影响因子：
4.4
通讯作者：
Isabel Fernandez
中科院分区：
文献类型：
--
作者：
Isabel Fernandez
女性的工资不像男性那样随着经验或任期的增长而增长。许多关于这种累积的性别劣势的解释将其归因于女性对公司特定技能的投资不足。然而，如果这是真的，那么当企业的特定技能得不到劳动力市场的奖励时，这种劣势就不会存在。本文在合同雇佣的背景下研究了这一论点，在这种情况下，对公司特殊性的需求很小。与预期相反，随着时间的推移，男性仍然比女性获得更高的回报。作者利用定量证据和使用人力资源公司附属高技能承包商的工作经历进行的定性实地调查，发现了女性处于劣势的两个来源：供应方客户之间的流动率较低，以及未衡量的需求方因素，即相似的任期和客户转换水平给女性带来的回报较低。讨论了非正规化劳动力市场中性别分层和职业发展研究的意义。
Women’s wages do not grow with experience or tenure as much as men’s do. Many accounts of this cumulative gender disadvantage attribute it to women’s underinvestment in firm‐specific skills. Yet if that were true, this disadvantage would not exist where firm‐specific skills are not rewarded by the labor market. This article investigates this argument in the context of contract employment, where demand for firm specificity is minimal. Contrary to expectations, men still receive higher rewards than women over time. Drawing on quantitative evidence and qualitative fieldwork using job histories of high‐skill contractors affiliated with a staffing firm, the author finds support for two sources of women’s disadvantage: lower rates of movement across clients on the supply side and unmeasured demand‐side factors by which similar levels of tenure and client transitions accrue lower rewards to women. Implications for research on gender stratification and career advancement in nonformalized labor markets are discussed.