Female migrant workers in Coastal China : Employment and Lifestyles

本研究的目的是比较不同管理制度下中国沿海地区女性农民工的就业和生活方式。本研究以广东省三家电子企业为研究对象，利用访谈和问卷调查的数据，对女性农民工的就业状况进行了比较和探讨。我们总结我们的研究结果如下：1。从经营管理的角度看，深圳A公司的经营管理模式具有日本的特点。他们建立了一个能够稳定地招聘中层管理人员和公司内部分层的制度。他们在整个公司实现了稳定的增长。公司B的管理层追求变革。他们的资源越来越依赖当地的劳动力，他们采用了适合当地文化和实践的管理方式，并通过女性工人提高了生产率。公司C展示了一个扩展 关于我们 d扩张模式，利用“跨国”人力资源，依靠合资生产，利用税收优惠政策，实现成本节约.在雇佣方面，A公司主要采用三班制，每天工作。公司B和C采用带加班的两班制。工资的中位数差距为200元，工资是工人工作满意度的一个重要因素，因为工人的能力可以通过工资来体现。加班侵占了空闲时间的长度，我们可以看出，企业之间的细微差异，相对于获得新的休闲知识和评价的农民工的生活方式的整体。然而，总的来说，女性移徙工人对她们的经历给予了积极评价。从性别和对男女不平等的认识方面比较这三家企业时，B企业与其他两家企业在工资和奖金方面存在显著差异，但在其他方面，我们不一定能看到显著差异。然而，在可以直接比较男女工人的公司A中，职业类型存在显著差异，我们可以说这本身就表明了性别分工。少

The objective of this research was to compare aspects of female migrant workers' employment and lifestyles in the coastal areas of China, under differing management regimes. In particular, the research took up three electronics firms in Guangdong Province, comparing and discussing the employment and conditions of female migrant workers, using data from our interviews and questionnaire surveys. We summarize our findings as follows :1. From the perspective of management, Firm A in Shenzhen exhibited a stable pattern of management with several Japanese features. They had created a system that enabled a stable procurement of middle managers and in-firm stratification. They had achieved a stable growth throughout the firm. Firm B's management pursued change. Relying increasingly on local labor for their resources, they employed a management style befitting the cultures and practices of the locality and achieved increased productivity from their female workers. Company C exhibited an extende … More d expansion pattern and makes use of 'transnational' human resources, carrying out cost savings by making use of favorable tax policies through reliance on joint-venture production.2. In terms of employment, Firm A mainly utilized a three-shift system with daily work. Firms B and C employed two-shift systems with overtime. There was a median gap of 200 yuan in the pay, and wages were a significant factor in workers' job satisfaction insofar as the workers' ability could be demonstrated through the wage. Overtime encroached on the length of free time, and we could discern slight differences among firms vis a vis the acquisition of a new knowledge of leisure and the evaluation of the migrant worker lifestyle overall. In all, however, female migrant workers evaluated their experiences positively.3. When comparing these three firms in terms of gender and perceptions of inequality between men and women, there were significant differences between Firm B and the other two firms as regards pay and bonus, but on other aspects, we could not necessarily see a significant difference. However, in Firm A where we could directly compare male and female workers, there was a significant difference in type of occupation, of which we could say in itself demonstrated a division of labor by sex. Less