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Gender Relations and Personnel Hanagement Poliey in Work Organization

工作组织中的性别关系与人事管理政策

基本信息

批准号：
13837005
负责人：
KIMOTO Kimiko
金额：
$ 2.37万
依托单位：
HITOTSUBASHI UNIVERSITY
依托单位国家：
日本
项目类别：
Grant-in-Aid for Scientific Research (C)
财政年份：
2001
资助国家：
日本
起止时间：
2001 至 2003
项目状态：
已结题

项目摘要

This study premises that job segregation by gender in work organization would be the basic condition of unequal treatment between men and women and also personnel management policy should be noticeable in order to change and reform job segregation by gender. In order to substantiate these premises the research on retail industry, which has high rate of women workers, was done and mechanism of job segregation by gender and various kinds of elements was thrown an objective light. To be concrete department stores and supermarkets are the targets of case study in this study. Through the case study segregation in organization was revealed as the most important element that interrupt the attainability of management and personnel management policy from the above. Secondly in taking up of one supermarket that promote the utilization of women work force, especially promotion of women as store managers, the difference of management styles between men and women was analyzed. The reason why management style of women store managers made good results lays they approached to the bottom of organization beyond segregation in organization. Through these facts-findings personnel management has been practiced by men-centered methods, even in the organization where women workers' rate is so high. According to interviews the persons who engaged in personnel management, they have stereotyping gender consciousness. This study made clear that men-centered personnel management itself is the real cause of inefficiency in organization and produced the conclusion that positive action should be promoted.

这项研究的前提是，工作组织中按性别划分的工作隔离是男女不平等待遇的基本条件，人事管理政策也应引起注意，以便改变和改革按性别划分的工作隔离。为了证实这些前提，对女工比例较高的零售业进行了研究，客观地揭示了按性别和各种因素划分的工作隔离机制。具体而言，本研究以百货公司与超级市场为个案研究对象。通过案例研究，发现组织中的隔离是阻碍上述管理和人事管理政策可达性的最重要因素。其次，以某超市为例，分析了该超市在促进女性劳动力利用，特别是提拔女性担任店长方面，男女管理风格的差异。女性店长的管理方式之所以取得良好的效果，在于她们超越了组织中的隔离，接近了组织的底层。通过这些事实调查结果，人事管理一直采用以男性为中心的方法，即使在女工比例如此之高的组织中也是如此。通过对从事人事管理工作的人员的访谈，发现他们对性别的认知存在着刻板印象。本研究明确了以人为本的人事管理本身是导致组织效率低下的真实的原因，并得出了应该提倡积极行动的结论。