工作的价值:组织工资改革的性别结果
Hadas Mandel1, Amit Lazarus2, Adi Moreno3
1Gershon H. Gordon Faculty of Social Sciences - Sociology and Anthropology, Tel Aviv University, Tel Aviv, Israel,email: hadasm@tauex.tau.ac.il.
概括
以色列基布兹的工资转向以市场为基础的工资增加了性别工资不平等. 组织实践和市场逻辑,而不是客观价值,影响了工资,突出了奖励系统中隐藏的性别偏见.
科学领域:
- 组织社会学组织的社会学.
- 性别研究是关于性别的研究.
- 劳动力经济学 劳动力经济学
背景情况:
- 以色列的基布茨从津贴制度转变为雇佣劳动.
- 这种转变为研究组织实践和性别不平等提供了一个独特的环境.
研究的目的:
- 探索组织实践,特别是工资确定系统如何影响性别工资不平等.
- 检查基于市场的逻辑对奖励系统中的性别偏见的影响.
主要方法:
- 混合方法方法,将行政数据的描述性统计数据结合起来.
- 深度采访和聚焦小组与基布茨管理人员.
主要成果:
- 基于市场的工资决定系统引入了性别偏见,增加了工资不平等.
- 组织对这些性别影响的意识显著缺乏或不具批判性.
- 基于市场的逻辑可以使现有的性别等级制度合法化和模糊.
结论:
- 选择工资确定系统对于塑造组织性别不平等至关重要.
- 分析性工作评估系统可以减少性别偏见,与基于市场的系统不同.
- 性别是当代劳动力市场奖励系统的一个组成部分,通常是隐藏的.
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