性別職域分離と女性の賃金・昇進

Wages, Promotions, and Gender Workplace Segregation

2016/07/24

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要旨

 本研究では,男女で職場の配属傾向が異なる傾向(性別職域分離)が観察される製造業企業A社の人事データを用いて,従業員の職場配置が男女間賃金差や女性の昇進確立に及ばす影響を検証した.男女間ん賃金差の分析では,職場の異質性をコントロールした結果,男女間の賃金差はさらに拡大することがわかった.すなわちA社では,男性労働者とは異なるかたちで,女性にも昇進可能性が開かれている職場への配置が,女性労働者の相対賃金を高める方向に作用していた.続いてA社の女性昇進者の特徴に関する分析では,昇進を高める要因について学歴による違いが存在した.大卒・大学院卒女性は,個人要因(学校・学位レベルや転勤経験)と職場要因(研究開発部署,女性管理職存在部署)野両方が昇進確立を高めていたが,より重要なのは後者である.女性管理職は特定部署に集中し,新たな女性管理職もその中から生まれる傾向が強いことを確認した.

Abstract

 In this paper, we examine how job assignments affect gender pay gap and the promotion rate of female workers using personnel records from a large Japanese manufacturing firm, where newly-hired male and female workers are systematically assigned to different workplaces (“gender job segregation”). According to our gender pay gap analysis, we find that controlling for workplace heterogeneity leads to a larger, rather than smaller, gender pay gap, implying that female workers are sorted into workplaces where they have better prospects for promotion and wages are relatively higher. In further analyzing what determines the promotion of female workers, we find a striking difference by education level. For college and graduate school-educated women, both personal factors (university ranking, graduate degree, and the experience of transfers) and workplace factors (R&D department and the incidence of female managers) raise the promotion rate. Especially, the latter is more important. We confirm that female managers concentrate in specific workplaces, and that new managers are more likely to be female in those workplaces than in others.

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Bibliographic information

Vol. 65, No. 3, 2014 , pp. 221-237
HERMES-IR(一橋大学機関リポジトリ): M51, J31
JEL Classification Codes: M51, J31