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.

这项研究预示了在工作组织中性别隔离的工作将是男女之间不平等待遇的基本条件，以及人事管理政策应该是值得注意的，以通过性别改变和改革工作隔离。为了证实这些前提，对零售业的研究（女性工人的率高），通过性别和各种元素的工作隔离机制。在本研究中，要成为混凝土百货商店和超市是案例研究的目标。通过案例研究的隔离，组织中的隔离是最重要的要素，它从上述中断了管理和人员管理政策的可实现性。其次，分析了一家促进妇女劳动力利用的超市，尤其是促进妇女作为商店经理的促进，分析了男性和妇女之间的管理风格差异。女性商店经理的管理风格良好结果的原因是，他们接近组织的组织底部。通过这些事实，人事管理是通过以男性为中心的方法来实践的，即使在女工率如此之高的组织中也是如此。根据采访的人，参与人事管理的人，他们具有刻板印象的性别意识。这项研究清楚地表明，以男子为中心的人事管理本身是组织中效率低下的真正原因，并得出了应促进积极行动的结论。