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Maternity harassment in Japan: Why do regular employees have higher risk than non-regular employees do?

机译：日本的产妇骚扰：为什么正规雇员比非正规雇员有更高的风险？

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摘要

This is the first study that uses microdata to analyze the characteristics of women and workplaces that are associated with the risk of maternity harassment (MH). Existing surveys find that regular employees are more likely to be victimized by MH than are non-regular employees. Using Fairlie's decomposition method, this study decomposes the regularon-regular gap in the rate of victimization into such factors as education, tenure, voluntary resignation, pressure to work overtime, clear job description, and male-dominated workplace. I find that voluntary resignation and pressure to work overtime are the two largest factors that explain the regularon-regular gap in the risk of MH. I also find that organizations that provide clear job descriptions have low risk of MH. The results suggest that organizations could reduce the risk of MH by clarifying individual employees' roles and by highly evaluating employees who execute their duties without overtime.
机译：这是第一项使用微数据分析与产妇骚扰（MH）风险相关的妇女和工作场所特征的研究。现有调查发现，正式员工比非正式员工更容易受到MH的伤害。本研究使用费尔利的分解方法，将受害率的正常/非正常差距分解为以下因素：教育程度，任期，自愿辞职，加班压力，清晰的工作描述以及男性占主导地位的工作场所。我发现自愿辞职和加班压力是解释MH风险定期/不定期差距的两个最大因素。我还发现提供清晰职位描述的组织罹患MH的风险较低。结果表明，组织可以通过阐明每个员工的角色并通过高度评估执行其职责而不加班的员工来降低MH风险。

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