• 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>Japan and the World Economy >Maternity harassment in Japan: Why do regular employees have higher risk than non-regular employees do?
【24h】

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

机译：日本产假骚扰：为什么常规员工的风险高于非普通员工？

获取原文
获取原文并翻译 | 示例
           
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

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：这是第一项研究，它使用Microdata分析与生育骚扰风险（MH）相关的妇女和工作场所的特征。现有的调查发现，常规员工更有可能受到MH的牺牲品，而不是非普通员工。使用Fairlie的分解方法，这项研究将常规/非规则差距分解为受害者，保单，自愿辞职，加班费的压力，清除工作描述和男性主导的工作场所等因素。我发现自愿辞职和加班的压力是两个最大的因素，解释了MH风险的常规/非规则间隙。我还发现提供明确的工作描述的组织具有较低的MH风险。结果表明，组织可以通过澄清个人员工的角色来降低MH的风险，并通过高度评估在没有加班费的职责的高度评估员工。

著录项

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号