社区就业者人力资本结构性别差异的实证分析——以陕西省为例  

Empirical Research on Human Capital and Community Employment Differences by Gender——Evidence from Shanxi

作　　者：李从容[1] 段兴民[2] 杨红娟 

机构地区：[1]西安交通大学管理学院,陕西西安710049 [2]西安建筑科技大学人文学院,陕西西安710055 [3]陕西省社科院社会学所,陕西西安710065

出　　处：《预测》2007年第3期8-14,共7页Forecasting

基　　金：陕西省科技厅软科学研究资助项目(2005KR120);陕西省教育厅专项科研资助项目(04JK060);西安市科技局科技创新环境资助项目(HJ05006-3)

摘　　要：本文运用人力资本理论,构建了社区就业者人力资本结构的简单分析框架,通过对陕西省24个社区233名社区就业者问卷调查结果三个纬度的分性别描述性实证研究,发现女性社区从业者的教育人力资本高于男性,经验人力资本低于男性,流动性人力资本低于男性;女性和男性社区就业者的收入差距不显著。女性在社区中的就业状况不仅与自身人力资本状况紧密有关,并且受社区非正规劳动力市场的影响。对策建议有营造公平的就业环境;加大对女性迁移人力资本的投入;建立女性长期社区就业的有效机制。This paper uses data from the Survey of Shanxi Community Employment to investigate gender differences in employment situations to various forms of human capital. It comes to three conclusions finally. Firstly, the education and training level of female work in community are higher than male work in community, the experience level of female is lower than man, the migration level is lower than man too; Also find, secondly, the wage differences is not very obviously by gender, and lastly, the contributions of human capital to employment situation and returns to women and men work in community is limited by the characteristic of community labor market. The paper also proposes three suggestions on the base of three conclusions. First of all, the government should improve the equitable employment environment to women employees. Second, the government should increase the invest to migration human capital of female. And last, the government should constitute the effect community employment mechanism to ensure the woman employment in community in long time.

关 键 词：社区就业者 人力资本结构 性别 

分 类 号：F241.2[经济管理—劳动经济]