职业晋升中的性别不平等——基于CGSS2006数据的分析  

Gender Inequality in Career Advancement:Analysis Based on CGSS 2006

作　　者：秦广强[1] 

机构地区：[1]中央民族大学民族学与社会学学院

出　　处：《社会学评论》2014年第3期78-87,共10页Sociological Review of China

基　　金：中央高校基本科研业务费专项资金资助项目;中央民族大学自主科研计划项目(2012GZF36)

摘　　要：利用2006年中国综合社会调查数据(CGSS2006),本研究探讨了工作组织内晋升机会的性别不平等现象,并从人力资本、再分配与市场、管理位置、职业性别结构等多个维度对这种性别不平等进行了解释和分析。研究发现,随着教育水平的提升,晋升机会的性别差距逐渐缩小;体制内晋升机会的性别差距低于体制外市场性组织;在组织的高层位置,女性在晋升中的劣势更为明显,"天花板"效应得到一定程度的验证;作为性别分层的重要结构性因素,职业的性别隔离对晋升机会的性别差距并没有显著影响。工作安排与升迁流动中的性别不平等是劳动力市场性别不平等得以维系和再生产的重要动力机制,应引起更多深入的探讨。Using the Chinese General Social Survey data of 2006, the article researches gender inequality in career advancement of the work organization and explains this phenomenon from the angles of human capital, redistribution and market system, authority hierarchy, occupational gender segregation and so on. The study finds that along with women＇s education levels rising, gender gap in the advancement is gradually reduced. Gender gap in redistribution organization is smaller than the gap in market organization. Women＇ disadvantage in advancement is more apparent on the high management position, so the glass ceiling effect is proved in some extent. As one of the important structural factor in gender stratification, occupational gender segregation has no significant effect on gender gap. Gender inequality in work arrangement and promotional mobility is a key dynamic mechanism that maintaining and reproducing the gender inequality in labor market. It should be taken into more deep studies

关 键 词：职业晋升 性别不平等 人力资本 天花板效应 职业性别隔离 

分 类 号：C913.2[经济管理] C913.68[社会学]