劳动力市场歧视成本究竟谁买单?  

Who Will Pay the Cost of Discrimination in the Labor Market ?

作　　者：王旭辉 WANG Xu-hui(School of Law and Public Management,Minnan Normal University,Zhangzhou 363000,Fujian,China)

机构地区：[1]闽南师范大学法学与公共管理学院

出　　处：《重庆工商大学学报（社会科学版）》2020年第1期45-52,共8页Journal of Chongqing Technology and Business University：Social Science Edition

基　　金：2016年福建省社会科学规划项目(FJ2016B230)“福建科技人力资本配置促进产业结构优化研究”;2018年度福建省中青年教师教育科研项目(统一战线工作专项)(JZ180045)“优化福建省科技人力资本配置促进经济增长对策建议”

摘　　要：本文基于雇主的性别歧视模型对长、短期劳动力市场歧视成本收益进行分析,研究表明,短期劳动力市场上歧视性雇主为歧视成本的"消费者",被歧视的女性劳动力为歧视成本的"买单者";长期劳动力市场上歧视性雇主和被歧视的女性劳动力都是歧视成本的"买单者",而离职的不再被歧视的女性劳动力却成为抵抗歧视的"受益者";无论在短期还是长期劳动力市场上歧视性雇主获得的利润都低于非歧视性雇主。劳动力市场歧视程度主要取决于劳动力供给数量、非歧视性雇主数量以及歧视性雇主的偏见程度。Based on the employer’s gender discrimination model,the cost-benefit analysis of discrimination in the long-term and short-term labor market shows that discriminatory employers become"consumers"of discriminatory costs,and the discriminated female workers are"payers"of discriminatory costs in the short-term labor market;In the long-term labor market,discriminatory employers and the discriminated female workers are the"payers"of discriminatory costs,while the female workers that have left the discriminatory employers become the"beneficiaries"of anti-discrimination.Discriminatory employers earn less profits than non-discriminatory employers in both short-term and long-term labor markets.The degree of discrimination in the labor market mainly depends on the quantity of labor supply,the quantity of non-discriminatory employers and the prejudice of discriminatory employers.

关 键 词：劳动力市场歧视 男性劳动力 女性劳动力 成本收益分析 

分 类 号：F241.2[经济管理—劳动经济]