不公平陷阱:歧视经济学理论中缺失的关键因素

J. Siegel, Naomi Kodama, Hanna Halaburda
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引用次数: 14

摘要

公司绩效和个人薪酬,这些数据来自2000年代具有全国代表性的日本公司样本。我们发现,女性高管比例的增加,至少有一名女性高管的存在,以及至少有一名女性部门主管的存在与制造业企业盈利能力的增加有关。这些结果并不仅限于日本公司:在日本经营的北美跨国公司也从雇佣和提升女性经理中获得了巨大的好处。研究结果对于控制时间效应、公司固定效应以及临时工和兼职员工的时变使用具有鲁棒性。雇用女性经理所带来的竞争优势中,确实有很小一部分来自于薪酬的节省,但更大一部分来自于生产率的直接提高。先前关于歧视的经济理论在很大程度上对歧视对工人生产率的影响保持沉默,因此无法解释这些发现。我们通过对这一关系进行建模来扩展这一理论,并通过实证检验表明,由于可能存在的社会比较成本,只有那些女性人才的薪酬与当地劳动力市场上同样合格的男性人才的薪酬相当的公司,才会看到显著的绩效效益。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
The Unfairness Trap: A Key Missing Factor in the Economic Theory of Discrimination
corporate performance, and individual compensation from a nationally representative sample of Japanese firms in the 2000s. We find that increases in the ratio of female executives, the presence of at least one female executive, and the presence of at least one female section chief are associated with increases in corporate profitability in the manufacturing sector. These results are not specific to Japanese firms only: North American multinationals operating in Japan also experience outsized benefits from hiring and promoting female managers. The results are robust to controlling for time effects and company fixed effects and the time-varying use of temporary and part-time employees. A very small part of the competitive benefit of employing female managers does flow from compensation savings, but a far larger part arises from direct productivity increases. Prior economic theory on discrimination is largely silent on the impact of discrimination on worker productivity and hence cannot explain these findings. We extend the theory by modeling this relationship, and test it empirically by showing that due to possible social comparison costs, only companies whose compensation of female talent compares well with compensation in the local labor market for similarly qualified males will see a significant performance benefit.
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