Organizational-Level Causes Affecting Gender Inequality in New Hires

YOSHIDA Wataru

doi:10.4057/jsr.71.314

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Other Title

新卒採用のジェンダー不平等をもたらす企業の組織的要因
新卒採用のジェンダー不平等をもたらす企業の組織的要因 : 企業の経営状況との関連に着目して
シンソツサイヨウノジェンダーフビョウドウオモタラスキギョウノソシキテキヨウイン : キギョウノケイエイジョウキョウトノカンレンニチャクモクシテ
Their Dependence upon Firms' Business Conditions
――企業の経営状況との関連に着目して――

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<p>In an effort to clarify the mechanisms that generate gender inequality in employment, increasing attention has been paid to organizational-level causes. Previous research has examined the effects of firm-level policies and power structures and delineated the mechanisms by which they affect gender inequality in an organization. This study adds a new perspective by investigating how the effects of these firm-level causes are dependent on changes in the organizational environment. Specifically, this study examines potential changes in the effects of major Japanese firms' policies and power structures with regard to their business conditions by analyzing gender inequality in their hiring practices.</p> <p>The results demonstrate that the effects of some organizational-level causes are dependent on the firms' business conditions. Typically, firm-level work-family policies do not affect the female proportion of new hires. However, in times of poor corporate performance, firms with generous work-family policies tend to hire fewer women than those without such policies. On the other hand, the proportion of existing female managers has a positive effect on the proportion of new female hires. Moreover, this effect is basically independent of corporate performance. In conclusion, this study elaborates on the mechanisms by which organizational-level causes increase or decrease gender inequality in employment because it reveals the complex relationships between firm-level policies, power structures, and business conditions.</p>

Journal

Japanese Sociological Review

Japanese Sociological Review 71 (2), 314-330, 2020

The Japan Sociological Society

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