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Organizational Work–Life Policies and the Gender Wage Gap in European Workplaces
Work and Occupations ( IF 2.410 ) Pub Date : 2018-08-09 , DOI: 10.1177/0730888418791652
Tanja Van der Lippe 1 , Leonie Van Breeschoten 1 , Margriet Van Hek 1
Affiliation  

Many organizations in Europe offer work–life policies to enable men and women to combine work with family life. The authors argue that the availability of organizational work–life policies can also reduce gender inequality in wages. The authors test their expectations using the European Sustainable Workforce Survey, with data from 259 organizations and their employees in 9 European countries. Multilevel analyses show that organizations that offer work–life policies have a smaller gender wage gap. Their findings also suggest that both the type and number of policies matter. Contrary to their expectations, dependent care policies, such as parental leave and childcare support, are less important for the gender wage gap than flexibility policies. Controlling for organizational culture regarding family supportiveness does not alter the results.

中文翻译:

欧洲工作场所的组织工作-生活政策和性别工资差距

欧洲的许多组织提供工作-生活政策,使男性和女性能够将工作与家庭生活结合起来。作者认为,组织工作-生活政策的可用性也可以减少工资方面的性别不平等。作者使用欧洲可持续劳动力调查测试了他们的期望,数据来自 9 个欧洲国家的 259 个组织及其员工。多层次分析表明,提供工作与生活政策的组织的性别工资差距较小。他们的研究结果还表明,政策的类型和数量都很重要。与他们的预期相反,与灵活性政策相比,育儿假和育儿支持等受抚养人照顾政策对性别工资差距的重要性较低。控制有关家庭支持的组织文化不会改变结果。
更新日期:2018-08-09
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