標(biāo)題: Titlebook: Gender Inequalities in the Japanese Workplace and Employment; Theories and Empiric Kazuo Yamaguchi Book 2019 Springer Nature Singapore Pte [打印本頁(yè)] 作者: infection 時(shí)間: 2025-3-21 19:41
書目名稱Gender Inequalities in the Japanese Workplace and Employment影響因子(影響力)
書目名稱Gender Inequalities in the Japanese Workplace and Employment影響因子(影響力)學(xué)科排名
書目名稱Gender Inequalities in the Japanese Workplace and Employment網(wǎng)絡(luò)公開度
書目名稱Gender Inequalities in the Japanese Workplace and Employment網(wǎng)絡(luò)公開度學(xué)科排名
書目名稱Gender Inequalities in the Japanese Workplace and Employment被引頻次
書目名稱Gender Inequalities in the Japanese Workplace and Employment被引頻次學(xué)科排名
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書目名稱Gender Inequalities in the Japanese Workplace and Employment年度引用學(xué)科排名
書目名稱Gender Inequalities in the Japanese Workplace and Employment讀者反饋
書目名稱Gender Inequalities in the Japanese Workplace and Employment讀者反饋學(xué)科排名
作者: abracadabra 時(shí)間: 2025-3-21 23:02 作者: Mundane 時(shí)間: 2025-3-22 01:43
Causes and Effects of Gender Occupational Segregation: Overlooked Obstacles to Gender Equality,es are elucidated. Professions are classified into two types: Type 1 professions, which include three representative human service professions of high socioeconomic status—namely, medical doctors, dentists, college professors—and all professions that are not human service professions; and Type 2 pro作者: 起波瀾 時(shí)間: 2025-3-22 06:03 作者: Allergic 時(shí)間: 2025-3-22 08:47
,Impacts of Companies’ Promotion of Work–Life Balance and the Restrictive Regular Employment System e gender wage gap. In particular, this chapter focuses on the influence of (1) firms’ personnel policies that “encourage employees to fulfill their potential regardless of gender,” which hereinafter is referred to as the Gender Equality of Opportunity (GEO) policy, (2) whether firms have systematic 作者: aggrieve 時(shí)間: 2025-3-22 13:33
Empowerment of Women in the Workplace and Labor Productivity: Which Company Policies Are Effective empowerment of women in member nations. Next, using the micro data of Japanese firms from the Research Institute of Economy, Trade and Industry’s .–., we will analyze how, among Japanese firms, the company policy that encourages employees to “fulfill their potential regardless of gender,” (hereafter作者: aggrieve 時(shí)間: 2025-3-22 17:55
Statistical and Indirect Discrimination: Revisiting the Incentive Problem,r when having children” and that “women are less productive and less ambitious than men.” On the surface, these statements might appear to be the case. However, this problem is not the fault of female workers but a consequence of Japanese firms’ choices that create a self-fulfilling prophecy—for whi作者: 尊敬 時(shí)間: 2025-3-22 23:01
Gender Inequality and Its Irrationality: Implications from the Analytical Results,(1) the proportion of women in managerial positions and indirect discrimination; (2) statistical discrimination, the self-fulfilling prophecy, and the low productivity of female labor; (3) stereotyping women’s occupations; (4) long work hours and opportunities for women; (5) diversity management and作者: notion 時(shí)間: 2025-3-23 01:33 作者: accessory 時(shí)間: 2025-3-23 08:40
Impediments to the Advancement of Women in the Japanese Employment System: Theoretical Overview andployment system. Based on those discussions, the aims of this book are explained. In addition, given the book’s focus on empirical analysis, this chapter also provides an explanation of the aims of, and the methodological background for, the analytical strategies employed in the book.作者: 不可思議 時(shí)間: 2025-3-23 13:08 作者: brassy 時(shí)間: 2025-3-23 17:52 作者: 小卷發(fā) 時(shí)間: 2025-3-23 20:26 作者: candle 時(shí)間: 2025-3-24 02:00
,Impacts of Companies’ Promotion of Work–Life Balance and the Restrictive Regular Employment System by firm and employee characteristics is eliminated through the use of propensity-score weighting. Furthermore, the analysis takes into account unobserved heterogeneity in company characteristics and interprets the causal relationship of the analytical results accordingly. The analytical results are 作者: creatine-kinase 時(shí)間: 2025-3-24 05:34
Empowerment of Women in the Workplace and Labor Productivity: Which Company Policies Are Effective s the dependent variable and handles instances in which gross profit takes a negative value as censored observations. Moreover, although this chapter’s analysis is based on a cross-sectional survey, we will make assumptions that we employ explicit regarding the causal interpretation of the policy ef作者: Asymptomatic 時(shí)間: 2025-3-24 08:45
Statistical and Indirect Discrimination: Revisiting the Incentive Problem,n and presents new theoretical findings that are consistent with empirical facts regarding the gender disparity in the attainment of managerial and professional positions in Japan. Moreover, these mathematical theoretical models on discrimination clarify the importance of incentive problems in the p作者: Blasphemy 時(shí)間: 2025-3-24 10:40 作者: 暗語(yǔ) 時(shí)間: 2025-3-24 17:13 作者: licence 時(shí)間: 2025-3-24 21:40
Distributed Applications (dApps)n and women are relatively small within Type 1 professions and managerial positions, and women’s average wages in Type 2 professions and clerical occupations are much lower than those of men within the same occupations and are significantly lower than men’s average wages in blue-collar occupations. 作者: phlegm 時(shí)間: 2025-3-25 00:23
Blockchain-Enabled Ride-Hailing Servicesational attainment, occupation, working hours, and positional rank given the hypothetical situations when human capital characteristics are equalized between men and women and when positional rank is also equalized between men and women. The following results were obtained. (1) The tendency for gend作者: OVER 時(shí)間: 2025-3-25 03:43 作者: 外星人 時(shí)間: 2025-3-25 07:41
Blockchain Business Applicationss the dependent variable and handles instances in which gross profit takes a negative value as censored observations. Moreover, although this chapter’s analysis is based on a cross-sectional survey, we will make assumptions that we employ explicit regarding the causal interpretation of the policy ef作者: adroit 時(shí)間: 2025-3-25 14:32 作者: IRS 時(shí)間: 2025-3-25 16:07
Book 2019 first published in Japanese in 2017. The original Japanese-language edition received two major book awards in Japan. One was The Nikkei Economic Book Culture Award, which is given every year by the Nikkei Newspaper Company and the Japan Economic Research Center to a few best books on economy and so作者: 地殼 時(shí)間: 2025-3-25 22:04 作者: corpuscle 時(shí)間: 2025-3-26 03:58 作者: peritonitis 時(shí)間: 2025-3-26 04:43
Meroua Moussaoui,Emmanuel Bertin,Noel Crespi policies for the empowerment of women in the workplace; (6) employment status and the wage gap; (7) application of the Act on the Promotion of Success in the Working Careers of Women; and (8) important points when considering gender equality of opportunity.作者: inhumane 時(shí)間: 2025-3-26 11:06 作者: STING 時(shí)間: 2025-3-26 13:49
2197-8859 r equality in educational attainment may increase gender seg.The in-depth analyses presented in this book have a dual focus: (1) Social mechanisms through which the gender wage gap, gender inequality in the attainment of managerial positions, and gender segregation of occupations are generated in Ja作者: Chronological 時(shí)間: 2025-3-26 20:20 作者: 填料 時(shí)間: 2025-3-26 22:46 作者: moribund 時(shí)間: 2025-3-27 03:16 作者: 縮影 時(shí)間: 2025-3-27 05:43 作者: 強(qiáng)制性 時(shí)間: 2025-3-27 12:22
Blockchain-Enabled Ride-Hailing Servicesl, which relies on propensity score standardization. First, the main results of the analysis show that six variables collectively explain 78% of the disparity. Gender differences in three human capital variables for age, educational attainment, and years of service account for 35% of the gender inco作者: 放棄 時(shí)間: 2025-3-27 16:25
https://doi.org/10.1007/978-3-030-70970-9e gender wage gap. In particular, this chapter focuses on the influence of (1) firms’ personnel policies that “encourage employees to fulfill their potential regardless of gender,” which hereinafter is referred to as the Gender Equality of Opportunity (GEO) policy, (2) whether firms have systematic 作者: 完成才會(huì)征服 時(shí)間: 2025-3-27 21:35 作者: 托人看管 時(shí)間: 2025-3-28 00:05
Agnes Koschmider,Stefan Schulter when having children” and that “women are less productive and less ambitious than men.” On the surface, these statements might appear to be the case. However, this problem is not the fault of female workers but a consequence of Japanese firms’ choices that create a self-fulfilling prophecy—for whi作者: 過(guò)渡時(shí)期 時(shí)間: 2025-3-28 03:08
Meroua Moussaoui,Emmanuel Bertin,Noel Crespi(1) the proportion of women in managerial positions and indirect discrimination; (2) statistical discrimination, the self-fulfilling prophecy, and the low productivity of female labor; (3) stereotyping women’s occupations; (4) long work hours and opportunities for women; (5) diversity management and作者: Dysplasia 時(shí)間: 2025-3-28 08:41
978-981-13-7683-2Springer Nature Singapore Pte Ltd. 2019作者: FLIT 時(shí)間: 2025-3-28 11:52 作者: Obedient 時(shí)間: 2025-3-28 15:16
Kazuo YamaguchiIs the first book in English that clarifies why strong gender inequalities in the workplace persist in Japan.Explains the paradox that gender equality in educational attainment may increase gender seg作者: 啞劇 時(shí)間: 2025-3-28 19:03 作者: 過(guò)剩 時(shí)間: 2025-3-28 22:54
Erkrankungen der Nebennierenrinde economy in Africa, as a full member, and the club of BRICs thus became the BRICS. South Africa’s inclusion into the BRIC Group provides it with a more representative structure as a mechanism for cooperation among emerging economies.
