The Employment of Women Managers and Professionals in an Emerging Economy: Gender Inequality as an Organizational Practice
研究泰国114家美日跨国公司和40家本土企业数据，发现市场激励和国家价值观对女性高技能岗位就业影响微弱，而男性员工偏好是性别不平等作为组织实践的基础。
This paper reports a study on the recent rapid growth in labor demand in an emerging economy to isolate the organizational forces determining the representation of women in high-skill jobs from labor supply factors. Key predictions drawn from three theoretical perspectives are tested: 1) according to market incentive theories firms are motivated to use human resources including high skill women optimally; 2) according to cultural theories core national values can affect organizational gatekeepers practices; and 3) social psychological studies indicate that employees preference for social homophily can make discriminatory behavior efficient. Analysis of original survey data on 114 multinational firms based in the US and Japan and 40 domestic companies operating in Thailand suggests vague market incentives to firms and no impact of national values on the employment of women. The results show that male employees preferences are the basis of gender inequality as an organizational practice.