Mandel Hadas, Lazarus Amit, Moreno Adi
Gershon H. Gordon Faculty of Social Sciences - Sociology and Anthropology, Tel Aviv University, Tel Aviv, Israel,email:
Gershon H. Gordon Faculty of Social Sciences - Sociology and Anthropology, Tel Aviv University, Tel Aviv, Israel.
Fem Econ. 2024 Aug 27;30(3):69-96. doi: 10.1080/13545701.2024.2375986. eCollection 2024.
This study explores the influence of organizational practices on gender in/equality in a unique setting: the reformed Israeli kibbutz. The transition of the kibbutz from all members receiving an allowance to waged labor provides an opportunity to explore the impact of wage determination systems on gender pay inequality. The study uses a mixed-method approach: descriptive statistics of administrative data, in-depth interviews, and a focus group with kibbutz management. The findings demonstrate that a "market-based logic," embedded with gendered preconceptions of "women's work," can seep into an organization through a shift in the wage determination system, and increase gender inequality. The findings also highlight the lack of organizational awareness about the gendered consequences of this shift, or even their uncritical acceptance of the "value hierarchy" as ordained by the market. The study thus supports the theory positing gender as a hidden but integral aspect of reward systems in contemporary labor markets. The choice of a wage determination system is critical for gender inequality."Women's work" is valued higher by analytical job evaluation systems, which reduce gender biases.Market-based wage determinations introduce biases and increase organizational gender inequality.Management prefers market-based wage determinations due to competition and costs.The "free market" not only obscures gender hierarchies but also legitimizes them.
本研究在一个独特的背景下探讨组织实践对性别平等/不平等的影响：即改革后的以色列基布兹。基布兹从向所有成员发放津贴转变为实行有薪劳动，这为探究工资决定制度对性别薪酬不平等的影响提供了契机。该研究采用了混合研究方法：对行政数据进行描述性统计、开展深度访谈，并与基布兹管理层进行焦点小组讨论。研究结果表明，一种嵌入了对“女性工作”的性别成见的“基于市场的逻辑”，可能会通过工资决定制度的转变渗透到一个组织中，并加剧性别不平等。研究结果还凸显出，组织对这种转变所产生的性别影响缺乏认识，甚至对市场所规定的“价值等级制度”不加批判地予以接受。因此，该研究支持了一种理论，即认为性别是当代劳动力市场奖励制度中一个隐藏但不可或缺的方面。工资决定制度的选择对于性别不平等至关重要。分析性工作评估系统对“女性工作”的评价更高，该系统减少了性别偏见。基于市场的工资决定引入了偏见并加剧了组织中的性别不平等。由于竞争和成本因素，管理层更倾向于基于市场的工资决定。“自由市场”不仅掩盖了性别等级制度，还使其合法化。
