社会杂志 ›› 2014, Vol. 34 ›› Issue (5): 127-146.

• 论文 • 上一篇    下一篇

女领导的临界规模与组织性别歧视现象——基于第三期中国妇女社会地位调查数据的实证研究

马冬玲  中华全国妇女联合会妇女研究所；周旅军  中华女子学院社会学系   

  • 出版日期:2014-09-20 发布日期:2014-09-20
  • 通讯作者: E-mail：madongling@wsic.ac.cn E-mail:madongling@wsic.ac.cn
  • 基金资助:
    本文是2010年国家社会科学基金重大项目“新时期中国妇女社会地位调查研究”（10@zh020）、北京大学社会学系佟新教授主持的2010年教育部哲学社会科学研究重大课题攻关项目“女性高层次人才成长规律及发展对策研究”（10JZD0045-1）以及全国妇联妇女研究所“组织中的职业性别歧视状况研究”课题的成果。

The Critical Mass Effect of Women Leaders’ Percentage on Gender Discrimination in Organizations：An Empirical Study Based on “Survey on Chinese Women’s Social Status, Phase Ⅲ”

MA Dongling，Women’s Studies Institute of China，AllChina Women’s Federation；ZHOU Lüjun，Department of Sociology，China Women’s University   

  • Online:2014-09-20 Published:2014-09-20
  • Contact: MA Dongling E-mail:madongling@wsic.ac.cn
  • Supported by:
    This paper is the joint achievement of“Survey on Social Status of the Chinese Women in the New Era”，sponsored by the Key Projects of National Social Science Foundation of China(10@zh020)；“Research Project on the Growth Pattern and Measures for the Development of HighLevel Women Talents”，sponsored by the Key Projects of Philosophy and Social Sciences Research，Ministry of Education (10JZD0045-1)；“Research on Gender Discrimination in Organizations”，supported by the Women’s Studies Institute of China (2014).

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摘要： 本研究利用第三期中国妇女社会地位调查数据，从配额制的有效性问题出发，探讨组织领导团队中的女性比例与性别歧视现象之间的关系，对临界规模理论的假设，即团队里某一社会特征的人数达到一定比例将给该社会类别的境遇带来具有显著意义的改变进行了检验。研究发现，组织领导团队中的女性比例达到30%能够有效减少性别歧视现象，这种作用在政治、经济和研究领域以及体制内外组织中均存在，但有程度上的差异。此发现不仅从实证角度检验了临界规模理论，而且为在政策设计中增加领导团队中的女性比例提供了支持。

关键词: 组织, 临界规模, 性别歧视, 配额制

Abstract: Using data from“Survey on Chinese Women’s Social Status, Phase Ⅲ”, this article examines the effectiveness of the quota system, and the relationship between the percentage of women in the leadership and the level of gender discrimination in an organization. Through a multivariate statistical analysis, it tests the hypothesis of the critical mass theory, that is, the situation of a certain social group within an organization would significantly improve if the percentage of the people belonging to that group exceeds a given threshold.
According to the research, when the percentage of women in the leadership of an organization reaches 30%, gender discrimination would fall dramatically, with gender discrimination index significantly decreased and gender inequality in hiring, promotion, job assignment, retirement and deputy position appointment reduced. Such effects are found with varying degrees in organizations from political, economic and academic circles, and in both institutions steered by the state and those not.
Findings of the research have not only built empirical grounds for the critical mass theory, but also had implications for policies that increase the percentage of women in the leadership. Further discussions of the research indicate that stateinitiated gender equality ideology performs the best in the political circle, and that political organizations have stronger willingness and ability to pursue social equality, social justice and social integration than other organizations. The differences of critical mass effect in state organizations and nonstate organizations serves to prove the effectiveness of state intervention in promoting gender equality. As women’s movements in China are deeply influenced by the government, a reevaluation of this new socialist tradition is highly necessary.

Key words:  critical mass, quota, organization, gender discrimination