| 摘要: |
| 本文基于雇主的性别歧视模型对长、短期劳动力市场歧视成本收益进行分析，研究表明，短期劳动力市场上歧视性雇主为歧视成本的“消费者”，被歧视的女性劳动力为歧视成本的“买单者”；长期劳动力市场上歧视性雇主和被歧视的女性劳动力都是歧视成本的“买单者”，而离职的不再被歧视的女性劳动力却成为抵抗歧视的“受益者”；无论在短期还是长期劳动力市场上歧视性雇主获得的利润都低于非歧视性雇主。劳动力市场歧视程度主要取决于劳动力供给数量、非歧视性雇主数量以及歧视性雇主的偏见程度。 |
| 关键词: 劳动力市场歧视 男性劳动力 女性劳动力 成本收益分析 |
| DOI： |
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| Who Will Pay the Cost of Discrimination in the Labor Market ? |
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WANG Xu-hui
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School of Law and Public Management, Minnan Normal University, Zhangzhou 363000, Fujian, China
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| Abstract: |
| Based on the employer’s gender discrimination model, the cost benefit analysis of discrimination in the long term and short term labor market shows that discriminatory employers become“consumers”of discriminatory costs, and the discriminated female workers are“payers”of discriminatory costs in the short term labor market; In the long term labor market, discriminatory employers and the discriminated female workers are the“payers”of discriminatory costs, while the female workers that have left the discriminatory employers become the“beneficiaries”of anti discrimination. Discriminatory employers earn less profits than non discriminatory employers in both short term and long term labor markets. The degree of discrimination in the labor market mainly depends on the quantity of labor supply, the quantity of non discriminatory employers and the prejudice of discriminatory employers. |
| Key words: labor market discrimination male labor female labor cost benefit analysis |
