| In recent years,the tendency of women to choose employment in the state sector is very obvious.Although the non-state sector has strong market competitiveness and independent fixed salary,its return on human capital is higher than that of the state-owned sector with institutional and administrative constraints,the return premium on human capital in the non-state sector has failed to attract female labor to the sector.This phenomenon is not only contrary to the traditional human capital theory,but also causes the mismatch of female human capital and the inefficiency of labor force between different ownership departments.Since the absolute income difference between departments can not explain the tendency of women to choose employment in the state-owned sector,this paper attempts to study whether gender discrimination against women’s countries The tendency of sectoral employment choice has an impact.Based on the theories of discrimination,social comparison and related literature on female employment,this paper constructs a theoretical analysis framework for female employment sector selection.Secondly,using the data of the third National Survey of Women’s Social Status to define the control variables of personal characteristics,family background,and sectoral characteristics,the core explanatory variable "gender discrimination" is obtained by means of the Minsel equation and the Oaxaca-Blinder decomposition of the gender wage difference ".Again,in view of the endogenous problem of the variable "gender discrimination ",this paper uses the tool variable method to test the gender under the ivprobit model by using the" industry average maternity leave "to increase the employment cost of women as the tool variable Discrimination has a significant effect on the tendency of female state sector,and whether there is heterogeneity in the conclusion of female sample according to marital status.The following conclusions are drawn: first,relative income can compensate for the lack of explanation of absolute income for women’s choice of employment sector,and gender-based relative income can better explain women’s tendency to choose employment in the state sector than absolute income;second,there are sectoral differences in gender discrimination and the degree of gender discrimination in the state sector is lower than that in the non-state sector;third,gender discrimination affects women’s choice in the employment sector,and women are not reluctant to choose employment in accordance with the rate of return on human capital,but rather the higher degree of gender discrimination in the non-state sector,which results in women’s tendency towards employment in the state sector,and thus the mismatch of women’s human capital,female labour force Power efficiency loss and other practical problems.Based on the conclusion of this paper,in order to improve the efficiency of female labor resources allocation and reduce the impact of gender discrimination on female employment,and drawing on the experience of typical countries in solving the problem of gender discrimination and combining with the actual situation of female employment in our country,this paper puts forward the following policy suggestions from five aspects: first,reform of ownership sector and reduction of gender difference in wages between the two sectors;second,improvement of female employment security mechanism and improvement of female employment environment;third,introduction of paternity leave system and strengthening of childcare services;fourth,improvement of laws and regulations and establishment of organizational structures;Fifth,change the traditional social concept and shape the consciousness of gender equality. |
