Management Science · 2026 · Shuo Yan、Shaobo (Kevin) Li、Daniel Houser、Chunmian Ge、Jiayi Zhuo
中文摘要
本文利用员工在线档案中的职业履历数据, 就人力资源制度如何影响工作任期的性别差距提供了实证证据。结果表明, 女性员工的平均工作任期短于男性员工。结果进一步表明, 放弃强制排名制度有助于缩小这一性别差距。我们提供了实验证据, 表明在强制排名环境中, 女性的任期短于男性, 且更可能退出其岗位; 即使女性与男性处于平等地位, 情况依然如此。最后, 我们提供了问卷调查证据, 表明在强制排名制度下, 辞职的女性多于男性。综上, 我们的实证、实验和问卷调查结果表明, 强制排名制度可能导致工作任期的性别差距。因此, 放弃此类制度或有助于促进职场性别平等。本文由行为经济学与决策分析领域编辑 Yan Chen 接收。资助: 本研究得到国家自然科学基金 (项目号 72472068、72422022、72272055、72321001、72342009、72325010、72172085)、教育部哲学社会科学研究重点项目 (项目号 22JZD012)、深圳市自然科学基金 (项目号 JCYJ20250604144252069) 以及澳门科技大学教师科研基金 (项目编号 FRG-25-013-MSB) 的资助。补充材料: 在线附录及数据文件可通过 https://doi.org/10.1287/mnsc.2022.03264 获取。
Abstract
Using career history data from employees’ online profiles, we provide empirical evidence regarding how human resources systems can affect the gender gap in job tenure. Our results indicate that female workers experience shorter average job tenure than male workers. Our results further show that abandoning forced ranking systems helps to narrow this gender gap. We present experimental evidence indicating that in forced ranking environments, women experience shorter tenure than men and are more likely to exit their roles. This is true even when women are on equal footing with men. Finally, we present survey evidence that under forced ranking systems, more women resign as compared with men. In sum, our empirical, experimental, and survey results indicate that forced ranking systems may contribute to a gender gap in job tenure. Accordingly, abandoning such systems may help promote workplace gender equality. This paper was accepted by Yan Chen, behavioral economics and decision analysis. Funding: This work was supported by the National Natural Science Foundation of China [Grants 72472068, 72422022, 72272055, 72321001, 72342009, 72325010, and 72172085], the Key Project of Philosophy and Social Science Research of the Chinese Ministry of Education [Grant 22JZD012], Shenzhen Natural Science Foundation [Grant JCYJ20250604144252069], and Macau University of Science and Technology (MUST) Faculty Research Grant [Project No. FRG-25-013-MSB]. Supplemental Material: The online appendix and data files are available at https://doi.org/10.1287/mnsc.2022.03264 .