wage gapとは 意味・読み方・使い方

However, wages rose from the mid-1980s backed by the brisk South Korean economy and mounting labor movement. As a result, a wage gap with developing economies such as China, etc. widened, and the textile industry that was characterized by low-wage labor faced hardship.例文帳に追加

しかし、1980 年代半ばからの韓国経済の好況と労働運動の高揚を背景に賃金が上昇した結果、中国など途上国との賃金格差が拡大し、低賃金労働で特徴付けられる繊維産業は苦境に立たされた。 - 経済産業省

The gap in non-permanent employee wages is narrow, while a somewhat wide gap exists between large enterprises and SMEs for the average wage of permanent employees (Fig. 3-1-18 in section 1).例文帳に追加

非正社員の平均給与については、大企業と中小企業で差が小さいが、正社員の平均給与については、大企業と中小企業でやや大きな差がある（先の第3-1-18図）。 - 経済産業省

Therefore, it can be assumed that the variance in labor productivity levels between large enterprises and SMEs is one of the main reasons for the gap in wage levels among permanent large enterprise employees and permanent SME employees.例文帳に追加

したがって、大企業と中小企業の労働生産性の水準の差が、大企業と中小企業における正社員の賃金水準の差を生む大きな要因と考えられる。 - 経済産業省

Next, looking at the changes in average wages 15) in terms of enterprise scale, and whether employees are permanent or non-permanent, it is clear that the average wage of permanent employees in SMEs in 2007 was ¥298,000 (¥383,000 in large enterprises), and the average wage of non-permanent employees was ¥121,000 (¥134,000 in large enterprises), showing a clear difference in wages between permanent and non-permanent employees. Meanwhile, the gap between SMEs and large enterprises for permanent employees has steadily widened (Fig. 3-1-18).例文帳に追加

次に、企業規模別・正社員非正社員別に平均給与額15の推移を見ると、2007年における中小企業の正社員の平均給与額は29.8万円（大企業38.3万円）、非正社員の平均賃金は12.1万円（大企業13.4万円）となり、正社員と非正社員の間での給与額の差が顕著である一方、正社員における中小企業と大企業の間の差が徐々に広がってきた（第3-1-18図）。 - 経済産業省

With enterprises gradually migrating to personnel policies that are ability and performance based, and the wage gap within enterprises widening, the mechanisms that guaranteed "stability" based on conventional values are being radically transformed, and Japan is entering an age in which employment by a large enterprises does not necessarily offer a fail-safe way of avoiding risk.例文帳に追加

企業の人事政策は徐々に能力・成果主義へと移行し、企業内での賃金格差が拡大するなど、従来の価値観によるところの「安定」を保障する枠組みが大きく変貌を遂げつつあり、大企業に勤務することが必ずしも真のリスク回避と直結しない時代を迎えている。 - 経済産業省

Furthermore, some analyses suggest that when economic recovery is slow, the effect of this type of employment measure will be to prolong employment adjustments, since there will be strong adjustment pressure to fill the gap between actual labor input and ideal labor input based on production and wage conditions.例文帳に追加

また、このような雇用対策の効果が、生産や賃金の状況から説明される最適労働投入量と実際の投入量の間に大幅な調整圧力を生じさせ、景気回復が緩やかな中で雇用調整が長引くとの分析もある。 - 経済産業省

According to the Basic Survey on Wage Structure from MHLW, in the early 1990s average wages were higher in tertiary industries. However, average wages in tertiary industries fell below average wages in secondary industries in 1997, and since then there has been a trend for growth in the gap in average wages例文帳に追加

厚生労働省「賃金構造基本統計調査」によれば、1990年代前半においては第三次産業の方が平均給与額は高かったが、1997年に第三次産業の平均給与額が第二次産業を下回り、それ以降、平均給与額の差は拡大する傾向が見られる。 - 経済産業省

Firstly, it is a population dynamics matter. There is generally a great difference in the population dynamics between high-income countries (for example, Japan, where the workforce is decreasing) and Asian developing countries (where the population has increased by an average of 1.6% a year in the period from 1995 to 2005).In addition, the aging of citizens in developed countries has created a demand for foreign workers in the field of health care as well the difference in age structures67 such as the disparity among the birth rates of individual countries. Finally, it is thought that the wage differentials between sending countries and receiving countries is the decisive factor, given that the gap between the GDP per capita of OECD countries and Asia is18%68, and the GDP per capita of Thailand and Malaysia is nearly 10 times higher than that of their neighboring countries.例文帳に追加

第一には人口動態の問題であり、一般に、高所得国（例えば労働力が減少している我が国）とアジアの発展途上国（人口が1995年から2005年で年平均1.6％成長）との間では大きな人口動態の相違があること、また、ヘルスケア分野の外国人労働者に対する需要を作り出す先進国の高齢化や、個別国家間での出生率の多様な格差等の年齢構成の相違68、最後に、送出国と受入れ国の賃金格差も決定的要因であるとし、OECD諸国とアジアの1人当たりGDPの格差が18％69、タイ・マレーシアの1人当たりGDPも周辺国と最大10倍近くになることを挙げている。 - 経済産業省