Gender composition at work and women's career satisfaction: An international study of 35 societies
The result's identifiers
Result code in IS VaVaI
<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F70883521%3A28120%2F24%3A63582738" target="_blank" >RIV/70883521:28120/24:63582738 - isvavai.cz</a>
Result on the web
<a href="https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12570" target="_blank" >https://onlinelibrary.wiley.com/doi/epdf/10.1111/1748-8583.12570</a>
DOI - Digital Object Identifier
<a href="http://dx.doi.org/10.1111/1748-8583.12570" target="_blank" >10.1111/1748-8583.12570</a>
Alternative languages
Result language
angličtina
Original language name
Gender composition at work and women's career satisfaction: An international study of 35 societies
Original language description
Drawing from status characteristics theory, we develop a multilevel model to explain the relationships between gender composition (e.g., female-female supervisor-subordinate dyads, a female majority at the next higher level, and a female majority at the same job level) in the workplace and women's career satisfaction. We hypothesise that working with a female supervisor and a female majority at the same level will be negatively related to women's career satisfaction, while a female majority at the next higher level will be positively related to women's career satisfaction. Moreover, we propose that formal societal (gender-equality) institutions and informal cultural (gender-egalitarian) values, each has a moderating effect on the impact of gender compositions on women's career satisfaction. Our results from a multilevel analysis of 2291 women across 35 societies support the three hypothesised main effects. Whereas institutions that support gender equality weaken the positive effect of working with a female majority at the next higher level, they amplify the negative effect of a female majority at the same hierarchical level. Our findings highlight the complex and paradoxical nature of gender composition effects on women's career satisfaction. We discuss the theoretical contributions of our findings and their implications for the diversity management practices of multinational enterprises.
Czech name
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Czech description
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Classification
Type
J<sub>imp</sub> - Article in a specialist periodical, which is included in the Web of Science database
CEP classification
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OECD FORD branch
50204 - Business and management
Result continuities
Project
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Continuities
I - Institucionalni podpora na dlouhodoby koncepcni rozvoj vyzkumne organizace
Others
Publication year
2024
Confidentiality
S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů
Data specific for result type
Name of the periodical
Human Resource Management Journal
ISSN
0954-5395
e-ISSN
1748-8583
Volume of the periodical
neuveden
Issue of the periodical within the volume
neuveden
Country of publishing house
US - UNITED STATES
Number of pages
31
Pages from-to
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UT code for WoS article
001301895300001
EID of the result in the Scopus database
2-s2.0-85202890554