Gender composition at work and women's career satisfaction: An international study of 35 societies

Kód výsledku v 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>

Výsledek na webu

<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>

Jazyk výsledku

angličtina

Název v původním jazyce

Gender composition at work and women's career satisfaction: An international study of 35 societies

Popis výsledku v původním jazyce

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&apos;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&apos;s career satisfaction, while a female majority at the next higher level will be positively related to women&apos;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&apos;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&apos;s career satisfaction. We discuss the theoretical contributions of our findings and their implications for the diversity management practices of multinational enterprises.

Název v anglickém jazyce

Gender composition at work and women's career satisfaction: An international study of 35 societies

Popis výsledku anglicky

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&apos;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&apos;s career satisfaction, while a female majority at the next higher level will be positively related to women&apos;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&apos;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&apos;s career satisfaction. We discuss the theoretical contributions of our findings and their implications for the diversity management practices of multinational enterprises.

Druh

J_imp - Článek v periodiku v databázi Web of Science

CEP obor

—

OECD FORD obor

50204 - Business and management

Projekt

—

Návaznosti

I - Institucionalni podpora na dlouhodoby koncepcni rozvoj vyzkumne organizace

Rok uplatnění

2024

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Název periodika

Human Resource Management Journal

ISSN

0954-5395

e-ISSN

1748-8583

Svazek periodika

neuveden

Číslo periodika v rámci svazku

neuveden

Stát vydavatele periodika

US - Spojené státy americké

Počet stran výsledku

31

Strana od-do

—

Kód UT WoS článku

001301895300001

EID výsledku v databázi Scopus

2-s2.0-85202890554