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Title:Perceived gender equality in managerial positions in organizations
Authors:Tominc, Polona (Author)
Šebjan, Urban (Author)
Širec, Karin (Author)
Files:.pdf Organizacija_2017_Tominc,_Sebjan,_Sirec_Perceived_Gender_Equality_in_Managerial_Positions_in_Organizations.pdf (1021,95 KB)
MD5: 824AAFBBA9A33B95D9653F1D0700C145
 
URL http://www.degruyter.com/view/j/orga.2017.50.issue-2/orga-2017-0009/orga-2017-0009.xml
 
Language:English
Work type:Scientific work (r2)
Typology:1.01 - Original Scientific Article
Organization:EPF - Faculty of Business and Economics
Abstract:Background and Purpose: This research aims to achieve two main objectives: to investigate differences between male and female managers regarding the perceived gender equality in organizations and to analyze the gender differences in relationships among the perceived gender equality, the perceived satisfaction with employment position and career, the perceived satisfaction with work, and the perceived work-family conflict. Design/Methodology/Approach: The sample of research includes 82 managers in Slovenian organizations. In first stage, we analyzed with t-test differences between male and female regarding perceived gender equality in decision-making positions. In the next step we developed the conceptual models and used structural equational modeling (SEM), and analyzed differences between constructs in two conceptual models. Results: The research results show that female managers perceive gender equality in organizations in general to be significantly lower than males; furthermore, perceived gender equality is positively related to the perceived satisfaction with employment position and career as well as to the perceived satisfaction with work, but both relationships are significantly stronger for female managers. On the other hand female managers seems to cope more efficiently with the perceived work-family conflict since it has significantly different impact on female managers’ perceived satisfaction with work, as compared to the male managers. Conclusion: To achieve more gender equality within organizations and a reduction of the gender gap, the legislative initiatives cannot be successful without appropriate corporate strategy sets, which presents the framework for doing business and determines the internal working culture. The findings offer several policy, as well as business practice-oriented implications.
Keywords:gender balance, decision-making position, employment satisfaction, work satisfaction, organization, management, managerial positions, gender equality
Year of publishing:2017
Number of pages:str. 132-150
Numbering:št. 2, Letn. 50
ISSN:1318-5454
UDC:005.3
ISSN on article:1318-5454
COBISS_ID:12756508 New window
DOI:10.1515/orga-2017-0009 New window
NUK URN:URN:SI:UM:DK:9OFL9I3A
Views:716
Downloads:323
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Record is a part of a journal

Title:Organizacija
Publisher:Fakulteta za organizacijske vede Univerze v Mariboru, Založba Moderna organizacija, Sciendo
ISSN:1318-5454
COBISS.SI-ID:610909 New window

Licences

License:CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International
Link:http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Licensing start date:06.07.2017

Secondary language

Language:Slovenian
Title:Zaznana enakost spolov na vodstvenih položajih v organizacijah
Abstract:Ozadje in namen: Namen raziskave je doseči dva temeljna cilja: raziskati razlike med moškimi in ženskimi managerji glede zaznane enakosti spolov v organizacijah in analizirati razlike med spoloma v odnosih med zaznano enakostjo spolov, zaznanim zadovoljstvom na delovnem mestu in kariero, zaznanim zadovoljstvom z delom, in zaznano konfliktnostjo relacije delo-družina. Zasnova/metodologija/pristop: Vzorec raziskave zajema 82 managerjev v slovenskih organizacijah. V prvi fazi smo s t-testom analizirali razlike med moškimi in ženskami glede zaznane enakosti spolov na položajih odločanja. V naslednjem koraku smo razvili konceptualna modela in z uporabo strukturnih enačb (SEM) analizirali razlike med konstrukti. Rezultati: Rezultati raziskave kažejo, da ženske managerke zaznavajo enakost spolov v organizacijah na splošno bistveno nižja kot moški; dojemanje enakosti spolov je pozitivno povezano z zaznanim zadovoljstvom na delovnem mestu in kariero, kot tudi z zaznanim zadovoljstvom z delom, vendar sta obe povezavi precej močneje izraženi na strani žensk. Zdi se tudi, da se ženske managerke bolj učinkovito spopadanje z zaznano konfliktnostjo, ki izvira iz relacije delo-družina, saj ima slednji bistveno drugačen vpliv na zaznano zadovoljstvo žensk z delom, v primerjavi z moškimi. Zaključek: Za doseganje večje enakosti spolov v organizacijah in zmanjšanje razlik med spoloma, ne gre pričakovati, da bi bile lahko zgolj zakonodajne pobude uspešne brez ustreznih poslovnih strategij organizacij, saj le te predstavljajo okvir za poslovanje in določajo notranjo delovno kulturo. Izsledki ponujajo implikacije tako oblikovalcem politik, kot tudi poslovni praksi.
Keywords:uravnotežena zastopanost spolov, zadovoljstvo zaposlenih, podjetje, management, vodstveni delavci, enakost med spoloma


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