|Naslov:||Perceived gender equality in managerial positions in organizations|
|Avtorji:||Tominc, Polona (Avtor)|
Šebjan, Urban (Avtor)
Širec, Karin (Avtor)
|Datoteke:|| Organizacija_2017_Tominc,_Sebjan,_Sirec_Perceived_Gender_Equality_in_Managerial_Positions_in_Organizations.pdf (1021,95 KB)|
|Vrsta gradiva:||Znanstveno delo (r2)|
|Tipologija:||1.01 - Izvirni znanstveni članek|
|Organizacija:||EPF - Ekonomsko-poslovna fakulteta|
|Opis:||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.|
|Ključne besede:||gender balance, decision-making position, employment satisfaction, work satisfaction, organization, management, managerial positions, gender equality|
|Št. strani:||str. 132-150|
|Številčenje:||št. 2, Letn. 50|
|ISSN pri članku:||1318-5454|
To delo je dosegljivo pod licenco Creative Commons Priznanje avtorstva-Nekomercialno-Brez predelav 4.0 Mednarodna
|| || |
|Skupna ocena:||(0 glasov)|
|Vaša ocena:||Ocenjevanje je dovoljeno samo prijavljenim uporabnikom.|
Postavite miškin kazalec na naslov za izpis povzetka. Klik na naslov izpiše
podrobnosti ali sproži prenos.