What if the supervisor has a different gender? The roles of value fit, identification, and beliefs in gender equality

IF 2 4区 管理学 Q3 MANAGEMENT
Mladen Adamovic , Mathieu Molines
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引用次数: 0

Abstract

In the past decades, the number of female employees and managers has strongly increased in most developed countries. This demographic development emphasizes the importance to investigate gender dissimilarity between employees and their supervisor and how it can be managed to elicit beneficial gender dissimilarity effects on employees’ attitudes and interpersonal interactions. Past gender dissimilarity research often assumes women and men to have different values. Due to these value differences, women and men should be less satisfied with a supervisor who has a different gender. However, past research reported inconsistent gender dissimilarity effects on employees’ satisfaction and other work-related satisfaction variables. To clarify gender dissimilarity effects on employees’ satisfaction with their supervisor, we analyze the moderating role of an employee’s beliefs in gender equality. We further draw on social identity theory and investigate value fit with the supervisor and identification with the supervisor as underlying mechanisms of gender dissimilarity effects. To test our research model, we conducted a three-wave survey study with 463 employees. Value fit and identification with the supervisor mediated the relationship between gender dissimilarity and employees’ satisfaction with supervisor. This indirect relationship was only significant for employees with low beliefs in gender equality. This means high beliefs in gender equality can offset dysfunctional gender dissimilarity effects.

如果主管的性别不同怎么办?价值观契合、认同和性别平等信念的作用
在过去的几十年里,大多数发达国家的女性雇员和管理人员的数量都在急剧增加。这一人口统计学发展强调了调查员工和主管之间性别差异的重要性,以及如何管理这一差异,以引发对员工态度和人际互动的有益性别差异影响。过去的性别差异研究通常认为女性和男性有不同的价值观。由于这些价值观的差异,女性和男性不应该对不同性别的主管感到满意。然而,过去的研究报告称,性别差异对员工满意度和其他工作满意度变量的影响不一致。为了阐明性别差异对员工对上司满意度的影响,我们分析了员工信念在性别平等中的调节作用。我们进一步借鉴社会认同理论,研究了与上司的价值契合和对上司的认同是性别差异效应的潜在机制。为了检验我们的研究模型,我们对463名员工进行了三波调查研究。价值匹配和对上司的认同在性别差异与员工对上司满意度之间起中介作用。这种间接关系只对性别平等信念较低的员工有意义。这意味着对性别平等的高度信念可以抵消功能失调的性别差异效应。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
4.00
自引率
10.00%
发文量
36
审稿时长
71 days
期刊介绍: The Scandinavian Journal of Management (SJM) provides an international forum for innovative and carefully crafted research on different aspects of management. We promote dialogue and new thinking around theory and practice, based on conceptual creativity, reasoned reflexivity and contextual awareness. We have a passion for empirical inquiry. We promote constructive dialogue among researchers as well as between researchers and practitioners. We encourage new approaches to the study of management and we aim to foster new thinking around management theory and practice. We publish original empirical and theoretical material, which contributes to understanding management in private and public organizations. Full-length articles and book reviews form the core of the journal, but focused discussion-type texts (around 3.000-5.000 words), empirically or theoretically oriented, can also be considered for publication. The Scandinavian Journal of Management is open to different research approaches in terms of methodology and epistemology. We are open to different fields of management application, but narrow technical discussions relevant only to specific sub-fields will not be given priority.
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