The influence of clan culture and supervisor support on Korean female managers’ subjective career success: mediating role of leadership competencies

IF 1.9 Q3 MANAGEMENT

INDUSTRIAL AND COMMERCIAL TRAINING Pub Date : 2022-03-31 DOI:10.1108/ict-08-2021-0059

Suwon Yim, Minyoung Kim, Yoonhee Park

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引用次数: 1

Abstract

Purpose The purpose of this study is to investigate the structural relationships between clan culture, perceived supervisor support, leadership competencies and subjective career success among South Korean female managers. Design/methodology/approach A structural equation modeling was used to analyze the sixth wave of data from the Korean Women Manager Panel (KWMP) survey by the Korean Women’s Development Institute in South Korea. The panel respondents were 1,384 female managers in tenured positions at South Korean companies. Findings The results showed that clan culture and perceived supervisor support directly influenced female managers’ subjective career success and indirectly affected their subjective career success through leadership competencies at the same time. Research limitations/implications The respondents’ self-report can be a limitation as it can result in inflated outcomes in research findings. Even though no common method bias was found using Harmans’ single-factor test, the bias might not be removed completely. The study’s limitation includes the panel data and measures from KWMP, which constrained attempts to create constructs for measuring variables more precisely. Originality/value There is little research on the relationships between leadership competencies and other variables of female managers. The current study expanded the research on female managers’ leadership competencies by verifying that the leadership competencies play an important role in the relationships between clan culture, perceived supervisor support and subjective career success. The findings highlight that it is essential for female managers in South Korea to have supportive environments to receive fair treatment, demonstrate leadership competence in organizations and perform challenging tasks.

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家族文化与主管支持对韩国女性管理者主观职业成功的影响:领导能力的中介作用

目的本研究旨在探讨韩国女性管理者的家族文化、上司支持感、领导能力与主观职业成功之间的结构关系。设计/方法/方法使用结构方程建模来分析韩国妇女发展研究所韩国妇女管理者小组（KWMP）调查的第六波数据。调查对象是1384名在韩国公司担任终身职位的女性经理。研究结果表明，家族文化和上司支持直接影响女性管理者的主观职业成功，同时通过领导能力间接影响其主观职业成功。研究局限性/含义受访者的自我报告可能是一种局限性，因为它可能导致研究结果的夸大。尽管使用Harmans的单因素测试没有发现常见的方法偏差，但这种偏差可能无法完全消除。该研究的局限性包括KWMP的面板数据和测量，这限制了创建更精确测量变量的结构的尝试。独创性/价值关于女性管理者的领导能力与其他变量之间的关系的研究很少。本研究通过验证领导能力在家族文化、主管支持感和主观职业成功之间的关系中发挥着重要作用，扩展了对女性管理者领导能力的研究。研究结果强调，韩国女性管理者必须有支持性的环境，才能获得公平待遇，在组织中表现出领导能力，并执行具有挑战性的任务。

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

INDUSTRIAL AND COMMERCIAL TRAINING MANAGEMENT-

CiteScore

3.10

自引率

7.10%

发文量

期刊介绍： ■Action learning-principles and practice ■Applications of new technology ■Careers management and counselling ■Computer-based training and interactive video ■Continuing management education ■Learning methods, styles and processes ■Managing change ■Marketing, sales and customer services ■New training and learning methods ■Quality circles, team-working and business games ■Recruitment and selection ■Specialist training-needs and methods ■Youth employment and training ■Topicality Too much training theory takes too long to read and may not have immediate practical advantages.