<abstract xmlns="http://www.w3.org/1999/xhtml"><bold>Background and Purpose:</bold> 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.<bold>Design/Methodology/Approach:</bold> 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.<bold>Results:</bold> 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.<bold>Conclusion:</bold> 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.</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.

Perceived Gender Equality in Managerial Positions in Organizations

Organizacija

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 3.0 License.

{"article-title":"Perceived Gender Equality in Managerial Positions in Organizations"}

Background and Purpose: This research aims to achieve two main objectives: to investigate differences between male and female managers regarding the perceived...

Perceived Gender Equality in Managerial Positions in Organizations

Online veröffentlicht: 12. Juni 2017

Seitenbereich: 132 - 149

Eingereicht: 07. März 2016

Akzeptiert: 03. Mai 2017

DOI: https://doi.org/10.1515/orga-2017-0009

Schlüsselwörter
gender balance, decision-making position, employment satisfaction, work satisfaction

© 2017 Polona Tominc et al., published by De Gruyter Open

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 3.0 License.

Perceived Gender Equality in Managerial Positions in Organizations

Online veröffentlicht: 12. Juni 2017

Seitenbereich: 132 - 149

Eingereicht: 07. März 2016

Akzeptiert: 03. Mai 2017

DOI: https://doi.org/10.1515/orga-2017-0009

Schlüsselwörtergender balance, decision-making position, employment satisfaction, work satisfaction

© 2017 Polona Tominc et al., published by De Gruyter Open

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 3.0 License.

Schlüsselwörter
gender balance, decision-making position, employment satisfaction, work satisfaction