Terpstra‐Tong, J.L.Y., Treviño, L.J., Yaman, A.C. et al. (33 more authors) (2024) Gender composition at work and women's career satisfaction: An international study of 35 societies. Human Resource Management Journal. ISSN 0954-5395
Abstract
Drawing from status characteristics theory, we develop a multilevel model to explain the relationships between gender composition (e.g., female-female supervisor-subordinate dyads, a female majority at the next higher level, and a female majority at the same job level) in the workplace and women's career satisfaction. We hypothesise that working with a female supervisor and a female majority at the same level will be negatively related to women's career satisfaction, while a female majority at the next higher level will be positively related to women's career satisfaction. Moreover, we propose that formal societal (gender-equality) institutions and informal cultural (gender-egalitarian) values, each has a moderating effect on the impact of gender compositions on women's career satisfaction. Our results from a multilevel analysis of 2291 women across 35 societies support the three hypothesised main effects. Whereas institutions that support gender equality weaken the positive effect of working with a female majority at the next higher level, they amplify the negative effect of a female majority at the same hierarchical level. Our findings highlight the complex and paradoxical nature of gender composition effects on women's career satisfaction. We discuss the theoretical contributions of our findings and their implications for the diversity management practices of multinational enterprises.
Metadata
Item Type: | Article |
---|---|
Authors/Creators: |
|
Copyright, Publisher and Additional Information: | © 2024 The Author(s). This is an open access article under the terms of the Creative Commons Attribution License (CC-BY-NC-ND 4.0), which permits unrestricted use, distribution and reproduction in any medium, provided the original work is properly cited. |
Keywords: | career satisfaction, gender status beliefs, intragender competition/cooperation, paradox, queen bee phenomenon, status characteristics theory |
Dates: |
|
Institution: | The University of Leeds |
Academic Units: | The University of Leeds > Faculty of Business (Leeds) > Work and Employment Relation Division (Leeds) |
Depositing User: | Symplectic Publications |
Date Deposited: | 03 Feb 2025 15:01 |
Last Modified: | 03 Feb 2025 15:01 |
Status: | Published online |
Publisher: | Wiley |
Identification Number: | 10.1111/1748-8583.12570 |
Related URLs: | |
Sustainable Development Goals: | |
Open Archives Initiative ID (OAI ID): | oai:eprints.whiterose.ac.uk:222640 |
Download
Licence: CC-BY-NC-ND 4.0