所謂玻璃天花板障礙,是當女性在組織中升遷至某一職務時,會感到一層看不見的障礙來阻隔在她們與升遷目標之間。在台灣對於玻璃天花板的研究,仍是位於起步的階段,且大部份以公家機關的女性為研究對象,如學校、政府機構等等。因此本研究試圖探討玻璃天花板認知程度與工作滿足關聯性之研究,並加入干擾變項,如性別角色傾向、內外控性格與師徒關係來驗證其關係。 本研究除了進行相關文獻的探討外,亦透過問卷調查的方式進行實證研究,此外,以台灣企業女性經理人為研究對象進行研究,並發出200份問卷,回收55份,有效樣本回收率為27.5%。經由統計分析之後,歸納出下列重要的研究結論: 1. 玻璃天花板認知程度與工作滿足具有顯著負向相關。意即女性經理人對於玻璃天花板認知程度愈高,其工作滿足愈低;相反地,對於玻璃天花板認知程度愈低,其工作滿足愈高。 2. 玻璃天花板認知程度與個人特徵之交互作用對工作滿足不具顯著影響。意即玻璃天花板認知程度與性別角色傾向和內外控性格之交互作用對工作滿足不具有顯著影響。 3. 玻璃天花板認知程度與師徒關係之交互作用對工作滿足部份具顯著影響。意即玻璃天花板認知程度與師徒關係中的心理支持功能之交互作用對工作滿足具有顯著影響。 綜合上述結論,本研究建議企業必須強化女性經理人之人際網絡關係,並建立兩性平等的工作觀;同時建議女性經理人善用女性之柔性特質,並擁有一位有影響力的師父,才能打破玻璃天花板之障礙,並提升女性經理人之工作滿意度。 關鍵字:玻璃天花板認知程度、工作滿足、性別角色傾向、內外控性格、師徒關係、女性經理人
Abstract The barrier of glass ceiling is that when females promote a higher post, they will meet an invisible barrier to cut off their promotion objective. In view of literatures about glass ceiling in Taiwan, most of the empirical studies on glass ceiling are to start to study, and the objects of these studies are public organizations, such as schools and government institutions. So this study will discuss the relationship between the perception of glass ceiling and job satisfaction, and serve personal characteristics as moderators, such as sex-role tendency, internal-external control and mentoring functions, to test and verify their relationship. This study collects empirical data from female managers in these private companies. We delivered 200 questionnaires, and received 55 questionnaires. The effective sample response rate is 27.5 %. Results of statistical analyses provided three important conclusions as follows: 1. Perception of glass ceiling is negatively related to job satisfaction. The more perception of glass ceiling female managers perceived, the lower degree of job satisfaction she required. 2. There are not significant correlations between the interaction of perception of glass ceiling and personal characteristics(sex-role tendency and internal-external control)on job satisfaction. 3. There are partially significant correlations between the interaction of perception of glass ceiling and mentoring functions on job satisfaction. There is only one of the components in mentoring functions marked, and that is mentality support function. From these findings, this study provides some suggestions and recommendations. Mainly, business should enforce the interpersonal relationship between female managers and others, and furthermore establish the viewpoints of sex equality. In addition, female managers should use mild leadership and own a powerful mentor. To do that, they can break the barriers of glass ceiling, and promote their job satisfaction. Key words: Perception of glass ceiling, Job satisfaction, Mentorship, Sex-role tendency, internal-external control, Female managers