就目前勞動結構來看,女性就業人口佔總就業人口之比例已趨近50%,但女性在管理階層的比例卻僅達20%,顯示出國內女性的工作者在晉升至管理階層時普遍存在玻璃天花板的障礙,而這種組織結構性的障礙,不僅使得女性員工的職涯受到阻礙,也會使得組織在人力資源的投入上產生重大的浪費。再者,過去的文獻中指出,性別刻板印象是造成玻璃天花板的因素之一。 因此,本研究遂針對國內25個大型企業195個女性員工為對象,進行各項有關的實證分析。研究發現:經因素分析而得,性別刻板印象之核心構面可分為職業類型性別刻板印象、社會角色性別刻板印象、能力取向性別刻板印象以及人格特質性別刻板印象等四項,且亦證實性別刻板印象與玻璃天花板知覺程度之關聯性。同時交易型領導型態與社會角色性別刻板印象之交互作用與玻璃天花板知覺程度具有關聯性,顯示交易型領導型態會使得社會角色性刻板印象對玻璃天花板知覺程度之正向影響減弱;此外,轉換型領導型態與能力取向性別刻板印象和人格特質性別刻板印象之交互作用與玻璃天花板知覺程度同樣具有關聯性,顯示轉換型領導型態會使能力取向性別刻板印象對玻璃天花板知覺程度之正向影響減弱,但是在人格特質性別刻板印象方面,因為人格特質性別刻板印象是最為僵固的性別刻板印象,因此轉換型領導型態並無法有效降低人格特質性別刻板印象對玻璃天花板知覺程度之影響。而性別刻板印象和組織溝通之交互作用與玻璃天花板知覺程度並未發現具有顯著關聯性。最後,研究亦發現工作年資、工作職等以及產業別皆與玻璃天花板知覺程度具有關聯性。
From today’s labor structure, the female employment population is almost 50% of total employment. But the percentage of female in managing level is only 20%. There is a widespread problem, Glass Ceiling, the female employees in Taiwan face with. The invisible and artificial barriers that would not only limit the development and mobility opportunities of female employees, but also dilapidate the organization’s human resource. Further more, the literature shows that gender stereotype is one of the factors of glass ceiling. Since then, this study investigates 192 employees in 25 companies to analysis the influence of gender stereotype on awareness of glass ceiling. This study shows that the gender stereotype could divide into four aspects, gender stereotype in job category, gender stereotype in social role, gender stereotype in capability orientation, and gender stereotype in personality characteristics, and these aspects have been verified the relationship with glass ceiling. Moreover, the interaction of transactional leadership and gender stereotype in social role is related to awareness of glass ceiling, and it manifests that transactional leadership could slack the influence of gender stereotype in social role on awareness of glass ceiling. Besides, the interaction of transformational leadership and gender stereotype in capability orientation is related to awareness of glass ceiling, and it shows that transformational leadership could slack the influence of gender stereotype in capability orientation on awareness of glass ceiling. Additionally, the interaction of transformational leadership and gender stereotype in personality characteristics is also related to awareness of glass ceiling, but transformational leadership could not mitigate the influence of gender stereotype in personality characteristics on awareness of glass ceiling effectively. It tells that gender stereotype in personality characteristics is the most stiff gender stereotype. Unexpectedly, there are not significant correlations between the interaction of organizational communication and gender stereotype on awareness of glass ceiling. Finally, this study finds that job seniority, job level, and industry are also related to awareness of glass ceiling.
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