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Gender role stereotypes and requisite management characteristics The case of South Africa

机译:性别角色定型观念和必要的管理特征南非的情况

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Purpose - Although Schein's gender role management stereotype hypothesis has been examined in many countries around the world, no studies specifically examine the combined effects of race and gender on this phenomenon. The purpose of this paper is to use an intersectional analysis to test the hypothesis among different race and gender groups in South Africa.rnDesign/methodology/approach - The 92-item Schein descriptive index was randomly administered to 592 black men, white men, black women, and white women managers. The degree of resemblance between the descriptions of men and successful managers and between women and successful managers was determined by computing intra-class correlation coefficients. Findings - Results confirm the think manager, think male hypothesis for black and white men but not for black and white women. Black and white men are less likely to attribute successful managerial characteristics to women. The hypothesis is more robust among black men than among white men. For black women, the resemblance between the characteristics of women in general and successful managers is significantly higher than the resemblance of men in general and successful managers. This represents only the second study globally to report a reversal of the usual pattern. White women perceived men and women to equally possess the requisite management characteristics. Practical implications - Intersectionality is capable of revealing the ways in which race and gender simultaneously influence perceptions of managerial characteristics.rnOriginality/value - The paper provides a race and gender intersectional analysis that compares the perceptions of the think manager - think male hypothesis in contrast to the dominant gender only analysis that may mask important differences in the stereotyping of managerial characteristics. It is also the first study of its kind in South Africa.
机译:目的-尽管在全球许多国家已经研究了舍恩的性别角色管理刻板印象假说,但尚无研究专门研究种族和性别对该现象的综合影响。本文的目的是使用交叉分析来检验南非不同种族和性别群体之间的假设。设计/方法/方法-对92个项的Schein描述性指标随机分配给592名黑人,白人,黑人妇女和白人妇女经理。男性与成功管理者之间的描述以及女性与成功管理者之间的相似程度是通过计算类内相关系数来确定的。调查结果-结果证实了思想管理者,认为黑人和白人男性的假设是男性,而不是黑人和白人女性。黑人和白人不太可能将成功的管理特征归于女性。黑人男性的假设比白人男性更可靠。对于黑人妇女,一般和成功管理者的女性特征之间的相似度明显高于一般和成功管理者的男性特征。这仅是全球范围内第二项报告常规模式逆转的研究。白人妇女认为男人和女人平等地拥有必要的管理特征。实际含义-交叉性能够揭示种族和性别同时影响管理者特征观念的方式。rn原创性/价值-本文提供了种族和性别交叉性分析,比较了思想管理者的观念-认为男性假设与仅占主导地位的性别分析,可能掩盖了管理特征定型观念中的重要差异。这也是南非同类研究中的第一次。

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