女性中层管理者职业继续发展阻碍因素的探索研究  

Exploration and Research on Obstacles to the Further Development of Female Middle Managers’Career

作　　者：李育辉[1] 陈佳颖 Li Yuhui;Chen Jiaying(School of Labor and Human Resources,Renmin University of China,Beijing 100872,China)

机构地区：[1]中国人民大学劳动人事学院,北京100872

出　　处：《天津大学学报（社会科学版）》2024年第4期308-319,共12页Journal of Tianjin University：Social Sciences

基　　金：国家自然科学基金(72371242).

摘　　要：为定位“玻璃天花板”的最关键因素及特殊阶段呈现的重要因素,文章聚焦“分水岭”阶段的女性中层管理者群体,构建女性职业发展阻碍因素的理论模型。结果表明,影响女性中层管理者职业继续发展的因素及作用机制可以结合能力—动机—机会(Ability-Motivation-Opportunity,AMO)框架加以理解。组织结构同质化、结构性晋升阻碍和职场性别劣势限制了女性中层管理者职业继续发展机会;社会性别分工认同、工作-家庭平衡成功观,以及低职场性别效能削弱了女性中层管理者职业继续发展的动机;由于工作压力和社会性别评价压力,以及职场任务导向认知、工具性内隐领导原型和性别特质的影响,许多女性中层管理者呈现出侧重任务导向,但任务导向执行低效的领导行为特点,降低了女性中层管理者的领导力,进而制约了女性中层管理者的职业继续发展能力。In order to locate the most critical factors of the“glass ceiling effect”and the important factors presented in the special stage,this paper focuses on the group of female middle managers in the“watershed”stage to build a theoretical model of the obstacles to female career development.The results indicate that the factors and mechanisms influencing the career development of female middle managers can be understood by integrating the Ability-Motivation-Opportunity(AMO)framework.Homogenization of organizational structure,structural promotion barriers,and workplace gender dis-advantage constrict the opportunities for career development of female middle managers.Acceptance of gender division of labor in society,career success values centered on work-family balance,and low gender-efficacy in workplace diminish the motivation for female middle managers to pursue further career development.Work pressure,gender evaluation pres-sure in society,and factors like task-oriented cognition,instrumental implicit leadership prototypes,and gender traits lead many female middle managers to prioritize task-oriented behavior,which may result in inefficient leadership,there-by limiting their leadership abilities.

关 键 词：女性中层管理者 中期职业发展困境 “玻璃天花板” 女性领导力 

分 类 号：C933[经济管理—管理学]