Duan-Rung Chen1, Yeh-Yun Lin, Kuo-Piao Chung. 1. Graduate Institute of Health Care Organization Administration, National Taiwan University, Taipei, Taiwan. duan@ntu.edu.tw
Abstract
PURPOSE: This study investigates how perception-induced stress (barrier) and social capital (facilitator) affect the health of female managers. METHODS AND MEASUREMENT: On the basis of the responses of 229 valid questionnaires of middle- and high-level female managers in large-scale hospitals, using a multilevel data analysis approach, this study investigates how perception-induced stress and social capital influence self-reported poor health of female managers. RESULTS: Analysis results indicate that all 3 perception-induced stresses (i.e., promotion-related procedural justice, promotion rate, and work-family conflict) and 2 social capital variables (i.e., mentor-assisted promotion and higher ranking mentor in other departments) are significantly associated with the health of female mangers. Factors involving the career success of women also affect their health. IMPLICATIONS AND CONCLUSIONS: Health care organizations expecting to benefit from the long-term contribution of female elites must promote organizational equity and more heavily emphasize flexible work schedules, family-friendly policies, and perception management practices. In addition, adequately designed mentorship practices can greatly benefit female managers.
PURPOSE: This study investigates how perception-induced stress (barrier) and social capital (facilitator) affect the health of female managers. METHODS AND MEASUREMENT: On the basis of the responses of 229 valid questionnaires of middle- and high-level female managers in large-scale hospitals, using a multilevel data analysis approach, this study investigates how perception-induced stress and social capital influence self-reported poor health of female managers. RESULTS: Analysis results indicate that all 3 perception-induced stresses (i.e., promotion-related procedural justice, promotion rate, and work-family conflict) and 2 social capital variables (i.e., mentor-assisted promotion and higher ranking mentor in other departments) are significantly associated with the health of female mangers. Factors involving the career success of women also affect their health. IMPLICATIONS AND CONCLUSIONS: Health care organizations expecting to benefit from the long-term contribution of female elites must promote organizational equity and more heavily emphasize flexible work schedules, family-friendly policies, and perception management practices. In addition, adequately designed mentorship practices can greatly benefit female managers.
Authors: Amy L Sapp; Ichiro Kawachi; Glorian Sorensen; Anthony D LaMontagne; S V Subramanian Journal: J Occup Environ Med Date: 2010-07 Impact factor: 2.162