Agnieszka Lipińska-Grobelny1, Katarzyna Wasiak. 1. Department of Social Psychology, Labour and Occupational Consultation, Institute of Psychology, University of Łódź, Łódź, Poland. agalg@poczta.onet.pl
Abstract
OBJECTIVES: This work investigates different cognitive aspects of job satisfaction (co-workers, supervisor, job content, working facilities, organization and management, opportunities for development, income), positive and negative affect at work and their relations to gender role orientation of women occupying managerial and non-managerial positions. MATERIALS AND METHODS: The sample of 122 women (60 managers and 62 non-managers) completed a battery of instruments such as: the Bem Sex Role Inventory, the Job Description Inventory by Neuberger and Allerbeck and the Job Affect Scale by Brief et al. RESULTS: Most women managers represented androgynous and masculine types, while women non-managers belonged to androgynous and feminine types. Moreover, women with various degrees of sex-typing showed positive and negative affect at work. The most satisfied with income were masculine women managers, the least--feminine women non-managers. CONCLUSIONS: These results may be applied in designing of motivational instruments to enhance job effectiveness and to eliminate unproductive behaviours such as absenteeism, high staff turnover.
OBJECTIVES: This work investigates different cognitive aspects of job satisfaction (co-workers, supervisor, job content, working facilities, organization and management, opportunities for development, income), positive and negative affect at work and their relations to gender role orientation of women occupying managerial and non-managerial positions. MATERIALS AND METHODS: The sample of 122 women (60 managers and 62 non-managers) completed a battery of instruments such as: the Bem Sex Role Inventory, the Job Description Inventory by Neuberger and Allerbeck and the Job Affect Scale by Brief et al. RESULTS: Most women managers represented androgynous and masculine types, while women non-managers belonged to androgynous and feminine types. Moreover, women with various degrees of sex-typing showed positive and negative affect at work. The most satisfied with income were masculine women managers, the least--feminine women non-managers. CONCLUSIONS: These results may be applied in designing of motivational instruments to enhance job effectiveness and to eliminate unproductive behaviours such as absenteeism, high staff turnover.
Authors: Nicola Cherry; Victoria Arrandale; Jeremy Beach; Jean-Michel F Galarneau; Antonia Mannette; Laura Rodgers Journal: Ann Work Expo Health Date: 2018-04-18 Impact factor: 2.179
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