摘要
组织性别偏见是指组织中占主导地位的一种带有性别偏见倾向的组织文化。采用理论分析、专家访谈、焦点小组讨论和实证调查等方法,编制了组织性别偏见问卷,实证检验显示该问卷具有较好信效度。通过对359名企事业单位女性员工的问卷调查,采用因子分析、相关分析和结构方程模型检验的多重数据处理方法,构建和检验了组织性别偏见影响女性职业发展的中介作用模型。统计结果显示,组织性别偏见与女性工作满意度、组织承诺、职业发展呈显著负相关,工作满意度、组织承诺在组织性别偏见与女性职业发展之间起着中介作用。
Organizational sexism is a kind of organizational culture with the tendency of gender biased. Through theoretical analyses, expert interviews, focused group discussion and empirical survey, this paper developed a questionnaire of organizational sexism with reliability and validity. Based on the survey of 359 female employees and using multiple methods of data processing,a mediation model which organizational sexism affects women＇s career development was teste＆ The result showed that organizational sexism negatively related to female job satisfaction, organizational commitment, and career development. Job satisfaction and organizational commitment mediated between organizational sexism and women＇ s career development.
出处
《工业工程与管理》
CSSCI
北大核心
2012年第3期135-140,共6页
Industrial Engineering and Management
基金
国家社会科学基金资助项目(09BSH045)
教育部归国人员基金资助项目(2010)
关键词
组织性别偏见
女性职业发展
工作满意度
组织承诺
organizational sexism
women＇s career development
job satisfaction
organizational commitment
