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نقش تعدیل‌کننده‌ی لنگرگاه‌های شغلی در رابطه‌ی بین ادراک از تبعیض جنسیتی و موفقیت شغلی ذهنی زنان شاغل | ||
| مطالعات اجتماعی روان شناختی زنان | ||
| دوره 21، شماره 1 - شماره پیاپی 74، فروردین 1402، صفحه 186-217 اصل مقاله (1.13 M) | ||
| نوع مقاله: مقاله پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22051/jwsps.2023.39141.2563 | ||
| نویسندگان | ||
| ریحانه رحمت جو1؛ آزاده عسکری* 2؛ امید شکری3 | ||
| 1دانشجوی کارشناسی ارشد روان‌شناسی صنعتی و سازمانی، دانشگاه شهید بهشتی، تهران، ایران. r.rahmatj@mail.sbu.ac.ir | ||
| 2استادیار گروه روان‌شناسی، دانشگاه شهید بهشتی، تهران، ایران. (نویسنده مسئول) a_askari@sbu.ac.ir | ||
| 3استادیار گروه روان‌شناسی، دانشگاه شهید بهشتی، تهران، ایران. o_shokri@sbu.ac.ir | ||
| چکیده | ||
| در سال‌های اخیر، تلاش در جهت ایجاد محیط‌های کاری دربرگیرنده از برجسته‌ترین دغدغه‌های سراسر جهان بوده است. در این راستا، کاهش سوگیری و تبعیض جنسیتی در محیط کار یکی از مهم‌ترین اقداماتی است که به سازمان‌ها اجازه می‌دهد از ظرفیت، توانایی و استعداد همه کارکنان خود استفاده کنند. پژوهش حاضر با اتخاذ رویکردی همه‌جانبه و جامع به این قضیه پرداخته و بدین منظور، چندین نگرش و ذهنیت را در زنان شاغل مورد مطالعه قرار داده است: موفقیت شغلی- ذهنی، ادراک از میزان تبعیض جنسیتی در محیط کار و همچنین، انتظارات و ارزش‌های شغلی. با توجه به پیشینه پژوهش، این پژوهش نقش تعدیل‌کنندگی انتظارات و ارزش‌های شغلی را در قالب سازه «لنگرگاه‌های شغلی» شاین بر رابطه بین موفقیت شغلی- ذهنی و تبعیض جنسیتی ادراک‌شده می‌سنجد. نمونه مطالعه، با حجم 181 نفر به‌روش غیرتصادفی و در دسترس انتخاب شده‌اند و به سؤالات پرسش‌نامه‌های پژوهش به‌صورت برخط پاسخ داده‌اند. نتایج نشان داد هرچه زنان تبعیض جنسیتی بیشتری در محیط کار احساس کنند، موفقیت شغلی- ذهنی‌شان کمتر می‌شود. همچنین، لنگرگاه‌های شغلی شدت رابطه این دو متغیر را تحت تأثیر قرار می‌دهند؛ در میان لنگرگاه‌ها، لنگرگاه شایستگی فنی بیشترین تأثیر و لنگرگاه امنیت و ثبات کمترین تأثیر را در رابطه مذکور دارد. | ||
| کلیدواژه‌ها | ||
| تبعیض جنسیتی ادراک شده؛ موفقیت شغلی ذهنی؛ لنگرگاه شغلی؛ زنان شاغل | ||
| عنوان مقاله [English] | ||
| Studying Perceived Gender Discrimination and Subjective Career Success among Women: Moderating Role of Career Anchors | ||
| نویسندگان [English] | ||
| Reyhane Rahmatjou1؛ Azadeh Askari2؛ Omid Shokri3 | ||
| 1Master’s Student in Industrial-Organizational Psychology at Shahid Beheshti University, Tehran, Iran. r.rahmatjou@sbu.ac.ir. | ||
| 2Assistant Professor, Department of Psychology, Shahid Beheshti University, Tehran, Iran. a_askari@sbu.ac.ir. (Corresponding Author) | ||
| 3Assistant Professor, Department of Psychology, Shahid Beheshti University, Tehran, Iran. o_shokri@sbu.ac.ir | ||
| چکیده [English] | ||
| Efforts aimed at providing the most inclusive workplace possible have come to the forefront in the past few decades. The goal of these measures is to improve equity and equality in the workplace for women by applying a comprehensive approach based on organizational psychology studies. The present study aims to explore women's experience of gender discrimination in the workplace (Perceived Gender Discrimination) and its effect on their self-appraisal of their achievements and success (Subjective Career Success). Another question the present study poses is whether women's career-related expectations, values, and priorities play a role in the relationship between the two mentioned variables. Overall, this research investigates the relationship between Perceived Gender Discrimination and Subjective Career Success among female employees, studying a sample of 181 women, with a focus on Career Anchors as a potential moderator. The results confirm the significantly negative effect of Perceived Gender Discrimination on Subjective Career Success, and it seems that Career Anchors play a moderating role in this relationship. Keywords Perceived Gender Discrimination, Subjective Career Success, Career Anchors, Female Employees, Technical Competence, Stability and Security, Women Careers. Introduction In recent years, academics and scholars have made significant efforts to establish workplace equality for women. The reasons for these attempts are complex and vary among organizations and countries. It can be argued that the female workforce is a valuable resource of talent and capabilities, and global measures are being taken to address its underrepresentation in the workplace. The World Economic Forum (2016) recognizes that gender inequality is a major economic threat that impairs global economic growth by undervaluing the potential contributions of the female workforce. Subjective career success, also known as job satisfaction or internal career success, is a significant construct in the literature. According to a considerable body of research, subjective career success also plays an important role in the personal lives of employees. Specifically, individuals with higher subjective career success tend to have higher levels of life satisfaction (LS) and well-being (Hall, 2002). Therefore, given the significance of subjective career success, it is essential to thoroughly evaluate this construct and identify the individual and organizational factors that impact it. Methodology The present study aims to examine the relationship between three variables: women's perceived gender discrimination as the independent variable, their subjective career success as the dependent variable, and career anchors as the moderator. The primary relationship (between the independent and dependent variables) and the interactive relationship (considering the moderating role) will be analyzed through multilevel regression. Findings Analyzing the data collected through the study and based on the research hypothesis, it could be concluded that: - There is a statistically significant negative relationship between women's subjective career success and their perceived gender discrimination in the workplace. In other words, women who perceive higher levels of gender discrimination in their workplace generally have lower subjective career success. - Career anchors have a moderating effect on the relationship between women's subjective career success and their perceived gender discrimination. The relationship between subjective career success and perceived gender discrimination is always negative, but career anchors exacerbate this relationship to different extents. - Technical Competence (TF) has the strongest effect on the relationship between perceived gender discrimination and subjective career success. On the other hand, Lifestyle and Security (SE) have the weakest effect on this relationship. - The effect of Entrepreneurial Creativity (EC) on the relationship between perceived gender discrimination and subjective career success could not be thoroughly analyzed due to sampling restrictions and insufficient data. References Abessolo, M., Rossier, J. & Hirschi, A. (2017). Basic values, career orientations, and career anchors: Empirical investigation of relationships. Frontiers in Psychology, 8, 1556. Alipour, A., Aarab Sheibani, K. (2010). Relation of hopeness and happiness with job satisfaction among teachers. Journal of Modern Psychological Researches, 6 (22), 65-78. (In Persian) Askari, A., Azizi, R. & Rahmatjou, R. (2019). Psychometrics of schein’s career anchors among the managers of Iranian Gas Transmission Company Managers. Journal of Psychological Methods and Models, 11(40), 193-210. (In Persian) Babashahi, J., Mohammadi, M., Gharaeipour, R. & Rashvand, B. (2014). Using best practices theory to interpret trust causal relationships and organizational culture. Biannual Journal of Psychological Research in Management, 1(1), 135-157. (In Persian) Ekmekcioglu, E. B., Erdogan, M. Y. & Sokmen, A. (2020). Career commitment and subjective career success: The moderating role of career-enhancing strategies. International Journal of Manpower, Emerald Group Publishing Limited, 41(8), 1287-1305. Farahi, A., Soltani, M. & Nasrollahi, M. (2017). Provide a career path pattern. Journal of Research in Human Resources Management, 1(2), 139-150. (In Persian) García-González, J., Forcén, P. & Jimenez-Sanchez, M. (2019). Men and women differ in their perception of gender bias in research institutions. PloS One, 14(12), e0225763. Goldman, B. M., Slaughter, J. E., Schmit, M. J., Wiley, J. W. & Brooks, S. M. (2008). Perceptions of discrimination: A multiple needs model perspective. Journal of Management, 34(5), 952-977. Herrbach, O. & Mignonac, K. (2012). Perceived gender discrimination and women’s subjective career success: The moderating role of career anchors. Relations Industrielles/Industrial Relations, 67(1), 25-50. Iraji Rad, A. & Malekzadeh Nasrabadi, E. (2017). The study of the effect of psychological capital with the mediation of achievement motivation on students’ creativity. Journal Innovation and Creativity in Human Science, 6(4), 51-70. (In Persian) Lent, R. W. & Brown, S. D. (2019). Social cognitive career theory at 25: Empirical status of the interest, choice, and performance models. Journal of Vocational Behavior, 115, 103316. Park, S. G., Kang, H. J., Lee, H. R. & Kim, S. J. (2017). The effects of LMX on gender discrimination and subjective career success. Asia Pacific Journal of Human Resources, 55(1), 127-148. Pascoe, E. A. & Smart Richman, L. (2009). Perceived discrimination and health: A meta-analytic review. Psychological Bulletin, 135(4), 531-554. Ren, S. & Chadee, D. (2020). Influence of guanxi on hospitality career performance in China: Is more necessarily better? International Journal of Hospitality Management, 91(102420). Rodrigues, R., Guest, D. & Budjanovcanin, A. (2013). From anchors to orientations: Towards a contemporary theory of career preferences. Journal of Vocational Behavior, 83(2), 142-152. Salehi, R., Abedi, M., Baghban, I. & Abedi, A. (2014). Developing a theoretical model of academic counseling based on the effective factors on academic success. Biannual Journal of Applied Counseling, 4(1), 19-48. (In Persian) Samiee, F. & Rezvanian, F. (2016). Objective & subjective career success: Role of career aspirations, personality and spirituality. Binnaual Journal of Applied Counseling, 6(1), 23-36. (In Persian) Sanchez, J. I. & Brock, P. (1996). Outcomes of perceived discrimination among Hispanic employees: is diversity management a luxury or a necessity? Academy of Management Journal, 39(3), 704-719. Shockley, K. M., Shen, W., DeNunzio, M. M., Arvan, M. L. & Knudsen, E. A. (2017). Entangling the relationship between gender and work–family conflict: An integration of theoretical perspectives using meta-analytic methods. Journal of Applied Psychology, 102(12), 1601-1635. Smale, A., Bagdadli, S., Cotton, R., Dello Russo, S., Dickmann, M., Dysvik, A. & Unite, J. (2019). Proactive career behaviors and subjective career success: The moderating role of national culture. Journal of Organizational Behavior, 40(1), 105-122. Spurk, D., Hirschi, A. & Dries, N. (2019). Antecedents and outcomes of objective versus subjective career success: Competing perspectives and future directions. Journal of Management, 45(1), 35-69. | ||
| کلیدواژه‌ها [English] | ||
| Perceived Gender Discrimination, Subjective Career Success, Career Anchors, Female Employees, Technical Competence, Stability and Security, Women Careers | ||
| مراجع | ||
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ایرجی‌راد، ارسلان و ملک‌زاده‌نصرآبادی، الهه. (1395). بررسی تأثیر سرمایه روان‌شناختی با میانجی‌گری انگیزه پیشرفت بر خلاقیت دانشجویان. ابتکار و خلاقیت در علوم انسانی، 6(4)، 70-51. باباشاهی، جبار.، محمدی، محمود.، قرائی‌پور، رضا و رشوند، بقراط. (1394). تببین روابط علّی اعتماد و فرهنگ سازمانی بر اساس رویکرد بهترین اقدامات. پژوهشهای روان‌شناختی در مدیریت، 1(1)، 135-157. سمیعی، فاطمه و رضوانیان، فاطمه. (1395). موفقیت شغلی-ذهنی و عینی: نقش معنویت، شخصیت و آرزوهای شغلی. مشاوره کاربردی، 6(1)، 36-23. صالحی، رضوان.، عابدی، محمدرضا.، باغبان، ایران و عابدی، احمد. (1393). تدوین الگوی نظری مشاوره تحصیلی بر اساس عوامل مؤثر بر موفقیت تحصیلی. مشاوره کاربردی، 4(1)، 48-19. عسکری، آزاده.، عزیزی، ریحانه و رحمت‌جو، ریحانه. (1399). ویژگی‌های روان‌سنجی پرسشنامه لنگرگاه شغلی در مدیران شرکت انتقال گاز ایران. روش‌ها و الگو‌های روان‌شناختی، 40(11)، 210-193. علی‌پور، احمد و اعراب‌شیبانی، خدیجه. (1390). رابطه امیدواری و شادکامی با رضایت شغلی مدیران. پژوهشهای نوین روان‌شناختی، 6(22)، 78-65. فرهی، علی.، سلطانی، محمدرضا و نصراللهی، محمد. (1397). ارائه الگوی مسیر پیشرفت شغلی. توانمندسازی سرمایه انسانی، 2(1)، 150-139. Abessolo, M., Rossier, J. & Hirschi, A. (2017). Basic values, career orientations, and career anchors: Empirical investigation of relationships. Frontiers in Psychology, 8, 1556. Alipour, A., Aarab Sheibani, K. (2010). Relation of hopeness and happiness with job satisfaction among teachers. Journal of Modern Psychological Researches, 6 (22), 65-78. (In Persian) Askari, A., Azizi, R. & Rahmatjou, R. (2019). Psychometrics of schein’s career anchors among the managers of Iranian Gas Transmission Company Managers. Journal of Psychological Methods and Models, 11(40), 193-210. (In Persian) Babashahi, J., Mohammadi, M., Gharaeipour, R. & Rashvand, B. (2014). Using best practices theory to interpret trust causal relationships and organizational culture. Biannual Journal of Psychological Research in Management, 1(1), 135-157. (In Persian) Ekmekcioglu, E. B., Erdogan, M. Y. & Sokmen, A. (2020). Career commitment and subjective career success: The moderating role of career-enhancing strategies. International Journal of Manpower, Emerald Group Publishing Limited, 41(8), 1287-1305. Farahi, A., Soltani, M. & Nasrollahi, M. (2017). Provide a career path pattern. Journal of Research in Human Resources Management, 1(2), 139-150. (In Persian) García-González, J., Forcén, P. & Jimenez-Sanchez, M. (2019). Men and women differ in their perception of gender bias in research institutions. PloS One, 14(12), e0225763. Goldman, B. M., Slaughter, J. E., Schmit, M. J., Wiley, J. W. & Brooks, S. M. (2008). Perceptions of discrimination: A multiple needs model perspective. Journal of Management, 34(5), 952-977. Herrbach, O. & Mignonac, K. (2012). Perceived gender discrimination and women’s subjective career success: The moderating role of career anchors. Relations Industrielles/Industrial Relations, 67(1), 25-50. Iraji Rad, A. & Malekzadeh Nasrabadi, E. (2017). The study of the effect of psychological capital with the mediation of achievement motivation on students’ creativity. Journal Innovation and Creativity in Human Science, 6(4), 51-70. (In Persian) Lent, R. W. & Brown, S. D. (2019). Social cognitive career theory at 25: Empirical status of the interest, choice, and performance models. Journal of Vocational Behavior, 115, 103316. Park, S. G., Kang, H. J., Lee, H. R. & Kim, S. J. (2017). The effects of LMX on gender discrimination and subjective career success. Asia Pacific Journal of Human Resources, 55(1), 127-148. Pascoe, E. A. & Smart Richman, L. (2009). Perceived discrimination and health: A meta-analytic review. Psychological Bulletin, 135(4), 531-554. Ren, S. & Chadee, D. (2020). Influence of guanxi on hospitality career performance in China: Is more necessarily better? International Journal of Hospitality Management, 91(102420). Rodrigues, R., Guest, D. & Budjanovcanin, A. (2013). From anchors to orientations: Towards a contemporary theory of career preferences. Journal of Vocational Behavior, 83(2), 142-152. Salehi, R., Abedi, M., Baghban, I. & Abedi, A. (2014). Developing a theoretical model of academic counseling based on the effective factors on academic success. Biannual Journal of Applied Counseling, 4(1), 19-48. (In Persian) Samiee, F. & Rezvanian, F. (2016). Objective & subjective career success: Role of career aspirations, personality and spirituality. Binnaual Journal of Applied Counseling, 6(1), 23-36. (In Persian) Sanchez, J. I. & Brock, P. (1996). Outcomes of perceived discrimination among Hispanic employees: is diversity management a luxury or a necessity? Academy of Management Journal, 39(3), 704-719. Shockley, K. M., Shen, W., DeNunzio, M. M., Arvan, M. L. & Knudsen, E. A. (2017). Entangling the relationship between gender and work–family conflict: An integration of theoretical perspectives using meta-analytic methods. Journal of Applied Psychology, 102(12), 1601-1635. Smale, A., Bagdadli, S., Cotton, R., Dello Russo, S., Dickmann, M., Dysvik, A. & Unite, J. (2019). Proactive career behaviors and subjective career success: The moderating role of national culture. Journal of Organizational Behavior, 40(1), 105-122. Spurk, D., Hirschi, A. & Dries, N. (2019). Antecedents and outcomes of objective versus subjective career success: Competing perspectives and future directions. Journal of Management, 45(1), 35-69. | ||
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