The perception of gender stereotypes in managerial positions of industrial companies

• Autorzy: Gallo Peter , Balogová Beáta , Čabinová Veronika , Dobrovič Ján

Identyfikatory

DOI

10.17512/pjms.2021.23.2.09

Warianty tytułu

PL

Postrzeganie stereotypów płci w stanowiskach kierowniczych firm przemysłowych

• Języki publikacji: EN

Abstrakty

EN

Managing people is the basis of the existence of any company, which determines the achievement of economic, managerial and social goals. In this context, an irreplaceable place belongs to the company’s management and individual managers. The complexity of managerial work gives high demands on managers at all levels, which apply equally to men and women. The issue of gender stereotypes in today’s dynamic and constantly changing world is still the subject of many research studies. The presented study deals with the issue of gender stereotypes in managerial positions in large industrial companies. The research, which was carried out on a sample of 453 respondents, revealed the results applicable to theoretical research of the issue and business practice. This research is focused on examining the relationship between filling managerial positions in terms of gender. The achieved p-value (p = 0.0001) confirmed the relationship between filling managerial positions by men and women. Based on the results, it can be stated that men hold positions in top management to a greater extent than women. However, the relationship between gender and opinion on filling managerial positions was not confirmed according to the calculated p-value (p = 0.1039). The research was also focused on examining the relationship between the salary of men and women working in a position within the same level of management (gender pay gap). Based on the data results and calculated p-value (p = 0.0005), the salary differences between men and women were confirmed. Therefore, it can be argued that women are paid less than men in a position within the same management level. This research points out the gender stereotypes between men and women in managerial positions and the fact that women can also hold top managerial positions and run a successful company achieving the set goals.

PL

Zarządzanie ludźmi jest podstawą istnienia każdej firmy, od której zależy osiągnięcie celów ekonomicznych, zarządczych i społecznych. W tym kontekście niezastąpione miejsce należy do kierownictwa firmy i poszczególnych menadżerów. Złożoność pracy kierowniczej stawia wysokie wymagania menedżerom na wszystkich szczeblach, które dotyczą w równym stopniu mężczyzn i kobiet. Kwestia stereotypów płci we współczesnym dynamicznym i ciągle zmieniającym się świecie jest nadal przedmiotem wielu badań naukowych. Prezentowane badanie dotyczy problemu stereotypów płci na stanowiskach kierowniczych w dużych przedsiębiorstwach przemysłowych. Badanie, które zostało przeprowadzone na próbie 453 respondentów, ujawniło wyniki mające zastosowanie do badań teoretycznych zagadnienia i praktyki biznesowej. Niniejsze badanie koncentruje się na zbadaniu zależności między obsadzaniem stanowisk kierowniczych pod względem płci. Uzyskana wartość p (p = 0,0001) potwierdziła związek między obsadzaniem stanowisk kierowniczych przez kobiety i mężczyzn. Na podstawie uzyskanych wyników można stwierdzić, że mężczyźni zajmują wyższe stanowiska kierownicze w większym stopniu niż kobiety. Jednak związek między płcią a opinią o obsadzaniu stanowisk kierowniczych nie został potwierdzony na podstawie obliczonej wartości p (p = 0,1039). Badania koncentrowały się również na zbadaniu zależności pomiędzy wynagrodzeniami kobiet i mężczyzn na stanowiskach na tym samym szczeblu zarządzania (różnica w wynagrodzeniach kobiet i mężczyzn). Na podstawie wyników danych i obliczonej wartości p (p = 0,0005) potwierdzono różnice w wynagrodzeniach kobiet i mężczyzn. Dlatego można argumentować, że kobiety zarabiają mniej niż mężczyźni na tym samym szczeblu kierowniczym. Badanie to wskazuje na stereotypy dotyczące płci występujące między kobietami i mężczyznami na stanowiskach kierowniczych oraz fakt, że kobiety mogą również zajmować najwyższe stanowiska kierownicze i prowadzić odnoszącą sukcesy firmę, osiągając wyznaczone cele.

Słowa kluczowe

EN

gender stereotypes; management; men; women; salary; industrial enterprises

PL

stereotypy płci; zarządzanie; mężczyźni; kobiety; wynagrodzenie; przedsiębiorstwa przemysłowe

• Wydawca: Czestochowa University of Technology
• Czasopismo: Polish Journal of Management Studies
• Rocznik: 2021
• Tom: Vol. 23, No. 2
• Strony: 149--164
• Opis fizyczny: Bibliogr. 50 poz., rys., tab.

Twórcy

autor

Gallo Peter

• University of Prešov in Prešov, Faculty of Arts, Institute of Educology and Social Work

autor

Balogová Beáta

• University of Prešov in Prešov, Faculty of Arts, Institute of Educology and Social Work

autor

Čabinová Veronika

• University of Prešov in Prešov, Rectorate, Department of Development, Informatization and Quality Assessment

autor

Dobrovič Ján

• Institute of Technology and Business in České Budějovice, Faculty of Corporate Strategy, Department of Management

Bibliografia

• 1.Abdullah, S. N., Ismail, K. N. I. K. and Nachum, L., (2016). Does Having Women on Boards Create Value? The Impact of Societal Perceptions and Corporate Governance in Emerging Markets. Strategic Management Journal, 37(3), 466-476.
• 2.Adusei, M., (2019). Board Gender Diversity and the Technical Efficiency of Microfinance Institutions: Does Size Matter? International Review of Economics and Finance, 64, 393-411.
• 3.Aiston, S. J., Jung, J., (2015). Women Academics and Research Productivity: An International Comparison. Gender and Education, 27(3), 205-220.
• 4.Almer, E. D., Bertolini, M. and Higgs, J. L., (2013). A Model of Individual Accounting Faculty Salaries. Issues in Accounting Education, 28(3), 411-433.
• 5.Bernardi, R. A., Bosco, S. M. and Columb, V. L., (2009). Does Female Representation on Boards of Directors Associate with the Most Ethical Companies List? Corporate Reputation Review, 12(3), 270-280.
• 6.Bielinska-Kwapisz, A., Brown, F. W., (2013). Differential Gender Performance on the Major Field Test-Business. Journal of Education for Business, 88(3), 159-166.
• 7.Bugeja, M., Matolcsy, Z. P. and Spiropoulos, H., (2012). Is There a Gender Gap in CEO Compensation? Journal of Corporate Finance, 18(4), 849-859.
• 8.Castaño, A. M., Fontanil, Y. and García-Izquierdo, A. L., (2019). “Why Can’t I Become a Manager?”— A Systematic Review of Gender Stereotypes and Organizational Discrimination. International Journal of Environmental Research and Public Health, 16(10), 1813.
• 9.Chattopadhyay, R. E., (2020). Is Performance Evaluation Gendered for Behavioural Dimension? International Journal of Productivity and Performance Management, 70(3), 489-506.
• 10.Chen, S., Ni, X. and Tong, J. Y., (2016). Gender Diversity in the Boardroom and Risk Management: A Case of R&D Investment. Journal of Business Ethics, 136(3), 599-621.
• 11.Churilova, E., Salin, V., Shpakovskaia, E. and Sitnikova, O., (2019). Influence of World Social and Economic Indicators’ Interlinkage on the Development of Human Potential. Journal of International Studies, 12(4), 79-99.
• 12.Cicea, C., (2020). Performance in public management. A Research Agenda with Bibliometric Approach. Administratie si Management Public, 35, 109-123.
• 13.Costa, J., Rodrigues, A. C. and Ferreira, M. R., (2020). Organizational Culture in Social Economy Organizations. Economics and Sociology, 13(3), 155-170.
• 14.Dhurup, M., Surujlal, J., Kot, S. (2020). Retirement planning: Comparison between . Polish and South African professional soccer players. Economics and Sociology, 13(2), 100-109.
• 15.Dijkl, H., Marloes, L. E., (2019). The Flywheel Effect of Gender Role Expectations in Diverse Work Groups. Frontiers in Psychology, 10, 976.
• 16.Ellemers, N., (2018). Gender Stereotypes. Annual Review of Psychology, 69, 275-298.
• 17.Eurostat, (2019). Regional Statistics: Reference Guide. Luxembourg. Available at: https://ec.europa.eu/eurostat/web/products-manuals-and-guidelines/-/KS-RA-08-003
• 18.Fernández Puente, A. C., Sánchez-Sánchez, N., (2021). Understanding Executive Women´s Perspectives on Job Satisfaction and their Different Domains. Economics and Sociology, 14(1), 159-177.
• 19.Fitza, M. A., (2014). The Use of Variance Decomposition in the Investigation of CEO Effects: How Large Must the CEO Effect be to Rule Out Chance? Strategic Management Journal, 35(12), 1839-1852.
• 20.Garbarčík, P., (2019). Value Profile of a Young Person as a Potential Voter. Journal Socioterapie, 5(2), 46-53.
• 21.Gede Riana, I., Suparna, G., Gusti Made, I., Kot, S. and Rajiani, I., (2020). Human Resource Management in Promoting Innovation and Organizational Performance. Problems and Perspectives in Management, 18(1), 107-118.
• 22.Ginevičius, R., Nazarko, J., Gedvilaitė, D., Dacko-Pikiewicz, Z. (2021). Quantifying the economic development dynamics of a country based on the Lorenz curve. E a M: Ekonomie a Management, 24 (1), 55-65
• 23.Good & Co., (2018). Business Research for Business Leaders. Available at: https://hbswk.hbs.edu/item/how-gender-stereotypes-less-than-br-greater-than-kill-a-woman-s-less-than-br-greater-than-self-confidence
• 24.Guarino, C. M., Borden, V. M. H., (2017). Faculty Service Loads and Gender: Are Women Taking Care of the Academic Family? Research in Higher Education, 58(6), 672-694.
• 25.Habanik, J., Martosova, A., and Letkova, N., (2020). The Impact of Managerial Decision-Making on Employee Motivation in Manufacturing Companies. Journal of Competitiveness, 12(2), 38-50.
• 26.Hoang, H. T., Huynh, L. T. D., (2020). Impact of Firm’s Characteristics on Gender Discrimination: Evidence from Vietnamese Firm-level Data. Montenegrin Journal of Economics, 16(1), 21-35.
• 27.Kirsch, A., (2018). The Gender Composition of Corporate Boards: A Review and Research Agenda. Leadership Quarterly, 29(2), 346-364.
• 28.Kuznetsova, A., Selezneva, A., Askarov, A., Askarova, A. and Gusmanov, R., (2021). Trends of Labor Market Change in the Countries of the European Union and Russia under Conditions of Digitalization of the Economy. Montenegrin Journal of Economics, 17(1), 175-183.
• 29.Libáková, L., Balogová, B., (2019). Solution Case Study of Gender-based Violence. Journal Socioterapie, 5(1), 47-57.
• 30.Liem, V. T., Hien, N. N., (2020). The impact of manager’s demographic characteristics on prospector strategy, use of management accounting systems and financial performance. Journal of International Studies, 13(4), 54-69.
• 31.Malkus, T. (2018). The influence of trust on reduction of cooperation risk in logistics. Acta logistica, 5(3), 93-99.
• 32.Morgenroth, T., Ryan, M. K. and Sønderlund, A. L., (2020). Think Manager-Think Parent? Investigating the Fatherhood Advantage and the Motherhood Penalty Using the Think Manager-Think Male Paradigm. Journal of Applied Social Psychology. 51(3), 237-247.
• 33.Nace, (2020). Nace codes. Available at: www.nace.sk/nace/c-sekcia-c-priemyselna-vyroba.
• 34.Nastacă, C. C., (2020). Leadership and resilience in Romanian public administration from county level. Administratie si Management Public, 34, 78-96.
• 35.Novo-Corti, I., Calvo, N. and Varela-Candamio, L., (2018). Is My Professional Future Biased for Gender Perceptions? A Study for the Spanish Case with Public Policy Proposals on Education. Cuadernos de Gestion, 18(2), 59-94.
• 36.Owalla, B., Al Ghafri, A., (2020). “Bitten by the Entrepreneur Bug” - Critiquing Discourses on Women Owner-Managers/Entrepreneurs in the Kenyan and Omani Newspapers. Gender in Management, 35(6), 529-551.
• 37.Pacheco, L., Lobo, C. and Maldonado, I., (2020). The Impact of Gender on Financial Performance: Evidence from a Sample of Portuguese SMEs. Polish Journal of Management Studies, 22(2), 384-401.
• 38.Quintana-García, C., Benavides-Velasco, C. A., (2016). Gender Diversity in Top Management Teams and Innovation Capabilities: The Initial Public Offerings of Biotechnology Firms. Long Range Planning, 49(4), 507-518.
• 39.Rajiani, I., Kot, S., (2020). Javanese Indonesia: Human resource Management Issues in a Uniquely Collectivist Culture. Cultural Management: Science and Education, 4(2), 9-21.
• 40.Rivera, L. A., Tilcsik, A., (2019). Scaling Down Inequality: Rating Scales, Gender Bias, and the Architecture of Evaluation. American Sociological Review, 84(2), 248-274.
• 41.Sabol, P., et al., (2020). Explainable Classifier for Improving the Accountability in Decision-making for Colorectal Cancer Diagnosis from Histopathological Images. Journal of Biomedical Informatics, 109.
• 42.Šip, M., (2018). Die Lebensqualität eines Individuums im Terminalsstadium der Krankheit. In Pieknie jest byc starszym: o starosci interdyscyplinarnie. Proceedings of the Międzynarodowa Sesja Naukowa: Duszpasterstwo parafialne wobec osób starszych - współczesne wyzwania. Kraków, Poland.
• 43.Ślusarczyk, B., Tvaronavičienė, M., Ul Haque, A. and Oláh, J., (2020). Predictors of Industry 4.0 Technologies Affecting Logistic Enterprises’ Performance: International Perspective from Economic Lens. Technological and Economic Development of Economy, 26(6), 1263-1283.
• 44.Smolarek, M., Sułkowski, Ł., (2020). Job Satisfaction Among SMEs Employees in Fibres & Textiles of the CEE Countries. Economics and Sociology, 13(2), 181-209.
• 45.Stavytskyy, A., Kharlamova, G., Giedraitis, V., Cheberyako, O., and Nikytenko, D. (2020). Gender Question: Econometric Answer. Economics and Sociology, 13(4), 241-255.
• 46.Triana, M.D.C., Richard, O.C. and Su, W., (2019). Gender Diversity in Senior Management, Strategic Change, and Firm Performance: Examining the Mediating Nature of Strategic Change in High Tech Firms. Research Policy, 48(7), 1681-1693.
• 47.Tsymbaliuk, S., Kurchenko, L., Tokar, V., Vinska, O. and Shkoda, T., (2020). Gendered Perceptions of Professional Development in Academia: Evidence from a Ukrainian University. Problems and Perspectives in Management, 18(1), 394-404.
• 48.Wang, J. C., Markóczy, L., Sun, S. L. and Peng, M. W., (2019). She’-E-O Compensation Gap: A Role Congruity View. Journal of Business Ethics, 159(3), 745-760.
• 49.Wiedman, C., (2020). Rewarding Collaborative Research: Role Congruity Bias and the Gender Pay Gap in Academe. Journal of Business Ethics, 167(4), 793-807.
• 50.Yerznkyan, B. H., Gataullin, T. M. and Gataullin, S. T., (2021), Solow Models with Linear Labor Function for Industry and Enterprise. Montenegrin Journal of Economics, 17(1), 111-120.

Uwagi

Opracowanie rekordu ze środków MEiN, umowa nr SONP/SP/546092/2022 w ramach programu "Społeczna odpowiedzialność nauki" - moduł: Popularyzacja nauki i promocja sportu (2022-2023).