作者
Jane Terpstra-Tong,David A. Ralston,Len J. Treviño,Charlotte M. Karam,Olivier Furrer,Fabian Jintae Froese,Brian Tjemkes,Fidel León Darder,Malika Richards,Marina Dabić,Yongjuan Li,Pingping Fu,Mario Marco Molteni,Ian Palmer,Zuzana Tučková,Erna Szabo,Gabrielle Poeschl,Martin Hemmert,Marina Dabić,Teresa de la Garza,Dalia Susnienė,Satoko Suzuki,Narasimhan Srinivasan,Jamie Ruiz Gutierrez,A. Ricard-Hibon,Zoltán Buzády,Luis E. Sigala Paparella,Oswaldo Morales,Vik Naidoo,Maria Kangasniemi‐Haapala,Tevfik Dalgić,Ruth Alas,Vojko Potočan,Ajantha S. Dharmasiri,Yongqing Fang,Calvin Burns,Marian Crowley‐Henry
摘要
We investigate the relationships between gender-role-orientation (i.e., androgynous, masculine, feminine and undifferentiated) and subjective career success among business professionals from 36 societies. Drawing on the resource management perspective, we predict that androgynous individuals will report the highest subjective career success, followed by masculine, feminine, and undifferentiated individuals. We also postulate that meso-organizational culture and macro-societal values will have moderating effects on gender role's impact on subjective career success. The results of our hierarchical linear models support the hypothesized hierarchy of the relationships between gender-role-orientations and subjective career success. However, we found that ethical achievement values at the societal culture level was the only variable that had a positive moderating impact on the relationship between feminine orientation and subjective career success. Thus, our findings of minimal moderation effect suggest that meso- and macro-level environments may not play a significant role in determining an individual's perception of career success.