Gender promotion gaps across business units in a multiunit organization: Supply‐ and demand‐side drivers

IF 6 2区 管理学 Q1 MANAGEMENT Human Resource Management Pub Date : 2024-07-08 DOI:10.1002/hrm.22244
Monika Hamori, Denis Monneuse, Zhaoyi Yan
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Abstract

Drawing on gender role and gender queuing theories, we employ a multi‐stage process model to investigate demand‐ and supply‐side drivers of gender promotion gaps and to explore variations in these gaps across different business units within an organization. Analyzing 9 years of personnel records from a multiunit European bank, we find that the gender promotion gap is influenced by both supply‐side and demand‐side factors. Specifically, women are less likely than men to express a motivation to change to a new job or move to a different unit within the bank. Those who do express such motivation are as likely as men to be reassigned to new roles, but their moves are less likely to constitute promotions than are men's moves. Furthermore, gender promotion gaps vary significantly within the organization itself. Business units with the most significant gaps are in regions that have fewer available organizational positions to move into, diminishing women's motivation to seek such moves, and have jobs with numerous incumbents, decreasing women's chances to get a new job or secure a promotion upon doing so. This study extends gender role theory by creating a unified theoretical model that incorporates both employee and employer gender role perceptions as drivers of promotions. It contributes to gender queuing theory by demonstrating the theory's relevance to promotion outcomes.
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多单位组织中各业务单位的性别晋升差距:供需双方的驱动因素
借鉴性别角色和性别排队理论,我们采用了一个多阶段过程模型来研究性别晋升差距的供需驱动因素,并探讨这些差距在组织内不同业务部门之间的差异。通过分析一家拥有多个部门的欧洲银行 9 年的人事记录,我们发现性别晋升差距受到供需两方面因素的影响。具体来说,与男性相比,女性不太可能表达更换新工作或调往银行内不同部门的动机。那些表达了这种动机的女性与男性一样有可能被重新分配到新的岗位,但她们的调动比男性的调动更不可能构成晋升。此外,组织内部的性别晋升差距也有很大不同。差距最明显的业务单位所在区域,可供选择的组织职位较少,从而降低了女性寻求此类调动的积极性,而且这些单位的职位有很多现任者,从而降低了女性获得新工作或在获得新工作后获得晋升的机会。本研究扩展了性别角色理论,建立了一个统一的理论模型,将员工和雇主的性别角色观念都纳入了晋升的驱动因素。它通过证明性别排队理论与晋升结果的相关性,为性别排队理论做出了贡献。
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来源期刊
CiteScore
11.50
自引率
9.10%
发文量
0
期刊介绍: Covering the broad spectrum of contemporary human resource management, this journal provides academics and practicing managers with the latest concepts, tools, and information for effective problem solving and decision making in this field. Broad in scope, it explores issues of societal, organizational, and individual relevance. Journal articles discuss new theories, new techniques, case studies, models, and research trends of particular significance to practicing HR managers
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