Gender composition at work and women's career satisfaction: An international study of 35 societies

Jane Terpstra-Tong, Len Treviño, Alara Cansu Yaman, Fabian Jintae Froese, David Ralston, Nikos Bozionelos (), Olivier Furrer, Brian Tjemkes, Fidel León-Darder, Yongjuan Li, Pingping Fu, Mario Molteni, Ian Palmer, Zuzana Tučková, Erna Szabo, Gabrielle Poeschl, Martin Hemmert, María Teresa de la Garza Carranza, Satoko Suzuki, Narasimhan Srinivasan, Jaime Ruiz Gutiérrez, Antonin Ricard (), Zoltan Buzady, Luis Sigala Paparella, Vik Naidoo, Maria Kangasniemi-Haapala, Tevfik Dalgic, Vojko Potocan, Yongqing Fang, Calvin Burns, Marian Crowley-Henry, Virginia Lasio Morello, Andre Pekerti, Shabnam Seyed Mehdi, Abdullah Aldousari and Maya Baltazar Herrera
Additional contact information
Nikos Bozionelos: EM - EMLyon Business School
Antonin Ricard: CERGAM - Centre d'Études et de Recherche en Gestion d'Aix-Marseille - AMU - Aix Marseille Université - UTLN - Université de Toulon, AMU IAE - Institut d'Administration des Entreprises (IAE) - Aix-en-Provence - AMU - Aix Marseille Université

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Abstract: Abstract Drawing from status characteristics theory, we develop a multilevel model to explain the relationships between gender composition (e.g., female‐female supervisor‐subordinate dyads, a female majority at the next higher level, and a female majority at the same job level) in the workplace and women's career satisfaction. We hypothesise that working with a female supervisor and a female majority at the same level will be negatively related to women's career satisfaction, while a female majority at the next higher level will be positively related to women's career satisfaction. Moreover, we propose that formal societal (gender‐equality) institutions and informal cultural (gender‐egalitarian) values, each has a moderating effect on the impact of gender compositions on women's career satisfaction. Our results from a multilevel analysis of 2291 women across 35 societies support the three hypothesised main effects. Whereas institutions that support gender equality weaken the positive effect of working with a female majority at the next higher level, they amplify the negative effect of a female majority at the same hierarchical level. Our findings highlight the complex and paradoxical nature of gender composition effects on women's career satisfaction. We discuss the theoretical contributions of our findings and their implications for the diversity management practices of multinational enterprises.

Date: 2024-09
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Published in Human Resource Management Journal, 2024, ⟨10.1111/1748-8583.12570⟩

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Persistent link: https://EconPapers.repec.org/RePEc:hal:journl:hal-04684042

DOI: 10.1111/1748-8583.12570

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