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[ subject:"Gender studies." ]
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Gender Differences in Management: Em...
~
Fernandez, Aimee.
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Gender Differences in Management: Employee Preference Between Male and Female Managers.
紀錄類型:
書目-電子資源 : Monograph/item
正題名/作者:
Gender Differences in Management: Employee Preference Between Male and Female Managers./
作者:
Fernandez, Aimee.
出版者:
Ann Arbor : ProQuest Dissertations & Theses, : 2020,
面頁冊數:
134 p.
附註:
Source: Dissertations Abstracts International, Volume: 81-11, Section: A.
Contained By:
Dissertations Abstracts International81-11A.
標題:
Gender studies. -
電子資源:
https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=27837080
ISBN:
9798643180487
Gender Differences in Management: Employee Preference Between Male and Female Managers.
Fernandez, Aimee.
Gender Differences in Management: Employee Preference Between Male and Female Managers.
- Ann Arbor : ProQuest Dissertations & Theses, 2020 - 134 p.
Source: Dissertations Abstracts International, Volume: 81-11, Section: A.
Thesis (Ph.D.)--Nova Southeastern University, 2020.
This item must not be sold to any third party vendors.
Conflict in the workplace is not a new phenomenon and much research has been dedicated to understanding the causes and consequences of it. Gender plays a significant role in workplace conflict and as it relates to gender equality in the workplace, there have been significant advances in training and education; however, gender discrimination persists. This dissertation deals with differences of gender in management and shows that gender bias continues to exist not only in the workplace but specifically, at the managerial level. This study focuses on employee perceptions of management to observe if employee perceptions of manger gender and if this could influence upper management's decisions of manager gender, thereby perpetuating manager gender bias. Results of this study found statistically significant differences amongst female and male employees in relation to gender and management. These statistical differences also observed variances between responses illustrate that indeed, there are employee perceptions based on gender and management that relate to the efficacy of management and conflict management in the workplace. These employee perceptions may perpetuate employee bias while also influencing upper management when selecting individuals for management positions, thus driving the gender gap in management and conflict in the workplace. Further study and analysis are necessary to continue building connections between gender perceptions and management roles. Industries, organizations, and employers should continue to realize the role of effective conflict management as it relates to workplace conflict resolution and effective management practices. Additionally, an evaluation of advertising, recruitment and applicant review practices may reduce bias towards potential applicants.
ISBN: 9798643180487Subjects--Topical Terms:
2122708
Gender studies.
Subjects--Index Terms:
Gender differences
Gender Differences in Management: Employee Preference Between Male and Female Managers.
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Conflict in the workplace is not a new phenomenon and much research has been dedicated to understanding the causes and consequences of it. Gender plays a significant role in workplace conflict and as it relates to gender equality in the workplace, there have been significant advances in training and education; however, gender discrimination persists. This dissertation deals with differences of gender in management and shows that gender bias continues to exist not only in the workplace but specifically, at the managerial level. This study focuses on employee perceptions of management to observe if employee perceptions of manger gender and if this could influence upper management's decisions of manager gender, thereby perpetuating manager gender bias. Results of this study found statistically significant differences amongst female and male employees in relation to gender and management. These statistical differences also observed variances between responses illustrate that indeed, there are employee perceptions based on gender and management that relate to the efficacy of management and conflict management in the workplace. These employee perceptions may perpetuate employee bias while also influencing upper management when selecting individuals for management positions, thus driving the gender gap in management and conflict in the workplace. Further study and analysis are necessary to continue building connections between gender perceptions and management roles. Industries, organizations, and employers should continue to realize the role of effective conflict management as it relates to workplace conflict resolution and effective management practices. Additionally, an evaluation of advertising, recruitment and applicant review practices may reduce bias towards potential applicants.
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