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首页> 外文期刊>Gender in Management >Effects of masculinity-femininity on quality of work life: Understanding the moderating roles of gender and social support
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Effects of masculinity-femininity on quality of work life: Understanding the moderating roles of gender and social support

机译：阳刚之气对工作生活质量的影响：了解性别和社会支持的调节作用

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Purpose-The purpose of this paper was to attempt to understand the effects of gender, masculinity-femininity and social support from three sources (supervisor, co-worker and family) on the quality of work life (QWL) of an employee. In addition, the paper tried to explore the moderating effects of gender and social support in the relationship between masculinity-femininity and QWL. Relevant background variables such as age, marital status, parental status and sector have been included as control variables in the study. Design/methodology/approach - Data were collected from a sample of 307 bank employees in India (208 males and 99 females) working in private and public sector banks using the purposive sampling technique. Prior permission was obtained from the relevant authorities. To test the hypotheses, t-tests and hierarchical regression analyses were performed. In addition, the Baron and Kenny (1986) approach was used to test the moderating effects of gender and social support in the relationship between masculinity-femininity and QWL. Findings - Masculinity-femininity was not found to be significant predictor of QWL, while gender emerged as a significant predictor of QWL. Also, gender moderated the relationship between masculinity-femininity and QWL. All three sources of social support significantly predicted QWL. Results of t-test showed that female employees experienced better QWL than male employees. Furthermore, supervisory category employees and parent employees reported significantly better QWL than non-supervisory and non-parent employees. Practical implications - The key implication for organisations is that employees with both masculine and feminine tendencies are required to strike a balance between goal orientation and people orientation within the company. Also, employees should understand that their gender as well as their individual orientations towards masculinity or femininity will affect the dynamics of any interaction. Hence, being aware of the tendencies that are typical of their gender role orientations both while dealing with themselves as well as while dealing with customers, colleagues or supervisors would help in improving the quality of their work, as well as their QWL, especially in customer service professions. Originality/value - This is one of the few studies that have tried to answer the "why" part of gender differences in QWL. In addition, this study contributes to an understanding of the relative importance of different sources of social support in improving an employee's QWL. Finally, this is the first study to understand the relationship between masculinity-femininity, social support, gender and QWL in the Indian context, where the overall cultural orientation towards gender roles is currently changing.
机译：目的-本文的目的是试图了解性别，男子气概，女性气质和社会支持的三种来源（主管，同事和家庭）对员工工作生活质量（QWL）的影响。此外，本文试图探讨性别和社会支持对男性气质-女性气质与QWL之间关系的调节作用。相关背景变量（例如年龄，婚姻状况，父母身份和部门）已作为研究的控制变量。设计/方法/方法-数据是采用有针对性的抽样技术从印度307名在私营和公共部门银行工作的银行雇员（208名男性和99名女性）的样本中收集的。事先获得有关当局的许可。为了检验假设，进行了t检验和层次回归分析。另外，Baron and Kenny（1986）方法被用来检验性别和社会支持对男性气质-女性气质与QWL之间关系的调节作用。研究发现-男性气质和女性气质不是QWL的重要预测指标，而性别则是QWL的重要预测指标。同样，性别也调节了男性气质和女性气质之间的关系。社会支持的所有三个来源均显着预测了QWL。 t检验的结果表明，女性员工的QWL要好于男性员工。此外，监督类别的雇员和父母雇员的QWL显着高于非监督和非父母雇员。实际意义-对组织的主要影响是，要求拥有男性和女性倾向的员工在公司内部的目标导向和人本导向之间取得平衡。此外，员工应了解自己的性别以及他们对男性气质或女性气质的倾向会影响任何互动的动力。因此，在与自己打交道以及与客户，同事或主管打交道时，意识到其性别角色倾向的典型倾向，将有助于改善工作质量和QWL，尤其是在客户中服务行业。原创性/价值-这是试图回答QWL中性别差异的“为什么”部分的少数研究之一。此外，这项研究有助于理解不同社会支持来源对改善员工的QWL的相对重要性。最后，这是第一个了解印度背景下男性气质，女性气质，社会支持，性别和QWL之间的关系的研究，在此背景下，面向性别角色的整体文化取向正在发生变化。

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