Gender Differences in Managerial Intention

Annelies E. M. Van Vianen · Wim A. J. Keizer

32 citations0/0 files storedGender Work and Organization

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Gender Diversity and Inequality Job Satisfaction and Organizational Behavior Career Development and Diversity

Abstract

This study focuses on existing gender differences within management and within vertical career mobility. Some theoretical explanations of these differences are discussed, with behaviour and motivation theories as the base for the present study. The influence of different variables, such as outcome expectancies, perceived self‐efficacy, subjective norm, work‐role salience and perceived motivating job characteristics are examined. Data were gathered in two separate organizations. It was hypothesized that the motivation for a managerial job is less for females than males, which can be explained by the variables under study. In both studies perceived self‐efficacy was the most important predictor of intention to assume a managerial job. Multiple regression analysis revealed significant relationships among the different variables of the theoretical model and the strengths of these relationships. In one of the two organizations, men showed a greater disposition to a managerial job, and their perceived self‐efficacy was higher. It is concluded then that managerial intention can be influenced by the organizational context.

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References

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