Department of Social Psychology, Labour and Occupational Consultation, Institute of Psychology, University of Łódź, Łódź, Poland.
Int J Occup Med Environ Health. 2010;23(2):161-6. doi: 10.2478/v10001-010-0015-6.
This work investigates different cognitive aspects of job satisfaction (co-workers, supervisor, job content, working facilities, organization and management, opportunities for development, income), positive and negative affect at work and their relations to gender role orientation of women occupying managerial and non-managerial positions.
The sample of 122 women (60 managers and 62 non-managers) completed a battery of instruments such as: the Bem Sex Role Inventory, the Job Description Inventory by Neuberger and Allerbeck and the Job Affect Scale by Brief et al.
Most women managers represented androgynous and masculine types, while women non-managers belonged to androgynous and feminine types. Moreover, women with various degrees of sex-typing showed positive and negative affect at work. The most satisfied with income were masculine women managers, the least--feminine women non-managers.
These results may be applied in designing of motivational instruments to enhance job effectiveness and to eliminate unproductive behaviours such as absenteeism, high staff turnover.
本研究调查了不同认知方面的工作满意度（同事、主管、工作内容、工作设施、组织和管理、发展机会、收入）、工作中的积极和消极情绪，以及它们与担任管理和非管理职位的女性的性别角色取向的关系。
122 名女性（60 名经理和 62 名非经理）完成了一系列工具，如贝姆性别角色量表、纽伯格和阿勒贝克的工作描述量表以及布里夫等人的工作影响量表。
大多数女性管理者表现出男性化和双性化的类型，而女性非管理者则属于双性化和女性化的类型。此外，具有不同性别类型的女性表现出积极和消极的工作情绪。收入最高的是男性化的女性管理者，最低的是女性化的女性非管理者。
这些结果可应用于设计激励工具，以提高工作效率，并消除缺勤、高员工流失率等非生产性行为。
