Veldman Jenny, Meeussen Loes, Van Laar Colette, Phalet Karen
Center for Social and Cultural Psychology, Department of Psychology, KU Leuven, Leuven Belgium.
Front Psychol. 2017 Feb 6;8:130. doi: 10.3389/fpsyg.2017.00130. eCollection 2017.
The current paper examines antecedents and consequences of perceiving conflict between gender and work identities in male-dominated professions. In a study among 657 employees working in 85 teams in the police force, we investigated the effect of being different from team members in terms of gender on employees' perception that their team members see their gender identity as conflicting with their work identity. As expected in the police force as a male-dominated field, the results showed that gender-dissimilarity in the team was related to perceived gender-work identity conflict for women, and not for men. In turn, perceiving gender-work identity conflict was related to lower team identification for men and women. Although lowering team identification might enable employees to cope with conflicting social identities and hence protect the self, this may also have its costs, as lower team identification predicted higher turnover intentions, more burn-out symptoms, less extra role behavior, lower job satisfaction, lower work motivation, and lower perceived performance. Additionally, for women, experiencing support from their team members and team leader showed a trend to mitigate the relationship between gender-dissimilarity and perceived gender-work identity conflict, and a positive diversity climate was marginally related to less perceived gender-work identity conflict. The results show the importance of the team context in shaping a climate of (in)compatible identities for numerically underrepresented and historically undervalued social group members in order to hinder or protect their work outcomes.
本文探讨了在男性主导的职业中，感知性别与工作身份之间冲突的前因和后果。在一项对警察部队85个团队中的657名员工进行的研究中，我们调查了在性别方面与团队成员不同对员工认为其团队成员将其性别身份视为与其工作身份相冲突的看法的影响。正如在男性主导的警察部队领域中所预期的那样，结果表明，团队中的性别差异与女性感知到的性别-工作身份冲突有关，而与男性无关。反过来，感知到性别-工作身份冲突与男性和女性较低的团队认同感有关。虽然降低团队认同感可能使员工能够应对相互冲突的社会身份，从而保护自我，但这也可能有其代价，因为较低的团队认同感预示着更高的离职意愿、更多的倦怠症状、更少的角色外行为、更低的工作满意度、更低的工作动机和更低的感知绩效。此外，对于女性来说，得到团队成员和团队领导的支持显示出一种减轻性别差异与感知到的性别-工作身份冲突之间关系的趋势，积极的多元化氛围与较少的感知到的性别-工作身份冲突略有相关。结果表明，团队环境对于为数量上代表性不足且历史上被低估的社会群体成员塑造兼容或不兼容身份的氛围非常重要，以便阻碍或保护他们的工作成果。
