García-Cabrera Antonia Mercedes, Suárez-Ortega Sonia María, Gutiérrez-Pérez Francisco Javier, Miranda-Martel María José
Faculty of Economics, Business and Tourism, University of Las Palmas de Gran Canaria (ULPGC), Las Palmas de Gran Canaria, Spain.
Front Psychol. 2023 Dec 29;14:1233212. doi: 10.3389/fpsyg.2023.1233212. eCollection 2023.
This paper analyses the influence that different supervisor supportive behaviors have on subordinate job satisfaction, while considering the gender of individuals involved (supervisor and subordinate). The empirical evidence provided by a sample of 29,833 subordinates from 35 European countries collected by Eurofound through the European Working Condition Survey allows us to assert the following. First, subordinate job satisfaction depends on their perceptions about the supportive behaviors provided by their supervisors in terms of respect, giving recognition for a job well done, coordinating work, helping get the job done, and encouraging the professional development of the subordinate. Second, job satisfaction is affected by supervisor gender, although in the opposite direction as hypothesized, such that when the supervisor is a woman, subordinates report lower job satisfaction. Third, also contrary to our expectations, supervisor-subordinate gender similarity reduces, rather than increases, subordinate job satisfaction. Fourth, gender similarity, as expected, weakens the impact of several supervisor supportive behaviors on this job satisfaction (i.e., giving recognition, coordinating work, helping get the job done, and encouraging development). In terms of practical implications, this work suggests that it is advisable for supervisors to show supportive behaviors toward subordinates. In addition, because demonstrating respect at work is not moderated by gender similarity and seems to be the most impactful supportive behavior for enhancing job satisfaction, supervisors should pay particular attention to the respect of subordinates.
本文分析了不同的上级支持行为对下属工作满意度的影响，同时考虑了相关人员（上级和下属）的性别。欧洲改善生活和工作条件基金会通过欧洲工作条件调查从35个欧洲国家收集的29833名下属样本提供的实证证据，使我们能够得出以下结论。首先，下属的工作满意度取决于他们对上级在尊重、认可出色工作、协调工作、帮助完成工作以及鼓励下属职业发展等方面提供的支持行为的认知。其次，工作满意度受上级性别的影响，尽管与假设的方向相反，即当上级为女性时，下属的工作满意度较低。第三，同样与我们的预期相反，上级与下属的性别相似性会降低而非提高下属的工作满意度。第四，正如预期的那样，性别相似性会削弱几种上级支持行为对这种工作满意度的影响（即认可、协调工作、帮助完成工作以及鼓励发展）。在实际影响方面，这项研究表明上级对下属表现出支持行为是可取的。此外，由于在工作中表现出尊重不受性别相似性的调节，而且似乎是提高工作满意度最具影响力的支持行为，上级应该特别注意尊重下属。
