Plückelmann Clara, Gustafsson Sendén Marie, Bernhard-Oettel Claudia, Leineweber Constanze, Sczesny Sabine
Department of Psychology, Stockholm University, Stockholm, Sweden.
Department of Psychology, University of Bern, Bern, Switzerland.
Front Psychol. 2024 Feb 1;14:1240117. doi: 10.3389/fpsyg.2023.1240117. eCollection 2023.
The concept of participative decision-making (PDM) has been well established as a positive organizational factor, and has recently gained attention as a measure of gender inclusivity in the workplace. However, findings regarding gender differences in the experiences of PDM are inconclusive. This study hypothesized that women perceive themselves as less influential than men at the organizational level rather than at the workplace level. Furthermore, the study explored whether these assumed gender differences depend on the gender typicality of occupational positions and professions. We expected gender differences to be more pronounced for male-typed positions and professions (e.g., leadership, engineer) compared to non-male-typed occupational positions and professions (e.g., non-leadership, nurse).
Data on experiences with participative decision-making at the workplace and organizational levels were drawn from a large representative Swedish survey ( = 10,500; 60% women).
Results showed that women experienced being less influential than men at the organizational level, whereas the experiences of women and men did not differ at the workplace level. The gender difference at the organizational level was not related to the gender typicality of position and profession.
The findings highlight the importance of the inclusion of both women and men in strategic, large-scale decisions for achieving gender equality at work.
参与式决策（PDM）的概念已被确立为一种积极的组织因素，最近作为衡量职场性别包容性的一项指标受到关注。然而，关于参与式决策体验中性别差异的研究结果尚无定论。本研究假设，在组织层面而非职场层面，女性认为自己的影响力不如男性。此外，该研究探讨了这些假定的性别差异是否取决于职业岗位和职业的性别典型性。我们预计，与非男性典型职业岗位和职业（如非领导岗位、护士）相比，男性典型岗位和职业（如领导岗位、工程师）的性别差异会更明显。
关于职场和组织层面参与式决策体验的数据来自一项具有广泛代表性的瑞典大型调查（n = 10500；60%为女性）。
结果显示，在组织层面，女性感觉自己的影响力不如男性，而在职场层面，女性和男性的体验没有差异。组织层面的性别差异与岗位和职业的性别典型性无关。
研究结果凸显了让男性和女性都参与战略层面的大规模决策对于实现职场性别平等的重要性。
