ادراک از تبعیض جنسیتی و موفقیت شغلی ذهنی زنان با تعدیل گری لنگرگاه های شغلی

در سال‌های اخیر، تلاش در جهت ایجاد محیط‌های کاری دربرگیرنده از برجسته‌ترین دغدغه‌های سراسر جهان بوده است. در این راستا، کاهش سوگیری و تبعیض جنسیتی در محیط کار یکی از مهم‌ترین اقداماتی ‌است که به سازمان‌ها اجازه می‌دهد از ظرفیت، توانایی و استعداد همه‌ کارکنان خود استفاده کنند. پژوهش حاضر ‌با اتخاذ رویکردی همه‌جانبه و جامع به این قضیه پرداخته و بدین منظور، چندین نگرش و ذهنیت را در زنان شاغل مورد مطالعه قرار داده است: موفقیت شغلی- ذهنی‌، ادراک از میزان تبعیض جنسیتی در محیط کار و همچنین، انتظارات و ارزش‌های شغلی‌. با توجه به پیشینه‌ پژوهش، این پژوهش ‌نقش تعدیل‌کنندگی انتظارات و ارزش‌های شغلی را در قالب سازه‌ «لنگرگاه‌های شغلی» شاین بر رابطه‌ بین موفقیت شغلی- ذهنی و تبعیض جنسیتی ادراک‌شده می‌سنجد. نمونه‌ مطالعه، با حجم 181 نفر به‌روش غیرتصادفی و در دسترس انتخاب شده‌اند و به سوالات پرسش‌نامه‌های پژوهش به‌صورت ‌برخط پاسخ داده‌اند. نتایج نشان داد هرچه زنان تبعیض جنسیتی بیشتری در محیط کار احساس کنند، موفقیت شغلی- ذهنی‌شان کمتر می‌شود. همچنین، ‌لنگرگاه‌های شغلی شدت رابطه‌ ‌این دو متغیر را تحت تاثیر قرار می‌دهند؛ در میان لنگرگاه‌ها، لنگرگاه شایستگی فنی بیشترین تاثیر و لنگرگاه امنیت و ثبات کمترین تاثیر را در رابطه‌ مذکور دارد.

studying perceived gender discrimination and subjective career success among women: moderating role of career anchors

efforts aimed at providing the most inclusive workplace possible have come to the forefront in the past few decades. the goal of these measures is to improve equity and equality in the workplace for women by applying a comprehensive approach based on organizational psychology studies. the present study aims to explore women’s experience of gender discrimination in the workplace (perceived gender discrimination) and its effect on their self-appraisal of their achievements and success (subjective career success). another question the present study poses is whether women’s career-related expectations, values, and priorities play a role in the relationship between the two mentioned variables. overall, this research investigates the relationship between perceived gender discrimination and subjective career success among female employees, studying a sample of 181 women, with a focus on career anchors as a potential moderator. the results confirm the significantly negative effect of perceived gender discrimination on subjective career success, and it seems that career anchors play a moderating role in this relationship.‌keywords perceived gender discrimination, subjective career success, career anchors, female employees, technical competence, stability and security, women careers. ‌‌introductionin recent years, academics and scholars have made significant efforts to establish workplace equality for women. the reasons for these attempts are complex and vary among organizations and countries. it can be argued that the female workforce is a valuable resource of talent and capabilities, and global measures are being taken to address its underrepresentation in the workplace. the world economic forum (2016) recognizes that gender inequality is a major economic threat that impairs global economic growth by undervaluing the potential contributions of the female workforce.subjective career success, also known as job satisfaction or internal career success, is a significant construct in the literature. according to a considerable body of research, subjective career success also plays an important role in the personal lives of employees. specifically, individuals with higher subjective career success tend to have higher levels of life satisfaction (ls) and well-being (hall, 2002). therefore, given the significance of subjective career success, it is essential to thoroughly evaluate this construct and identify the individual and organizational factors that impact it. methodologythe present study aims to examine the relationship between three variables: women’s perceived gender discrimination as the independent variable, their subjective career success as the dependent variable, and career anchors as the moderator. the primary relationship (between the independent and dependent variables) and the interactive relationship (considering the moderating role) will be analyzed through multilevel regression.