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研究生:王美淑
研究生(外文):Mei-Shu Wang
論文名稱:男女主管性別歧視差異之研究-從女性升遷瓶頸探源
論文名稱(外文):The Study on the Sexual Discrimination Difference in Male and Female Superiors — Form the Viewpoint of Women Promotional Glass Ceiling
指導教授:王秉鈞王秉鈞引用關係
指導教授(外文):Bing-Jyun Wang
學位類別:碩士
校院名稱:元智大學
系所名稱:資訊管理學系
學門:電算機學門
學類:電算機一般學類
論文種類:學術論文
論文出版年:2006
畢業學年度:94
語文別:中文
論文頁數:134
中文關鍵詞:男女主管性別歧視工作平權玻璃天花板認知程度
外文關鍵詞:Male and Female SuperiorsSexual DiscriminationEqual Working RightsPerception of Glass Ceiling
相關次數:
  • 被引用被引用:12
  • 點閱點閱:1404
  • 評分評分:
  • 下載下載:51
  • 收藏至我的研究室書目清單書目收藏:7
隨著社會變遷、教育水準提高,女性進入就業市場,已經成為社會趨勢。當公司視女性為重要的人力資源時,「工作平權」就變成一項重要的議題。本研究以主管及員工為研究對象,主要想瞭解主管性別歧視之差異,並進一步了解員工對玻璃天花板認知程度之差異。採問卷調查方式,以描述性統計分析、信度分析、獨立樣本t 檢定、單因子變異數分析以及共變數分析等統計方法做方析,重要發現分述如下:
(1)女性主管工作平權分數顯著高於男性主管,資訊業的分數最高,製造業最低。(2)升遷速度方面,與同階女同事比較,在女性適合工作構面中,升遷非常慢的比其它程度的人,工作平權分數來的低。(3)上司為女性,則主管的工作平權分數顯著高於上司為男性。(4)男女差不多比例的工作環境,主管的工作平權分數顯著高於男性多的工作環境。(5)外商公司主管的工作平權分數顯著高於本地公司主管。(6)公司類型、上司性別以及男女性別比例會影響個人屬性對工作平權態度之間的關係。(7)女性員工的玻璃天花板認知分數比男性員工高。製造業分數最高,資訊業最低。(8)外商公司員工的玻璃天花板認知程度比本地公司的員工高 (9)主管認知升遷關鍵因素前三名為:工作態度、領導能力及人際關係。(10)員工認知公司升遷關鍵因素前三名為:工作能力、主管喜好及學歷。
As the society evolves, the basic education improves, women enter the job market have created a trend. When women became important human resources, equal working rights emerges as an important issue. This search, taking the superiors and employees as the subjects, is aiming to understand the sexual discrimination difference of the superiors, and understand the different perceptions of glass ceiling of employees. We use questionnaire survey, and various methods of statistic analysis. The important discoveries are stated separately as follows:
(1) On the correctness of the concepts on equal working rights, female superior is higher than male; employees in the information industry score the highest, while the manufacturing industry the lowest. (2) The scores of equal working rights of those women slowly promoted are lower than their counter part. (3) On the gender of superiors, the female scores of equal working rights are higher than male’s. (4) On working environment, the proportion of men and women nearly, the female scores of equal working rights are higher. (5) The scores of equal working rights of company of foreign business are higher than local company. (7) The gender of superior and the proportion of gender will affect the relationship between the personal attribute and equal working attitude. (7) On the perception of glass ceiling, female employees are high; manufacturing industry is the highest, the information industry is the lowest. (8) The perception of glass ceiling of the employees of the company of foreign business are higher than local business. (9) Superiors consider that the 3 factors: working attitude, leading ability and relationships as the basic for promotion consideration. (10) Employees consider that 3 factors: working ability, the fondness of superior and degree as the basic for promotion consideration.
書名頁i
論文口試委員審定書ii
授權書iii
中文摘要iv
英文摘要v
致謝vi
目錄vii
表目錄ix
圖目錄xiv
第一章 緒論1
第一節 研究背景1
第二節 研究動機3
第三節 研究目的5
第四節 研究流程6
第二章 文獻探討7
第一節 玻璃天花板8
第二節 歧視的相關文獻11
第三節 性別歧視理論15
第四節 領導型式的相關理論20
第三章 研究架構與研究方法26
第一節 研究架構26
第二節 研究變項之概念及操作型定義28
第三節 研究問題與假設29
第四節 研究工具31
第五節 問卷前測36
第六節 研究對象及問卷回收39
第七節 資料分析方法40
第四章 研究結果分析與討論42
第一節 樣本基本結構分析42
第二節 信度分析60
第三節 研究變項之描述性統計分析62
第四節 主管變項關聯性分析63
第五節 員工變項關聯性分析107
第五章 研究結論與建議116
第一節 研究結論116
第二節 研究建議119
第三節 研究限制120
第四節 後續研究建議121
參考文獻122
附錄一 預測問卷128
附錄二 正式主管問卷130
附錄二 正式員工問卷134
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