What if the supervisor has a different gender? The roles of value fit, identification, and beliefs in gender equality

Mladen Adamovic; Mathieu Molines

doi:10.1016/j.scaman.2022.101259

What if the supervisor has a different gender? The roles of value fit, identification, and beliefs in gender equality

Mladen Adamovic^*, Mathieu Molines

^*Corresponding author for this work

Human Resource Management

Research output: Contribution to journal › Article › peer-review

1 Citation (Scopus)

Abstract

In the past decades, the number of female employees and managers has strongly increased in most developed countries. This demographic development emphasizes the importance to investigate gender dissimilarity between employees and their supervisor and how it can be managed to elicit beneficial gender dissimilarity effects on employees’ attitudes and interpersonal interactions. Past gender dissimilarity research often assumes women and men to have different values. Due to these value differences, women and men should be less satisfied with a supervisor who has a different gender. However, past research reported inconsistent gender dissimilarity effects on employees’ satisfaction and other work-related satisfaction variables. To clarify gender dissimilarity effects on employees’ satisfaction with their supervisor, we analyze the moderating role of an employee's beliefs in gender equality. We further draw on social identity theory and investigate value fit with the supervisor and identification with the supervisor as underlying mechanisms of gender dissimilarity effects. To test our research model, we conducted a three-wave survey study with 463 employees. Value fit and identification with the supervisor mediated the relationship between gender dissimilarity and employees’ satisfaction with supervisor. This indirect relationship was only significant for employees with low beliefs in gender equality. This means high beliefs in gender equality can offset dysfunctional gender dissimilarity effects.

Original language	English
Article number	101259
Journal	Scandinavian Journal of Management
Volume	39
Issue number	1
DOIs	https://doi.org/10.1016/j.scaman.2022.101259
Publication status	Published - Mar 2023

Keywords

Beliefs in gender equality
Gender dissimilarity
Identification with supervisor
Person-supervisor fit
Relational demography
Satisfaction with supervisor
Value fit

UN SDGs

This output contributes to the following UN Sustainable Development Goals (SDGs)

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10.1016/j.scaman.2022.101259

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title = "What if the supervisor has a different gender? The roles of value fit, identification, and beliefs in gender equality",

abstract = "In the past decades, the number of female employees and managers has strongly increased in most developed countries. This demographic development emphasizes the importance to investigate gender dissimilarity between employees and their supervisor and how it can be managed to elicit beneficial gender dissimilarity effects on employees{\textquoteright} attitudes and interpersonal interactions. Past gender dissimilarity research often assumes women and men to have different values. Due to these value differences, women and men should be less satisfied with a supervisor who has a different gender. However, past research reported inconsistent gender dissimilarity effects on employees{\textquoteright} satisfaction and other work-related satisfaction variables. To clarify gender dissimilarity effects on employees{\textquoteright} satisfaction with their supervisor, we analyze the moderating role of an employee's beliefs in gender equality. We further draw on social identity theory and investigate value fit with the supervisor and identification with the supervisor as underlying mechanisms of gender dissimilarity effects. To test our research model, we conducted a three-wave survey study with 463 employees. Value fit and identification with the supervisor mediated the relationship between gender dissimilarity and employees{\textquoteright} satisfaction with supervisor. This indirect relationship was only significant for employees with low beliefs in gender equality. This means high beliefs in gender equality can offset dysfunctional gender dissimilarity effects.",

keywords = "Beliefs in gender equality, Gender dissimilarity, Identification with supervisor, Person-supervisor fit, Relational demography, Satisfaction with supervisor, Value fit",

author = "Mladen Adamovic and Mathieu Molines",

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year = "2023",

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doi = "10.1016/j.scaman.2022.101259",

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AB - In the past decades, the number of female employees and managers has strongly increased in most developed countries. This demographic development emphasizes the importance to investigate gender dissimilarity between employees and their supervisor and how it can be managed to elicit beneficial gender dissimilarity effects on employees’ attitudes and interpersonal interactions. Past gender dissimilarity research often assumes women and men to have different values. Due to these value differences, women and men should be less satisfied with a supervisor who has a different gender. However, past research reported inconsistent gender dissimilarity effects on employees’ satisfaction and other work-related satisfaction variables. To clarify gender dissimilarity effects on employees’ satisfaction with their supervisor, we analyze the moderating role of an employee's beliefs in gender equality. We further draw on social identity theory and investigate value fit with the supervisor and identification with the supervisor as underlying mechanisms of gender dissimilarity effects. To test our research model, we conducted a three-wave survey study with 463 employees. Value fit and identification with the supervisor mediated the relationship between gender dissimilarity and employees’ satisfaction with supervisor. This indirect relationship was only significant for employees with low beliefs in gender equality. This means high beliefs in gender equality can offset dysfunctional gender dissimilarity effects.

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What if the supervisor has a different gender? The roles of value fit, identification, and beliefs in gender equality

Abstract

Keywords

UN SDGs

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