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The masculinization of identity among successful career women? A case study of Polish female managers

100%

Gromkowska-Melosik A.

Journal of Gender and Power

2014

vol. 1

25-47

One of the most fundamental principles which underpins the functioning of Western societies is the gender binary system, based on the eternal division into men and women as well as their social and biological predestination. Critiques of the binary system claim that there is an apparent lack of symmetry between the polar opposites constituting the binary system. The male-female dichotomy appears to be asymmetrical since the binary opposition is viewed as unequal: females are dominated and controlled by males and forced to perform less significant, minor (less valued) social roles. Binarism refers to identity and social roles, as well as to physical attributes of females and males. The consequence of binarism on the realm of physicality is the view that a woman is obliged to constantly improve her attractiveness so that she could be “won over in an impressive way” by “the best possible partner”. The main aim of this article is examination of social anxiety over the effects of women’s emancipation, which is believed to give rise to the masculinization of females, particularly those who have achieved social and professional success, and aspire to (or have already acquired) a high social status, income, or professional position. The theoretical considerations are confronted with results of the qualitative research related to female managers' identity.

Mentoring w doświadczeniach polskich menedżerek

72%

Adamska-Chudzińska M., Blachnicka K.

e-mentor

2023

vol. 100

issue 3

32-42

Mentoring, which is increasingly used in the development of professional competences, is rarely analysed in terms of managerial roles and gender. Simultaneously, women in managerial roles increasingly reveal high levels of effectiveness in the business environment. The aim of this article is to diagnose the range and diversity of mentoring experienced by Polish female managers, including two types of mentoring: career and psychosocial. The research involved 370 women who hold managerial positions in organisations located in Poland and who have experience of participating in a mentoring relationship. A quantitative method was used using the Global Measurement of Mentoring Practices questionnaire and the CAWI technique. Student's t-tests and one-way ANOVA preceded by Levene's tests of variance were conducted. It has been demonstrated that the career paths of the surveyed female managers were significantly supported by the activities of the mentor. The extent of psychosocial support was found to be greater than of professional support. In terms of psychosocial mentoring, top-level female managers received the greatest extent of support, and in terms of career mentoring, those whose relationship with a mentor was both formal and informal and varied by the gender of the mentor. The findings presented here may be useful in improving mentoring programmes targeted at female managers.

Coraz powszechniej wykorzystywany w rozwoju kompetencji zawodowych mentoring rzadko jest przedmiotem analiz z uwzględnieniem ról menedżerskich, a także płci. Równocześnie kobiety pełniące funkcje menedżerskie coraz wyraźniej ujawniają wysoką efektywność w sferze biznesu. Celem artykułu jest usystematyzowanie wiedzy dotyczącej mentoringu oraz diagnoza jego zakresu i zróżnicowania mentoringu doświadczanego przez polskie menedżerki z uwzględnieniem mentoringu zawodowego i psychospołecznego. Badaniami objęto 370 kobiet pełniących funkcje menedżerskie w organizacjach usytuowanych na terenie Polski i posiadających doświadczenie uczestniczenia w relacji mentoringowej. Wykorzystano metodę ilościową przy zastosowaniu kwestionariusza globalnego pomiaru praktyk mentoringowych GMMP i techniki CAWI. Przeprowadzono testy t-Studenta i jednoczynnikowe analizy wariancji ANOVA poprzedzone testami Levene’a. Wykazano, że kariera badanych menedżerek w dużym zakresie wspierana była działaniami mentora. Przy czym zakres wsparcia psychospołecznego okazał się większy niż wsparcia zawodowego. Z kolei w ramach mentoringu psychospołecznego najwięcej wsparcia uzyskiwały menedżerki najwyższego szczebla zarządzania, a w zakresie mentoringu zawodowego te, których relacja z mentorem miała charakter zarówno formalny, jak i nieformalny oraz była zróżnicowana ze względu na płeć mentora. Zaprezentowane wyniki mogą być przydane w procesie doskonalenia programów mentoringowych kierowanych do kobiet menedżerek.

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1 Journal of Gender and Power

1 e-mentor

1 Adamska-Chudzińska M.

1 Blachnicka K.

1 Gromkowska-Melosik A.

1 2023

1 2014

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The masculinization of identity among successful career women? A case study of Polish female managers

Mentoring w doświadczeniach polskich menedżerek