Management Styles of Women Managers: Its Effect on Job Performance as Prime Mover to the ASEAN Economic Community (AEC) Integration

Ma. Angela Josefa Gonzales Pioquinto People&Global Business Association 2016 Global Business and Finance Review Vol.21 No.2

This study aimed to explore the management styles of women managers and its effects on their job performance with the following objectives: to identify the management style of women managers in as determined by the subordinates and the women managers themselves; to know the level of performance of women managers as rated by the subordinates and the women managers themselves; to find significant differences in the ratings given by the two groups of respondents namely the women managers and subordinates; to know if there is a significant relationship between the level of performance of women managers and their management styles; and to formulate management strategies that may be proposed to enhance performance of women managers as a prime mover for the ASEAN Economic Community (AEC). To pursue the objectives of this study, a questionnaire was distributed to women managers and their subordinates. Moreover, descriptive statistics such as frequency and percentage was used for the profile of women managers. Weighted mean was also used to determine the level of performance of women managers as assessed by their subordinates and to identify the most used management style. T-test and Pearson R was also utilized for computing statistical data. This study intended to propose management strategies to enhance the job performance of women managers and their subordinates. It is hopeful that these management strategies be adapted by women managers in Daet, Camarines Norte, the Philippines, and the members of the ASEAN (Association of Southeast Asian Nations), which may be of help to their organizational successes. The following conclusions were obtained from the findings of the study: 1) The management style of the women managers as seen by majority of their subordinates is of the Autocratic style while the management style the women managers see themselves as possessing is the Laissez-Faire style of management. 2) The level of performance of women managers as rated by their subordinates is in the satisfactory evaluation level while as the women managers get to rate themselves in terms of their performance, they had given a straight Good result in the evaluation scale. 3) There is a significant difference on the ratings of women managers and their subordinates on the management styles of the women managers. There is also a significant difference on the ratings of women managers and their subordinates on the job performance of the women managers. 4) There is no significant relationship between the level of performance of women managers and their management styles. 5) The management strategies proposed by the researcher may substantiate and enhance the job performance of women managers in the Bicol Region, the Philippines and the ASEAN (Association of Southeast Asian Nations) Economic Community, into which our country is a member, and their subordinates, by being able to seek solutions to problems, foster group collaboration and camaraderie, implement strategic decisions and initiate organizational changes. Also, the focus of the proposed management strategies of the researcher that may be implemented to SME’s (Small Medium Enterprise) which is considered as the lifeblood of the economy of the member-nations of the ASEAN Economic Community.

Beyong the 'Glass Celling' : Exploring the Harmony of Women in Themselves and with Their Organizations

Ma. Victoria Caparas 숙명여자대학교 아세아여성문제연구소 2001 Asian Women Vol.12 No.-

The 20th century has witnessed an increasing number of women in the workforce. Yet, at the turn of the millenium, women are still less visible in the upper echelons of the organization. Studies have shown a real discrimination on women which is frequently referred to as the $quot;glass ceiling$quot; being a barrier that cannot be seen. More formally, the glass ceiling is defined as those artificial barriers based on attitudinal or organizational bias that prevent women as a group from advancing upward in the organization. While many researchers have been done to analyze the impact of conscious or subtle forms of barriers to women managers' upward mobility and the ways in which women have coped, little is known about the negative impact of the ceiling to work organizations. This paper is divided into three parts. The first part reviews the literature in the field of Organization Behavior regarding the existence of the glass ceiling, the reasons why it occurs, and the different options taken by women in reaction to the glass ceiling phenomenon. Emphasis is given to the dissatisfaction in the development of researches pertaining to the real causes of the glass ceiling as well as to the efforts undertaken by business organizations to encourage greater representation of women in higher management. The first part ends by proposing a conceptual framework to deepen our understanding of women's role in managing organizations. The second part adopts a conceptual framework that expouses the complementarily of the competencies of men and women managers. Using this model, the following questions are tackled: What are the significant characteristics of women in management roles? What are their strengths and weaknesses? How are these strengths and weaknesses manifested by women in their management roles? How do women managers manifest their unique contribution to a corporate culture of peace and humanity? What consequences do these strengths and weaknesses have in the organizations themselves? The third part presents the results of an exploratory survey on companies which have experiences the glass ceiling symptoms. The interviewees are top managers who have experienced the resignation of women working under them. The paper concluded by recommending action plans for companies to take better advantage of the having women in top management roles.

기업 특성이 여성 경영참여에 미치는 영향에 관한 연구

임희정(Heejung Lim) 한국여성정책연구원(구 한국여성개발원) 2008 여성연구 Vol.74 No.-

  우리나라 여성고용구조의 주요한 문제 중의 하나가 기업내 의사결정직에서의 여성 과소대표 문제가 있다. 그러나 대부분의 선행연구들을 보면 주로 여성의 하위관리직 및 중간관리직 진출에 관한 연구가 주류를 이루고 있고 여성을 참여시키기 위한 노력은 찾아보기 힘든 편이다. 본 연구는 기업내 여성의 고위직 진출을 경영참여로 보고 여성의 경영참여를 가져오는 조직의 특성을 실증적으로 분석하여 향후 여성의 고위직 진출을 위한 구체적인 방안을 모색하고자 하였다. 이를 위해 국내기업 700여개를 대상으로 여성의 경영참여에 영향을 미치는 기업특성변수로 기업의 인적구성, 최고경영진의 의지, 인적자원관리제도, 그리고 조직문화를 중심으로 실증분석하였다.<BR>  분석결과 첫째, 기업의 인적 특성인 대표자 성별이 여성일수록, 기업의 여성관리자 비중이 높을수록 기업내 여성 경영참여 비중이 높은 것으로 밝혀졌다. 둘째, CEO의 여성인력 활용성향이 높은 기업일수록 여성 경영참여에 긍정적인 영향을 주는 것으로 나타났다. 셋째, 인적자원관리제도와 여성 경영참여의 관계에서는 우수한 HRM 제도인 개인성과급제도, 경력개발제도, 가족친화제도를 시행하는 기업일수록 여성의 고위직 진출에 긍정적이었다. 마지막으로 남성중심적 조직문화를 가진 기업일수록 여성 경영참여 비중은 떨어지고 민주적 평등한 조직문화를 가진 기업에서 여성 경영참여가 활발하였다.   In Korea, the number of women in top management is few and women"s routes to top management has many barriers. The most of researches has focused on women"s career development in first level manager and middle level manager. But, the theoretical and empirical studies of women in top management are meager. Therefore, I conducted an empirical study to investigate the effect corporate characteristics on women in senior management. And, I tried to find out implications for advancement of women in senior management. Data were collected thorough a field study.<BR>  The results of this study as follows: First, when CEO is woman and the percentage of women in manager is high, women in top management are increased. Second, CEO willingness of women has influence on women in top management. Third, best human resource management(individual incentive, career development plan, flexible benefits) is related to women in senior management. Finally, in a male-dominated culture, women in top management are decreased. On the other hand, in a democratic and equitable culture, women in senior management are increased.

여성친화경영전략이 기업의 경쟁력 강화에 미치는 영향에 관한 연구: 한세실업을 중심으로

이경곤 한국경영사학회 2020 經營史學 Vol.96 No.-

The purpose of this paper is to investigate the impact of women-friendly corporate management strategies, which have not yet spread widely in Korea, on corporate performance and competitiveness. Focusing on the Hansae company, the results of Hansae’s women-friendly corporate culture features were as follows. First, in order to understand why businesses favor women, I looked at the reasons why they favor women using the theories of taste-based discrimination and statistical discrimination. In the case of Hansae, it seems that the company abolished discriminatory treatment against women and actively utilized female workers to strengthen its competitiveness in the global market. Second, women-friendly management strategies were being built through fair management of talent rather than benefiting from being women. These women-friendly management were not due to ethical aspects of gender equality or institutional pressures such as family-friendly policies led by government, but to management strategic choices to survive global market competition. From this research, it is meaningful that the relationship between women-friendly management strategies and corporate performance and competitiveness was analyzed through corporate cases. This study pioneered the need for research on the corporate culture of women in management history as women’s activities in companies recently expanded, and Differently from the existing literature, this study consider the relationship between women-friendly management strategies and corporate performance in terms of the utilization of women’s workforce through the case of mid-sized companies. 이 연구에서는 우리나라에서 아직 폭넓게 확산하지 않은 여성친화경영전략이 기업성과와 경쟁력에 미치는 영향을 사례연구를 통해 확인하고자 했다. 사례분석 대상인 한세실업 창업자 김동녕을 중심으로 한세실업의 여성친화적 기업문화가 이 기업의 경쟁력 강화에 어떻게 기여했는지를 살펴본 결과는 다음과 같다. 첫째, 기업이 여성인력을 우대하는 이유를 이해하기 위해서 이 연구에서는 선호에 기반한 차별과 통계적 차별 이론을 이용하였다. 한세실업은 창업주 김동녕 회장의 경영철학을 바탕으로 세계시장에서 경쟁력을 강화하기 위해 여성에 대한 차별적 대우를 철폐하고 오히려 여성인력을 적극적으로 고용했다. 즉, 기업의 수익성 향상을 도모하기 위하여 유능한 여성 인재를 활용해 능력주의를 구현하는 기업문화를 보여주었다. 둘째, 한세실업의 여성친화경영전략은 여성이기 때문에 혜택을 받는다기보다는 공정한 인재 중심 관리를 통해 구축되고 있었다. 이러한 여성친화경영은 양성평등이라는 윤리적 측면이나 정부가 주도하는 가족친화정책 등과 같은 제도적 압박에 의해서가 아니라, 세계시장 경쟁에서 살아남기 위한 경영상의 전략적인 선택이었다. 이상과 같은 연구 결과는 여성친화경영전략과 기업의 성과 및 경쟁력과의 관계에 대해 기업 사례를 통해 분석했다는 데 의의가 있다. 이 연구는 기업에서 여성의 활동이 확대됨에 따라 경영사학에서 여성에 대한 기업문화에 관한 연구가 필요하다는 점을 제시하고 있으며, 중견기업의 사례를 통해 여성친화경영전략의 선택과 기업의 실적을 여성인력의 활용이라는 측면에서 접근한 것이 기존 문헌과 차별되는 점이다.

기업 특성이 여성 경영참여에 미치는 영향에 관한 연구

임희정 韓國女性開發院 2008 여성연구 Vol.74 No.-

우리나라 여성고용구조의 주요한 문제 중의 하나가 기업내 의사결정직에서의 여성 과소대표 문제가 있다. 그러나 대부분의 선행연구들을 보면 주로 여성의 하위관리직 및 중간관리직 진출에 관한 연구가 주류를 이루고 있고 여성을 참여시키기 위한 노력은 찾아보기 힘든 편이다. 본 연구는 기업내 여성의 고위직 진출을 경영참여로 보고 여성의 경영참여를 가져오는 조직의 특성을 실증적으로 분석하여 향후 여성의 고위직 진출을 위한 구체적인 방안을 모색하고자 하였다. 이를 위해 국내기업 700여개를 대상으로 여성의 경영참여에 영향을 미치는 기업특성 변수로 기업의 인적구성,최고경영진의 의지,인적자원관리제도,그리고 조직문화를 중심으로 실증분석하였다. 분석결과 첫째,기업의 인적 특성인 대표자 성별이 여성일수록,기업의 여성관리자 비중이 높을수록 기업내 여성 경영참여 비중이 높은 것으로 밝혀졌다. 둘째,CEO의 여성인력 활용성향이 높은 기업일수록 여성 경영잠여에 긍정적인 영향을 주는 것으로 나타났다. 셋째,인적자원관리제도와 여성 경영참여의 관계에서는 우수한 HRM 제도인 개인성과급제도,경력개발제도,가족친화제도를 시행하는 기업일수록 여성의 고위직 진출에 긍정적이었다. 마지막으로 남성중심적 조직문화를 가진 기업일수록 여성 경영참여 비중은 떨어지고 민주적 평등한 조직문화를 가진 기업에서 여성 경영참여가 활발하였다. In Korea, thc number of women in top management is few and women's routes to top management has many barriers. The most of researches has focused on women's career development in first level manager and middle level manager. But, the theoretical and empirical studies of women in top management are meager. Therefore, I conducted an empirical study to investigate the effect corporate characteristics on women in senior management. And, I tried to find out implications for advancement of women in senior management. Data were collected thorough a field study. The results of this study as follows: First, when CEO is woman and the percentage of women in manager is high, women in top management are increased. Second, CEO willingness of women has influence on women in top management. Third, best human resource management(individual incentive, career development plan, flexible benefits) is related to women in senior management. Finallv, in a male-dominated culture, women in top management are decreased. On the other hand, in a democratic and equitable culture, women in senior management are increased.

국방환경의 변화와 여군의 역할 확대

김경순 사단법인 한국민족연구원 2011 민족연구 Vol.0 No.45

This study examines how to expand the women's role in the Korean Military. It has Women's role in the military has not been expanded although Women's Corps was established in 1949. In the recent years, significant policy progress towards the military women is unlikely without changes of the technology-intensive forces and increasing women's role in society and economy remarkably. Highly educated women are looking for their job in the military areas and more competent women should be employed in the military following the review of military manpower structure for the future. But It is difficult for women officers and NCOs to serve in the Korean Military. Therefore, this study focuses on five issues in order to enhance women's role in the military; 1) increasing the rate of women in the Korean military, 2) improving mutual understanding and common way of thinking between male and female soldiers through the integration of education and training system, 3) improving the personnel management system of the women in the military and promoting the women to commanding officers, 4) extending the long-term services opportunities of women officers and NCOs, 5) improving working conditions for the female soldiers.

Women in Management: An Australian Perspective

Soon-Sik Yoo,Moo-Yul Huh,Jung-Hee Han 한국유통과학회 2017 The Journal of Industrial Distribution & Business( Vol.8 No.6

Purpose - The purpose of this study is to examine the current trends of women in management fields from an Australian perspective. With the increase of women in the workforce, this will prove to be a valuable study. Research design, data, and methodology - This paper observed past research on women in management in Australia and defined some factors on their characteristics. Comparisons between the unique characteristics of women in management in Australia compared to those in Asia or other Western countries were evaluated. Results - Our results have showed that there are an increasing number of women in the workforce in management areas in Australia, and they are steadily rising. The gradual shift of perception in society on women entering the workplace and working will continue to have a lasting effect on the number of women in careers of management. Conclusions - The perception of women being at-home moms and men working has begun to shift in the current era. With this change evident in many countries around the world, other countries will also be able to include more women into the workplace. Raising awareness of the issues women face in the management world will be beneficial for aiding future women leaders.

변화하는 한국사회와 여성 ; 국방환경의 변화와 여군의 역할 확대

김경순 ( Kyung Soon Kim ) 한국민족연구원 2011 민족연구 Vol.0 No.45

This study examines how to expand the women`s role in the Korean Military. It has Women`s role in the military has not been expanded although Women`s Corps was established in 1949. In the recent years, significant policy progress towards the military women is unlikely without changes of the technology-intensive forces and increasing women`s role in society and economy remarkably. Highly educated women are looking for their job in the military areas and more competent women should be employed in the military following the review of military manpower structure for the future. But It is difficult for women officers and NCOs to serve in the Korean Military. Therefore, this study focuses on five issues in order to enhance women`s role in the military; 1) increasing the rate of women in the Korean military, 2) improving mutual understanding and common way of thinking between male and female soldiers through the integration of education and training system, 3) improving the personnel management system of the women in the military and promoting the women to commanding officers, 4) extending the long-term services opportunities of women officers and NCOs, 5) improving working conditions for the female soldiers.

갱년기 여성의 폐경관리 수행과 삶의 질에 관한 연구

김미선 ( Mi-seon Kim ),이영숙 ( Young-sook Lee ) 한국모자보건학회 1999 한국모자보건학회지 Vol.3 No.1

This study clarifies the relationship between the quality of life supposed to be affected by the degree of the menopause management practiced in climacteric women. This clarification supplies the basic data for the development of nursing strategies and climacteric women s health management needed to prevent and release the climacteric symptom. In addition, this study serves to improve the quality of life and the nursing development of women health care. The purpose of this study is to prove the difference of the practice on menopause management the difference of the quality of life and the premenopausal group, and the postmenopausal group and to explore the correlation of the practice on the menopause management and the quality of life. The subjects are 157 middle-aged women between 40~60 years old who reside in Kwang-ju and have never hysterectomised. The menopause management scale by Song( 1997a) was subjected to climacteric women was used for this study. This measuring instrument is already proven for its reliability and the validity. The author of this study translated The quality of life scale’ related to climacteric symptom which was developed by Hildtich( 1996). The content validity of measuring instruments are examined by professors of nursing department and humane studies. The content of the examined instruments are confirmed through the pre-test of 10 middle-aged women to affirm the degree of understanding and its difficulty, and Cronbach's was 0.93. The period of data collection is from Feb. 28, 1998 to March 23, 1998. The descriptive survey with questionaries had been carried. The collected data were analyzed by t-test and Pearson's Correlation with SAS program. The results are as follows. 1. There is no significant difference on the menopause management practice between the premenopausal group(score 2.00) and the postmenopausal group(score 2.02). 2. The quality of life of postmenopausal group was significantly lower than that of the premenopausal group(t=2.7077, p=.0075). 3. There is no correlation between the menopause management practice and the quality of life. However,partial management of professional health maintenance of the menopausal management practice shows the low correlation with the quality of the climacteric symptom(vasomotor change: r=.1822, p=.0224, psychosocial change: r=.1711, p=.0321, physical change: r=.1566, p=.0500, sexual change: :r=.1624, p=.0421). The vasomotor change in the area of the quality of life related to the self- control area and the climacteric symptom is in the static correlation(r=.1869, p=.0191). 4. The premenopausal and the postmenopausal groups generally shows the little menopausal practice management with the low score. The area of management of professional health maintenance, shows the higher tendency in the postmenopausal group than in the premenopausal group(t=-2.0451, p=0.0425). The subareas where the postmenopausal group shows the better menopause management practice are the self-control(t=-0.7941, p=0.4283) and management of exercise and physical activity(t=0.5712, p-0.5687). The subareas where the premenopausal group shows the better menopause management are the management of sex life(t=1.8583, p=0.0650) arid dietary management(t=0.2153, p=0.8299). However, they are statistically not significant. 5. When this study notices the quality of life related to the climacteric women who can be divided into the premenopausal group and the postmenopausal group, the quality of life of the postmenopausal group is overall low. The result shown after the verification the score of the premenopausal group and the postmenopausal group, the quality of life of the postmenopausal group shows low tendency of the quality of life in the vasomotor change area(t=3.0295, p=0.0029), and in the physical change area(t=- 2.9045, p=0.0042).

The Effect of Self-Efficacy of Those in Their 30s and 40s for Public Value on the Appearance Management Behaviors

Jungsoon Choi,Jiyoung Seo,Inseog Jo J-INSTITUTE 2022 Public Value Vol.7 No.1

Purpose: Women in their 30s and 40s are most active in terms of their professional life, and it may be said that the public value of social activities is quite large. Self-efficacy for the public value influences interpersonal rela-tionships in professional life and is also an important factor manifested through the appearance management behaviors. The purpose of this study is to examine and understand the effect of self-efficacy on the appearance management behaviors for the women in their 30s and 40s. Method: In this study, a total of 577 copies were used for the final statistical analysis data. For the question-naire’s questions for the development of the scale of this study, a survey method was used for the women in their 30s and 40s for an empirical study. Self-efficacy was used as three factors of physical self-efficacy, social self-efficacy, and task difficulty preference, and appearance management behavior was used as five factors of cosmet-ic management, skin care, weight management, hair care, and clothing management. Results: First, among the sub-factors of self-efficacy among the women in their 30s and 40s, and as for the physical self-efficacy and social self-efficacy, it turned out that there was a significant negative (-) correlation concerning skin care , hair care and clothing care among the appearance management behaviors. Among the sub-factors of self-efficacy, and as for the preference for the level of task related difficulty, it turned out that there is a significant positive (+) correlation concerning plastic management and weight management among the appearance management behaviors. Second, as for the effect of self-efficacy on weight control among the appearance management behaviors, so-cial self-efficacy and the preference for the level of task-related difficulty turned out to have statistically significant effects. Among the appearance management behaviors, and as for clothing management, it turned out that there was a statistically significant effect for physical self-efficacy, social self-efficacy and the preference for the level of task related difficulty. The rest of the factors did not turn out to be significant. Conclusion: As the women s social activities have increased, the public value socially speaking has increasingly grown, and it is considered that it is very important for women to take care of their appearance Therefore, it is expected that this study will examine women s self-efficacy and well understand women s interest, so that they can be well-activated in the marketing of the beauty market and the fashion market.