Gender similarities in work and well‐being outcomes among managers and professionals in Egypt
Notice bibliographique
Résumé
Purpose This paper aims to investigate gender similarities and differences among managers and professionals working in a variety of organizations and industries in Egypt. It seeks to replicate and extend previous work by employing a different sample working in a large Muslim country. Design/methodology/approach Data were collected from 242 respondents, 146 males and 96 females, using anonymously completed questionnaires, a 48 percent response rate. Measures included personal demographic and work situation characteristics, stable individual difference personality factors, job behaviors, work outcomes, after‐work recovery experiences, indicators of quality of life (e.g. work‐family conflict and life satisfaction) and psychological well being. Findings There were considerable differences in personal demographic and work situation characteristics, consistent with previous findings. Females were younger, less likely to be married, worked at lower organizational levels, were less likely to supervise others, worked in smaller organizations, and earned less income. Males and females were generally similar on stable individual difference personality factors and job behaviors. Females, however, were less satisfied with their careers, less work engaged, and reported higher levels of both exhaustion and psychosomatic symptoms; findings different from those observed in other countries female managers did make greater use of the four recovery experiences examined. Research limitations/implications Consistent with previous research, considerable demographic and work situation differences were observed. But different from previous research, female and male managers in Egypt reported some similar and some different work and well‐being outcomes. The observed differences indicated that women managers are somewhat disadvantaged on both work and well being. Practical implications These results suggest that Egyptian organizations need to devote more resources to supporting the career development of managerial and professional women. In addition, Egyptian society needs to challenge the existing stereotypes of women's roles. Entrepreneurship appears to be a realistic prospect for some women managers and professionals dissatisfied with their current careers. Originality/value This study provides insights on similarities and differences on personal demographic characteristics and outcome measures among female and male managers in Egypt.
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Prédiction distillée sur la base complète
Imitation des enseignantsNi prévalence calibrée, ni vérité terrain. Validation humaine à venir. Apprise à partir de 10 348 étiquettes directes de Codex et de 10 348 étiquettes directes de Gemma. Le mode candidate est l'union des têtes enseignantes seuillées; le consensus est leur intersection. Ces sorties portent le statut machine_predicted_unvalidated et ne sont ni des étiquettes humaines ni des étiquettes directes de modèles de pointe.
Scores Codex et Gemma par catégorie
| Catégorie | Codex | Gemma |
|---|---|---|
| Métarecherche | 0,001 | 0,000 |
| Méta-épidémiologie (sens strict) | 0,000 | 0,000 |
| Méta-épidémiologie (sens large) | 0,000 | 0,000 |
| Bibliométrie | 0,000 | 0,000 |
| Études des sciences et des technologies | 0,000 | 0,000 |
| Communication savante | 0,000 | 0,000 |
| Science ouverte | 0,000 | 0,000 |
| Intégrité de la recherche | 0,000 | 0,000 |
| Charge utile insuffisante (le modèle a refusé de juger) | 0,000 | 0,000 |
Scores machine (provisoires)
Les deux têtes enseignantes du modèle étudiant, lues sur ce travail. Un score ordonne la base pour la relecture; il n'affirme jamais une catégorie, et le statut de validation accompagne chaque rangée tel quel.
Scores de référence d'un modèle non mature (critères de maturité non atteints, 7 itérations). Un score ordonne; il n'affirme jamais une catégorie.
score_only:v0-immature-baseline · tel quel depuis la passe de notation : score_only signifie que le nombre peut ordonner les travaux, et qu'aucune étiquette de catégorie n'en découleClassification
machine, non validéePrédiction automatique; un appel candidat d’une seule tête enseignante, pas un consensus.
Le détail, modèle par modèle et score par score, se trouve en fin de page sous « Comment cette classification a été obtenue ».