Lyčių asmeninių savybių skirtumai darbinėje aplinkoje

LTMoterų ir vyrų savybių skirtumai, jų reikšmė karjerai, organizacijų veiksmingumui ir toliau išlieka mokslinių diskusijų objektu. Straipsnyje nagrinėjamos sociokultūrinės, psichologinės ir organizacinės šių savybių skirtingo suvokimo priežastys. Skiriami esminiai psichologiniai efektai, lyčių savybių specifikos vertinimo stereotipai ir kiti galimi įtakos turintys veiksniai. Empiriniame tyrime analizuojamos savybės, priskiriamos vyrams ir moterims, vertinamos darbo aplinkos, elgesio bei vadovų preferencijos lyties aspektu. Tyrimas atliktas taikant kiekybinį metodą ir faktorinę analizę. [Iš leidinio]

ENDifferences in the characteristics of women and men, their significance to individuals’ careers, and the efficiency of organisations, continue to be the subject of scientific debate. The article examines socio-cultural, psychological and organisational reasons for the different perceptions and formation of these characteristics. Significant psychological effects, stereotypes of assessment of gender specificity, and other possible influencing factors, are distinguished. The study analyses characteristics that are attributed to men and women, evaluates preferences for the work environment and behaviour, and preferences for managers according to gender. The object of the research is the perception of differences in personal gender characteristics. The aim of the study is to determine the perception of gender differences in personal characteristics in the work environment. Research tasks: 1) to assess the specificity and causality of male and female characteristics; 2) to identify characteristics attributed to men and women; 3) to assess differences in the behaviour of men and women in the work environment; 4) to set preferences for the gender of a manager. Research problem: what, according to the respondents, are the differences in the personal characteristics of genders. Do these differences affect the work environment, both for employees and the manager, and if so, how? The study is based on the methodological provisions of symbolic interactionism of the pioneer of symbolic interactionism Blumer (1961). The theory is based on several assumptions that people with objects or phenomena describe meanings associated with these phenomena or objects; another assumption is that such objects or phenomena arise from social interaction; and another assumption is that these meanings are supervised and controlled by the interpretation of phenomena or objects of the moment (Blumer, 1961). The results were obtained by the quantitative method.The study was conducted between 27 February and 21 March 2018 by online survey, using the platform manoapklausa.lt. It was conducted in two languages: Lithuanian and English. A non-probabilistic sampling method was used, i.y. not fully maintaining the principle of randomness. In the stude, the target was no more than a 5. bias, of a sample of 498 respondents. The survey consisted of si6 closed and on1 open question. The first question was to find out the demographic composition of the respondents. The second and third questions sought to find out the respondents’ assessments of gender behaviour, traits and characteristics in the work environment. The fourth question sought to determine whah statements apply to a particular gender. The fifth question sought to determine a specific view of the gender of a manager, the sixth question sought to obtain factual information about feelings of inequality. Limitations of the research. One of the main limitations of the studyiwas that a non-probabilistic sampling method was used, so the conclusions cannot be generalized. In the survey, most respondents – 60%, were women, and most were aged 18–25, accounting for 67%. Those from Lithuania make up 77%, and foreigners – made up 23%. Thus, this type of respondent ratio may have influenced the results. It would make sense to select respondents in further studies by probabilistic sampling. The following main conclusions were reached: In analyzing the characteristics that respondents attribute to men and women, two parts can be distinguished: characteristics that respondents believe are more common in men, and characteristics that respondents believe are more common among women. According to both male and female respondents, men are characterized more by greater analytical thinking, and copg with stress more easily.They are also characterized by a greater tendency to compete,ea greater focus on tasks, and better concentration (though the differences are not very pronounced). When evaluating preferences for the work environment and behaviour at work, opinions differed between men and women by 32%. Men were more likely than women to agree about “more important”, “the result”, “able to do multiple tasks at once”, that they liked a “competitive environment”, that they liked “straightforward communication” (the difference between men and women is statistically significant).mMore women than men agreed with the statement that “non-verbal communication is important. In determining preferences for the gender of the manager, the survey showed that for the majority of respondents, the gender of the manager is not important,aAn interesting observation is that 22% of men would prefer a man as a managen, and the same, 22% – of women would not want a woman manager. [From the publication]

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