بررسي تاثير هويت جنسيتي در رضايت شغلي كارفرمايان

The Effect of Gender Identity on the Job Satisfaction of Employees

اهميت و نقش هويت جنسيتي در تشكيل ساختار رواني و شخصيتي افراد درون نظام اجتماعي موجب شده است كه همواره اين متغير به عنوان عنصري كليدي در مباحث و پژوهش‏هاي علوم اجتماعي و تربيتي تحليل و بررسي شود. اين متغير به عنوان شاخصي براي سنجش زنانگي و مردانگي بر نقش‏هاي اجتماعي يادگيري شده و ترجيحات جنسي شكل يافته دلالت دارد. اين پژوهش با هدف تعيين چگونگي تاثيرگذاري هويت جنسيتي كارفرمايان زن و مرد بر اولويت‌‌هاي عوامل ايجاد رضايت شغلي صورت گرفته است. روش اين پژوهش، پيمايشي و ابزار گردآوري داده‏ها، پرسشنامه داراي قابليت اعتماد و اعتبار است. جامعه آماري را كارفرمايان مناطق صنعتي شهر نجف‏آباد از استان اصفهان تشكيل مي‌دهند. حجم نمونه 180 نفر هستند كه با روش نمونه‏گيري خوشه‏اي با احتمال متناسب با حجم انتخاب شده‏اند. نتيجه‌ حاصل از تحليل نشان مي‌دهد كه كارفرمايان هويت‌‌هاي جنسيتي متفاوتي دارند كه مي‌تواند بر اولويت عوامل ايجاد رضايت شغلي تاثير بگذارد. نتايج نشان مي‌دهد زنان و مردان كارفرمايي كه بعد مردانگي هويت جنسيتي آنان قوي‌تر است بيشتر به عوامل وضعيتي رضايت شغلي، مانند: افزايش درآمد، توسعه تجارت، رشد كسب و كار و ...اهميت مي‌دهند و كارفرماياني كه بعد زنانگي هويت جنسيتي آنان قوي‌تر است، عوامل رضايت مبني بر داشتن روابط خوب با كاركنان، مشاركت در جامعه، كمك به ديگران و ... را به عوامل وضعيتي ترجيح مي‎دهند.

Introduction The importance and the role of gender identity in constituting the mental and personal structure of people within the society has caused this variable to be analyzed as one of the key elements in subjects and researches of the social and cultural science. This variable implicates as an index for evaluation of the femininity and masculinity on learned social roles and formed gender priorities. In recent years the job satisfaction and the related subjects has been introduced as one of the important research areas in job and business sociology. Job satisfaction is the pleasure and the joy that the person gains from his or her work. Several studies have been performed relating to the job satisfaction of the employers and the managers. In some of them, the researchers have studied the motivating factors of job satisfaction for masculine and feminine employers. The results show that the motivating factors in females are different from the motivating factors in males and this difference is related to the gender (men or women). But perusing the results show that we cannot prioritize the job satisfaction factors by considering the peoples gender. For example some of the results show that feminine employers (in comparison with masculine employers) have the less emphasize on job satisfaction factors based on situation derived from increasing economical advantages , trade development and business growth , although they mere emphasize on social – internal job satisfaction factors derived from the relationship with costumers and perusing the social goals . On the other hand, the other surveys show that some feminine employers have more emphasize on job satisfaction factors based on situation and some masculine employers have more emphasize on social –internal job satisfaction factors. Thus we cannot determine which job satisfaction factor has the highest priority for a masculine or feminine employer. So, the gender controversy and the important discrepancy arises that the sociologists allow between sex and the gender. The term sex implies on the biological and physical differences between men and women, but the gender implies on personal and mental characteristics and cultural, psychological and social acquisitive differences between men and women that the society determines. According to Bem (1974), gender identity has two independent dimension: masculinity or the beliefs about the limits in which the person has the men related characteristics like domineering, wistfulness and independence. Femininity is associated with beliefs related to the limits in which the person has the feminine characteristics like compassion, sensitivity to others needs and sympathy. Masculinity and femininity that is formed during the sociability course, results in various differences between men and women. These gender differences between men and women followed by consequences which one of them is the difference among the factors for creating job satisfaction between two sexes. So we need to study the relationship between masculinity and femininity (gender identity) and the job satisfaction factors. This study concerns the effects of masculinity and femininity dimensions of gender identity on determining the priorities of the job satisfaction factors in employers. Matherial & Methods The terms of this study is gathered by quantitative method, survey technique and questionnaire. Statistical population is composed of the employers of Najafabad industrial city, Isfahan. Sample volume is 180 people that are selected by cluster sampling method with probability proportional to the volume. In the part related to the evaluation of the gender identity, Bem Sex-Role Inventory was used for the evaluation of the male and female dimensions of gender identity. Discussion of Results & Conclusions After surveying the results using Bem tool and computation of the results, four main groups of the employerʹs gender identities were determined in underlying statistical sample. It showed that in masculine sample % 26.7 with high scores in masculine scale having masculine identity, %16.8 with high scores in feminine scale having feminine identity, %34.7 with high scores in two masculine and feminine scale having two gender (hermaphrodite) identity and %21.8 with low scores in both masculine and feminine scale having indifferent identity. Also, in feminine sample, %35.5 having feminine identity, %10.1 having masculine identity, %40.5 having two gender identity and % 13.9 having indifferent identity. There is a meaningful difference in X2 TEST between belonging to both gender identity groups (masculine and feminine) and the rate of importance rendered to the job satisfaction situation factors (X2 = 10.542 , df=1. sig= 0.000 ) . It means there are differences between employers with masculine identity and employers with feminine identity in the rate of the importance they render to the situation factors. In addition, the evaluation rank average for situation factors is higher between the employers with masculine gender identity. The results of the X2 test show that the employers in feminine gender identity group in statistical sample (compared to masculine identity employers) have more emphasize on participating in the society, assistance to others and having good relationship with employees. The X2 test shows no meaningful difference for the evaluation of the relationship among employers gender identity and the rate of the importance they render to corresponding with the costumers. (X2 = 0.352, df= 1, sig= 0.553). So the results show that the employers with stronger masculine gender identity dimension , pay more attention to the satisfaction factors associated with situation development ( like increasing salary , trade development , having leadership role and guiding a great company with rapid growth ) , compared to the employers with stronger feminine gender identity dimension . More over the employers with stronger feminine gender identity dimension prefer satisfaction factors based on having good relations with employees, participating in the society and the association with others to situation factors. Totally the results show that the gender identity is a proper anticipator for determining the priorities of the job satisfaction factors of the employers, because masculine gender identity dimension is related to satisfaction factors based on situation and feminine gender identity dimension is related to satisfaction factors based on relationship with employees and participating in the society.