איזה מין מנהל? הבדלים בהעדפת מין המנהל ובחוויותיהם של הורים שעובדים תחת מנהל או מנהלת

The objective of this study was to explore working parents’ preferences regarding the gender of their supervisors and to examine the impact of these preferences on their experiences within the workplace, their family life, and the intersection of work and family life under the supervision of either a male or female manager. The research involved a sample of 317 participants (159 women and 158 men), all of whom were parents of children aged 10 or under, with the data collected through structured questionnaires. The findings indicate that men typically prefer being supervised by a male manager, while women initially express no preference for the gender of their manager. However, when the actual genders of both the supervisor and the employees are considered, it becomes clear that both men and women tend to favor the gender of their actual supervisor. This preference is particularly strong among both genders when the supervisor is male. Conversely, when the supervisor is female, there is a more pronounced inclination among female employees towards female management compared to their male counterparts. The degree of job involvement is impacted by both the employee’s gender and the supervisor’s gender. Research shows that regarding dedication to work and engagement in work, women are often more engaged when working under a female manager. Conversely, men tend to be more engaged when their manager is male. The level of job involvement is influenced by both the employee’s gender and the supervisor’s gender. It has been found that in terms of dedication and absorption, women are more engaged when working under a female manager, whereas men are more engaged when working under a male manager. There were no significant differences in the likelihood of parents requesting accommodations or in their perception of the organization’s policies as supportive of childcare, regardless of the manager’s gender. Furthermore, regardless of the manager’s gender, women faced more discrimination for being mothers than men did for being fathers. These findings highlight the need for organizational practices that are cognizant of these gendered experiences.