A study of female managers' coping behvaior with work-family conflicts in terms of sex-role attitudes, life-style and job involvement

• Main Authors: Hui-Chun, YU, 余慧君
• Other Authors: I-Heng, Chen
• Format: Others
• Language: zh-TW
• Published: 2000
• Online Access: http://ndltd.ncl.edu.tw/handle/37398505397152108335

碩士 === 國立中山大學 === 人力資源管理研究所 === 88 === A Study of Female Managers’ Coping Behavior with Work-Family Conflicts in Terms of Sex-Role Attitudes, Life-Style and Job Involvement Abstract In terms of human resources, female managers has come into a spotlight for their outstanding professional performance, efficiency and competitiveness in today’s business world. According to the 10 managerial roles defined by Mintzberg(1973), female managers are required to take greater responsibility and spend longer working hours at their managerial job. Furthermore, family role expectations also require a female manger’s time and energy. Therefore the fact that multiple role-demands compete a female manager’s limited time is seen, and it is found that female managers are considered to face work-family conflicts more than their female counterparts working at the non-management level. The focus of this dissertation is based on the time-based interrole conflict proposed by Greenhaus & Beutell(1985) and is in accordance with three types of coping behaviors suggested by Hall(1972). This study was conducted in terms of sex-role attitudes, life-style and job involvement to understand how these factors interact with each other, affecting a female manager’s coping behavior as a whole. Furthermore, how each of these factors affects a female manager’s coping behavior with work-family conflicts is also discussed. Four Taiwanese female managers, who are working at the senior management level are interviewed, producing the quantitative data in this study. A case study approach was utilized and a semi-structured interview framework was used based on three factors mentioned above. This study concluded that sex-role attitudes, life-style and job involvement indeed affect a female manager’s behavior to cope with work-family conflicts. It also suggested that better supportive organizational programs, sensitive family supports, and self-identity-clarified by a female manager herself- will aide them in handling work and family obligations, and will provide a “no trouble back home” environment, allowing them to devote themselves to their managerial work. Keywords: sex-role attitudes, life-style, job involvement, work-family conflict, coping behavior