Purpose

The purpose of this study is to investigate the structural relationships between clan culture, perceived supervisor support, leadership competencies and subjective career success among South Korean female managers.

Design/methodology/approach

A structural equation modeling was used to analyze the sixth wave of data from the Korean Women Manager Panel (KWMP) survey by the Korean Women’s Development Institute in South Korea. The panel respondents were 1,384 female managers in tenured positions at South Korean companies.

Findings

The results showed that clan culture and perceived supervisor support directly influenced female managers’ subjective career success and indirectly affected their subjective career success through leadership competencies at the same time.

Research limitations/implications

The respondents’ self-report can be a limitation as it can result in inflated outcomes in research findings. Even though no common method bias was found using Harmans’ single-factor test, the bias might not be removed completely. The study’s limitation includes the panel data and measures from KWMP, which constrained attempts to create constructs for measuring variables more precisely.

Originality/value

There is little research on the relationships between leadership competencies and other variables of female managers. The current study expanded the research on female managers’ leadership competencies by verifying that the leadership competencies play an important role in the relationships between clan culture, perceived supervisor support and subjective career success. The findings highlight that it is essential for female managers in South Korea to have supportive environments to receive fair treatment, demonstrate leadership competence in organizations and perform challenging tasks.

中文翻译：

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家族文化和主管支持对韩国女性管理者主观职业成功的影响：领导能力的中介作用

目的

本研究的目的是调查氏族文化、感知到的主管支持、领导能力和韩国女性经理的主观职业成功之间的结构关系。

设计/方法/方法

结构方程模型用于分析韩国妇女发展研究所韩国妇女经理小组 (KWMP) 调查的第六波数据。小组受访者是 1,384 名在韩国公司担任终身职位的女性经理。

发现

结果表明，氏族文化和上司支持感直接影响女性管理者的主观职业成功，同时通过领导能力间接影响女性管理者的主观职业成功。

研究限制/影响

受访者的自我报告可能是一个限制，因为它可能导致研究结果的结果夸大。即使使用 Harmans 的单因素检验未发现共同方法偏差，也可能无法完全消除偏差。该研究的局限性包括来自 KWMP 的面板数据和测量，这限制了为更精确地测量变量创建构造的尝试。

原创性/价值

关于女性管理者领导能力与其他变量之间关系的研究很少。本研究通过验证领导能力在家族文化、感知上司支持和主观职业成功之间的关系中发挥重要作用，扩展了对女性管理者领导能力的研究。研究结果强调，对于韩国的女性管理者来说，拥有支持性环境以接受公平待遇、在组织中展示领导能力并执行具有挑战性的任务至关重要。