Purpose

The purpose of this study is to emphasize the important role of performance-oriented human resource (HR) practices and gender equality perceptions in supervisors and chief executive officers (CEOs) for career development among women in management.

Design/methodology/approach

This study used a quantitative methodology to examine relationships among variables. The authors conducted a survey to investigate factors influencing the career development of women managers in professional settings, with a sample of 1,502 female managers in South Korea.

Findings

The relationship between performance-oriented HR practices and career development for women managers was supported. In addition, self-leadership significantly mediated the relationship between performance-oriented HR practices and career development. Finally, double moderator effects of gender equality perceptions of CEOs and supervisors on the relationship between performance-oriented HR practices and self-leadership were significant.

Originality/value

This study emphasizes that career development for women in South Korea depends on gender equality awareness and institutional reorganization for best practices at top management levels. Specifically, this study identified the essential role of performance-based HR practices to support self-leadership and career development in women managers. Furthermore, this study recognized gender equality perceptions of CEOs and supervisors as a critical factor in the successful career development of women managers.

中文翻译：

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绩效导向的人力资源与女性管理者职业发展：自我领导力的中介与主管性别平等的调节中介

目的

本研究的目的是强调以绩效为导向的人力资源 (HR) 实践以及主管和首席执行官 (CEO) 的性别平等观念对于管理领域女性职业发展的重要作用。

设计/方法论/途径

本研究使用定量方法来检查变量之间的关系。作者进行了一项调查，调查影响职业环境中女性管理者职业发展的因素，样本包括 1,502 名韩国女性管理者。

发现

支持以绩效为导向的人力资源实践与女性管理者职业发展之间的关系。此外，自我领导力显着调节绩效导向的人力资源实践与职业发展之间的关系。最后，首席执行官和主管的性别平等观念对绩效导向的人力资源实践与自我领导之间的关系具有显着的双重调节作用。

原创性/价值

这项研究强调，韩国女性的职业发展取决于性别平等意识和高层管理人员最佳实践的机构重组。具体来说，这项研究确定了基于绩效的人力资源实践在支持女性管理者的自我领导和职业发展方面的重要作用。此外，这项研究认识到首席执行官和主管的性别平等观念是女性管理者成功职业发展的关键因素。