여성 관리자들이 경험하는 정체성 갈등: 정체성 방해의 선행변인과 개인적 성과에 미치는 영향을 중심으로

This paper focused on female identity interference with manager identity inworkplace. Specifically, our result revealed that work outcomes such as jobsatisfaction and perceived personal performance were negatively related tointerferences between female identity and manager identity. Also, we proposedfemale legitimacy, female status stability, female categorization, female esteem andfemale commitment were the antecedents of female and manager identityinterference. Supporting our hypothesis, they were significantly related to identityinterference. In addition, we identified the moderating effect of manager identitycentrality. The result for moderating effect showed when female managers hadhigh manager identity centrality, the negative effect of the interference betweengender identity and manager identity was reduced. For the result of our study, we concluded that making manager identity salientwould be helpful to perform managerial role as female manager. But for malemangers, there could be different relationship among manager identity, genderidentity and work performance, so further research is needed to find out differentresults between men and women manager's identity conflicts. Employees in modern organizations have been required to meet multiple identitydemands. And it is not easy to avoid identity conflicts in workplace. We hope thatthis study can expand the discussions regarding negative stereotype for femalemanagers and their psychological conflicts at work.