女性主管同時扮演家庭與工作雙重角色，加上職場對女性可能存在性別差異待遇，故其 面臨許多困境與衝突，這些都間接地影響其組織承諾。本研究以台灣南部143 位女性主 管為研究對象，主要研究目的在探討性別歧視知覺對其組織承諾之主要效果與干擾效 果。經層級迴歸進行資料分析發現，「性別歧視知覺」對於「留職承諾」會產生負面影響 效果。「內外控」與「性別歧視知覺」的交互作用對「價值承諾」有顯著的正向影響；「工 作自主性」與「性別歧視知覺」的交互作用對「留職承諾」有顯著的正向影響；「角色衝 突」與「性別歧視知覺」的交互作用對「留職承諾」有顯著的負向影響。研究結果說明 性別歧視知覺對其組織承諾而言為一重要情境變數，因此建議組織應創造一個無性別歧 視工作環境。

Due to traditional sex stereotype role, female workers have been experiencing gender discrimination in the work places. However, little is known about the impact of gender discrimination for female employees. This paper mainly examined the moderating role of gender discrimination in the relationship between female executive's organizational commitment and its antecedents, including personal traits, family-work conflict, job characteristics, and role conflict. Using a sample of 143 female executives, the results of hierarchical regression suggested that gender discrimination was negatively associated to value commitment. Interaction of gender discrimination and job autonomy and role conflicts had significant effect on stay commitment. Moreover, Interaction of gender discrimination and locus of control had significant effect on value commitment. Thus, the moderating role of gender discrimination between organization commitment and some of it antecedents have been confirmed. An empirical results and advices on effective management for female executives for enterprises are suggested.

女性主管; 性別歧視知覺; 組織承諾

Female executive; Gender discrimination; Organizational commitment