本研究的目的是想了解女性主管在企業中的適應歷程及其影響因素。經由對四位受訪者各自進行六至十二小時的深度訪談資料發現，女性主管在晉升的過程中，經驗到時機和伯樂是升遷的重要契機；在擔任主管之初，除了要克服對領導角色的不熟悉外，還必須表現的像男性主管一樣，才能減低部屬的不服。等到自己無法在事業上繼續往上衝的時候，又得說服自己，身為一個女人最重要的是扮演好家庭角色；可是又不願意放棄工作的成就，最後，女性主管是以想兼顧家庭及事業的「新傳統女性」面貌出現。若由其生活脈絡的分析來看「新傳統女性」的形成，則可由企業組織中的父權結構以及社會對女性家庭角色的要求，得知此乃身處其中的女性主管最容易選擇的適應策略。本研究的結果與「第三性」（Mcbroom 1986）的調適歷程有很大的不同。作者認為台灣民營企業中的女性主管適應困難的根源，是來自她們對女性處境的不了解，常將適應上的困難視為個人問題，並未覺察到這可能是社會結構造成的結果。這正是「新傳統女性」必須突破的困境。作者由此一觀點出發，進一步討論了女性的主體性如何出現與改變的問題，並建議增加不同主體位置的對話和選擇，以協助這些新傳統女性找到改變的契機。

The purpose of this study is to understand the difficulties and the factors that affect the coping process of female managers in business, and what patterns their psychological coping process take. Interview data shows that timing is the major factor for female managers receiving promotions. Their supervisors are shown to appreciate their abilities, as well as their aggressive attitude. At the early stage of their promotion, their difficulties include their subordinates having no faith in them and not always obeying their orders. In addition, they do not often know how to be decent supervisors, as there are very few female supervisors who can be role models. In later stages, they may also fell stuck in their present positions, and feel unable to take good care of their job and family at the same time. Gradually, they pay more attention to the role of being a mother than a supervisors, and turn back to recognize their traditional role. Almost all of the interviewees display the same adjustment patterns: difficulties personally are taken, without recognition that they are due to the patriarchy hanging over the context of their work lives.

女性主管；心理調適歷程；性別角色

Female managers; Psychological adjustment process; Sex role