Female managers - Which work-related and private factors affect their career development and health? A longitudinal study based on data from SLOSH 2006-2016


Project leader


Funding source

Forte - Swedish Research Council for Health, Working Life and Welfare


Project Details

Start date: 01/01/2014
End date: 31/12/2016
Funding: 2880000 SEK


Description

There is an ongoing discussion in Sweden and internationally about how to increase women's representation at higher managerial levels within organisations. The present project aims at investigating the work-related and private factors related to Swedish (and Finnish) female managers' career development and health. Data will primarily be drawn from SLOSH (The Swedish Longitudinal Occupational Survey of Health), a representative sample of the Swedish working population, and include six SLOSH waves over the years 2006 to 2016. Additional data may be drawn from the Finnish Public Sector Study. These data allow us to follow managers over many years in order to investigate how their careers develop and which factors influence their direction. Differences in psychosocial work environment, work-family conflict, several measures of health and health-related behaviours, and patterns of career development between male and female managers will be explored. Specific interest will be given to the work and life situations of female managers on higher organisational levels with excellent health since these are hypothesised to be rare and can serve as good examples and role models. Increased stress and poorer health among women who expand their role into traditionally male spheres while not sharing household work equally (work-family conflict) are hypothesised to influence women's and female managers' career development. Poorer psychosocial working conditions (e.g. higher psychological demands and less job control, lower levels of reported organisational support and justice, and more effort-reward imbalance) among female than male managers are furthermore hypothesised to influence the possibility for women to advance to higher organisational levels. The present project can contribute to our understanding of why women do not, to the same extent as men, hold higher managerial positions in Swedish (and Finish) organizations and add to the discussion of how to change this.

Last updated on 2017-24-03 at 12:56