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Resignation of Women Managers: Dispelling the Myths
Author(s) -
Trudgett Sandra
Publication year - 2000
Publication title -
asia pacific journal of human resources
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.825
H-Index - 33
eISSN - 1744-7941
pISSN - 1038-4111
DOI - 10.1177/103841110003800105
Subject(s) - perception , management styles , turnover , work (physics) , psychology , public relations , mythology , work environment , business , social psychology , management , political science , job satisfaction , economics , mechanical engineering , philosophy , theology , neuroscience , engineering
The relative lack of career achievement among female managers, when compared to male managers, is often attributed to higher turnover rates of women. Such stereotyping may result in the development and perpetuation of a vicious cycle. On the one hand, perceptions of turnover rates may impact on promotional opportunities of women managers; on the other, women managers may resign because, for example, they do not perceive they receive equivalent promotional opportunities as their male counterparts or there is dissatisfaction with the management style. This article reports the findings of a recent study into the reasons why managers resign. Managers in Australian were surveyed to identify whether or not female managers resign for the same reasons as male managers. The research findings suggest that both male and female managers resign from organizations in Australia for effectively the same reasons. The findings also suggested significant gender differences between respondents in areas related to the environment within which managers work. These differences were independent of resignation status.