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Warum wird sie nicht Führungskraft? Geschlecht und Karriereentwicklung

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Handbuch Karriere und Laufbahnmanagement

Part of the book series: Springer Reference Psychologie ((SRP))

Zusammenfassung

Frauen sind im Vergleich zu Männern gerade auf hohen Karrierestufen unterrepräsentiert. Die Frage nach dem Warum wird kontrovers diskutiert. Viele Unternehmen äußern eine Absicht, mehr Frauen in Führungspositionen zu befördern. Vor diesem Hintergrund hat das Kapitel zwei Zielsetzungen. Erstens sollen Ursachen für die Ungleichverteilung der Geschlechter auf hohen Karrierestufen, insbesondere in Führungspositionen, identifiziert werden. Wir unterscheiden Ursachen auf drei Ebenen: Gesellschaft (z. B. Geschlechterstereotype, Vereinbarkeit von Beruf und Familie), Organisation (z. B. Rekrutierung über Netzwerke, unstrukturierte Auswahl- und Beurteilungsprozesse) und der Person selbst (z. B. Motivation zu Führen). Zweitens sollen Möglichkeiten zur Förderung der Karriereentwicklung von Frauen aufgezeigt werden. Dabei beschreiben wir Möglichkeiten für Organisationen (z. B. Mentoring, Professionalisierung der Personalauswahl) und für Frauen selbst (z. B. gezielte Netzwerkbildung). Es fließen aktuelle Forschungsbefunde sowie praktische Beispiele in das Kapitel ein, um Herausforderungen und Lösungsansätze sowohl für Forschende als auch für Praktiker_innen wissenschaftlich fundiert und anschaulich darzustellen.

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  1. Technische Universität München, TUM School of Management, München, Deutschland

    Tanja Hentschel & Claudia Peus

  2. Durham University Business School, Durham, Großbritannien

    Susanne Braun

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  1. Tanja Hentschel
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    Simone Kauffeld

  2. Institut für Psychologie, Universität Bern, Bern, Germany

    Daniel Spurk

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Hentschel, T., Braun, S., Peus, C. (2017). Warum wird sie nicht Führungskraft? Geschlecht und Karriereentwicklung. In: Kauffeld, S., Spurk, D. (eds) Handbuch Karriere und Laufbahnmanagement. Springer Reference Psychologie . Springer, Berlin, Heidelberg. https://doi.org/10.1007/978-3-662-45855-6_39-1

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