The judgment of workers with family is a very popular topic in the manage- ment research. Many results show that some family commitments may take ef- fect on the performance of employees, and perhaps on their workplace attitudes.
In 2007, a question of the doctoral dissertation of author was that how the employees with family commitment were judged on the Hungarian labor mar- ket: there were positive or negative stereotypes against this type of workers.
Studies at that time did not demonstrate any negative prejudices towards employees with children. According to the opinion of author it was a very good information for employers and employees. Of course, the author could not ex- amine that the Hungarian Labour Code had any effect on this result. That is the respondents were influenced by that fact as the employers are obligated by La- bour Code not to make any discrimination between the employees considering sex, age, family commitment, etc.
10 years later, in 2017, the author of the study applied the same question- naire again in order to analyze whether the opinion of participants in survey has changed in this topic.
Although the results are not considered representative, but they are very useful for any companies.
Kulcsszavak:
Keynotes: employee with family commitment, stereotype, labour market, employer, discrimination
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.
1hogy a 2007-
-ban egy
-
2
2004-
le-
3
an
4
2007- nek be, ame
Heilman
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-kal kevesebb, gyer
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2010-ben a Forbes magazin
8tat
9
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2010-ig tartott. Ak- -e nega- -
2018-ban a 2007 2010-ben alkal-
2009-ben a -
- -
2008 2009- -
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, azaz, hogy
2017- db szervezet vett
- p-
- - -
7,5%- -n
zetek 23,7%- -
berekben. Ennek a
- -
tartalmazza.
A
-e gyermeke valakinek vagy sem. Ez
l
Barlett- -
1. faktor: ;
2. faktor:
;
3. faktor: ;
4. faktor: .
Table 1.: Statements (N = 93)
3,54 1,069
3,61 ,860 3,26 ,977
3,27 1,034
2,95 ,993
alacsonyabb karrier).
3,15 ,999
nem gyermekes alkalmazottak.
1,88 ,919
el
2,14 1,028
2,66 ,984
alkalmazottak.
3,24 1,036
3,34 ,903 2,46 ,904
2,43 1,087
hogy a minta
Table 2.: Cluster centres (N = 93)
Klaszter
1 2 3
REGR factor score 1 for analysis 2 ,39001
REGR factor score 2 for analysis 2 ,29968 ,74173 REGR factor score 3 for analysis 2 ,18902 ,09630 REGR factor score 4 for analysis 2 ,18624 ,96517
- A 2
-an vol- A 3. klaszterben helyet foglal
- a klaszterbe.
- kla
- -
szign.: ,054 p >
rint is (Pearson- - 4 szign.: ,468 p > 0,05).
szempontokat vesznek figyelembe a szervezetek, azaz mik azok a tulaj-
-
-
Table 3.: Aspects (Mean)
Szempontok 2007-ben 2018-ban
fontos (2,19)
(3,25)
Fontos (3,86) Fontos (3,83)
Fontos (3,67) Fontos (3,87)
Fontos (4,11) Fontos (4,2)
A szakmai ismeret
10
.
t jelentette. A az
Table 4.: Statements (Mean)
3,83 1,138 3,89 1,165 3,46 1,109 3,26 1,206 3,41 1,106 2,95 1,174 3,15 1,073 3,32 ,969
A
(Pearson- ,225 szign.: ,030 p <
-es vizs-
-
-
, azaz, hogy a diszkrimi-
elf
1. Chovan (2017): -
1789-6339
2. Cuddy A., Fiske S., Glick P. (2004): When professionals become mothers, Social Issues
3.
4. Heilman M. E., Okimoto T. G. (2008): Motherhood: a potential source of bias in employment decisions. J. Appl. Psychol. 93. pp. 189 198.
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- 08. ISSN: 2062-1396
8. https://www.forbes.com/2010/04/23/single-worker-stereotypes-forbes- woman-leadership-career.html#4033a98a642b
9. Von Hippel C., Kalokerinos K., Zacher H. (2017): Stereotype threat and perceptions of family friendly policies among female employees. Frontiers 10.
- -
- -6339 Cuddy A., Fiske S., Glick P. (2004): When professionals become mothers,
warmth
Correll S. J., Benard S., Paik I. (2007): Getting a job: is there a motherhood penalty? Am. J. Social. 112. pp. 1297 1339.
- -1396
a m - -Kom-
Heilman M. E. (2001): Description and perception: How gender stereotypes
Heilman M. E., Okimoto T. G. (2008): Motherhood: a potential source of bias in employment decisions. J. Appl. Psychol. 93. pp. 189 198.
Von Hippel C., Kalokerinos K., Zacher H. (2017): Stereotype threat and per- ceptions of family firendly policies among female employees. Frontiers in https://www.forbes.com/2010/04/23/single-worker-stereotypes-forbes-
woman-leadership-career.html#4033a98a642b
