여성관리자의 성차별 인식, 코칭 리더십 역량이 경력 열망에 미치는 영향 - 직무만족의 매개효과를 중심으로 -

초록

This study examined the associations among female managers’ perceived gender discrimination, coaching leadership, job satisfaction, and career aspiration, and tested whether job satisfaction exhibits a mediating relationship in these associations. Using data from 3,500 female managers drawn from the second wave of the Korean Women Manager Panel, path analysis and bootstrap mediation tests were conducted. The results indicated a negative association between perceived gender discrimination and job satisfaction (β =–.232, p < .001), and a positive association with career aspiration (β = .047, p < .01). Coaching leadership showed positive associations with both job satisfaction (β = .137, p < .001) and career aspiration (β = .160, p < .01). Job satisfaction demonstrated significant indirect associations in the relationships between perceived gender discrimination and career aspiration (b =–.029, 95% CI [–.047, –.012]) and between coaching leadership and career aspiration (b = .015, 95% CI [.006, .026]). These findings suggest that perceived gender discrimination may be linked to lower job satisfaction yet be associated with higher career aspiration in certain contexts. They also indicate that female managers’ self-perceived coaching leadership is meaningfully related to both job attitudes and career-related motivation. By integrating key organizational and individual factors into a single analytical framework, this study contributes to a more comprehensive understanding of female managers’ career development.

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