Prior research on the link between managers’ gender and workplace gender equity primarily focuses on career outcomes. The present study explores overly demanding work climates, which we see as a realization of the ideal worker norm, bad for all workers, but a particular barrier to women’s careers. We examine whether female managers are ‘agents of change’ toward better work climates, while also exploring the impact of gendered supervisory styles on employees’ experience of overly demanding work. Together we provide a novel elaboration of the doing gender framework and the question of whether women managers are agents of change. Two-level models with organization-fixed effects for a European manager-employee linked sample reveal overall support for female managers as change agents, particularly when they manage with a feminine supervisory style. A masculine supervisory style increases employee perceptions of being overworked irrespective of manager’s gender. When female managers only enact a masculine supervisory style, they produce particularly less favourable employee experiences. Male managers who combine both feminine and masculine styles also produce worse work climates for their subordinates.

中文翻译：

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经理的性别、管理风格和员工对苛刻工作环境的看法

先前关于管理者性别与工作场所性别平等之间联系的研究主要集中在职业成果上。本研究探讨了要求过高的工作环境，我们将其视为理想工人规范的实现，这对所有工人都不利，但却是女性职业生涯的一个特殊障碍。我们研究了女性管理者是否是改善工作环境的“变革推动者”，同时还探讨了性别化的监督方式对员工在要求过高的工作中的体验的影响。我们一起提供了对工作性别框架和女性管理者是否是变革推动者的问题的新颖阐述。欧洲经理-员工关联样本的具有组织固定效应的两层模型揭示了女性经理作为变革推动者的总体支持，尤其是当她们以女性化的监督方式进行管理时。无论经理的性别如何，男性化的管理风格都会增加员工对过度劳累的看法。当女性管理者只采用男性化的管理方式时，她们会产生特别不利的员工体验。兼具女性化和男性化风格的男性经理也会给下属营造更糟糕的工作氛围。