本文以Joan Acker提出的性别化组织理论为理论框架，采用了田野调查的研究方法，从中小型制造业企业中的性别化基础结构出发，结合了半结构化访谈、问卷调查及实地调研，研究了两性管理人员对劳动中的性别分化的认知差异，以及女性管理人员对减少公司性别分化所作出的贡献。考虑到中小型制造企业数量众多，同时性别不平等广泛存在于这类企业中，本文选择中小型私人制造企业为研究对象，对来自16个企业的10个女性高管、10个男性高管、1位女性工人和1位男性工人以及进行了半结构化访谈。访谈的主要内容包括企业的性别分化情况以及管理人员的招聘要求、招工偏好、两性认知、个人经历等情况。此外，作者实地探访了其中两个企业，向该企业大部分员工发放了181份调查问卷，并通过问卷结果分析了该制造型企业中所存在的劳动性别分化，以及两性互动情况。通过主题法分析，作者的主要发现如下：（1）中小型私人制造企业存在着普遍的性别分化情况，其中岗位分布差异带来的工资差异和管理层性别比例差异最为明显，同时女性管理人员比例远低于男性。（2）女性管理人员通常更容易发现以及感知企业中性别分化和性别不平等的存在，同时她们更能理解女性员工家庭责任的额外负担，而男性管理人员往往将需要承担家庭责任作为女性员工的劣势看待。（3）部分女性管理人员会通过个人努力支持女性员工，改善企业招工以及企业文化中一些性别不平等的现象。但此类情况通常出现在管理层性别多样性本身较高的企业中，同时与其个人经历也有所关联。在这类企业中，女性管理人员更加敢于表达个人想法，并展现个人的管理风格。在一些管理层性别极度不均衡的企业中，女性管理人员存在模仿男性管理人员的招聘偏好的现象，甚至会公开表达对男性员工的偏好。（4）性别化的刻板印象大量存在于中小型制造企业中。男性管理人员的刻板印象或强于女性，并反映于工作岗位的描述、工资的设定以及工作表现的评估。性别化刻板印象与企业中的性别分化相互影响并相互增强。通过本研究的发现，作者提出了提高管理层性别多样性、提升企业对女性承担家庭责任的价值认可、社会对男性承担家庭责任的敦促，以及通过教育和增强女性管理人员话语权减轻性别化刻板印象等政策建议，以改善企业中性别分化的现象，一定程度上填补了现有文献中的空白。
Based on Joan Acker’s theory of gendered organizations, this dissertation studied the differences in female and male managers’ perceptions of the gender segregation in the workplace, and how the female managers could contribute to de-gendering of the enterprise in small and medium manufacturing enterprises. The underrepresentation of female managers in manufacturing enterprises in China and the widespread gender segregation in the workplace have made this dissertation necessary.The author adopted a field research approach, combining field investigation, qualitative interviews and the questionnaire surveys. Small and medium manufacturing enterprises were chosen as the research sample. The author interviewed 10 female managers, 10 male managers, 1 female worker and 1 male worker from 16 enterprises. In addition, the author visited two of the enterprises on her own, and collected 181 questionnaire surveys from the workers in one enterprise, to learn about the gender segregation of labor and interactions on the jobs in the workplace. The main findings of this study were:（1） Gender segregation of labor existed widely in the small and medium private manufacturing enterprises, where the wage differences and management segregation brought by the occupational segregation are the most salient. The proportion of the female managers was much lower than that of the male managers. （2） The female managers were more likely to discover and perceive the gender segregation and inequality in the workplace, and could better understand the female employees’ burden of family responsibilities, while the male managers tended to view the family responsibilities as a downside of hiring women. （3） A part of female managers would make individual efforts to support the female employees, and contributed to the reduction of the gender inequality and gender divisions in the enterprise, but this pattern of “women helping women” was usually found in the enterprises with higher board diversity, and related to the personal experiences and education. In these enterprises, the female managers felt it easier to express their personal ideas and display their management styles. In some enterprises with a management board of very low gender diversity, the female managers might imitate the preferences and action of the male managers, and even clearly state their preferences for the male workers. （4） Stronger gendered stereotypes were found among the male participants than the female, which was closely linked with the gendered job descriptions and wage determination. Gender stereotypes and the gendered substructure in the workplace could be mutual reinforcing and promoting. This study fills in the literature gap of management diversity and gender segregation in the medium and small enterprises, and puts forward some policy recommendations. The author suggests that the gender diversity at the management level should be enhanced, the society should improve the recognition of the value of family responsibilities mainly taken by women, and prompt the men to take more family duties, as well as reducing gender stereotypes through education and higher representation of women as leaders. Future research could be conducted in a wider range and involve a quantitative analysis.
