女性懷孕主管職場上的挑戰與因應研究

NCUIR > School of Management at National Central University > Executive Master of Business Administration > Electronic Thesis & Dissertation > Item 987654321/94823

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Title:	女性懷孕主管職場上的挑戰與因應研究
Authors:	涂雅涵;涂雅涵
Contributors:	企業管理學系在職專班
Keywords:	女性主管;懷孕;職場困境與需求;Female manager;Pregenant;Workplace Challenges and Needs
Date:	2024-05-02
Issue Date:	2024-10-09 15:32:25 (UTC+8)
Publisher:	國立中央大學
Abstract:	摘要隨著現代女性主義崛起且女性教育水準的提升，女性勞動力對現代經濟有著相當的影響力，然而，因先天的職責所在，以及傳統觀念的影響，女性需要生兒育女，此天賦使得女性懷孕的各階段，除了需要面對身心裡的變化外，在職場上遭受到許多不同層面的困境和需求，尤其在男性佔大宗的中高階主管層級，女性為了能兼顧工作和家庭，面臨了不少困難和抉擇，是需要資方和政府協助以使得女性能有更公平和舒適的職場環境，故本研究以此為目標，揭露懷孕主管的困境和需求。據此，本研究採取質性研究之深度訪談法，以一年內生產完之五位現行女性主管級為受訪對象，探討懷孕主管從備孕一路到生產後在職場所遇到的困境與需求，並本提出結論如: 一、懷孕期間所遇到的困擾與因應: 1. 從備孕時期到產後，仍接收到許多既有偏見或是不尊重的態度，尤其是來自於公司主管，需要公司在態度上給予相應的尊重和肯定，並帶動提供良好的工作氛圍。 2. 對懷孕主管而言，懷孕期間在職場上最大的困境是影響升遷和績效。 3. 因為懷孕生理上的變化造成工作上最大的影響是思考能力和反應力變差，須額外花時間來達到和產前相同的工作品質。 4. 對於主管級女性，在產假前期的交接，最擔心的是交接後是否自己的地位會被取代，使得受訪者在交接上會有所保留，並在請假期間仍是積極的了解工作進度和狀況。 5. 復職後，最大的困難在於作息的調整和在小孩有突發狀況時如何兼顧家庭和工作，須盡可能地提早規劃工作並和下屬做工作協調來減緩對工作帶來的影響。二、其他影響: 1. 主管級女性從備孕到產後，其下屬受到的影響最深，主管會在懷孕期間和下屬盡可能的溝通，並且在產後積極地做彌補。 2. 職場上的偏見主要來自於公司以及上層主管，同事和下屬反而較能發揮同理心。 3. 懷孕對主管級女性而言，不一定會降低工作積極度和成效。 I 4. 在公司CSR上，對於懷孕員工的支持主要提供政府勞基法規定之相關權利和協助，但實質上，公司在許多層面給予懷孕員工更多的包容和支持。關鍵詞:女性主管、懷孕、職場困境與需求;With the rise of modern feminism and the improvement of educational standards, women have gained significant influence in the contemporary economy. However, due to their innate roles and the influence of traditional beliefs, women are expected to bear and raise children. This natural responsibility leads to women facing various challenges and needs at different stages of pregnancy, especially in the predominantly male-dominated middle to senior management levels. To enable women to balance work and family, they encounter numerous difficulties and choices. It is necessary for employers and the government to provide assistance to create a more equitable and comfortable workplace for women. Therefore, this study aims to uncover the challenges and needs of female managers in their professional careers. This study employs a qualitative research approach through in-depth interviews with five currently employed female managers who have given birth within the past year. The research aims to explore the challenges and needs faced by female managers from the pre-conception stage through postpartum in the workplace. The conclusions of this study are as follows: I. Challenges and Coping Strategies During Pregnancy: A. From preconception to postpartum, encountering various prejudices or disrespectful attitudes, especially from company supervisors, remains a significant issue. Therefore, the most crucial assistance needed from the company during this time is respect and affirmation in attitude, along with fostering a positive work environment. B. For pregnant supervisors, the biggest dilemma in the workplace during pregnancy is the impact on career advancement and performance evaluation. C. The most significant effect of physiological changes during pregnancy on work is a decrease in cognitive ability and responsiveness, requiring additional time to maintain the same level of work quality as before pregnancy. D. For female supervisors, the greatest concern during the handover period before maternity leave is whether their position will be replaced after the handover, leading the interviewees III II. to be reserved during the handover process and remain actively informed about work progress and conditions during their leave. E. Upon returning to work, the biggest challenge lies in adjusting to the schedule and balancing family and work responsibilities when unexpected situations arise with the child. Impacts on other aspects: A. Female supervisors, from preconception to postpartum, have the deepest impact on their subordinates. Supervisors strive to communicate as much as possible with their subordinates during pregnancy and actively make amends after childbirth. B. Prejudice in the workplace primarily stems from the company and upper management, while colleagues and subordinates tend to show more empathy. C. Pregnancy does not necessarily lower the level of motivation and effectiveness for female supervisors. D. Regarding Corporate Social Responsibility (CSR), support for pregnant employees mainly involves providing relevant rights and assistance as stipulated by government labor laws. However, in reality, companies offer pregnant employees more accommodation and support across various aspects."
Appears in Collections:	[Executive Master of Business Administration] Electronic Thesis & Dissertation

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