Abstracts
Abstract
In this research, we investigated how senior women perceive working in workplaces that have received the Great Place to Work® label in France, compared to those in other workplaces. Our data came from the anonymous Trust Index© survey of 346,516 respondents from 418 organizations. We used hierarchical linear regression to examine the impact of work in such workplaces on perceptions of inclusion and fairness, as a function of respondent age and gender. Our findings, compared to those reported by Carberry and Meyers (2017) for the United States, suggest that best workplaces may influence these perceptions more strongly in France. While this award serves as a barrier against the sexist double standard of aging, it has a limited effect on how senior women perceive inclusion. Our research contributes to contemporary social exchange theory on intra-organizational social structuration based on age and gender. We suggest that employment branding labels should consider demographic characteristics prior to promoting a workplace as fair and inclusive for all employees, especially in the case of senior women in France.
Keywords:
- Fairness,
- Inclusion,
- Employment Branding Label,
- Great Place to Work,
- Double Standard of Aging,
- Gender,
- Contemporary Social Exchange Theory
Résumé
Dans cette recherche, nous comparons la perception des femmes seniors chez les best workplaces labellisées Great Place to Work® en France avec celles qui n’ont pas obtenu le label. Nos données proviennent des résultats du questionnaire anonyme Trust Index© mené auprès de 346 516 salariés travaillant dans 418 organisations. Notre étude mobilise des régressions hiérarchiques linéaires afin d’observer l’impact de travailler au sein d’une best workplace sur la perception d’équité et d’inclusion selon l’âge et le genre du répondant. Nos résultats indiquent que les best workplaces exercent une influence plus marquée sur ces perceptions en France qu’aux États-Unis. Bien que ces organisations développent intrinsèquement un barrage contre le double standard de vieillissement, soit l’âgisme et le sexisme au travail, elles ont un effet limité sur la perception d’inclusion des femmes seniors. Cette recherche contribue à la théorie contemporaine de l’échange social, en ce qui a trait aux structurations sociales intra-organisationnelles basées sur le genre et l’âge. Nous suggérons ainsi que les labels de marque employeur, avant de promouvoir une organisation exemplaire en matière d’équité et d’inclusion, devraient porter davantage attention aux caractéristiques démographiques de leurs répondants, notamment envers les femmes seniors en France.
Mots-clés :
- Equité,
- Inclusion,
- Label employeur,
- Great Place to Work,
- Double standard du vieillissement,
- Genre,
- Théorie contemporaine de l’échange social
Appendices
Réferences
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