This article reviews the methods, major findings, and conclusions of the Fouad et al. review of research on women's work and career development over the last 25 years. Following that, the paper ...addresses the question posed by Fouad et al. "Why arent we there yet"?, providing several examples of approaches to the development of separate theories of women's career development. The article concludes with counseling, training and societal implications.
This research aims to identify the obstacles that women face in the balance between work and family and their relationship to marital compatibility in the center of Duhok city, through the answer to ...the research questions which are represented for knowing the most prominent obstacles and the level of marriage compatibility also the nature of the relationship between the obstacles and the marital compatibility, the researcher dependent to the descriptive analytic method to gain the answers for the research questions , the sample size of the research was (376) units in the age between (23 to 61) from married female employees in government departments in the center of Duhok City, the tool of the research have two scale , first scale about women's work built by a researcher which include (58) questions in three dimensions, which is (the obstacles facing women in social dimension, the obstacles facing women in psychological dimension, the obstacles facing women in economical dimension), also the researcher adopted a scale from the (Asma Ibrahim's PhD thesis in the title (occupational pressures and their relationship to marital compatibility among working women), the most important findings of the research it show that there is negative relationship between the obstacles that face women's work and their marital adjustment.
This study explores the role played by the welfare state in affecting women's labor force participation & occupational achievement. Using data from 22 industrialized countries, the authors examine ...the consequences of state interventions for both women's employment patterns & gender inequality in occupational attainment. The findings reveal a twofold effect: developed welfare states facilitate women's access into the labor force but not into powerful & desirable positions. Specifically, nations characterized by progressive & developed welfare policies & by a large public service sector tend to have high levels of female labor force participation, along with a high concentration of women in female-typed occupations & low female representation in managerial occupations. The findings provide insights into the social mechanisms underlying the relations between welfare states' benefits to working mothers & women's participation & achievements in the labor market. Tables, Figures, Appendixes, References. Adapted from the source document.
The article examines the role of proactive personality in predicting work engagement and job performance. On the basis of the literature on proactive personality and the job demands–resources model, ...we hypothesized that employees with a proactive personality would be most likely to craft their own jobs, in order to stay engaged and perform well. Data were collected among 95 dyads of employees (N = 190), who were working in various organizations. The results of structural equation modeling analyses offered strong support for the proposed model. Employees who were characterized by a proactive personality were most likely to craft their jobs (increase their structural and social job resources, and increase their job challenges); job crafting, in turn, was predictive of work engagement (vigor, dedication, and absorption) and colleague-ratings of in-role performance. These findings suggest that, to the extent that employees proactively adjust their work environment, they manage to stay engaged and perform well.
Most previous research on gender inequality and management has been concerned with the question of access to managerial jobs and the "glass ceiling." We offer the first large-scale analysis that ...turns this question around, asking whether the gender characteristics of managers-specifically, the gender composition and relative status of female managers-affect inequality for the nonmanagerial workers beneath them. Results from three-level hierarchical linear models, estimated on a unique nested data set drawn from the 2000 Census, suggest that greater representation of women in management does narrow the gender wage gap. Model predictions show, however, that the presence of high-status female managers has a much larger impact on gender wage inequality. We conclude that the promotion of women into management positions may benefit all women, but only if female managers reach relatively high-status positions.
Exploiting a randomized natural experiment in India, we show that female leadership influences adolescent girls' career aspirations and educational attainment. A1993 law reserved leadership positions ...for women in randomly selected village councils. Using 8453 surveys of adolescents aged 11 to 15 and their parents in 495 villages, we found that, relative to villages in which such positions were never reserved, the gender gap in aspirations closed by 20% in parents and 32% in adolescents in villages assigned a female leader for two election cycles. The gender gap in adolescent educational attainment was erased, and girls spent less time on household chores. We found no evidence of changes in young women's labor market opportunities, which suggests that the impact of women leaders primarily reflects a role model effect.
In recent years, research on mindfulness has burgeoned across several lines of scholarship. Nevertheless, very little empirical research has investigated mindfulness from a workplace perspective. In ...the study reported here, we address this oversight by examining workplace mindfulness – the degree to which individuals are mindful in their work setting. We hypothesize that, in a dynamic work environment, workplace mindfulness is positively related to job performance and negatively related to turnover intention, and that these relationships account for variance beyond the effects of constructs occupying a similar conceptual space – namely, the constituent dimensions of work engagement (vigor, dedication, and absorption). Testing these claims in a dynamic service industry context, we find support for a positive relationship between workplace mindfulness and job performance that holds even when accounting for all three work engagement dimensions. We also find support for a negative relationship between workplace mindfulness and turnover intention, though this relationship becomes insignificant when accounting for the dimensions of work engagement. We consider the theoretical and practical implications of these findings and highlight a number of avenues for conducting research on mindfulness in the workplace.
Hiring as cultural matching Rivera, Lauren A
American sociological review,
12/2012, Letnik:
77, Številka:
6
Journal Article
Recenzirano
This article presents culture as a vehicle of labor market sorting. Providing a case study of hiring in elite professional service firms, I investigate the often suggested but heretofore empirically ...unexamined hypothesis that cultural similarities between employers and job candidates matter for employers' hiring decisions. Drawing from 120 interviews with employers as well as participant observation of a hiring committee, I argue that hiring is more than just a process of skills sorting; it is also a process of cultural matching between candidates, evaluators, and firms. Employers sought candidates who were not only competent but also culturally similar to themselves in terms of leisure pursuits, experiences, and self-presentation styles. Concerns about shared culture were highly salient to employers and often outweighed concerns about absolute productivity. I unpack the interpersonal processes through which cultural similarities affected candidate evaluation in elite firms and provide the first empirical demonstration that shared culture—particularly in the form of lifestyle markers—matters for employer hiring. I conclude by discussing the implications for scholarship on culture, inequality, and labor markets.
This study examines whether and how female board directors may affect corporate social performance (CSP) by drawing on social role theory and feminist ethics literature. The empirical analysis, based ...on a sample of 126 firms drawn from the S&P500 group of companies over a 5-year period, suggests that board gender diversity (BGD) significantly affects CSP. However, this impact depends on the social performance metric under investigation. In particular, more gender diverse boards exert stronger influence on CSP metrics focusing on 'negative' business practices, such as the 'concerns' dimension of the Kinder Lydenberg Domini, Inc. (KLD) ratings. This is because such CSP ratings have the potential to induce higher levels of 'empathic caring', which strongly appeals to female directors. Hence, this study reveals further hidden connections in the BGD—CSP link which have important implications for managers, nongovernmental organisations and socially responsible investors.
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