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.
As the lines between leisure and work have become increasingly indistinct, gaming has evolved from a purely recreational pastime to a productive endeavor, leading to a shift from players as consumers ...to players as laborers. Inspired by "women's work" studies and audience commodity theory, this research takes League of Legends (LoL) as a case to analyze how player interactions, as labor, create value within free-to-play (F2P) massively multiplayer online games (MMOGs). This article employs a combination of political economic, and critical analysis to demonstrate how free-to-play games monetize player interactions within them. It also proposes a pattern for understanding the exploitation of players' labor in three phases: the labor process, remuneration settlement, and consumption. Thus, this study contributes to the digital labor debate by combining the notions of "women's work" and digital labor and extending audience commodity theory into the domain of video games. It also enriches the scholarly conversation on the monetization strategies of video games and free-to-play commodities, emphasizing the unrecognized labor inherent in player interactions.
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.
Despite rapid changes in women's educational attainment and continuous labor force experience, convergence in the gender gap in wages slowed in the 1990s and stalled in the 2000s. Using CPS data from ...1979 to 2009, we show that convergence in the gender gap in hourly pay over these three decades was attenuated by the increasing prevalence of "overwork" (defined as working 50 or more hours per week) and the rising hourly wage returns to overwork. Because a greater proportion of men engage in overwork, these changes raised men's wages relative to women's and exacerbated the gender wage gap by an estimated 10 percent of the total wage gap. This overwork effect was sufficiently large to offset the wageequalizing effects of the narrowing gender gap in educational attainment and other forms of human capital. The overwork effect on trends in the gender gap in wages was most pronounced in professional and managerial occupations, where long work hours are especially common and the norm of overwork is deeply embedded in organizational practices and occupational cultures. These results illustrate how new ways of organizing work can perpetuate old forms of gender inequality.
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.
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