PurposeCurrent debates on neo‐liberal and universalistic globalization pay little attention to gender or to other marginalized groups, and fail to consider the complexity and diversity of the experiences of men and women in specific socio‐political contexts, especially those in the developing world. The paper challenges mainstream theories which present globalization and its associated forces as gender neutral. The main purpose of this paper is to advance theoretical debates on the gendered organizing dynamics of globalization.Design/methodology/approachThe paper draws on organization theory, gender and development studies literature, and feminist sociology, to advance critical understandings of contemporary debates of the intersecting qualities of globalization, transnational organizations and gender social divisions.FindingsThe paper provides a critical synthesis of the complexity and interconnections between gender, organization and globalization. The paper identifies international development agencies; transnational corporations; international nongovernmental organizations and government state machineries as key stakeholders in the global and national regulation of employment and diversity issues. The paper outlines the organizing praxis of these key stakeholders, and stresses the need for all actors to engage in human rights awareness and equality consciousness raising.Originality/valueThe paper provides an original gendered organization analysis of globalization which reveals the specificity of global‐local linkages mediated by national states, international organizations, women's NGOs and gendered government machineries.
The study draws attention to the transfer of management theories and practices from traditional capitalist countries such as the USA and UK to post-socialist countries that are currently experiencing radical change as they seek to introduce market reforms. It is highlighted that the efficacy of this transfer of management theories and practices is, in part, dependent upon the extent to which work-related attitudes and values vary between traditional capitalist and former socialist contexts. We highlight that practices such as Human Resource Management (HRM) and Organization Development (OD) are inextricably associated with conceptions surrounding culture and society, as well as to variables such as job satisfaction and organisational commitment. The main aim of this study is to compare various attitudes and values of employees in traditional capitalist countries and post-socialist countries. On the basis of the findings of an attitudinal survey of (NÂ =Â 5914) workers in 15 countries we conclude that certain aspects of the attitudes and values of workers in post-socialist countries and traditional capitalist countries differ significantly. Specifically, these differences were found in respect of context-related and job-related attitudes, and also in relation to the importance that the respondents attached to the subject of ethics more generally. The implications of the study are discussed particularly in relation to the transfer of management theory and practices between traditional capitalist and post-socialist contexts. Copyright Springer 2006attitudes, values, capitalist, Socialist, commitment, job satisfaction, ethics, change,
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