Family Status and Career Situation for Professional Women

Carrier, Sylvie

doi:10.1177/0950017095009002008

Cited by 6 publications

(4 citation statements)

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“…Hakim states that many employers share this view, a fact which is widely recognised in other studies (for example see De Vaus and McAllister, 1991; EOC, 1991; Collinson et al , 1990; Morgan and Knights, 1991; Collinson and Hearn, 1994; Carrier, 1995; Halford and Savage, 1995; Halford et al , 1997; Lane, 1998). Employers regard female employees, especially those working part‐time, as being less committed to paid work, with a significantly lower propensity to seek training and promotion.…”

Section: The Problem With Part‐time Workersmentioning

confidence: 81%

Women and Part‐time Work: The Careers of Part‐time NHS Nurses

Lane

2004

British J of Management

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This paper examines theoretical explanations of the employment disadvantage experienced by many female part-time workers. Data from a survey of 643 qualified National Health Service (NHS) nurses is used to establish employment profiles of respondents. Employment profiles reveal that, contrary to many predictions, part-time female nurses do not 'invest less' in their careers than their full-time counterparts in terms of qualifications and experience. Neither are part-time nurses relatively 'uncommitted' to their careers compared to full-time nurses. It is found that the organizational context affects how opportunities are structured for part-time nurses. The management implications of the findings for the NHS are also considered.

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Section: The Problem With Part‐time Workersmentioning

confidence: 81%

Women and Part‐time Work: The Careers of Part‐time NHS Nurses

Lane

2004

British J of Management

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“…Despite claims to the contrary, much research, including that to be outlined in this paper, indicates that part‐time employees can be as committed to their careers as full‐timers (Carrier 1995, Warren and Walters 1998, Skinner 1999, Walsh 1999, Walters 2000). This paper focuses on revealing how, despite such commitment, part‐time nurses, as a result of ‘choosing’ to work in a ‘family‐friendly’ way, often lag behind both their full‐time and, more particularly, male colleagues, both in terms of career development and promotion prospects.…”

Section: Introductionmentioning

confidence: 91%

“…However, to argue that employees’ commitments outside the workplace reduce their level of commitment at work may be specious (Lewis and Taylor 1996: 122). Indeed, a body of research exists which demonstrates the equal commitment of female part‐timers in a number of professional occupations (Carrier 1995, Skinner 1999, Warren and Walters 1998, Walsh 1999). Jacobsen argues that there is a ‘direct relationship between part‐time work and different types of commitment, with part‐timers more, rather than less affectively committed’ to their organisation (2000: 197).…”

Section: Introductionmentioning

confidence: 99%

‘The tender trap’: gender, part‐time nursing and the effects of ‘family‐friendly’ policies on career advancement

Whittock¹,

Edwards

McLaren

et al. 2002

Sociology Health & Illness

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With the Government promoting flexible and 'family-friendly' policies within the NHS, an increase in the number of part-time nurses is imminent, particularly in view of current pro-active recruitment drives in this area. Research, however, indicates that it is mainly female employees who continue to utilise such policies with few male nurses employed on a part-time or flexible basis. Working part-time and taking career breaks, usually because of caring commitments, results in female nurses falling behind male colleagues in terms of career development and promotion prospects, with managers selecting males over females ( particularly those who work part-time) regarding functional role allocation in the hospital setting. Based on a recent study of fulltime and part-time nurses and their managers in three Outer London NHS Trusts, this paper argues that so-called 'familyfriendly' policies must target both sexes and that the underlying attitudes of men to childcare and the domestic division of labour must change before the sexes can compete on equal terms in the workplace. Until this happens men will continue to advance the development of their nursing careers more rapidly than women. Already, in a female-dominated area of employment, male nurses form a disproportionate percentage of those in higher grades and management posts.

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“…La primera se refiere al hecho de que los empresarios denieguen el acceso a las mujeres como grupo o como individuos, a aquellos puestos de mayor categoría y remuneración, basándose en la percepción estereotipada que tienen del papel social de la mujer, la cual piensan que por sus actuales o futuras responsabilidades familiares no podrá mantener el nivel de compromiso y dedicación que requiere un puesto de trabajo con mayor responsabilidad y remuneración, y como consecuencia no se las tiene en cuenta para la selección o promoción a dicho puesto. Referencias a este tipo de discriminación abundan en la literatura (por ejemplo, Morgan y Knights, 1991;Carrier, 1995;Halford et al, 1997). Bajo este tipo de discriminación, las mujeres que son promocionadas son únicamente aquellas que han sufrido un proceso de aculturación y asimilación de valores "masculinos", dejando por ejemplo de lado la vida familiar.…”

Section: Fuentes De Discriminación De Génerounclassified

Género y nueva economía: ¿se romperá el techo de cristal?

Carnicer

Sánchez

Pérez

2011

Acciones investig. soc.

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El desarrollo de las actividades de la Nueva Economía y la creciente participación de la mujer en profesiones tecnológicas, sugiere la hipótesis de que la Nueva Economía y otras actividades relacionadas representen un giro hacia una menor discriminación y un acceso más rápido de la mujer hacia puestos de mayor responsabilidad en estas actividades que en las de la economía tradicional. Este trabajo plantea las implicaciones que esta tendencia tiene para la gestión de los Recursos Humanos a través del sistema de compensación de la empresa. El trabajo realiza una revisión de la literatura sobre género, compensación e innovación, con la que se establecen diversas hipótesis a contrastar con empresas de alta tecnología y de la Nueva Economía.Palabras clave: Discriminación de género. Compensación e incentivos. Alta tecnología. Nueva Economía.

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Family Status and Career Situation for Professional Women

Cited by 6 publications

References 0 publications

Women and Part‐time Work: The Careers of Part‐time NHS Nurses

Women and Part‐time Work: The Careers of Part‐time NHS Nurses

‘The tender trap’: gender, part‐time nursing and the effects of ‘family‐friendly’ policies on career advancement

Género y nueva economía: ¿se romperá el techo de cristal?

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