Gender Differences in Supervisory Authority: Variation among Advanced Industrialized Democracies

Rosenfeld, Rachel A.; Buren, Mark E. Van; Kalleberg, Arne L.

doi:10.1006/ssre.1997.0609

Cited by 66 publications

(72 citation statements)

References 17 publications

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“…For example, focus on the effect that family and childcare policies have on individual employment behavior of mothers in Western countries, thereby controlling for individual-level effects. Rosenfeld et al (1998) used this approach to see what amount of variation between countries in the gender gap in workplace authority could be explained by country-level characteristics (e.g., family policies), after family status and job characteristics had been taken into account. Another option is the study by Rijken & Ganzeboom (2001), who investigated occupational status attainment of men and women in first jobs in market-regulated and statesocialist contexts.…”

Section: Macro-micro Approachmentioning

confidence: 99%

Comparative Research on Women's Employment

2002

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Women's employment has been widely studied in both Western countries and Eastern Europe. In this article, the most frequently used measurements and descriptions of women's paid work are given, namely, participation rate, number of hours worked, gender segregation, and the gender gap in earnings. Next, three approaches used to study women's employment are discussed: 1. the macro-level approach, which gives a thorough understanding of the influence of the institutional context on women's work; 2. the micro-level approach, which compares individual-level results in a number of countries; and 3. the macro-micro approach, in which the relative importance is shown of institutional and individual level factors. Finally, a review is given of the hypotheses and outcomes of both the institutional level, with welfare regime and family policy playing an important role, and the individual level, which shows that being a mother has an important effect on women's employment in the different countries studied.

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Section: Macro-micro Approachmentioning

confidence: 99%

Comparative Research on Women's Employment

2002

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“…Studies of women's workforce participation and occupational achievement (Rosenfeld et al 1998;Chang 2000;Mandel and Semyonov 2006) argue that state welfare policy affects the extent to which women reach powerful managerial positions. Workplace authority is an important predictor for women's economic status (Smith 2002).…”

Section: Social Policy Practices and Their Effects On Strategic Integmentioning

confidence: 99%

“…One major research stream within macro approaches addresses the influence of national social policy (Rosenfeld et al 1998;Chang 2000;Mandel and Semyonov 2006). A second major line of research analyses the influence of cultural ideals about the role of women in society on the job authority of women (Omar and Davidson 2001;Ramirez and Wotipka 2001;Charles and Bradley 2002).…”

Section: Societal-level (Macro) Explanationsmentioning

confidence: 99%

The influence of social policy practices and gender egalitarianism on strategic integration of female HR directors

Brandl

Mayrhofer

Reichel

2008

The International Journal of Human Resource Management

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The integration of the HR director into the strategic planning process is important if the HR function is to play a strategic role. A considerable number of women hold HR director positions with varying strategic integration across countries. This article deals with the impact of societal factors on the strategic integration of female HR directors. It analyses the consequences of social policy practices facilitating women's participation in work for the strategic integration of female HR directors and additional effects resulting from the interplay between these practices and gender-egalitarian attitudes at the societal level. A study of 984 companies with female HR directors in 16 countries shows that while enabling social policy practices are positively associated with strategic integration of female HR directors, related gender-egalitarian attitudes do not have a supporting effect.

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“…Various studies report gender gaps in workplace authority levels (Yaish & Stier, 2009) and suggest that the promotion rates along the authority dimension are lower for women than for men (Hachen, 1990). Job authority is an important career dimension to take into account in studies of gender career gaps because it is somewhat orthogonal to the other career dimensions: some countries, such as Sweden, combine high levels of gender equality in terms of earnings and home responsibilities with a very large gender gap in workplace authority (Rosenfeld, Van Buren, & Kalleberg, 1998). However, the relation between gender, preferences, and job authority is not straightforward because job authority by definition also involves the social aspect of working with other employees.…”

Section: Hypothesis 1bmentioning

confidence: 99%

Do gender differences in career aspirations contribute to sticky floors?

Deschacht

Pauw

Baert

2017

IJM

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Data/methods -We use original data obtained using a survey and a vignette study in which participants had to score the likeliness with which they would accept job offers with different promotion characteristics. Findings -The main findings are that female young professionals have a less pronounced preference for more demanding and less routinary jobs and that this effect is mediated by the greater risk aversion and anticipated gender discrimination among women. No gender differences were found in the relative likeliness to apply for jobs that involve a promotion in terms of job authority. Limitations -The vignette method assumes that artificial settings with low stakes do not bias results. Another limitation follows from the focus on interorganizational promotions among young professionals, which raises the question to what extent the results can be generalized to broader settings.Originality/value -This article contributes to the literature on gender differences in careers by measuring the impact of employee preferences on gender differences in career decisions.

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Gender Differences in Supervisory Authority: Variation among Advanced Industrialized Democracies

Cited by 66 publications

References 17 publications

Comparative Research on Women's Employment

Comparative Research on Women's Employment

The influence of social policy practices and gender egalitarianism on strategic integration of female HR directors

Do gender differences in career aspirations contribute to sticky floors?

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