Gender Differences in Workplace Authority: Discrimination and the Role of Organizational Leaders

Hultin, Mia

doi:10.1080/00016999850080122

Cited by 8 publications

(6 citation statements)

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“…This variable ranges from -0.96 to 0.94, where a high score indicates overrepresentation of female managers and a low score underrepresentation. The mean of this variable is -0.157, which corroborates the well-known underrepresentation of women in authority positions in Swedish workplaces (see Hultin, 1998).…”

Section: Methodssupporting

confidence: 74%

Mechanisms of Organizational Sex Segregation

Bygren¹,

Kumlin

2005

Work and Occupations

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This study examines the process underlying sex segregation at the organizational level by focusing on the process through which organizations renew their workforce. The authors used a sample of 1,460 Swedish workplaces that recruited 75,261 employees during the period 1991 to 1995. The results indicate that the most important factor in reproducing segregation at the organizational level is sex segregation in the occupations from which organizations recruit their personnel. Organizations' sex composition is to a very high degree determined by the sex composition of the occupations they employ. In addition, large organizations and expanding organizations tend to make more sex-atypical recruitments compared with other organizations.

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Section: Methodssupporting

confidence: 74%

Mechanisms of Organizational Sex Segregation

Bygren¹,

Kumlin

2005

Work and Occupations

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“…across occupations (see, e.g., Kalleberg and Reskin (1994) and Hultin (1998) on gender differences in workplace authority). This article focuses on the latter.…”

Section: Of Course Hierarchical Inequality Occurs Both Within Andmentioning

confidence: 98%

Deciphering Sex Segregation: Vertical and Horizontal Inequalities in Ten National Labor Markets

Charles

2003

acta sociol

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Scholars and policy-makers increasingly treat occupational sex segregation as a generic indicator of female economic disadvantage. This view is difficult to reconcile with evidence that levels of sex segregation are lower in reputably 'gender-traditional' countries such as Italy, Japan, and Portugal than in 'progressive' Sweden and the United States. Understanding such seemingly anomalous patterns requires a two-dimensional conceptualization of occupational sex segregation -in particular, an analytical distinction between vertical and horizontal gender inequalities. Based on data from 10 industrialized countries, claims regarding (1) the hybrid nature of sex segregation and (2) the cultural and structural factors that influence its various components are empirically assessed. Results confirm that unequal distributions across the manual-non-manual divide ('horizontal segregation') and status differentials within these sectors ('vertical segregation') together account for a considerable share of occupational gender inequality. Gender-egalitarian cultural norms are associated with lower levels of vertical segregation in the non-manual sector, while postindustrial economic structures coincide with greater horizontal segregation (and more vertical segregation of non-manual occupations). The complex horizontal and vertical dynamics revealed here cast further doubt on unidimensional conceptualizations of sex segregation. They also provide the key for deciphering some long-standing empirical puzzles in the field.

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“…Given that the public sector has a more rigid bureaucratic regulation system (Cf. Gustafsson, 2002; Hansen, 1997) and a larger proportion of women working in this sector compared to the private sector, one may argue that glass‐ceiling effects and discrimination processes are less common in the public sector (Cf. Hultin, 1998: 109; Kanter, 1977; Rosenberg et al , 1996).…”

Section: Theoretical Assumptionsmentioning

confidence: 99%

The Glass Ceiling – Where is it? Women's and Men's Career Prospects in the Private vs. the Public Sector in Sweden 1979–2000

Bihagen¹,

Ohls²

2006

The Sociological Review

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Previous research suggests that women have more limited career opportunities than men. Using Swedish longitudinal data, covering the period between 1979 and 2000, more light is shed on the association between hierarchical levels and differences between men's and women's career opportunities in terms of occupational transitions. The analyses indicate that women face the greatest hinderance to advancement at lower hierarchical levels and that these disadvantages attenuate with higher hierarchical levels. These results contradict the common idea of a glass ceiling, ie that problems for women accrue with increasing hierarchical levels. The findings point to the need for focusing more on gender inequalities at low hierarchical positions although the glass ceiling hypothesis cannot be dismissed altogether. Moreover, the results do not support the view that the gender penalty in careers is larger in the private sector as compared to the public sector.

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Gender Differences in Workplace Authority: Discrimination and the Role of Organizational Leaders

Cited by 8 publications

References 0 publications

Mechanisms of Organizational Sex Segregation

Mechanisms of Organizational Sex Segregation

Deciphering Sex Segregation: Vertical and Horizontal Inequalities in Ten National Labor Markets

The Glass Ceiling – Where is it? Women's and Men's Career Prospects in the Private vs. the Public Sector in Sweden 1979–2000

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