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

Hultin, Mia

doi:10.1177/000169939804100201

Cited by 16 publications

(13 citation statements)

References 29 publications

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“…The effects of human capital variables on authority are more pronounced among blacks than whites (Kluegel 1978, Mueller et al 1989, Wilson 1997b, Smith 2001. Women in Sweden have to have more work experience than men to receive similar authority rewards (Hutlin 1996(Hutlin , 1998, and women in the United States achieved much less authority than men with similar schooling and experience (Wolf & Fligstein 1979a,b, Halaby 1979, McGuire & Reskin 1993.…”

Section: Micro Theories (Individual Level)mentioning

confidence: 99%

Race, Gender, and Authority in the Workplace: Theory and Research

2002

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This chapter surveys sociological approaches to the study of job authority, including theoretical foundations, measurement, and emergence as an important dimension of social inequality. The focus here is mainly on studies of race and gender differences in the determinants of authority and the consequences of race and gender differences in authority for income. Despite significant advancements in the overall socioeconomic status of minorities and working women, race and gender remain important impediments to their attainment of authority. This pattern, which is consistent and robust in state-level, national, cross-national, and cross-temporal studies, is sustained net of an incumbent's human capital investments and structural location within and between several economic units. Following a review of the predominant explanations for gender and racial disparities in job authority is the conclusion that the most promising explanations for persistent racial and gender disparities in authority concern the racial and gender demography of the workplace and the tendency on the part of authority elites to reproduce themselves through both exclusionary and inclusionary processes. Suggestions for future research include additional delineation of these processes based on samples of multiple racial/ethnic groups of men and women and studies that synthesize quantitative and qualitative approaches to understanding the effects of employer and employee attitudes/preferences and practices on the authority attainment process.

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Section: Micro Theories (Individual Level)mentioning

confidence: 99%

Race, Gender, and Authority in the Workplace: Theory and Research

2002

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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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“…1. Of course, hierarchical inequality occurs both within and 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: Notesmentioning

confidence: 99%

Deciphering Sex Segregation

Charles

2003

Acta Sociologica

132

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In recent decades, scholars and policy-makers have devoted increasing attention to the uneven distribution of women and men across occupations (i.e. 'occupational sex segregation'). Underlying the growing interest is a longstanding commitment to improving women's economic status, combined with mounting evidence that gender-typical employment has deleterious economic consequences for women (e.g. Birkelund, 1992; England, 1992; Cotter et al., 1997; Jacobs, 2003). Invoking universalistic ideals and citing a 'wastage' of female humancapital resources, feminist interest groups, national governments, and international organizations of all sorts have developed countless programs and initiatives aimed at integrating women into traditionally male domains (see, e.g., Ramirez, 1987; Berkovitch, 1999; Bradley and Charles, forthcoming). Against this social and cultural backdrop, it is not surprising that scholars tend to treat occupational sex segregation as a generic indicator of gender inequality in the labor market and that they typically adopt a modernist, evolutionary paradigm when considering variability in sex segregation across time and space. Segregation is accordingly conceptualized in unidimensional terms, as a quantity that rises or falls depending upon the level of social or cultural modernity in any given national or historical context. In comparative studies, this evolutionary understanding is reflected in the widespread use of summary sex-segregation indices, with historical change in these index values (or the ACTA SOCIOLOGICA 2003

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

Cited by 16 publications

References 29 publications

Race, Gender, and Authority in the Workplace: Theory and Research

Race, Gender, and Authority in the Workplace: Theory and Research

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

Deciphering Sex Segregation

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