Gender, Interaction, and Inequality in Organizations

Martin, Patricia Yancey

doi:10.1007/978-1-4757-2199-7_9

Cited by 50 publications

(44 citation statements)

References 46 publications

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“…In terms of everyday organizational behaviors, discrimination in male-dominated settings occurs through blatant and subtle stereotyping, questioning of women's competence, sexual harassment, and social isolation (e.g., Collinson, Knights, & Collinson, 1990;Fitzgerald, Drasgow, Hulin, Gelfand, & Magley, 1997;Kanter, 1977;Martin, 1992). Stereotyping can produce its own reality through expectancy confirmation processes that can derail women's performance in the stereotypic domain (Geis, 1993).…”

Section: Prejudice and Discrimination Against Women As Leadersmentioning

confidence: 98%

The female leadership advantage: An evaluation of the evidence

Eagly

Carli

2003

The Leadership Quarterly

1,111

826

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Section: Prejudice and Discrimination Against Women As Leadersmentioning

confidence: 98%

The female leadership advantage: An evaluation of the evidence

Eagly

Carli

2003

The Leadership Quarterly

1,111

826

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“…In terms of everyday organisational behaviour, female leaders are often subjected to discrimination, subtle stereotyping, questions about their competence, sexual harassment and social isolation (Baxter, 2012;Martin, 1992), which can lead to their professional identity being overemphasised (Dezso, Ross & Uribe, 2012;Mayer, 2011). Recent research has shown that particularly Black women seem to have a strong belief that women can be effective leaders (Booysen & Nkomo, 2010).…”

Section: Gender In Organisationsmentioning

confidence: 99%

Perspectives of female leaders on sense of coherence and mental health in an engineering environment

Mayer

Zyl

2013

SA j ind psychol

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Orientation: Positive organisational behaviour impacts strongly on various individual and work-related outcomes. Gender perspectives in this paradigm have not yet been comprehensively researched.Research purpose: This article explores female perspectives on mental health and sense of coherence. The aim is to promote an understanding of gender-related subjective perceptions on mental health and sense of coherence from an emic perspective.Motivation for the study: Limited research exists regarding the perceptions of positive leadership behaviour of female leaders within South African who experience unique challenges within the business environment and remain healthy at the same time.Research design, approach and method: Data from a mixed-method research study are presented, thereby providing insights into quantitative and in-depth qualitative empirical data from 15 female leaders. The study followed a single, embedded case study approach.Main findings: The main findings show that sense of coherence, mental health and gender awareness are connected. Female leaders with a high sense of coherence refer to gender in a positive or neutral way in a male-dominated work environment. The results emphasise individual and social health-promoting strategies in an organisation and the way personal life orientation contributes to individual (mental) health.Practical/managerial implications: Organisations need to focus more on promoting mental health in terms of gender and gender-related positive psychology frames.Contribution/value-add: This study contributes to the literature on gender within the positive organisational behaviour paradigm, presents recommendations for future research and highlights the practical implications for organisations.

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“…Tasks that are gendered outside of work-especially breadwinning and caring of children-are "affirmed and recreated" through organizational practices and ideology (Martin, 1992). Employers assume men are more responsible than women for family income provision and that participation in paid work is their primary life pursuit.…”

mentioning

confidence: 99%