Gender, Power and Organisations

Halford, Susan; Leonard, Pauline

doi:10.1007/978-1-349-91183-7

Cited by 150 publications

(133 citation statements)

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“…This perspective highlights how the role of women and men in the social context are reflected in the organisational context. However, the literature on gender and organisations is divided on whether organisational structures and cultures are gender neutral or not (Halford and Leonard, 2001). It is through these perspectives that it can be debated whether differences in the attitudes of men and women towards (types of) flexible working can narrow without radical change in organisations.…”

Section: Results In the Light Of The Research Frameworkmentioning

confidence: 99%

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Power dynamics in the long‐term development of employee‐friendly flexible working

Nadeem

Hendry²

2003

Women in Management Review

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This paper focuses on the possibilities of the long‐term development of flexible working as a work‐life policy, through understanding the power dynamics between the individual and the organisation. The study presents a framework which summarises the factors influencing the employee‐employer power dynamics, and leads us to the research questions. The methodology involves triangulation in case studies in two organisations based on surveys of representative samples in each organisation (n = 243 and n = 128) and interviews with the management. Findings support the long‐term development of employee‐friendly flexible working. There is a strong desire, and a lack of polarisation of attitudes, among employees for greater flexibility. Certain employee groups with stronger negotiating power have initiated the work‐life debate, but in doing so, they have increased the power of all employees through lowering ideological barriers, and creating knowledge of new possibilities and aspirations. Favourable external pressures and changing business needs also improve the position of employees.

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Section: Results In the Light Of The Research Frameworkmentioning

confidence: 99%

“…Factors which influenced the development of the industrial era of time and its associated structures are changing (Thompson, 1967;Bravermann, 1974;Bridges, 1996;Mulgan and Wilkinson. 1995;Halford and Leonard, 2001;Crompton, 1998;Rapoport et al, 2002).…”

Section: Power/knowledge Of New Possibilities and Aspirationsmentioning

confidence: 99%

Power dynamics in the long‐term development of employee‐friendly flexible working

Nadeem

Hendry²

2003

Women in Management Review

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“…Studies also show that gender is vital in the relationship between work and organizations (Acker 1990;Halford and Leonard 2001;Yu and Kuo 2017). Gender stereotypes (roles) are embedded in organizational structures through the design of workplaces (Acker 1990).…”

Section: Workplace Gender and Employment Schedulesmentioning

confidence: 99%

Gender Still Matters: Effects of Workplace Discrimination on Employment Schedules of Young Professionals

Plickert

Sterling

2017

Laws

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Abstract:The influx of women into the legal profession has significantly changed the landscape of legal practice. Women lawyers today no longer face the challenges to entering the legal profession they encountered thirty years ago. However, despite these advancements, research continues to demonstrate that there are still gender-based issues women have to face in the legal workplace. Among these issues to date are the difficulties in combining responsibilities of work with responsibilities of families and children that underpin women's employment and earning disadvantages. Using survey data from a national representative U.S. panel study of lawyers, we examine how work schedules, comparing full-time to part-time work, vary by personal disposition and workplace characteristics. Drawing from prominent explanations of gender inequality in the legal profession, we focus on inquiries of commitment to work, performance, ideal worker expectations, practice settings, and job satisfaction among dimensions of workplace characteristics and examine their effects on women and men lawyers' work schedules. Logistic regression results show that work schedules significantly vary by gender, parental role, and experience of workplace discrimination. We find that, although all parents experience types of discrimination, there are still major differences in work schedules between mothers and fathers. Our study adds to the gender debate of employment and organizations by examining quantitatively experiences of workplace discrimination.

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“…The literature has traditionally posited certain traits and capabilities for entrepreneurial success (and indeed successful leadership) as being typically associated with men (Halford, and Leonard 2001;Jones 2012;Marlow, and Strange 1994), with females positioned as having less capability in these areas. However, the empirical evidence so far has not been conclusive (Appelbaum, Audet, and Miller 2003).…”

Section: Gender and Entrepreneurial Leadershipmentioning

confidence: 99%

The Role of Competencies in Shaping the Leadership Style of Female Entrepreneurs: The Case of North West of England, Yorkshire, and North Wales

Bamiatzi¹,

Jones

Mitchelmore

et al. 2015

Journal of Small Business Management

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This study investigates linkages between personal competencies and leadership style among female small and micro business owners. Although prior research suggests that leadership style is shaped according to a leader's traits and abilities, few empirical studies corroborate this, particularly among female owners. Using survey data from the North West of England, Yorkshire, and North Wales, we reveal that transformational leadership style is the most dominant style adopted, and it is linked to perceived human and personal competencies as well as entrepreneurial competencies.

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Gender, Power and Organisations

Cited by 150 publications

References 0 publications

Power dynamics in the long‐term development of employee‐friendly flexible working

Power dynamics in the long‐term development of employee‐friendly flexible working

Gender Still Matters: Effects of Workplace Discrimination on Employment Schedules of Young Professionals

The Role of Competencies in Shaping the Leadership Style of Female Entrepreneurs: The Case of North West of England, Yorkshire, and North Wales

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