Organizational Commitment over the Gendered Life Course at a<scp>M</scp>exican Company

Brumley, Krista M.

doi:10.1111/soin.12041

Cited by 5 publications

(8 citation statements)

References 58 publications

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“…However, new norms collided with deeply embedded paternalistic practices. Neoliberal transformation fostered policy change so women could combine work and family, even gaining on-site day care (Brumley 2014a). Loyal, deferential employees did not challenge those in higher positions.…”

Section: Resultsmentioning

confidence: 99%

The Gendered Ideal Worker Narrative

Brumley

2014

Gender & Society

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Wayne state university, usaWorkplaces have transformed over the past decades in response to global forces. this case study of a mexican-owned multinational corporation compares employee perceptions of a new work culture required to confront these demands. employees are expected to work long hours and to produce results, obtain the right skills and knowledge, and exhibit proactivity. Drawing on extensive qualitative data, this article theorizes what the expectations mean for women and men employees. the competitive culture reinforces inequality because expectations are grounded in the gendered "ideal worker" narrative. However, tensions ensue for the company that is partly characterized by paternalism yet requires a competitive work culture. the study uncovers a hybrid organizational logic with gendered assumptions undergirding a hidden inequality as professional women navigate the emergence of the glass ceiling in the global south.

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Section: Resultsmentioning

confidence: 99%

The Gendered Ideal Worker Narrative

Brumley

2014

Gender & Society

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“…Recognizing some negative views, one employee stressed, 'it is not indoctrination, but a way of being; it is not negative, but has a positive influence on your work life, and it translates into other parts of your life.' The retention of benefits as BevMex transformed and the reversal of the restrictive work policy for women that granted them access to the family-supportive benefits, albeit uneven in practice, bolstered the positive view (Brumley, 2014a). This article is limited to the positive framings of management actions to unravel how their response to non-work activities fostered employee commitment.…”

Section: Discussionmentioning

confidence: 99%

“…Workplace cultural views on women's and men's work and family roles also affect work experiences and create divergent commitment outcomes. Employers and coworkers may perceive women as less committed rather than recognize how differential access to work-family policies hinders work-family balance (Brumley, 2014a;Swanberg, 2004).…”

Section: Organizational Commitmentmentioning

confidence: 99%

‘You care for your work; I'll care for your family’: perceptions of paternalistic managerial actions and employee commitment in Mexico

Brumley

2014

Community, Work & Family

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This study focuses on paternalism as a managerial strategy to foster employee commitment. Using in-depth, qualitative interviews during extended fieldwork at a Mexican multinational company, I examine employee perceptions of managerial actions within the context of workplace transformation. Employees perceived management as caring toward them and their families and characterized the workplace as a considerate and respectful environment. Employees interpreted managerial actions positively because a company cooperative provided family-supportive policies and cultivated a family-supportive culture, even after workplace transformation. Rather than disrupt the paternalistic practices, management combined them with the new strategic management practices. In exchange, employees were committed to the organization as evidenced by expressions of loyalty, pride, and appreciation. With its focus on how a specific family-supportive setting matters in the global south, this study extends the research on managerial strategies to promote employee commitment.Este estudio se enfoca en el paternalismo como estrategia administrativa para fomentar el compromiso de los empleados. A través de entrevistas cualitativas profundas durante un extenso trabajo de campo en una compañía multinacional mexicana, examino las percepciones de las acciones administrativas dentro del contexto de la transformación del lugar de trabajo. Los empleados señalaron que la compañía se preocupa por ellos y sus familias y destacaron que el entorno laboral es de respeto y camaradería. Asimismo, consideraron que las acciones de la empresa son positivas porque las políticas de la compañía fomentan la cultura de apoyo a la familia, incluso después de los cambios en el lugar de trabajo. Por su parte, la compañía no abandonó las prácticas paternalistas, sino que las combinó con los nuevos enfoques estratégicos de administración. A cambio, los empleados se comprometieron con la organización, como lo evidencian las expresiones de lealtad, orgullo y agradecimiento. Al centrarse en la importancia que tiene la familia en las empresas en países como México, este estudio amplía la investigación sobre estrategias administrativas para promover el compromiso de los empleados.

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“…Various aspects of the organizational climate have also been found to affect OC in MNCs. For example, Brumley (2014) found that a family-friendly or career-friendly climate was positively related to employees' OC. Cullen et al (2003) found that while a benevolent ethical climate in an MNC was positively related to OC, an egoistic climate was negatively related to OC.…”

Section: Organizational Antecedentsmentioning

confidence: 99%

Organizational commitment in the context of multinational corporations: a critical review and directions for future research

Presbitero

Newman

et al. 2018

The International Journal of Human Resource Management

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The antecedents and outcomes of organizational commitment (OC) have been studied extensively over the last three decades. While the majority of research has focused on the OC of employees working in organizations based in a single country or region, studies have also emerged examining the OC of employees working in multinational corporations (MNCs). However, there has been no attempt to comprehensively review and synthesize the literature in this area, limiting our understanding on how to effectively manage OC in MNCs. The present study conducts a systematic review of empirical literature on OC in the MNC context. We review literature on the theoretical foundations, antecedents and outcomes of OC in MNCs, and evaluate empirical papers that expand our understanding of the nomological network of constructs to which OC is related in the MNC context. Building on the review, we then present a future research agenda, which targets opportunities for empirical and theoretical advancement of research on OC in the MNC setting.

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Organizational Commitment over the Gendered Life Course at aMexican Company

Cited by 5 publications

References 58 publications

The Gendered Ideal Worker Narrative

The Gendered Ideal Worker Narrative

‘You care for your work; I'll care for your family’: perceptions of paternalistic managerial actions and employee commitment in Mexico

Organizational commitment in the context of multinational corporations: a critical review and directions for future research

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