Review Article: Looking Back, Looking Forward. Mapping the Gendered Theories,                Voices, and Politics of Organization

Townsley, Nikki C.

doi:10.1177/13505084030103020

Cited by 30 publications

(21 citation statements)

References 62 publications

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“…Thus, rather than talking of a unified women's standpoint, there needs to be a recognition of different standpoints and for a much more contextually grounded knowledge. This challenge to the collective woman has profound implications for an identity politics, where the loss of the subject of womanhood has consequences for the ability to speak about and for women, undermining and diluting the feminist political project (Townsley, 2003). Similar tensions can be noted within orthodox labour process theory in the need to move beyond representations of the essentialist worker.…”

Section: Feminist Theory and Resistancementioning

confidence: 95%

What Have the Feminists Done for Us? Feminist Theory and Organizational Resistance

2005

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In developing our understandings of resistance, both organization theorists and feminist theorists have struggled with issues of the subject and object of resistance. In particular, attention has been focussed on an adequate theorizing of resistance that can offer a detailed and varied understanding of the different motivations of individuals and groups to transform dominant norms. This article draws on the tensions and debates within feminist theory, to argue that feminist theory problematizes but ultimately enriches and revitalizes conceptualizations of resistance within organization studies. The article focuses on three tensions within resistance studies, namely the subject of resistance, what 'counts' as resistance, and when resistance counts. The article illustrates how feminist theory has worked through these tensions in maintaining a practical politics of change and transformation whilst avoiding the problems of universalism, essentialism and privilege. Feminism, in attending to these tensions, offers a contingent politics of constant vigilance within power relations.

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Section: Feminist Theory and Resistancementioning

confidence: 95%

What Have the Feminists Done for Us? Feminist Theory and Organizational Resistance

2005

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“…Since Acker (1990) famously coined the term 'the gendered organization', it has been productively considered in relation to significant problems such as sexual harassment (Rogers and Henson, 1997), sex in/equality (Acker, 2011), the gender pay-gap (Misra and MurayClose, 2014), gendered hierarchy (Murray and Syed, 2009), gendered power relations (Townsley, 2003), and male-dominated work cultures (Dellinger, 2002). The importance of these problems is undeniable, not the least in terms of how they impinge on individuals' everyday lives in organizations.…”

Section: Prologuementioning

confidence: 99%

Affective politics in gendered organizations: Affirmative notes on becoming-woman

2017

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Current approaches to the study of affective relations are over-determined in a way that ignores their radicality, yet abstracted to such an extent that the corporeality and differentially lived experience of power and resistance is neglected. To radicalize the potential of everyday affects, this paper calls for an intensification of corporeality in affect research. We do this by exploring the affective trajectory of 'becoming-woman' as introduced by. Deleuze and Guattari. Becoming-woman is a process of gendered deterritorialization and a specific variation on becoming-minoritarian. Rather than a reference to empirical women, becomingwoman is a necessary force of critique against the phallogocentric powers that shape and constrain working lives in gendered organizations. Whereas extant research on gendered organizations tends to focus on the overwhelming power of oppressive gender structures, engaging with becoming-woman releases affective flows and possibilities that contest and transgress the increasingly subtle and confusing ways in which the gendered organizations affect people at work. Through becoming-woman an affective and affirmative politics capable of resisting the effects of gendered organization becomes possible. This serves to further challenge gendered oppression in organizations, and to affirm a life beyond the harsh limits that gender can impose.

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“…Many studies of volunteers focus on the organization's needs (Adams & Shepard, 1996), specifi cally the predictive demographic characteristics of volunteers (Cnaan & Cascio, 1999) such as age group (Omoto, Snyder, & Martino, 2000), income level (Freeman, 1997), education (McPherson & Rotolo, 1996), and marital status (Wilson, 2000). Although helpful, such demographic categorizations tend to reduce volunteers to material resources (Townsley, 2003) and do little to elucidate the processes by which volunteers construct their identity through the organization and promote the organization's mission through further commitment and recruitment of other prospective volunteers.…”

Section: Motivationmentioning

confidence: 99%

Vectors of volunteerism: Correlates of volunteer retention, recruitment, and job satisfaction

Dwiggins-Beeler

Spitzberg

Roesch

2011

J Psych Issues Organ Cult

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Volunteers are a rapidly growing segment of the workforce population, contributing both time and resources to the success of many organizations. Utilizing quantitative data from a survey, this study fi rst develops a theoretical model of nonprofi t volunteer participation and satisfaction and tests this model through structural equation modeling. The data derive from over 250 volunteers of a nonprofi t organization located in a large southwestern urban area. Specifi cally, this study investigates the relationship of volunteer motivation, organizational communication, and structural barriers with job satisfaction, intent to remain with the organization, and intent to engage in volunteer-initiated recruitment. A slightly modifi ed model derived from the theorized model received support. Motivation predicted satisfaction with organizational communication, which in turn predicted perceived barriers, job satisfaction, commitment, and intentions to recruit others. Implications are examined both for the theory of organizational communication and the recruitment of volunteers for nonprofi t organizations.A ccording to data reviewed by the Corporation for National and Community Service (2010), more than 63 million Americans contribute more than 8 billion service hours, amounting to almost $170 billion of economic value to the country. Additionally, more than 70% of volunteers are associated with an organization (Bureau of Labor Statistics [BLS], 2010). Despite the economy's reliance on volunteers, researchers are still trying to identify generally accepted predictive factors of volunteerism. Paid workers and volunteers share some similarities, but it is unreasonable to assume their motivation and organizational communication are identical. Part of the problem is that volunteers by defi nition are a dynamic group with a varied level of organizational involvement; therefore, it is diffi cult to generalize a consistent set of characteristics (Cnaan & Amrofell, 1994). In contrast to paid workers, volunteers are less typically motivated by extrinsic rewards such as fi nancial incentives, promotions, or benefi ts; instead, they are more likely motivated by intrinsic rewards such as personal fulfi llment (Ashcraft & Kedrowicz, 2002). Th is study seeks to gain a deeper understanding of volunteer organizational involvement by developing and testing a theoretical model of volunteer communicative participation. 23A volunteer is someone who chooses "to act in recognition of a need, with an attitude of social responsibility and without concern for monetary profi t, going beyond one's basic obligations" (Ellis & Noyes, 1990, p. 4). Volunteering is an individual's choice to act for the benefi t of others (Cnaan & Goldberg-Glen, 1991). Volunteers spend discretionary time assisting with work associated with a cause or a community in need. Th e volunteer is often intrinsically rewarded through such intangible objectives as building social networks, personal development, a sense of accomplishment, self-effi cacy, prospective job off ers, ...

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Review Article: Looking Back, Looking Forward. Mapping the Gendered Theories, Voices, and Politics of Organization

Cited by 30 publications

References 62 publications

What Have the Feminists Done for Us? Feminist Theory and Organizational Resistance

What Have the Feminists Done for Us? Feminist Theory and Organizational Resistance

Affective politics in gendered organizations: Affirmative notes on becoming-woman

Vectors of volunteerism: Correlates of volunteer retention, recruitment, and job satisfaction

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