Sex Stratification, Technology and Organizational Change: A Longitudinal Case Study of AT&amp;T

Hacker, Sally L.

doi:10.1525/sp.1979.26.5.03a00060

Cited by 17 publications

(12 citation statements)

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“…Socialist-feminism also sheds light on the relationships among notions of comparable worth, the feminization of poverty, and race/ethnicity (Brenner 1991). The sex discrimination suit won against AT&T relied heavily on Hacker's (1979) groundbreaking analysis of the gender and racial dimensions of managerial practices. It is the care with which socialist-feminists underscore the intersections of class, gender, and racial/ ethnic domination that results in powerful-yet nuanced-interpretations of the organization of contemporary institutions and practical struggles to change them.…”

Section: Resultsmentioning

confidence: 99%

Reweaving a Critical Theory: The Socialist-Feminist Contributions

Calasanti¹,

Zajicek²

1993

Rethinking Marxism

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Section: Resultsmentioning

confidence: 99%

Reweaving a Critical Theory: The Socialist-Feminist Contributions

Calasanti¹,

Zajicek²

1993

Rethinking Marxism

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“…Gender differences persist when education, age, seniority, and other relevant characteristics of an employee's current job are statistically controlled. These findings suggest that gender is among the variables that condition how an innovation is perceived, that the gender-specific consequences found in studies of completed innovations (e.g., Cockburn, 1981;Hacker, 1979) may have been anticipated by jobholders, that technological change may exacerbate gender differences in the workplace (operating in part through differential expectations and their effects on receptivity to change), and that efforts to introduce new technology into the workplace should begin by assessing employees' expectations and seeking systematic differences in expectations between categories of workers. THE …”

mentioning

confidence: 85%

Women's and Men's Expectations About the Effects of New Technology at Work

Hackett

Mirvis

Sales

1991

Group & Organization Studies

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This article compares the views of men and women employed in hourly production jobs regarding the effects of an innovation on their working conditions, their organization, and the rewards they receive. Gender differences are found on an array of expectations likely to influence the innovation process, including knowledge of and general attitude toward new technology, job security, safety, learning opportunities, training and technical assistance, and rewards. Gender differences persist when education, age, seniority, and relevant characteristics of an employee's current job are controlled.

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“…(See National Research Council 1987 for a recent discussion of these issues. See also Donoto and Roos 1985; Feldberg and Glenn 1983; Gutek and Bikson 1985;Hacker 1982;Kraft 1987; Kraft and Dubnoff 1986;Lockheed 1985; Marschall and Gregory 1983;Menzies 1981;Simons 1981;Strober and Arbold 1984;Werneke 1983; Working Women's Education Fund 1980.) Studies of earlier &dquo;new technologies&dquo; have shown that since majorities of men and women work in different occupations, and since new technologies affect workers in various occupations quite differently, the same technological change can have widely disparate consequences for women and men.…”

Section: Social Science Issuesmentioning

confidence: 99%

“…Micro-level effects on particular workplaces or occupations are quite different from macrolevel effects. Only studies of the latter take into account the so-called compensating effects of job gains in other firms, localities, or occupations than the ones originally affected by job loss (Hacker 1982;Cawkell 1986).…”

Section: Employmentmentioning

confidence: 99%

Office Automation, Gender, and Change: An Analysis of the Management Literature

Kraft

Siegenthaler

1989

Science, Technology, & Human Values

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This study examines the consequences of computerization for women who do information work. Syntheses of research findings from both the general social science literature and the business and management periodical literature are compared with each other. The two bodies of research results converge with respect to employment consequences and shifts in work, but differ markedly when it comes to control of the labor process and training. In contrast to social scientists, management researchers pay scant attention to differential gender effects of microcomputer deployment. Similarities and differences between the two research traditions show that social science and business research, if combined, yield a better understanding of the changes prompted by new information technology.This article deals with women who do information work and the ways they have been affected by the adoption of computers. Information work-that is, work intended to produce information rather than goods or noninformation services-is the fastest growing form of work in the United States. It has grown from less than 2% of all workers in 1800 to about 50% in 1986 (Beniger 1986;Kraft 1987). This transformation has been particularly important for women. It has been a major impetus for women's entry into the labor force. In 1986, about 60% of women in the labor force did information work (Kraft 1987).Computers, which are primarily information processors, make possible the automation of this work. There has been much concern in the social science literature as to how computerization will change information work, especially with the widespread adoption of microcomputers, starting in the early 1980s. Most attention has been paid

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Sex Stratification, Technology and Organizational Change: A Longitudinal Case Study of AT&T

Cited by 17 publications

References 0 publications

Reweaving a Critical Theory: The Socialist-Feminist Contributions

Reweaving a Critical Theory: The Socialist-Feminist Contributions

Women's and Men's Expectations About the Effects of New Technology at Work

Office Automation, Gender, and Change: An Analysis of the Management Literature

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