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Ngo, Hang‐Yue; Foley, Sharon; Wong, Angela Wai Ching; Loi, Raymond

doi:10.1023/a:1024179524538

Cited by 30 publications

(15 citation statements)

References 38 publications

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“…Those authors did not confirm the hypothesis that the size of the organisation, position within the organisation, and length of work experience are relevant to the level of perceived discrimination on grounds of gender in their study. Interestingly, the relationship between company size and the level of perceived horizontal and vertical segregation proved to be the opposite to that assumed in the literature (Ngo et al 2003, Schminke 2001. Namely, it was significantly more frequently observed by employees in large as opposed to small and medium--sized firms.…”

Section: Discussioncontrasting

confidence: 61%

“…Accordingly, the second research hypothesis (H2) was positively verified. Other results were reported by Ngo et al (2003). Those authors did not confirm the hypothesis that the size of the organisation, position within the organisation, and length of work experience are relevant to the level of perceived discrimination on grounds of gender in their study.…”

Section: Discussionmentioning

confidence: 59%

“…It is also possible to assume the existence of a relationship between organisational tenure and the level of gender discrimination perceived by the employee. The longer the experience, the more gender inequality is noticed, because employees with longer work experience have collected more data (Ngo et al 2003).…”

Section: Characteristics Of the Organisationmentioning

confidence: 99%

“…These include employment discrimination, which prioritises the recruitment of male over female candidates with comparable qualifications and professional characteristics. Another manifestation of discrimination is limiting women's access to training in order to raise professional qualifications, and also the differences in wage and non-wage benefits that exist between men and women working in the same profession and under the same conditions (Ngo et al 2003). Finally, an important manifestation of gender discrimination is horizontal and vertical segregation in the workplace.…”

Section: Introductionmentioning

confidence: 99%

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Determinants of Vertical and Horizontal Gender Segregation in the Workplace in Poland

Kacprzak¹

2014

AOC

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The aim of this article is to analyse factors influencing the level of horizontal and vertical occupational segregation in Poland. The results of qualitative and quantitative surveys conducted among Polish employees are investigated. The data are taken from a project on employee perspectives on corporate social responsibility. Ninety individual depth interviews (IDI) with participants from 22 sectors of the economy and 1000 computer-assisted telephone interviews (CATI) on a representative sample of Polish employees were carried out. A number of variables associated with respondents' socio-demographic status, the characteristics of respondents' organisations, and internalised values and norms, were analysed. The findings suggest that the vast majority of the observed examples of discrimination originate from the cultural values and norms of Polish society, which decision-makers and employees have internalised in the early stages of the socialisation process.

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Section: Discussioncontrasting

confidence: 61%

Section: Discussionmentioning

confidence: 59%

Section: Characteristics Of the Organisationmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Determinants of Vertical and Horizontal Gender Segregation in the Workplace in Poland

Kacprzak¹

2014

AOC

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“…If the main learning objective is to identify and describe the major inequalities observed in work contexts across countries (i.e., content reflection), instructors can design classes drawing from work pointing to antecedents (e.g., Ngo et al, 2003) and consequences (e.g., Arnold et al, 2007) of gender equality. Alternatively, they may consider gender equality as a boundary condition in work-related outcomes (Chen, 2014).…”

Section: Resultsmentioning

confidence: 99%

Gender Equality in International Business Education

Wagstaff

Hadjimarcou

Chanoi

2020

Journal of Management Education

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The United Nations established gender equality as a top priority in its international agenda, and many stakeholders around the world have joined the effort to build a fair playing field for all. Business educators can contribute to this effort by delineating problem areas in gender equality in international business education, uncovering ways to address such problems, and inquiring into the most basic premises we entertain in this quest. Our contribution to this international agenda involves a review of the literature in international business education by focusing on the paradigms that might guide our work on gender equality in the classroom while assessing the content domains addressed and considering the conceptualizations we could use for this task. We map extant knowledge in gender equality in international business education and propose strategies for contributing to the United Nations’ goal of increasing gender equality by 2030. Finally, we discuss our vision for research in teaching and learning on gender equality in business education.

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