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Journal articles on the topic 'Male-dominated organization'
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Dubbelt, Lonneke, Sonja Rispens, and Evangelia Demerouti. "Gender discrimination and job characteristics." Career Development International 21, no. 3 (June 13, 2016): 230–45. http://dx.doi.org/10.1108/cdi-10-2015-0136.
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Purpose – The purpose of this paper is to examine the relationship between gender discrimination and the perceived job demands and job resources of women and men. This is important because it may provide insight into what factors contribute to women’s disadvantaged position at work. Design/methodology/approach – Two cross-sectional studies were conducted, Study 1 in a male-dominated organization and Study 2 in a gender-balanced organization. Findings – The results showed that in both organizations, gender discrimination was positively associated with women’s job demands and negatively associated with their job resources. Additionally, in the male-dominated organization the perceived gender discrimination was also negatively associated with men’s job resources. Overall, the results were more consistent across the two organizations for women’s job resources. Originality/value – This paper links gender literature with the job demands-resources model to translate gender discrimination into quantifiable job characteristics and may provide alternative explanations for previous found gender differences in well-being and career success.
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Britton, Dana M. "Cat Fights and Gang Fights: Preference for Work in a Male-Dominated Organization." Sociological Quarterly 40, no. 3 (August 1999): 455–74. http://dx.doi.org/10.1111/j.1533-8525.1999.tb01729.x.
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Kim, Hye Kyoung, and Young Hyung Kim. "Work-life conflict of married and childless single female workers." International Journal of Manpower 38, no. 8 (November 6, 2017): 1157–70. http://dx.doi.org/10.1108/ijm-06-2015-0089.
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Purpose The purpose of this paper is threefold: to examine differences in the level of work-life conflict (WLC) experienced by married female workers and childless single female workers, to investigate the difference in the level of commitment to the organization between married female workers and childless single female workers, and to explore the relationship between WLC and organizational commitment and the moderating role of mentoring support in the relationship between WLC and the female workers’ organizational commitment in a highly male-dominated culture. Design/methodology/approach Four hypotheses developed based on a review of the literature were tested using t-tests, a linear regression analysis, and hierarchical moderated regressions. Findings First, no significant differences were found in the level of WLC and the organizational commitment of married and childless single female workers. Second, WLC was negatively related to organizational commitment. Finally, the results showed that mentoring support mitigated the negative effect of WLC on organizational commitment. Originality/value The significance of this study includes its investigation of the perceptual differences in WLC and organizational commitment between married and childless single female workers in a highly male-dominated culture. In addition, this study helps readers better understand childless single female workers’ WLC in a highly male-dominant culture.
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Fielding-Lloyd, Beth, and Lindsey Mean. "Women Training to Coach a Men’s Sport." Communication & Sport 4, no. 4 (July 24, 2016): 401–23. http://dx.doi.org/10.1177/2167479515588720.
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Despite increasing female participation in English football (aka soccer), the sport remains rooted in the values and discursive practices of orthodox masculinity. This is exemplified by the English Football Association (FA), which has been criticized for its ineffective responses to addressing the inclusion and progression of women as players and workers within the organization. Female membership in male-dominated organizations is not readily achieved, given the dominance of masculinist discourses and the risks of overtly challenging these. In this study, we explored the discursive management of gendered and/or footballing identities from interviews with participants in an English regional FA’s women-only football coach education program. All of the participants described the peripheral positioning of women in English football. Analysis identified evidence of both collaboration with and resistance to the dominant masculinist discourses in the accounts of their experiences in football, while also reproducing the most valued footballing identities and knowledge as male. We connect this to the complexities of negotiating and managing gendered identities for women in male-dominated organizations. All of the participants described the value and benefits of women-only coach education and the majority noted they would prefer women-only coach education in future.
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Christie, Nancy. "Young Men and the Creation of Civic Christianity in Urban Methodist Churches, 1880-1914." Journal of the Canadian Historical Association 17, no. 1 (July 23, 2007): 79–105. http://dx.doi.org/10.7202/016103ar.
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Abstract This article examines the formation and discourse of the Epworth League, established by the Methodist Church as a lay organization intended to keep adolescent boys in the church. While the Epworth League was ostensibly open to both men and women, its real aim was to masculinize a church which was perceived to be dominated by a female membership and female-led organizations. This article explores when and how this construction of youthful piety became embedded within Methodism and the impact it had on the shape of church governance. Moreover, it argues that social Christianity, which gained a foothold through the mechanism of the League was an essentially male-gendered discourse.
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Macneil, Johanna, and Ziheng Liu. "The role of organizational learning in soft regulation of workplace gender equality." Employee Relations 39, no. 3 (April 3, 2017): 317–34. http://dx.doi.org/10.1108/er-01-2016-0022.
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Purpose The purpose of this paper is to explain progress, or the lack of it, in achieving workplace gender equality goals prescribed by affirmative action regulation by using concepts from soft regulation and organizational learning. Design/methodology/approach The research design is a longitudinal study (2002-2012) of a critical case, that of a single large organization in the male-dominated steel manufacturing, distribution and mining industries. The case focusses on the evidence about organizational learning to be found in that organization’s reports to government on its activities to promote workplace gender equality. Findings While other factors play a role, the apparent failure of the soft regulation to generate a significant shift in gender equality outcomes may also be attributed to ineffective organizational learning, demonstrated by the absence of systematic reflection within the organization on how to improve workplace gender equality, and the lack of firm targets and external benchmarking. Research limitations/implications Self-reported data may be overstated or incomplete. More research is needed to confirm the nature of the specific learning processes occurring within organizations. Practical implications Absent the advent of hard sanctions in workplace gender equality regulation, the responsible government agencies may find it valuable to focus on ways to encourage target organizations to develop competence in organizational learning. Social implications More effective gender equality regulation may change organizational policy and practice and improve work opportunities for women. Originality/value Rather than concluding that the only alternative, when soft regulation is unsuccessful, is hard regulation, this paper shifts the focus to ways that soft regulatory processes might be improved to strengthen their effect.
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Ruihley, Brody J., and Heidi Grappendorf. "Recruiting Women to a Male-Dominated Activity: A Case Study of Women’s Nonparticipation in Fantasy Sport." Case Studies in Sport Management 10, no. 1 (January 1, 2021): 20–24. http://dx.doi.org/10.1123/cssm.2021-0015.
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Fantasy Sports Collection, Inc. (FSC) is a fantasy sport organization offering fantasy play since 2005. Having plateaued in consumer growth, FSC is faced with difficult financial decisions. In a brainstorming session regarding new initiatives, Molly Brinkmeyer suggested an idea to purposefully market to and recruit more women to preestablished offerings. Molly’s reasons driving this idea were the fact that only 14% of their consumers were women and, after an evaluation of FSC’s marketing campaigns, employees of FSC quickly saw that advertisements were overtly produced for men. FSC’s management team felt that this was an idea worth pursuing. They charged Molly with acquiring information about women’s fantasy sport participation and gave her a 3-week window to learn more and report back. She found that women’s top perceptions of the activity were that: (a) the activity was time consuming; (b) the activity required research, surveillance, and information; (c) they had no interest or understanding of it; (d) they felt the activity was too competitive; (e) they thought it wasn’t real; and (f) they still had a positive opinion of fantasy sport. With this new information, marketing decisions could now be made to address existing concerns by women regarding fantasy sport participation.
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Mügge, Liza. "Women in Transnational Migrant Activism: Supporting Social Justice Claims of Homeland Political Organizations." Studies in Social Justice 7, no. 1 (November 19, 2012): 65–81. http://dx.doi.org/10.26522/ssj.v7i1.1055.
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This article studies the conceptions of social justice of women active in transnational migrant politics over a period of roughly 20 years in the Netherlands. The novel focus on migrant women reveals that transnational politics is almost completely male-dominated and -directed. Two of the exceptions found in this article include a leftist and a Kurdish women organization supporting the communist cause in the 1980s and the Kurdish struggle in the 1990s in Turkey, respectively. In both organizations gender equality was subordinated to broader ideologies of political parties in their homeland. Leftist activists in the cold war era supported a narrow definition of the "politics of redistribution," while and Kurdish activists, combined classical features of the latter with those of traditional identity politics.
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Pape, Madeleine. "Gender Segregation and Trajectories of Organizational Change: The Underrepresentation of Women in Sports Leadership." Gender & Society 34, no. 1 (August 13, 2019): 81–105. http://dx.doi.org/10.1177/0891243219867914.
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This article offers an account of organizational change to explain why women leaders are underrepresented compared to women athletes in many sports organizations. I distinguish between accommodation and transformation as forms of change: the former includes women without challenging binary constructions of gender, the latter transforms an organization’s gendered logic. Through a case study of the International Olympic Committee from 1967-1995, I trace how the organization came to define gender equity primarily in terms of accommodating women’s segregated athletic participation. Key to this was the construction of women’s bodies as athletically able but inferior to men, an arrangement formalized in codified rules and procedures and legitimized by external stakeholders. Defined in these terms, gender equity did little to transform the organization’s binary and hierarchically gendered logic, which continued to shape the informal norms and procedures associated with the organization’s allegedly gender-neutral and meritocratic yet male-dominated leadership. I argue that the exclusion of women from ostensibly gender-integrated leadership positions allows organizations to avoid revealing gender similarity between men and women. This maintains a logic underpinned by notions of binary gender difference and masculine superiority.
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Jain, Ajay K., and Sherry Sullivan. "An examination of the relationship between careerism and organizational commitment, satisfaction, and performance." Personnel Review 49, no. 8 (December 18, 2019): 1553–71. http://dx.doi.org/10.1108/pr-05-2019-0280.
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Purpose Using psychological contract theory as its foundation, the purpose of this paper is to examine the important, but under-explored, relationship between careerism and organizational attitudes among workers in India. Design/methodology/approach In total, 250 middle-level executives, working in six manufacturing plants of motorbike companies located in Northern India, were surveyed. Findings As hypothesized, careerism was found to be negatively related to affective commitment, organization satisfaction and perceived organizational performance. Contrary to expectations, however, careerism was positively related to continuance and normative commitment. Research limitations/implications The study is based on a cross-sectional survey. Also, because the motorbike industry is male dominated, all the executives surveyed are men. Practical implications Despite concerns that employees with more transactional relationships with their employers are no longer loyal to their organizations, this study demonstrates that Indian employees with a higher careerism also have higher levels of normative and continuance organizational commitment. Originality/value Prior research has produced conflicting results as to whether employees with more careerist, transactional psychological contracts with their employers have more negative organizational attitudes. This study contributes to research on psychological contract theory and careerism in today’s turbulent career landscape while also answering calls to examine the generalizability of western theories of careers in non-western countries.
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Karubian, Jordan. "The Social Organization and Mating System of the Striated Grasswren." Condor 103, no. 2 (May 1, 2001): 412–17. http://dx.doi.org/10.1093/condor/103.2.412.
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Abstract This paper summarizes the breeding biology, social organization, and mating system of the Striated Grasswren (Amytornis striatus), a member of one of the least-known genera of Australian passerines, the grasswrens. I studied 18 color-banded groups and 14 nests in South Australia for one breeding season in 1996. Mean territory size was 3.0 ha, and territories consisted of sandy dunes dominated by spinifex (Triodea irritans). This apparent dependency on mature spinifex, coupled with poor dispersal ability, suggests that the Striated Grasswren is particularly susceptible to habitat destruction. Most groups consisted of socially monogamous pairs, mean group size was 2.1 adults, and the adult sex ratio was 0.95 (males:females). The average clutch size was 2.2 ± 0.4 eggs and an average of 1.1 ± 1.1 young fledged per nesting effort. A male and a female provided similar amounts of parental care at a single nest. Cloacal protuberance size and amount of sperm collected did not suggest intense sperm competition among males.
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Schoenherr, Jordan Richard, and Raelyne L. Dopko. "Heterarchical social organizations and relational models: Understanding gender biases in psychological science." Theory & Psychology 29, no. 2 (February 22, 2019): 258–81. http://dx.doi.org/10.1177/0959354318825307.
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In the present study, we sought to explain changes in the proportion of men and women working within North American psychological science in terms of a heterarchical social organization defined by norms and conventions of society, the structure of higher-education institutions, as well as scientific communities. Using archival records from psychology within the U.S., we found that the demographic shift from male-dominated to female-dominated reflects an asymptotic relationship that has been established in the last two decades. An examination of three potential indicators of status (PhD department appointments, general science awards, and scientific awards in psychology) did not indicate a similar trend compared to the ascension of women within psychological science. We believe that this reflects a heterarchical structure: disparate criteria were used to assign women’s status in the social networks of academic institutions and scientific research. Moreover, we also claim that the increase in the number of women and “female-associated” topics has resulted in a general change in the status of psychology.
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Spalter-Roth, Roberta, Jean H. Shin, Jason A. Smith, Amber C. Kalb, Kyle K. Moore, Ismael Cid-Martinez, and Jermaine Toney. "“Raced” Organizations and the Academic Success of Underrepresented Minority Faculty Members in Sociology." Sociology of Race and Ethnicity 5, no. 2 (November 1, 2018): 261–77. http://dx.doi.org/10.1177/2332649218807951.
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The purpose of this research is to determine whether participating in “raced” organizations benefits underrepresented minority (URM) faculty members in their quest for tenure and promotion to associate professor of sociology. Raced organizations such as historically black colleges and universities began as segregated institutions because black students and faculty members were prevented from attending or working at white-dominated institutions. Over time, raced organizations developed within the white-dominated institutions and were often created in opposition to white or “mainstream” sociology. Latina/o organizations (including Hispanic-serving institutions) started years after organizations for black scholars and have followed a similar pattern and purpose. Although historically white institutions no longer legally segregate URM organizations and activities, these organizations and activities often remain marginalized and devalued. The authors examine the relationship of participating in such organizations in contrast to publishing in peer-reviewed journals for climbing the academic ladder at research-extensive and other institutions. The authors find that there is a significant relationship between publishing and being promoted. URM faculty members must follow the “publish or perish” model, following historically white male norms for an “ideal” career in the academic world. The work of black and Latina/o sociologists still appears to be marginalized. Only one type of raced organization or activity, belonging to a URM-oriented section of the American Sociological Association, is significantly related to upward mobility at either research-extensive or non-research-extensive institutions. The authors conclude with a series of policy recommendations for increasing the academic status and well-being of URM faculty members.
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Simpson, Ruth. "Masculinity at Work." Work, Employment and Society 18, no. 2 (June 2004): 349–68. http://dx.doi.org/10.1177/09500172004042773.
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This article presents the findings of a research project on the implications of men’s non-traditional career choices for their experiences within the organization and for gender identity. The research is based on 40 in-depth interviews with male workers from four occupational groups: librarians, cabin crew, nurses and primary school teachers. Results suggest a typology of male workers in female dominated occupations: seekers (who actively seek the career), finders (who find the occupation in the process of making general career decisions) and settlers (who settle into the career after periods of time in mainly male dominated occupations). Men benefit from their minority status through assumptions of enhanced leadership (the assumed authority effect), by being given differential treatment (the special consideration effect) and being associated with a more careerist attitude to work (the career effect). At the same time, they feel comfortable working with women (the zone of comfort effect). Despite this comfort, men adopt a variety of strategies to re-establish a masculinity that has been undermined by the ‘feminine‘ nature of their work. These include re-labelling, status enhancement and distancing from the feminine. The dynamics of maintaining and reproducing masculinities within the non-traditional work setting are discussed in the light of recent theorizing around gender, masculinity and work.
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Crovetto, Helen. "Channeling a Tantric Guru." Nova Religio 15, no. 2 (November 1, 2011): 70–92. http://dx.doi.org/10.1525/nr.2011.15.2.70.
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Ananda Seva Mission (Blissful Service Mission) is an international Hindu tantric organization that resulted from a schism within Ananda Marga (Path of Bliss), a million-member, international socio-spiritual organization that teaches a type of Hindu tantra yoga. Ananda Marga’s founder and guru is Prabhat Ranjan Sarkar (1921–1990). The ostensible cause of Ananda Seva Mission’s formation was the purported ability of one of its co-founders to channel the spirit of Sarkar and the subsequent acceptance of this claim by some Ananda Margiis. However, Ananda Seva’s rapid establishment internationally should be partially attributed to its reformist agenda addressing some former Margiis’ dissatisfaction with what has been described as Ananda Marga’s control by a monastic order dominated by male renunciates. Ananda Seva created a more egalitarian organization based on Ananda Marga’s ideology, which gives married individuals a greater decision-making role and increases social opportunities available to women.
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Sururin, Sururin. "Perempuan dalam Lintasan Sejarah Tasawuf." Ulumuna 14, no. 2 (November 5, 2017): 299–322. http://dx.doi.org/10.20414/ujis.v14i2.219.
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A widely presumption holds that Sufism is a male domain. The claim may be not totally misleading since many references that exist up to the present support this assumption. A great number of stories and scholarly works are dominated and authored by male sufis. Almost none of female sufi left a crucial legacy in the field, except the stories of female sufi piety narrated by male sufi scholars. However, this study challenges this assumption, contending that female sufis have played roles since the beginning of Islam up to the medieval periods. The study attempts to describe such roles. It also sheds light on their role in sufi organization (tarekat) up to the present time in Indonesia. The discussion starts by elucidating female sufi figures throghout the history of sufism in Islam and then the discussion of female sufis in Indonesia follows.
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Sanchez de Miguel, Manuel, Izarne Lizaso, Maider Larranaga, and Juan Jose Arrospide. "Women bus drivers and organizational change." Journal of Organizational Change Management 28, no. 1 (February 9, 2015): 117–33. http://dx.doi.org/10.1108/jocm-07-2013-0120.
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Purpose – The purpose of this paper is to discuss the gender practices of a female urban bus driver who retired after 40 years (1967-2007) in an urban bus company in northern Spain. The main objective of this study was to explore and understand the move from irreflexive to reflexive practices from a gender perspective, and to uncover new key aspects relating to the influence of women in organizational changes. Design/methodology/approach – This qualitative exploratory study (interpretative phenomenological analysis (IPA)) contains semi-structured interviews which explore, using a process of analytic induction, the personal- and work-related experiences of a woman who was a pioneer in the traditionally male-dominated field of urban bus services. In order to obtain a broader overview of the organization, and using the same method, four other female bus drivers from the same company were also interviewed, along with the personnel manager. Findings – Three different situations are presented. The first summarizes the woman’s personal motivations and hesitations during the 1960s regarding her decision to become a bus driver, occurring during her adolescence and pre-professional phase; the second illustrates the organizational and social reactions triggered by the (visible) presence of a lone woman in a traditionally male professional environment (resistance); and finally, the third situation shows the empowerment and organizational change which occurred, focussing on the possible deconstruction of the masculine hegemony at the heart of the organization. Originality/value – The IPA points to a new level of visibility of this transgressed traditional role, which combined both individual and collective actions. Her experiences recount how she overcame individual, organizational and social barriers. The authors suggest a new interpretation of this visibility, enabling us to imagine gender practice as an intersection of people, organizational change and society.
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Charles, Nickie, and Emma James. "The Gender Dimensions of Job Insecurity in a Local Labour Market." Work, Employment and Society 17, no. 3 (September 2003): 531–52. http://dx.doi.org/10.1177/09500170030173007.
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Increasing job insecurity has been associated with the proliferation of nonstandard forms of employment. In order to explore this association, in-depth interviews with 55 women and 56 men were carried out in three different organizations in a local labour market in South Wales. The organizations were in manufacturing, retail and the public sector. The manufacturing organization was characterized by male, full-time employment while the others were female-dominated with various forms of non-standard employment. Levels of insecurity were highest in manufacturing and lowest in retail. Respondents distinguished three types of job insecurity: post, employer and labour market insecurity. There were gender differences in experiences and perceptions of job insecurity, with women feeling less insecure than men. This related to the availability of jobs for women and younger people in the local labour market, women's willingness to take `any' job and the continuing strength of male breadwinner ideology. At an individual level job insecurity is regarded as equally serious for women and men. Our findings question the association of job insecurity with non-standard forms of employment and suggest that the way job insecurity is experienced cannot be fully understood unless it is seen in the context of home as well as work.
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Melgoza, Alberto R., and Julie Wolfram Cox. "Subtle sexism: Re-informing intergroup bias and regulating emotion in an Australian police organization." Journal of Management & Organization 15, no. 5 (November 2009): 652–66. http://dx.doi.org/10.1017/s1833367200002480.
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AbstractFrom a liberal feminist perspective, we argue that gender can both inform, and should continue to be informed by, social identity studies in efforts to understand and manage subtle sexism in contemporary workplaces. We investigated the presence of a form of subtle sexism, affective aversive sexism, in an Australian male-dominated organization: a police force. To do this we surveyed 159 policemen and examined relationships between individual emotional experience, emotional intensity and emotion regulation. Results indicated that, in a subtle display of intergroup bias, policemen experienced both higher positive and higher negative emotions in the presence of other policemen than of policewomen who, we argue, may be less central in the men's identities and relationships at work. Implications for research, training, and emotion management in the workplace are discussed and it is suggested that liberal feminist research can contribute much to understanding the dynamics that reproduce structural segregation in the workplace.
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Melgoza, Alberto R., and Julie Wolfram Cox. "Subtle sexism: Re-informing intergroup bias and regulating emotion in an Australian police organization." Journal of Management & Organization 15, no. 5 (November 2009): 652–66. http://dx.doi.org/10.5172/jmo.15.5.652.
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AbstractFrom a liberal feminist perspective, we argue that gender can both inform, and should continue to be informed by, social identity studies in efforts to understand and manage subtle sexism in contemporary workplaces. We investigated the presence of a form of subtle sexism, affective aversive sexism, in an Australian male-dominated organization: a police force. To do this we surveyed 159 policemen and examined relationships between individual emotional experience, emotional intensity and emotion regulation. Results indicated that, in a subtle display of intergroup bias, policemen experienced both higher positive and higher negative emotions in the presence of other policemen than of policewomen who, we argue, may be less central in the men's identities and relationships at work. Implications for research, training, and emotion management in the workplace are discussed and it is suggested that liberal feminist research can contribute much to understanding the dynamics that reproduce structural segregation in the workplace.
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Trianita, Winy. "“Sacrifice” Among Ahmadi Women." JURNAL INDO-ISLAMIKA 2, no. 1 (June 26, 2015): 59–73. http://dx.doi.org/10.15408/idi.v2i1.1652.
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In the world of religion, sacrifice is believed as a form of devotion toward the deities. Some theories suggest that every religion has its own system as well as function of sacrifice. Therefore, sacrifice cannot be perceived to have a singular meaning. This research focuses on the sacrifice practiced by the Ahmadiyah community, which is a controversial sect within Islam. By looking at the Ahmadi women in Indonesia, this study attempts to find out how women use sacrifice as an expression of agency. Instead of being victims or objects of sacrifice, women can, in fact, play a significant role in resisting discrimination against them by their male-dominated organization through sacrifice.
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Gonsoulin, Sheryl, and C. Eddie Palmer. "Gender Issues and Partner Preferences Among a Sample of Emergency Medical Technicians." Prehospital and Disaster Medicine 13, no. 1 (March 1998): 34–40. http://dx.doi.org/10.1017/s1049023x0003301x.
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AbstractIntroduction:From its beginnings, the provision of emergency medical services in the United States has been a male-dominated occupation. The objective of this exploratory study was to determine if and how such issues might influence partner preferences of male and female emergency medical technicians (EMTs).Methods:Initially, unstructured interviews were conducted with 10 EMS workers enrolled in a paramedic training program in order to see whether and how such issue might affect partner preferences. From the data obtained during these interviews, a questionairre was developed and distributed to participants in an annual meeting of Louisiana Association of Nationally Registered EMTs. Participation was voluntary and uncompensated.Results:A total of 49 EMTs (22 women, 27 men) completed the questionairre. The major gender-related issues could be class fied into three dimensions: 1) physical strength; 2) assumption of authoritative roles; and 3) structural (organizational) preparedness to implement gender-friendly working environments. In general, the gender of a partner now “makes no difference”.Conclusion:Overall, the EMS work worlds are reflective of the larger society of which they are a part. Now is the time for EMS systems to examine the gendered nature of their organization and of the issues of gendered expectations prevalent in EMS work. Future research should document the changes now due in the field of emergency medical services.
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Gul, Imtiaz. "Women’s Role in Recruitment for ISIS/Islamist Networks in Pakistan." International Annals of Criminology 56, no. 1-2 (November 2018): 79–92. http://dx.doi.org/10.1017/cri.2018.15.
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AbstractHistorically, women in Pakistan’s northwestern territories bordering Afghanistan have played a critical role in providing money and men to jihadist organizations such as the Taliban, Al-Qaeda, and “Islamic State in Iraq and Syria” (ISIS). Lack of education, too little exposure and a male-dominated conservative milieu constitute some of the ingredients of support for these outfits. This was true for over three decades and the phenomenon remained restricted to the rural, backward northwestern regions. But since the early 1990s, outfits such as the Al-Hudda Foundation – an exclusively women-focused organization – began serving as the initial hooks for middle- and upper-class women whom the Foundation targets. It brainwashes women into using hijab, and also into believing that they need to forge an alliance against the West and work for an Islamic, Sharia-based state. This advocacy turns many affluent women into religious radicals who can potentially work as the first line of recruits for extremist outfits like Daesh/IS. However small their numbers, these women represent a big threat to the global liberal values of society.
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Mobley-Tanaka, Jeannette L. "Gender and Ritual Space during the Pithouse to Pueblo Transition: Subterranean Mealing Rooms in the North American Southwest." American Antiquity 62, no. 3 (July 1997): 437–48. http://dx.doi.org/10.2307/282164.
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Architectural patterning in the American Southwest has long been recognized as a solid manifestation of social patterns of Pueblo groups. The organization of pueblos around plazas and kivas emphasizes the importance of male-dominated ritual. The female role in ritual, while limited, centers around the production of food, an aspect that women not only participate in, but also perhaps control. What evidence exists for the antiquity of gender-specific ritual power? Subterranean mealing rooms, which appear in the Anasazi area at the time of the pithouse to pueblo transition, may indicate that these roles are quite ancient and were a part of the shift from informal household to more formal community ritual at such sites. They also may represent increased social stress and a corresponding attempt to alleviate such stress. The disappearance of these features from sites after a relatively short time may indicate the continued development of a religious system in which male-oriented aspects became increasingly dominant and female aspects became peripheral.
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MAGUIRRE, MARIO VAZQUEZ, GLORIA CAMACHO RUELAS, and CONSUELO GARCIA DE LA TORRE. "Women empowerment through social innovation in indigenous social enterprises." RAM. Revista de Administração Mackenzie 17, no. 6 (December 2016): 164–90. http://dx.doi.org/10.1590/1678-69712016/administracao.v17n6p164-190.
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ABSTRACT Purpose: To explore innovative enabler mechanisms for women's empowerment in a social enterprise and how they promote local development in a Zapotec indigenous community, the third largest ethnic group in Mexico. Originality/gap/relevance/implications: This paper contributes to the extension of social entrepreneurship literature from a gender perspective, exploring the mechanisms that allow women to succeed in highly marginalized indigenous communities. Key methodological aspects: This paper follows a case study methodology, inductive approach and qualitative methods mainly through 70 in-depth interviews. Summary of key results: Although the male-dominated culture slows down the democratic and political empowerment of women in the community, mechanisms such as job stability, low-interest microcredits and gender-equality policies in the organization have triggered economic empowerment. Key considerations/conclusions: The creation of empowering mechanisms within the social enterprise has allowed the Zapotec community to prosper and increase its general wellbeing. Women have been particularly benefited since the organization has given them the opportunity to work, empowering them to create micro-enterprises and changing the prevailing culture towards a more equalitarian society. Increasing control of their source of income has improved women's willingness to participate in political and managerial decision-making, inspiring more women in the community to work at the organization.
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Hovden, Jorid. "Is It Worth the Price? Women’s Involvement in Leadership and Coaching in Sport Organizations in Norway." Women in Sport and Physical Activity Journal 8, no. 1 (April 1999): 23–45. http://dx.doi.org/10.1123/wspaj.8.1.23.
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The Norwegian Confederation of Sports, the non-profit umbrella organization for all organized sports in Norway, has gradually accepted women’s demands for equal opportunities and full integration at all levels. The situation for women in sports politics and coaching today is characterized by male dominance as well as high drop-out rates and recruiting problems among women.The aim of the investigation, as basis for this article, was to give women’s experiences within elected posts and coaching a public voice and elaborate why women hesitate to involve themselves or drop-out after a short period of time. The following questions are outlined and discussed:- What motivates women to take up elected posts and coaching? - What experiences do women have after holding such posts and roles? - What problems and challenges seem to be difficult to face and handle?The analytical perspective was inspired by the feminist critique of organizations as gender-neutral arenas, and Bourdieu’s analysis of dominance and power within social fields. The empirical material consisted of questionnaire data and data from a search conference. The sample consisted of women holding elected posts, as well as, female coaches.Based upon the results women as a group within male domains were not empowered to raise and articulate interests and needs as women. The respondents reported an awareness of barriers, role conflicts and dilemmas, but lacked most often the ability to initiate collective emancipatory changes. The established male-dominated practices were seen as selfevident and natural. Many women chose the strategy of exit as the solution to their situation, because the cost of promoting change outweighed the benefits.
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Shaw, Sally, and Sarah Leberman. "Using the kaleidoscope career model to analyze female CEOs’ experiences in sport organizations." Gender in Management: An International Journal 30, no. 6 (August 3, 2015): 500–515. http://dx.doi.org/10.1108/gm-12-2014-0108.
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Purpose – The purpose of this research is to examine the experiences of female CEOs in New Zealand sport using a career account approach overlaid with the Kaleidoscope Career Model (KCM). This research focuses on their successful careers, rather than constraints and barriers, which is a feature of much previous research in the area. Design/methodology/approach – Semi-structured interviews and analysis were informed by the principles of the KCM of career authenticity, balance and challenge. Seven chief executive officers in New Zealand sport organizations were interviewed. Data analysis was undertaken through a three-step coding process. Findings – Respondents highlighted the importance of authenticity, balance and challenge in different ways. The KCM model is extended by identifying sub-themes within each principle. These were, under authenticity, passion and relationship-building; under balance, self-awareness and influencing the organization; and under challenge, taking opportunities and working in sport’s gendered environment. Findings indicate that a more nuanced development of KCM is required and that decision-makers in sport organizations need to be aware of the varied drivers of women’s positive experiences. Research limitations/implications – This research contributes to an understanding of successful women’s careers, rather than focusing on barriers to success. It also extends the KCM. Future research is necessary to examine the viability of our suggested extensions to the KCM. Practical implications – While not generalizable, this study’s findings suggest that sport organization decision-makers would be well advised to understand the unique ways in which authenticity, balance and challenge are understood by their female employees. This may encourage organizations to look more closely at their cultures to ensure that they are more welcoming and supportive to women in a male-dominated industry. Originality/value – This research contributes to an understanding of successful women’s careers, rather than focusing on barriers to success. It also extends the KCM. Future research is necessary to examine the viability of our suggested extensions to the KCM.
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Hardy, Claire, Amanda Griffiths, Eleanor Thorne, and Myra Hunter. "Tackling the taboo: talking menopause-related problems at work." International Journal of Workplace Health Management 12, no. 1 (February 4, 2019): 28–38. http://dx.doi.org/10.1108/ijwhm-03-2018-0035.
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PurposeWomen are typically reluctant to disclose menopause-related problems that may affect their working lives to line managers. Consequently, support may not be offered nor potential solutions explored. The purpose of this paper is to examine how working menopausal women would prefer to have conversations about the menopause at work.Design/methodology/approachUsing semi-structured telephone interviews working menopausal women (aged 45–60 years) were asked about their experiencing of talking about their menopause at work, and how helpful conversations might be initiated and conducted. Transcripts were analyzed thematically to identify factors that may facilitate or hinder such conversations.FindingsTwo themes emerged: first, organizational context. Facilitators included an open culture with friendly relationships, a knowledgeable and proactive manager, organization-wide awareness of the menopause and aging, and access to a nominated woman to discuss problems. Barriers included male-dominated workplaces, male line managers, fear of negative responses, stigma, discrimination, embarrassment or believing menopause is inappropriate to discuss at work; second, the nature of the discussion. Facilitators included managers demonstrating an understanding and acceptance of a woman’s experience, jointly seeking acceptable solutions, respecting privacy and confidentiality, and appropriate use of humor, as opposed to being dismissive and using inappropriate body language. Discussions with suitable persons at work were preferred and being prepared was advised. The women in the sample advised having discussions with appropriate persons and being prepared.Practical implicationsThese findings could inform training programs, workplace policies and practice.Originality/valueThis study provides insights to help women and their managers discuss menopause-related difficulties at work and seek solutions together.
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Brewer, Alexandra, Melissa Osborne, Anna S. Mueller, Daniel M. O’Connor, Arjun Dayal, and Vineet M. Arora. "Who Gets the Benefit of the Doubt? Performance Evaluations, Medical Errors, and the Production of Gender Inequality in Emergency Medical Education." American Sociological Review 85, no. 2 (March 3, 2020): 247–70. http://dx.doi.org/10.1177/0003122420907066.
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Why do women continue to face barriers to success in professions, especially male-dominated ones, despite often outperforming men in similar subjects during schooling? With this study, we draw on role expectations theory to understand how inequality in assessment emerges as individuals transition from student to professional roles. To do this, we leverage the case of medical residency so that we can examine how changes in role expectations shape assessment while holding occupation and organization constant. By analyzing a dataset of 2,765 performance evaluations from a three-year emergency medicine training program, we empirically demonstrate that women and men are reviewed as equally capable at the beginning of residency, when the student role dominates; however, in year three, when the colleague role dominates, men are perceived as outperforming women. Furthermore, when we hold resident performance somewhat constant by comparing feedback to medical errors of similar severity, we find that in the third year of residency, but not the first, women receive more harsh criticism and less supportive feedback than men. Ultimately, this study suggests that role expectations, and the implicit biases they can trigger, matter significantly to the production of gender inequality, even when holding organization, occupation, and resident performance constant.
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Somerset, Sarah, Catrin Evans, and Holly Blake. "Accessing Voluntary HIV Testing in the Construction Industry: A Qualitative Analysis of Employee Interviews from the Test@Work Study." International Journal of Environmental Research and Public Health 18, no. 8 (April 15, 2021): 4184. http://dx.doi.org/10.3390/ijerph18084184.
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HIV, globally, remains a significant public health issue and community HIV testing can help to identify those with HIV at an early stage of disease. The workplace offers a prime location for provision of opt-in HIV testing as part of wider health promotion initiatives. The construction industry offers a key opportunity for HIV testing provision in a generally male-dominated group exhibiting some risky behaviors related to HIV. The intervention was an optional one-off individual health check with tailored health advice and signposting, offered to the construction workforce in health check events delivered as part of a large-scale multi-site research program called Test@Work. The events were undertaken at 10 participating organizations (21 events across 16 different sites), none had previously offered sexual health awareness or HIV testing to their workforce. Participants were invited to participate in a semi-structured interview following general health checks which included HIV testing. Out of 426 employees attending the health check events, 338 (79.3%) consented to interview on exit. Accessing HIV testing at work was valued because it was convenient, quick, and compatible with work demands. Interviewees identified HIV risks for construction including drug use, high numbers of sexual partners and job-related exposures, e.g., to used needles. Health seeking in construction was limited by stigma and low support, with particular barriers for non-permanent workers. The organization of the construction industry is complex with multiple organizations of different sizes having responsibility for varying numbers of employees. A disparity between organizational policies and employment circumstances is evident, and this generates significant health inequalities. To combat this, we recommend that organizations in the construction sector offer their employees awareness-raising around health behaviors and health protection in packages, such as toolbox talks. We recommend these be accompanied by annual health checks, including sexual health awareness and opt-in workplace HIV testing. This approach is highly acceptable to the workforce in the industry and removes barriers to access to healthcare.
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Choroszewicz, Marta. "Women’s Sense-making of Opportunity Structures in the Profession of Attorney in Poland." Kultura i Społeczeństwo 62, no. 4 (December 28, 2018): 113–32. http://dx.doi.org/10.35757/kis.2018.62.4.6.
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The article examines the ways in which women make sense of the opportunity structures in which they operate as female attorneys in Poland. The study applies Joan Acker’s theory of gendered organization and a narrative approach to the analysis of interview data with 15 Polish female attorneys who practice law and are members of the Warsaw Chamber of the Bar. These women are pursuing their careers in a highly competitive and still male-dominated profession. The results demonstrate the continuing struggle of women to reconcile the often conflicting expectations and roles of professional and personal lives. The findings point towards four gendering processes that venture from the structure of the profession of attorney in Poland: professionally committed women are not limited by their family life; women need to invest more in activities that attract new clients; male attorneys are attributed greater authority; and women are more empathic. These processes sustain gender inequalities in the profession of attorney as they carry expectations of women to adapt to the existing professional structures in order to access more equal career opportunities. However, by making sense of the shared experiences of work-life conflict and of the feminine/masculine dichotomy, women exert agency to their claims to professional expertise.
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Rostiyanti, Susy F., Seng Hansen, and Steven Harison. "Understanding the barriers to women’s career in construction industry: Indonesian perspective." International Journal of Construction Supply Chain Management 10, no. 4 (December 31, 2020): 267–83. http://dx.doi.org/10.14424/ijcscm100420-267-283.
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Women’s involvement in the Indonesian construction industry is considerably low accounting for less than 3% of the total workers. Construction as a male-dominated industry becomes a barrier for women to join the workforce. The increase in the need for workforces is proportional to the growth in construction development. The needs cannot only be provided by male workers. Women's participation in the construction industry will contribute to the shortage of human capital demand. The aim of this research is to find the factors that impede women to pursue their careers in the construction industry. 21 factors are gathered from an extensive literature review. After conducting expert interviews, the factors are developed into a questionnaire and distributed to women who are already in the workforce. The analysis based on the Relative Important Index shows that the most influential barrier to women in construction is the lack of worksite security. The factor analysis found five critical barriers to women’s careers in the construction industry. Developing these barriers to a framework gives a broader perspective about the sources of each critical barrier. Internal as well as external elements including worksite, organization, and the industry itself have been the cause that prevents women to pursue their careers in the construction industry.
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Tafida, I., A. K. Yusuf, A. M. Kabir, and A. Abdullahi. "ASSESSMENT OF TRAINING NEEDS AND COMPETENCE LEVEL OF EXTENSION WORKERS IN KANO STATE, NIGERIA." FUDMA JOURNAL OF SCIENCES 5, no. 1 (June 29, 2021): 424–35. http://dx.doi.org/10.33003/fjs-2021-0501-587.
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The study assessed the competence level and skills gap of extension agents in Kano State, Nigeria. Three (3) Local Government Areas were purposively selected from each of the three administrative zones making a total of nine Local Government Areas. A total of 117 extension agents were randomly selected and data were collected using structured questionnaires. Descriptive statistics, Training Needs Analysis and SWOT Analysis were used to analyse the data. The study revealed that extension services in the study area were male dominated (88.9%) and more than two third obtained Ordinary and Higher National Diplomas. Extension workers were found to understand the organizations’ needs and had the impressions that issues of the organizations can be solved through training. The study further revealed that extension workers were competent in learning initiative and enterprises (3.41), team work (3.24), communication and problem solving (3.15) while they were found to be least competent in planning and organization (2.91) and leadership (2.96). The SWOT analysis found the strength and weakness of the extension workers as transferring of information through regular interactions with farmers (3.4) and having too many jobs with different specializations (3.12) while highest ranked opportunities and threats were good communication skills with farmers (3.44) and interference of politicians into technical aspects (3.41), respectively. Therefore, frequent professional and technical trainings, employment of more extension workers especially women, disengagement of politicians from technical aspects and collaboration with research institutes and universities would improve capacity and efficiency of extension service delivery in the study area.
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Brie, Michael. "Moskau: Das politische Regime der russischen Hauptstadt." PROKLA. Zeitschrift für kritische Sozialwissenschaft 27, no. 109 (December 1, 1997): 591–618. http://dx.doi.org/10.32387/prokla.v27i109.865.
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The analyses of the post-Soviet political transformation are dominated by a comparison of the actual processes occurring in the East European countries with highly normative and often ahistorical models of democracy. Specific historical legacies, incompetent or pro-Communist actors, and the lack of sufficient help from the West were made responsible for the observed deviations from the ideal. The concept used in this paper is that of a realistic model of urban machines as a specific local political regime which can be found under very divergent circumstances of rapid social change. lt is a regime where a political organization under conditions ofuniversal (at least male) suffrage is able to control the 'input' and 'output' dimensions of a local political system over a longer period of time. Its most important feature is a system of mass patronage which is the key instrument used in forming a winning coalition. This concept is applied to post-Soviel Moscow, analyzing the institutional and cultural environment and the political and economic formations.
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Shobana, S. "A Quest for Identity - A Feminist Approach in Manju Kapur’s Home." SMART MOVES JOURNAL IJELLH 7, no. 8 (August 28, 2019): 10. http://dx.doi.org/10.24113/ijellh.v7i8.9608.
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The paper aims to research the search for self-identity and feminism in Manju Kapur's Home. Home is a masterful novel of the acts of kindness, compromise, and secrecy that lies at the center of each family. The novel, narrate of Indian family life spans three generations whose destiny and dreams are pasted to the Banwarilal cloth shop. Nisha the protagonist has got to struggle for establishing her identity and to survive during this male-dominated world. In Indian society, women have never been acknowledged as a person outside their pre-destined roles of a woman, daughter, and mother. The female hero of Home tries to free herself of ‘dependence syndrome' thrust upon her by the agents of social organization. The paper focuses on the journey of the feminine protagonist, Nisha towards individuality and self-identity and don't wish to be seen as a self-sacrificing rubber-doll. She had to struggle for her existence as, like different heroines of Manju Kapur, she is within the transformation to innovate the search of autonomy and feminine identity.
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RASHEED, ASMAA. "Gender relations within the so-called Islamic State in Iraq and the Levant (ISIS)." Journal Ishraqat Tanmawya 27 (June 2021): 234–63. http://dx.doi.org/10.51424/ishq.27.9.
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In June 2014, fighters belonging to an extremist group calling itself (ISIS) and nicknamed (ISIS) invaded the city of Mosul, the second largest Iraqi governorate, and announced the establishment of the Islamic Islamic Caliphate, which lasted until 2017. ISIS's control spread values related to the isolation of women and a hierarchical vision of the relationship between the sexes that works to reinforce and consecrate male domination and places women in a lower position. Several mechanisms have been adopted with the aim of returning women to the private sphere and keeping them at home, including the imposition of legal dress and preventing women from going out except with a mahram, and the rule of hisbah and penalties. The current study aims to provide an understanding of the laws and ideology governing gender relations within societies that ISIS has controlled for more than two years. It addresses three main issues, including the harassment of women, the attempt to control their bodies, and the monitoring and punishment mechanisms that were practiced on women. And the roles of women in societies dominated by the organization, and the issue of marriage. The study relied on testimonies and interviews conducted with a number of women who lived through ISIS rule in Mosul, Salah al-Din and Fallujah. In addition to reports issued by international organizations and documents published on the Internet and news circulated, which gave the information obtained more reliability. Key words: Iraq, ISIS, women, isolation, punishment, roles, marriage
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Aranya, Nissim, Talma Kushnir, and Aharon Valency. "Organizational Commitment in a Male Dominated Profession." Human Relations 39, no. 5 (May 1986): 433–48. http://dx.doi.org/10.1177/001872678603900504.
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Santoso, Nobertus Ribut. "Gender and Digital Public Relations: Who Gets Benefits?" Ultimacomm: Jurnal Ilmu Komunikasi 13, no. 1 (June 30, 2021): 108–22. http://dx.doi.org/10.31937/ultimacomm.v13i1.1998.
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Public relations professionals have been dominated by females since they have good communication skills and abilities in persuading and engaging in the conversation and listening the stakeholders to build and harmonize relationships them. However, male public relations practitioners dominate in the top positions since they have been participated in the managerial roles while female are in the technical roles. In the organization, female public relations practitioners face inequalities in social, professional, and economic areas and they also find it difficult to achieve higher position because the traditional patriarchy is still strongly practiced. It harder for them to break this barrier. Family and children, on the other hand, become big considerations for females to climb the higher position since it will give bigger responsibilities. Moreover, the massive development of digital technologies provides more opportunities for female public relations professionals to intensively engage with the stakeholders. On the other hand, these technologies bring privilege for males since they are more digital technical skills. To compete with males in digital public relations, females should enhance their digital skills, wisely manage their time, learn to take new challenges making them one step ahead, and actively participate in every organizational activity to voice their ideas and straighten up false assumptions and misconceptions about females. Meanwhile, males should be versatile public relations professionals in the digital era by combining masculine and feminine values to find the best public relations practices.
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Kim, Hye Kyoung, Ung Hee Lee, and Young Hyung Kim. "The effect of workplace diversity management in a highly male-dominated culture." Career Development International 20, no. 3 (June 8, 2015): 259–72. http://dx.doi.org/10.1108/cdi-06-2014-0082.
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Purpose – The purpose of this paper is to, first, examine gender differences in response to the presence of diversity management and in the level of organizational commitment, second, to investigate the influence of diversity management practices on organizational commitment, and third, to examine the relationships among gender, diversity management, organizational commitment, and job performance in a more highly male-dominated culture. Design/methodology/approach – Based on a review of the literature, this empirical study uses a survey and statistical analysis, including t-tests and regressions, to test the hypotheses. Findings – The major findings are as follows: first, female workers reported a more favorable perception of diversity management practices than did male workers. However, there was no difference between female and male workers in organizational commitment. Second, diversity management was positively and significantly related to organizational commitment. Finally, the results show that gender was not related to in-role performance, while diversity management and organizational commitment were positively related to in-role performance. Originality/value – The significance of this study lies in its investigation of the effect of diversity management on employees’ attitude and behavior and the gender differences in the perception of diversity management and organizational commitment in a highly male-dominated society. In addition, since Korean companies have become more performance oriented (House et al., 2004), finding the positive relationship between diversity management practices and job performance can also suggest one way for all organizations to increase their employees’ task performance for their continuous development.
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Frank, David. "Provincial Solidarities: The Early Years of the New Brunswick Federation of Labour, 1913–1929." Journal of the Canadian Historical Association 19, no. 1 (May 28, 2009): 143–69. http://dx.doi.org/10.7202/037430ar.
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Abstract This study draws attention to the importance of the early provincial federations of labour as a distinct form of labour organization in early 20th-century Canada. One of the first of these was the New Brunswick Federation of Labour, which attempted to strengthen local bonds of solidarity and represent workers at the level of the provincial state. The Federation originated with and was dominated by male workers in the skilled trades in the largest cities and by 1921 attracted almost 100 delegates from nine population centres, including a small number of women and Acadians. Its agenda included campaigns for the enactment of workers' compensation, the protection of women workers and the election of labour candidates, but a more thoroughgoing Reconstruction Programme (1919) was less successful, especially in the context of regional economic crisis in the 1920s. The study confirms the existence of a progressive movement within provincial society while identifying the limited scope of its ambitions and achievements. This study uses social history methods to explore an institutional narrative and to analyze a distinct chapter in the history of organized labour at the provincial level.
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Butter, Irene H., Eugenia S. Carpenter, Bonnie J. Kay, and Ruth S. Simmons. "Gender Hierarchies in the Health Labor Force." International Journal of Health Services 17, no. 1 (January 1987): 133–49. http://dx.doi.org/10.2190/0uq0-wv6p-2r6v-2qdq.
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Rapid growth and increasing diversity characterize trends of the U.S. health labor force in recent decades. While these trends have promoted change on many different fronts of the health system, hierarchical organization of the health work force remains intact. Workers continue to be stratified by class and race. Superimposed on both strata is a structure that segregates jobs by gender, between and within health occupations. While female health workers outnumber males by three to one, they remain clustered in jobs and occupations lower in pay, less prestigious, and less autonomous than those of their male counterparts. What has prevented women from improving their economic and leadership status as health workers? Is work performed by men of higher prestige because men perform it? Would curative and technical fields have less status if dominated by women? Would health promotion be funded more generously if most health educators were men? In this article, two analytical constructs are presented to take a closer look at occupational categories, selected structural characteristics, differential rewards, and their relationship to gender segregation. Taken together, they demonstrate how women always cluster at the bottom and men at the top, no matter which dimension is chosen.
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Baskerville Watkins, Marla, and Alexis Nicole Smith. "Importance of women's political skill in male-dominated organizations." Journal of Managerial Psychology 29, no. 2 (February 4, 2014): 206–22. http://dx.doi.org/10.1108/jmp-06-2012-0106.
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Purpose – The aim of this paper is to investigate whether or not political skill helps women working in a male-dominated environment to obtain positions with authority. Design/methodology/approach – Surveys were emailed to female lawyers working full-time in a variety of law firms across the USA. Participants were 140 lawyers with an average of ten years of practicing law. Findings – In support of their hypotheses, the authors found that when working in male-dominated organizations, women with high levels of political skill fared better than women with low levels of political skill in terms of obtaining positions with authority. Research limitations/implications – Because the research design was cross-sectional, direction of causality cannot be established. Second, common method bias may have affected the observed relationships. Practical implications – Given that women with political skill may be able to recognize and break down the barriers that are especially present in male-dominated organizations, women and managers alike should consider training to help women understand and enhance their political skill. Social implications – This research highlights the particular challenge of workplace politics for women and presents political skill as a potential solution. Originality/value – This research is the first to demonstrate the benefit of having political skill for women working in male-dominated organizations.
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Tukur, Mubarak. "The Intellectual and Scholarly Activities of Sayyida Rahmatullahi: A Tijaniyya Female Scholar, Preacher, Poet and Housewife, 1966-2014." INTERDISCIPLINARY JOURNAL OF EDUCATION (IJE) 3, no. 2 (December 31, 2020): 160–69. http://dx.doi.org/10.53449/ije.v3i2.134.
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Sayyida Rahmatullahi a traditional female Tijaniyya Muslim scholar in Dandume, Katsina State of Northern Nigeria, never attended any Western education but was blessed with encyclopaedic knowledge. She was an amazing and reputed woman intellectual who dedicated her life to dissemination of Islamic knowledge in teaching of married women, teenage girls, widows and divorcee women, by establishing Islamiyya schools for them in the villages and town of Dandume. She committed herself in delivering many lectures aimed at educating women about the religion of Islam. It is against this background that this paper explores and examines the core values of Sayyida's intellectual activities of lectures and the organization of tafsir (Qur'an exegesis) as being one of the first females to organize such kind of male-dominated activities in Dandume. The paper adopted the theory of Gender and Development (GAD), which explains the active participation of Muslim women in revitalising of the Islamic religious teachings, and used a historical methodology which relying on primary and secondary sources. The objective of this paper is to show the relevance of the historical development and emergence of female scholars preaching in a patriarchal society. This paper brings out some of the aspects of Sayyida Rahmatullahi's intellectual scholarly contributions in the field of women Islamic scholarship.
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Tourigny, Louise, Jian Han, and Vishwanath V. Baba. "Does gender matter?" Gender in Management: An International Journal 32, no. 8 (November 7, 2017): 554–77. http://dx.doi.org/10.1108/gm-05-2016-0106.
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Purpose This study aims to explore how gender influences the impact of interpersonal trust among subordinates on spontaneous work behaviors such as sharing responsibility and knowledge and engaging in organizational citizenship behavior (OCB). The goal is to understand factors that contribute to the effectiveness of women as supervisors and subordinates in the manufacturing sector. Design/methodology/approach Data were gathered from 308 subordinates and 71 supervisors working in the manufacturing sector in mainland China using a survey methodology. Descriptive statistics, correlation, confirmatory factor analysis and hierarchical moderated regression were the statistical techniques used. Findings Results indicate that both affect- and cognition-based trust among subordinates positively impact responsibility- and knowledge-sharing behaviors, OCB-individual (OCB-I) and OCB-organization (OCB-O). For female subordinates, the gender of the supervisor alters the relationship between both forms of trust and responsibility-sharing behavior and OCB-O, but not knowledge-sharing behavior and OCB-I. Cognition-based trust plays a dominant role for male subordinates, while affect-based trust is more relevant to female subordinates. Finally, while the gender of the supervisor moderates the impact of both affect- and cognition-based trust, it is significant for female subordinates only. Research limitations/implications This study is not without limitations. First, the authors had access to a limited sample of female supervisors and female subordinates, which is not uncommon in the manufacturing sector that is mostly composed of male employees. Second, the cross-sectional nature of the study does not allow the capture of the impact of change in trust over time. However, it is believed that the multi-source design, the novelty of the study’s findings and their implications to interpersonal trust theory and supervisory practice compensate for the limitations. For starters, this study endorses the crucial role of interpersonal trust among employees in predicting important organizational behaviors. It corroborates the conceptual distinction between affect- and cognition-based trust and empirically validates the concepts of affect- and cognition-based trust, RSB, KSB and OCB in China. It uses multi-source data and measures behavioral outcomes of workers as observed by their immediate supervisors. These contributions speak to the empirical viability of our theoretical framework that may be useful to those contemplating cross-cultural research. Practical implications The study started with the question, does gender matter. The answer is that it does and that it has implications for human resource management. The gender of both supervisors and subordinates affect the way interpersonal trust among workers elicit desirable organizational behaviors such as sharing responsibilities, sharing knowledge and other forms of citizenship behavior. Female supervisors need to build trust among their female employees before they can expect effective organizational behavior. The story is different for male supervisors and male employees. This has implications in the way male and female supervisors are trained. It also has implications for work group formation and composition. What the study does not know is whether these findings are limited to the manufacturing sector or unique to China. It is recommended that a cross-cultural comparative research be undertaken to address those questions. Social implications In light of the study’s findings, it is proposed that supervisory training and development programs should take into consideration that female supervisors encounter more challenges in eliciting favorable behaviors on the part of female subordinates in a work environment that is male-dominated. Originality/value The unique value contribution of the study pertains to the role of gender – the gender of the supervisor and the gender of the subordinate in shaping organizational behavior. Specifically, the authors show that the supervisor’s gender influences the relationship between affect-based trust and RSB, KSB and OCB-O and the relationship between cognition-based trust and OCB-O. Their point is that these relationships are significant only for female supervisors. In addition, they show that gender similarity between the supervisor and the supervised matters, only when both are female. These findings limit the role of interpersonal trust in eliciting favorable organizational behavior across the board and question the portability of interpersonal trust theory across industries and cultures.
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Campuzano, Mariela V. "Force and Inertia: A Systematic Review of Women’s Leadership in Male-Dominated Organizational Cultures in the United States." Human Resource Development Review 18, no. 4 (July 13, 2019): 437–69. http://dx.doi.org/10.1177/1534484319861169.
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The ascension of women into top leadership roles in male-dominated industries and organizations in the United States remains significantly low despite inroads women have made over the past two decades. The scarcity of women in leadership has been attributed to gendered traits and socialized beliefs that inform organizational cultures. However, research suggests that leaders can also influence organizational culture because they model the primary principles undergirding workplace cultures. This systematic review sought to understand how women’s leadership has been described in influencing male-dominated organizational cultures. Three major themes were identified to answer the research question—Strategic Femininity, Shared Power, and Change Agents. Using the analogy of inertia and force, a discussion of the findings and implications for human resource development (HRD) research and practice are presented.
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Kvande, Elin, and Bente Rasmussen. "Men in male-dominated organizations and their encounter with women intruders." Scandinavian Journal of Management 10, no. 2 (June 1994): 163–73. http://dx.doi.org/10.1016/0956-5221(94)90018-3.
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Agrawal, Reena. "Constraints And Challenges Faced By Women Entrepreneurs In Emerging Market Economy And The Way Forward." JWEE, no. 3-4 (December 17, 2018): 1–19. http://dx.doi.org/10.28934/jwee18.34.pp1-19.
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It is well acknowledged fact thatentrepreneurship is an engine of economic growth and social development. Women entrepreneurship though has been growing around the world, but the evidences suggest that women entrepreneurscontinue to be adversely affected by the numerous socio-economic issues in the male dominated business societies, which hugely undermine the morale of women entrepreneurs.The current study was taken up to investigate the working of twenty sevenwomen entrepreneurs working on micro and small levels, in different areas of Uttar Pradesh (India), who have created employment opportunities for thousands of people living at grass root level and also created new prospects for the rural artisans in theirregion. The study aims to explore the various the obstacles faced by the women entrepreneurs working in different areas of Uttar Pradesh (India),analyze the impact of the prevailing constraints and challenges on the progress of these women entrepreneurs, and recommend the aspects that he to be looked into by the policy makers, to address the issues and challenges. It is also anticipated that the findings will bring to light valuable insights, which might be used by the policymakers, organization and institutions who intend to assist more and more entrepreneurs, especially women entrepreneurs, to venture into businesses. The study revealed multifarious constraints and challenges faced by the women during their entrepreneurial journey. In the current study we have tried to classify these constraints into four broad categories: Socio-Cultural Issues; Economic Issues; Psychological Issues and Managerial Issues.
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R., Nalini, Mansoora Shahiba R., Ezhil Ramya J., and Kannan S. M. "Prescribing pattern and adverse drug reactions of cardiovascular drugs in out-patient department of a tertiary care hospital." International Journal of Basic & Clinical Pharmacology 8, no. 4 (March 23, 2019): 767. http://dx.doi.org/10.18203/2319-2003.ijbcp20191114.
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Background: The main objective of prescription pattern analysis is to assess the rationality of drug use. It has been found that cardiovascular disease is the most frequent cause of morbidity and mortality throughout the world. This study is to estimate the prescribing pattern and adverse drug reactions in patients with cardiovascular diseases.Methods: This prospective observational study was conducted for a period of 2 months in cardiology outpatient department.100 patients who fulfilled the study criteria were observed. The central drug standard control organisation (CDSCO) reporting forms were used for the collection of adverse drug reactions. Causality assessment was done by using the World Health Organization Collaborating Centre for International Drug Monitoring, the Uppsala Monitoring Centre (WHO-UMC) scoring system and severity assessment by modified Hartwig and Siegel scale.Results: The study group consists of 79% male and 21% females. Average number of drugs per prescription was 4.65. Most commonly prescribed drugs were antiplatelets (32%) followed by statins (18.27%) and the least common were calcium channel blockers (1.72%) and cardiac glycosides (0.86%). A total of 174 adverse drug reactions were reported out of which 24.7% were myalgia due to statins, 15.5% were cough due to angiotensin converting enzyme inhibitors and 14.3% were gastritis due to antiplatelets.Conclusions: Antiplatelets, statins and angiotensin converting enzyme inhibitors dominated the prescribing pattern. Myalgia, cough, gastritis, insomnia by atorvastatin, enalapril, aspirin, beta blockers respectively were found to be the most commonly reported ADRs among the cardiovascular drugs.
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Mannan, Fouzia. "Are Organizations Accountable? Disconnect between Gender and Sanitation in Bangladesh." Environment and Urbanization ASIA 9, no. 1 (January 15, 2018): 101–6. http://dx.doi.org/10.1177/0975425317748534.
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Deep-rooted gender inequalities exist in organizations responsible for provisioning sanitation facilities in Bangladesh with regard to organizational culture, financial status and power axis within and beyond the organizations. There are huge gaps between these organizations as these have differential gender-sensitive policies or even lack proper understanding of gender. Without having a gender-sensitive leadership within organizations, sanitation issues continue to have a male-dominated bias. Given the patriarchal organizational culture and mindset in Bangladesh, serious rethinking is needed to bring about a gender-sensitive sanitation policy. This article aims to investigate gender issues in sanitation through qualitative analysis of select sanitation and water-implementing organizations in Dhaka and explore how they understand, interpret and practice ‘gender’.
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Moreno, Patricia, and Gary N. McLean. "Women Leaders in a Predominantly Male-Dominated Society." Advances in Developing Human Resources 18, no. 2 (April 4, 2016): 152–68. http://dx.doi.org/10.1177/1523422316641400.
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The Problem This qualitative (phenomenological) study focused on gaining a deep understanding of the experiences of women leaders in Mexico, a predominantly male-dominated culture. Seven women leaders were interviewed to share their personal experiences, reflections, feelings, ideas, and actions related to their leadership positions in different arenas, such as corporate, political, academic, and non-profit organizations. The Solution We conducted a thematic analysis of the transcribed interviews to discover commonalities among the experiences of the participants. The analysis revealed six themes: academic preparation is necessary, there are innate characteristics, decisions are made under principles and ethical values, the job itself is very important, the goal is to find a balance between personal and professional time, and the leadership position gives benefits. The Stakeholders This research has implications for human resource development (HRD) practitioners, academics, and executives. HRD practitioners can design more effective interventions, deliver more effective training and leadership programs, and provide opportunities focused on women interested in reaching top executive positions. This research suggests the importance of future research, both qualitative and quantitative in Mexico, focusing on research of women, Mexican women, and Mexican women leaders.