Search

Examines various factors that might affect the relationships, perceptions and relative power that library school deans and library directors have in shared academic settings. Study on library schools-host academic libraries relationship; Focus of the study; Methodology used in the study; Analysis of results; Perceptions on the relationship between dean and director; Evidences that support the issue on relationships; Conclusions.

Abstract: We propose that a key reason why the workplace gender revolution has stalled (England, 2010) is that work remains the site of masculinity contests among men. In this article, we outline a theoretical framework for thinking about work as a masculinity contest, beginning with a brief review of scholarship on masculinity and exploring how the workplace is a context in which men feel particular pressure to prove themselves as “real men.” We identify different dimensions of masculinity along which employees may compete and how the competition may differ by work context. We propose that organizations with Masculinity Contest Cultures (MCCs) represent dysfunctional organizational climates (e.g., rife with toxic leadership, bullying, harassment) associated with poor individual outcomes for men as well as women (e.g., burnout, low organizational dedication, lower well‐being). We discuss how papers in this special issue contribute insight into MCCs and end with a discussion of the contributions made by conceptualizing work as a masculinity contest, and directions for future research. [ABSTRACT FROM AUTHOR]

Based upon in-depth interviews with fathers who are employed as knowledge workers in Silicon Valley, this article argues that a newly constituted masculinity has emerged that coincides with the new way work is organized in the new economy. The article examines the relationship among this gendered subjectivity, processes of labor control, and fathering. It finds that the new masculinity functions as a key mechanism of control in high-tech workplaces that rely on identity-based forms of control and that the enactment of this new masculinity impacts the way fathers think about, experience, and manage their work and family lives. [ABSTRACT FROM AUTHOR]

Progress toward gender equality is thwarted by the underrepresentation of women in political leadership, even as most Americans report they would vote for women candidates. Here, we hypothesize that women candidates are often disadvantaged by pragmatic bias, a tendency to withhold support for members of groups for whom success is perceived to be difficult or impossible to achieve. Across six studies (N = 7,895), we test whether pragmatic bias impedes women's access to a highly significant political leadership position--the US presidency. In two surveys, 2020 Democratic primary voters perceived women candidates to be less electable, and these beliefs were correlated with lower intentions to vote for women candidates (Studies 1 and 2). Voters identified many reasons women would be less electable than men, including others' unwillingness to vote for women, biased media coverage, and higher requirements to prove themselves. We next tested interventions to reduce pragmatic bias. Merely correcting misperceptions of Americans' reported readiness for a woman president did not increase intentions to vote for a woman (Study 3). However, across three experiments (including one preregistered on a nationally representative sample), presenting evidence that women earn as much support as men in US general elections increased Democratic primary voters' intentions to vote for women presidential candidates, an effect driven by heightened perceptions of these candidates' electability (Studies 4 to 6). These findings highlight that social change efforts can be thwarted by people's sense of what is possible, but this may be overcome by credibly signaling others' willingness to act collectively. [ABSTRACT FROM AUTHOR]