Search

In this study, we advance a more nuanced view of gender-based stereotypes about female chief executive officers (CEOs) to shed light on the divergent findings about outcomes associated with their firms' actions. We draw on gender stereotyping literature and its delineation between prescriptive and descriptive gender stereotypes— how women ought to be/act versus how they actually are/act—to theorize that not all female CEOs embody the same prescriptive feminine ideals and, thus, variance in how they are perceived may affect outcomes manifesting from certain firm actions. Specifically, we theorize that there also exists a "double-edged" sword among female CEOs such that the more a female CEO is seen as descriptively aligning with prescriptive ideals of feminine actions and perceptions, the stronger the associated outcomes for their firms will be, whether positive or negative. We test how perceptions of communality and attractiveness—the two most desirable prescriptive perceptions for how women ought to be—affect the corporate social responsibility (CSR) and irresponsibility (CSiR) to firm performance relationship, which align, or fail to align, respectively, with desirable prescriptive feminine actions of helping or hurting others and society. We find that the more a female CEO descriptively aligns with such communality and attractiveness prescriptions, the stronger the CSR and CSiR to firm performance relationship will be. The results of our study suggest that the gendered beliefs to which female CEOs are subjected are more nuanced and complex than the current literature explains, contributing to theory and practice alike. [ABSTRACT FROM AUTHOR]

Our research extends past envy research by considering how envy and gender congruence shape interpersonal dynamics at the dyadic level and their bottom-up effects for team performance. Integrating social comparison theory and social identity theory, we examine when and how dyadic level envy influences team performance. Using time-lagged data from 428 dyads of 161 employees in 51 teams, our results show that envious employees are likely to engage in interpersonal deviance directed toward envied team members and that envied employees are likely to seek advice from envious team members. Gender congruence further influences these relationships, with different patterns for males and females. Specifically, while envious male employees are more likely to engage in interpersonal deviance toward envied male team members (i.e., male–male dyads), envied female team members are more likely to ask envious female employees for advice (i.e., female–female dyads). Interpersonal dynamics involving envy have performance implications, such that team performance is worse where envious employees are more likely to engage in interpersonal deviance directed toward envied team members, in comparison to teams where this relationship is weaker. Finally, collective team identification mitigates the negative effect of envious employees' interpersonal deviance on team performance. [ABSTRACT FROM AUTHOR]

This paper analyzes three labor documentaries released from 1989 to 1991, which depict the United States' assumed transition from a Fordist to post-Fordist economy. Feminist textual analysis focuses on the depiction of workplaces and gender roles in Roger and Me, American Dream, and Fast Food Women. The analysis demonstrated that discourses of epochal change in the context only held true if one looked at a slice of the U.S. labor market largely dominated by White men. Focusing on feminine sex-typed labor demonstrated the worst elements of industrial Fordism remained in post-Fordist workplaces. Long-standing sexual divisions of labor were unambiguously repeated in post-Fordist work and intensified in a discussion of the family wage. [ABSTRACT FROM AUTHOR]

We propose a conceptual framework for expanding the scope of future research on the role of gender in career negotiations. Extant research on gender in career negotiations emphasizes women's disadvantages relative to men in compensation negotiations. We present an inductive study of what and how women negotiate for career advancement and the attainment of leadership positions in organizations, drawing on data from diverse samples of negotiation accounts by senior executive, mid-level, and early career professionals from the public, private, and nonprofit sectors and six world regions. Integrating insights from six studies, we propose a more comprehensive perspective on what men and women negotiate for career advancement, including their role development and work–family conflicts, as well as compensation. We also identify three distinct negotiating strategies—asking, bending, and shaping—that vary in the extent to which the negotiator conforms to, deviates from, or attempts to redefine organizational norms. Our analyses suggest that the choice of negotiating strategy has implications for men's and women's career progression, particularly for women's navigation of nontraditional career paths and men's and women's leadership claiming. We suggest new directions for research on the role of negotiation in career advancement and in promoting and mitigating gender inequality in organizations. [ABSTRACT FROM AUTHOR]

In this paper, we draw on qualitative data from 21 women working in diverse Science, Technology, Engineering and Math (STEM) fields in Lebanon to explore how they experienced gendered microaggressions at work and how they navigated them. We use the subcategories of gendered microaggressions developed by Nadal (2010) to highlight the various micro aggressive behaviors the women faced including aspects of micro-assaults, microinsults, and microinvalidations. We then provide four navigation tactics the women adopted to address these microaggressions. This research on women in STEM careers in Lebanon extends and contributes to the gender and organization literature in multiple ways, and highlights implications for human resource management professionals and career counselors. [ABSTRACT FROM AUTHOR]

The purpose of this study is to investigate the relationships between work-family conflict, job satisfaction and mentoring by examining the effect of gender and working environment. The findings from the sample of 250 hotel managers indicate that WFC is negatively related to job satisfaction and career mentoring for two genders, although is positively related to socioemotional mentoring for female managers. Furthermore, WFC is positively related to both time and schedule flexibility and work demands for female managers. This study can be an initial step in establishing the crucial role of mentoring and flexibility on work-family interference for two genders. [ABSTRACT FROM AUTHOR]

This study advances research on workplace romance, employees' work-related attitudes, and discretionary work behaviors by drawing on a positive psychology theory to theorize interrelations between workplace romance, job involvement, and employees' work effort and provide empirical evidence of these interrelations. Data were collected in two waves (three months apart) from 365 supervisor-employee dyads in 64 firms from different Chinese manufacturing sectors. Data were analyzed using structural equation modeling (SEM), bootstrapping, and multigroup techniques. The present study found that workplace romance was positively related to employees' work effort. Moreover, employees' job involvement fully mediates the positive relationship between workplace romance and employees' work effort. Importantly, by using multigroup analysis, the current research found that workplace romance types – hierarchical/lateral and licit/illicit (extramarital) moderate the indirect relationship between workplace romance and employees' work effort. This study offers important implications for managers and policymakers of business organizations in China and elsewhere. [ABSTRACT FROM AUTHOR]

The birth of a new child continues to exacerbate gender specialization among different-sex couples. This study considers the potential of paid leave policies to intervene in this key life-course juncture and promote greater gender equality in paid and unpaid work. While previous research has examined the impact of paid leave policies on paid or unpaid work among mothers or fathers separately, this study provides an integrated framework and examines comprehensively how these benefits shape both mothers' and fathers' paid and unpaid work outcomes. I use data from the Current Population Survey 1990–2020 and the American Time Use Survey 2003–2019 and quasi-experimental differences-in-differences models to examine the impact of the introduction of paid leave policies in California and New Jersey. The results show that the policy increased mothers' and fathers' short-term time off from paid work after new births, increased mothers' care work more than fathers', and increased fathers' housework more than mothers'. I call this pattern differentiated egalitarianism , denoting changes increasing men's involvement in housework while simultaneously reproducing mothers' primary caregiver role. [ABSTRACT FROM AUTHOR]

Societal attitudes toward gender roles in the workplace and politics play a central part in theorizing on the difficulty women face in achieving political equality, but shortcomings in the available data have prevented direct examination of many implications of these theories. Drawing on recent advances in latent-variable modeling of public opinion and a comprehensive collection of survey data, we present the Public Gender Egalitarianism dataset to address this need: comparable estimates of the public's attitudes on gender equality in the public sphere across more than one hundred countries over time. These Public Gender Egalitarianism scores are strongly correlated with responses to individual survey items and with women's rates of participation in the labor force and corporate boards. We expect that the Public Gender Egalitarianism data will become an invaluable source for broadly cross-national and longitudinal research on the causes and consequences of collective attitudes toward gender equality in politics and the economy. [ABSTRACT FROM AUTHOR]

This book does not examine the issues beyond retail value chains like informal and unpaid work which, as acknowledged by the author, is to stay focused on work within GVCs. Gender and work in global value chains: Capturing the gains? While Barrientos' book bears similarities with the above narratives as it comes under the ambit of a similar overarching theme, the specific question of gender and work within the global value chain has not been dealt with in such depth in any such books. Subsequently, she discusses how gender inequalities have become systemic within value chains and addresses the core issue of how global retail value chains shape gender patterns of work in chapter 4. [Extracted from the article]

This article seeks to review the intersection between menopause and employment law, summarising existing protections and analysing key case law. The study finds that existing protections are limited in their efficacy in protecting individuals experiencing menopausal symptoms from detriment and discrimination in the workplace. Indeed, whilst individuals may be able to raise claims for menopausal discrimination under the Equality Act 2010, the lack of clarity as to which of the protected characteristics such a claim should be raised against and the apparent lack of consistency in the case law further serves to undermine the protections which currently exist. Whilst a number of proposals have been put forward as to how the law may be adapted or created to improve protections for those subject to menopausal discrimination, careful consideration will be needed to ensure any such reforms do not inadvertently result in an increased stigmatisation of menopausal women and the undermining of efforts to improve gender equality at work. However, what is clear from an analysis of the law is that menopause is not simply a 'women's health issue', it is also a workplace issue which employers can no longer afford to ignore. [ABSTRACT FROM AUTHOR]

This article draws on qualitative analysis of a small interview study and of oral evidence to the Women and Equalities Select Committee (WESC) of the UK Parliament, to explore and contextualize the use in the United Kingdom of NDAs in settlements to silence allegations and experiences of sexual harassment and workplace misconduct. This demonstrates the central place of NDAs in the failure of individualist individualized workplace protections effectively to combat this behaviour. Several factors emerge as potentially significant to the ubiquity and substantive content of NDAs in settlements: the influence of modern, technologically inflected routinization and sheer paperwork within organizations and lawyering; interactions between the law in practice and long-standing economic, social and cultural means of subordination, including of women and racialized groups. Illustrations comprise, first, employers' systemic dominance, mediated by lawyers, being enacted and reinforced through frequent imposition of NDAs, including to protect serial wrongdoers, and, secondly, that the shame and career risk attached to people who experience and complain of ill treatment (not alleged wrongdoers) mean claimants themselves often need the protection of NDAs in settlements. Still, suggestions in the evidence of some organizations altering their use of NDAs provides an invaluable opportunity for future research to illuminate the drivers and long-term consequence of this legalized silencing and of what ought to be done about it. Organizational variety also shows that employers are already in a position differently to reconcile the innate tensions the data exposed between individual, employer, and societal interests in whether mistreatment at work is silenced or exposed. This leads to my final argument that, whatever legal reform occurs, employers and their lawyers ought already to take the obvious first step towards changing the culture, of shifting their default position away from routinely using law to silence complaints about sexual harassment and workplace misconduct. If employers are not even willing to take this small initial step, and their lawyers to back them up, this will raise serious questions about current public commitments finally to tackle workplace wrongdoing, and grave doubts that anything much is going to change in this dimension of working life. [ABSTRACT FROM AUTHOR]

Using the theoretical constructs of uncertainty and coping as guiding frameworks, this study examines how the online setting (e.g., private direct message or public comment) and type of harassment (i.e., gender harassment, unwanted sexual attention, or sexual coercion) affect younger employees' sexual harassment experiences on Facebook. Specifically, this study examines how the online setting and type of harassment affect a survivor's level of relational uncertainty and individual problem-focused coping strategies. Results show private unwanted sexual attention predicts a survivor's level of uncertainty. In addition, results show survivors are more likely to cope by blocking the harasser when they experience public harassment and private sexual coercion. Also, survivors are more likely to cope by changing their privacy settings and being more cautious with their use of Facebook when they experience gender harassment in a private setting. Ultimately, the study findings extend literature on online sexual harassment, coping, and uncertainty by showing how both the online setting and type of online sexual harassment impact and complicate a survivor's level of uncertainty and coping strategies. [ABSTRACT FROM AUTHOR]

Purpose: To understand the position of female academics in public universities in Egypt, the authors of this paper aim to answer the question of what comes between victims breaking their silence about workplace sexual harassment (WSH). Design/methodology/approach: A qualitative research method is employed, and semi-structured interviews were conducted with 40 female academics from four public universities selected from among 26 public institutions of higher education in Egypt. Thematic analysis was used to extract main ideas from the transcripts. Findings: At the macro level in Egypt, stipulating an anti-harassment law and harsher penalties were found to be a motivator for female academics to speak up against WSH. At the meso organizational level, establishing anti-harassment units in universities is perceived as an effective mechanism for empowering female academics to respond to, expose and seek punitive action against WSH perpetrators. What was found to be a real challenge to reporting perpetrators is the assumption of some female academics that they will never be heard because of socio-cultural norms that hold university professors as honourable and impeccable. Another challenge is that female academics are poorly represented at both professorial levels and in senior administrative positions in Egyptian academic contexts. Sadly, challenges faced by women in academic contexts, such as WSH, are not being prioritized on the agenda of their universities. Although organizational behaviours and country-specific culture challenge female academics' proactive stance against WSH, new anti-harassment laws and university policies are changing this scenario. Originality/value: This paper contributes by filling a gap in human resource (HR) management, higher education and public administration in which empirical studies of WSH in academic contexts have been limited so far. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to examine the processes associated with divorced female employees' experiences at workplaces in the context of a developing country, Pakistan. Specifically, this study analyzes divorced women's narratives to better understand the nature of discrimination, its outcomes and their coping strategies within the workplace environment. Design/methodology/approach: A qualitative methodology consisting of 25 semistructured interviews with women employees having divorce status was adopted. Findings: Findings demonstrate that divorced women experience a considerable amount of discrimination at their workplace from colleagues (victimized through gossiping). Moreover, they are also offered less training opportunities. This discrimination not only increases turnover intentions and stress but also decreases cognitive performance and disturbs work–life balance. The major coping strategies identified in the research include avoiding the situation and/or concealing their identity. Originality/value: First, this study undertakes an in-depth examination of experiences and consequences of stigma amongst female individuals with divorced identity from an understudied, yet highly relevant, context of Pakistan. In so doing, the authors respond to the call for more research that examines the role of context in shaping the psychological process. Second, contextualizing the concepts of discrimination and inclusion in the workplace setting, this work gives voice to females with divorce identity. Lastly, by examining the interaction between visible and invisible identities, the authors provide further evidence that individuals with multiple subordinate identities are more prone to greater stigma and other negative consequences. [ABSTRACT FROM AUTHOR]

The papers in Part II of this Special Issue on "Revisioning, Rethinking, Restructuring Gender at Work" emphasize the factors contributing to gender stereotypes. These papers share the aim of understanding the relevance of individual factors, boundary conditions, and of broadening the scope beyond heterosexual women and men. We summarize the papers of this Special Issue Part II and discuss the key takeaways from the whole Special Issue, including Part I "Revisioning, Rethinking, Restructuring Gender at Work: Quo Vadis Gender Stereotypes?" and Part II "Revisioning, Rethinking, Restructuring Gender at Work: Contributors to Gender‐Role Stereotyping", and implications for future research. [ABSTRACT FROM AUTHOR]

The tourism academy is a key site through which gender is produced, reproduced and, potentially, challenged. In this paper, we draw on Acker's (1990) concept of gendered organisations to present a case study of a tourism department preparing to apply for an international gender equality charter-accreditation, Athena SWAN. Ketso was used as a method to try to stimulate active involvement of all staff members and breakdown traditional hierarchies within the team, and to encourage honest discussion about gender and inequality in this context. This was only partially successful, however, and we discuss how explicit focus on gender (in)equality through this process both enabled discussion of usually ignored topics and revealed entrenched gender power dynamics and structural and institutional barriers to reform. The paper illustrates both the possibilities of gender equality initiatives like Athena SWAN to highlight many of the gendered practices of tourism academia and the limitations they hold for overcoming deep-rooted gender inequality. [ABSTRACT FROM AUTHOR]

Copyright of Investigaciones Feministas is the property of Universidad Complutense de Madrid and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The reasons for women's relatively slow ascension in the workplace have been a matter of considerable debate. This article explores why so much remains misunderstood about the challenges women face and why negative stereotypes--specifically, the view that women are innately poor advocates for themselves--persist. In fact, women possess unique advantages as negotiators, including greater cooperativeness and stronger ethics. But often those strengths are overlooked or severely undervalued. This article presents practical strategies for managers and negotiators of both genders to close the performance gaps and calls for changing the narrative on what it means to be a successful negotiator. [ABSTRACT FROM AUTHOR]

Deference within a dyad occurs when one partner acknowledges that the other is entitled to some privileges. Although deference is a well-known consequence of relationships between partners of unequal status, little is known on whether deference in one domain can affect interactions between the same actors in other domains. This can happen within multiplex relationships, especially when they involve firms that have both business and personal interactions between their key decision makers. We combine insights from the literatures on status, multiplex relationships, and competitive positioning to examine how actors' behaviors in a business domain of a multiplex relationship are shaped by the deference norms in a personal domain of the same relationship. We argue that marriages between owner-families of Korean business groups cause deferential behaviors between these families as a function of gender-based status differences within kinship ties. We show empirically that the inter-personal deference resulting from marriage affects business group market entries or exits, and in turn the group's performance. Thus, we shed light on how deference spillovers represent a novel mechanism through which one partner can extract advantage over another within a multiplex relationship. [ABSTRACT FROM AUTHOR]

Copyright of Sociología del Trabajo is the property of Universidad Complutense de Madrid and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Recent research conducted in Western countries highlights gender ideology as a multidimensional concept. Little, however, is known in East Asia about the patterns and consequences of constellations of gender ideology (i.e. clusters of attitudes towards gender relations in different domains). Using data from 3,541 married respondents in the 2006 East Asian Social Survey (China, Japan, South Korea, and Taiwan), we identify four constellations—egalitarian, moderate, traditional, and pro-work traditional—that differ in gender ideologies regarding the private and public spheres. We find little societal difference in the relationship between constellations of gender ideology and marital satisfaction among men. Among women, traditional Japanese women have particularly high, whereas egalitarian Taiwanese women have particularly low, marital satisfaction. Additionally, gender ideology intersects with couples' earnings arrangements to shape marital satisfaction in Korea. Overall, our findings advance the understanding of how political and policy environments shape gender roles in work and family. [ABSTRACT FROM AUTHOR]

Copyright of Gestão & Planejamento is the property of FACS Servicos Educacionais S.A. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

We examine leadership over-emergence, defined as instances when the level of one's leadership emergence is higher than the level of one's leadership effectiveness, in a sample of intact self-managing teams who worked together for a period of seven months. We draw from Gender Role Theory and Expectancy Violation Theory to examine the role of gender in predicting leadership over-emergence. Building on arguments from Gender Role Theory, we find that all else equal, men over-emerge as leaders. However, Expectancy Violation Theory suggests that women are likely to benefit from a countervailing bias. Specifically, women are attributed with higher levels of leadership emergence than men when they engage in agentic leadership behaviors--even if the level of the behaviors exhibited by men is exactly the same. Because the impact of these behaviors on leadership effectiveness is not contingent on gender, however, women who engage in more task behaviors and boundary spanning behaviors in self-managing teams also over-emerge as leaders. We discuss the implications of this study for Gender Role Theory and Expectancy Violation Theory, along with practical implications for managing the problem of leadership over-emergence in work groups. [ABSTRACT FROM AUTHOR]

Organization Justice refers to the feelings and perceptions of fairness or unfairness that employees experience in the workplace. This perception differs significantly based on gender. Women employees experience justice far more differently than men, often facing discrimination, bias, and harassment. This study examines perceptions of organizational justice using four scales of dimensional justice including: Distributive, Procedural, Interpersonal and Informational Justice. The study indicates a differing perception among working women to the individual items of the construct. The findings show that working women find a certain degree of fairness in Distributive justice, though an unsatisfactory perception remains with respect to outcomes reflecting efforts. Procedural Justice shows a drastically unfair picture, pointing to the discrimination and procedural mishaps resulting in gender discrimination. Women have experienced Interpersonal Justice which reflects that they are treated with respect and dignity. Information Justice too reflects a favourable perception among the respondents except for the fact that information sharing was not perceived as candid. [ABSTRACT FROM AUTHOR]

Background: Workplace sexual harassment is a public health problem that depends on gender, context, and perceived ideology. Although studies have documented the prevalence and consequences of workplace sexual harassment worldwide, victims' perceptions and experiences are still poorly understood in low and middle-income countries, particularly Ethiopia. Female workers in the hospitality industry, including hotels, bars, restaurants, fast-food restaurants, and cafeterias, are particularly affected. Hence, this study aimed to explore sexual harassment perceptions and experiences among women working in these workplaces.Methods: An exploratory qualitative study was conducted from 1 January to 30 August 2019. Data were collected from female employees and key informants from several hospitality workplaces in Bahir Dar City. Data were collected through focus group discussions, in-depth interviews, and key-informant interviews. Women who experienced sexual harassment were selected using the snowball method, and key informants were recruited purposefully. Six focus group discussions, ten in-depth interviews, and thirteen key informant interviews were conducted. Data were analysed using the ATLAS ti version 8.4.24.Results: In this study, most participants perceived that sexual harassment is pressuring, threatening, touching, abducting sexual advances, and experiencing verbal, physical, and non-verbal types. Similarly, the perceived risk factors were related to the organisations, the customers, and the victims, with the consequences being work-related, health-related, financial-related, and family-related.Conclusions: Workplace sexual harassment in hospitality workplaces is poorly understood, but many women experience it. A variety of factors also caused it, and it influenced both organisations and people. Public awareness programs, pre-service preparation, in-service training, prevention, and psychosocial support are needed. Similarly, policies and strategies for the organisations should be developed and implemented. [ABSTRACT FROM AUTHOR]

This is especially true in the case of the employment question, where cooperative alliances between the women who formed organizations like the Society for Promoting the Employment of Women raised key questions about labor and gender. The dialogue between novelists Olive Schreiner, Amy Levy, and George Egerton - who rewrite the domestic plot around the possibility of women's education and economic independence - and Michael Field and Virginia Woolf creates new possibilities, Cameron argues, for imagining women as producers and consumers. Cameron thus looks to rewrite "bonds between sisters across Victorian and Modernist generations" (171). [Extracted from the article]

This study explored male teachers' perceptions of their roles in early childhood education and their beliefs about their own professional development in shaping their careers. Although the participants' experiences are strongly influenced by strict gender roles in China, they appear to be consistent with the experiences of men across the globe. The findings from this study add to the limited scholarship in China while also contributing to global scholarship related to men who teach in early childhood education. The focus of this study was on professional development. Like many teachers, participants in this study actively engaged in professional development. However, their reasons for selecting and participating in professional development activities revolved around advancement rather than improving their teaching. The findings implicate reframing professional development for both women and men with an emphasis on the improvement of teaching as well as for professional advancement. [ABSTRACT FROM AUTHOR]

Sexual interactions often involve implicit, ambiguous behavior, yet research on unwanted sexual interactions in the workplace largely focuses on interactions that are explicitly sexual. Drawing on 84 interviews with tech industry workers, I show that unwanted, ambiguously sexual interactions are relatively commonplace in their workplaces. Ambiguously sexual interactions can take multiple interactional trajectories, but one possibility is that they will lead toward explicit sexual harassment. When interviewees worry that an ambiguously sexual interaction might veer into sexual harassment, they engage in what I term trajectory guarding, in which they carefully monitor and guide interactions in an attempt to avoid opportunities for harassment to crop up. Interviewees described trajectory guarding as labor-intensive and potentially detrimental to their careers. Because women tended to be most wary of sexual harassment, they disproportionately engaged in trajectory guarding and risked the possible costs of doing so. I focus on the case of trajectory guarding against ambiguously sexual interactions, but I suggest that trajectory guarding is a more general strategy used by marginalized people seeking to avoid potential mistreatment. [ABSTRACT FROM AUTHOR]

The U.S. workforce has been changing rapidly. Close to half of working adults are women, and as the U.S. population becomes ever more racially and ethnically diverse, so too does the labour force. Using data collected from 13–18-year-old teenagers over three time periods across two decades, 1992 to 2012, this study examines changes in the career aspirations of teenagers, focusing specifically on gender and race/ethnicity similarities and differences. Comparable to the findings from many studies, the results show marked gender differences and few racial/ethnic differences. New to the discussion are the findings that White boys and minority girls are those leading the slow-moving wave towards gender parity in occupations. If the findings of this study are prescient, women and men are not likely to be working side-by-side in all occupations in the near future, but there should be significant shifts over the coming decades. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Gender & Sexuality Studies / Revista de Estudios de Géneros y Sexualidades is the property of Michigan State University Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Will men and women receive the same support at work when they claim to have been discriminated against? This paper reports a scenario-based experimental study (N = 240, 50.4% women, M age = 25.65) that investigated bystanders' reactions to an incident where a co-worker is treated in a condescending manner by another co-worker. The results showed that women reacted more strongly to the incivility incident and were more willing to support and defend the co-worker. As expected, the gender difference in helping intentions was especially prominent when the co-worker attributed the incident to gender discrimination, compared to a control condition with an attribution unrelated to gender. Further, when the incident was attributed to discrimination, the female coworker evoked somewhat stronger helping intentions than the male co-worker, suggesting the presence of gender bias. The results are discussed in relation to the prototype perspective of perceived discrimination. [ABSTRACT FROM AUTHOR]

Copyright of Realidad Economica is the property of Realidad Economica and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

A significant body of research has emerged in order to better understand unethical behavior at work and how gender plays a role in the process. In this study, we look to add to this literature by exploring how perpetrator gender influences reactions to distinct types of unethicality. Rather than viewing unethical behavior as a unitary construct, where all forms of lying, cheating, and stealing are the same, we integrate theories and concepts from the criminal justice and moral psychology literatures to categorize certain unethical behaviors as either impulsive or premeditated. Given the agentic nature of premeditated unethical behavior, we draw from role congruity theory to predict that women will be punished more severely than men for their role incongruous actions. Impulsive unethical behavior, on the other hand, will be less likely to elicit perceptions of congruity or incongruity, leading to less of a gender effect. Results from three studies sampling both undergraduates and working adults in the United States, Singapore, and South Korea showed that participants were more likely to associate premeditated unethical behavior with a male perpetrator because it was seen as less feminine (Study 1), and female perpetrators who engaged in premeditated unethical behavior received more severe punishment than male perpetrators due to the perceived role incongruity of their actions (Study 2 and Study 3). Implications are discussed as well as possible limitations and directions for future research. [ABSTRACT FROM AUTHOR]

Copyright of Revista Internacional y Comparada de Relaciones Laborales y Derecho del Empleo is the property of ADAPT University Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Internacional y Comparada de Relaciones Laborales y Derecho del Empleo is the property of ADAPT University Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Internacional y Comparada de Relaciones Laborales y Derecho del Empleo is the property of ADAPT University Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Internacional y Comparada de Relaciones Laborales y Derecho del Empleo is the property of ADAPT University Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Internacional y Comparada de Relaciones Laborales y Derecho del Empleo is the property of ADAPT University Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Internacional y Comparada de Relaciones Laborales y Derecho del Empleo is the property of ADAPT University Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Internacional y Comparada de Relaciones Laborales y Derecho del Empleo is the property of ADAPT University Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Internacional y Comparada de Relaciones Laborales y Derecho del Empleo is the property of ADAPT University Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The vast majority of psychological research on gender and work focuses on WEIRD (i.e., Western, Educated, Industrialized, Rich, and Democratic) women, which impedes global efforts to promote gender equality and devalues the experiences of the majority of working women across the world. In this article, I first review cross‐cultural psychological research on gender and work in three general domains: stereotyping and gender roles, discrimination, harassment, and women's efforts to effect change, and the effects of public and organizational policies on women's work lives. I then highlight how contributions to the present issue of the Journal of Social Issues expand our understanding of working women in non‐WEIRD contexts. I conclude with recommendations for future study and a call for more work that recognizes the experiences and perspectives of women in the global majority. [ABSTRACT FROM AUTHOR]

Drawing on the similarity-attraction perspective and social identity theory, we argue that male versus female interlocking directors are likely to have different experiences when they work alongside female board directors of other firms. The theorized source of such experiences for male interlocking directors is in-group favoritism and/or a social identity threat-related discomfort. Interlocking female directors are theorized to be ambivalent between desiring social support versus experiencing identity threat-based career concerns. These experiences are predicted to motivate male versus female interlocking directors in different ways to reduce or, conversely, to potentially facilitate female representation on focal boards. We additionally predict that economic crisis reduces the biases of male directors against appointing female directors to boards. We test our hypotheses based on a novel data set that includes 25,460 directors in Chinese A-share public companies with a sample of 27,058 firm-quarter observations for 1635 firms between 2006 and 2010 and find most of our hypotheses supported. [ABSTRACT FROM AUTHOR]

Harvey Weinstein dramatically altered the way that people view sexual harassment in the workplace. Workplace sexual harassment is far from a new phenomenon-with many perpetrators of such harassment (including Weinstein himself) having gotten away with this misbehavior for decades. Yet the exposure of Weinstein's misdeeds opened thefloodgates, leading countless women from a variety of work environments to share their own experiences with sexual harassment at work. As the #MeToo movement has continued to occupy the headlines, workplace harassment has begun to seem as ubiquitous as it is distressing. This intensified spotlight on sexual harassment has exposed a persistent frustration among academics, the media, and members of the public, as society puzzles over what can be done to eliminate sexual misbehavior at work. Robust research indicates that conventional mechanisms .for addressing sexual harassment, like carefully worded policies or mandatory training sessions, fail to root out perpetrators like Weinstein. Instead, research demonstrates that only signiAcant cultural change in the workplace can reduce instances of sexual misconduct. This Article explores a new-and potentially radical-way of instilling such cultural change. This Article describes a little known but powerful remedies principle known as the jaithless servant doctrine, which allows for the disgorgement of compensation from employees who breach their jiduciary duties to their employers. When employees breach their fiduciary duties by creating or perpetuating a culture of workplace harassment, the faithless servant doctrine could provide companies with a powerful tool to demonstrate that this sexual misconduct negates any value that a misbehaving employee otherwise brings to the workplace. This article questions whether using compensation disgorgement to hit wrongdoers where it hurts-in their wallets-finally could. foster the cultural shift that is necessary to decrease sexual harassment at work. [ABSTRACT FROM AUTHOR]