The power in demography: women's social constructions of gender identity at work

Article Abstract:

This study examined how women's proportional representation in the upper echelons of organizations affects professional women's social constructions of gender difference and gender identity at work. Qualitative and quantitative data were used. Results suggest that sex roles are more stereotypical and more problematic in firms with relatively low proportions of senior women. This research also found that women responded to these constraints in a range of ways and identifies five response profiles. The study challenges prevailing conceptions of gender as an objective property of individuals synonymous with biological sex and universal across organizational settings; instead, it supports a more complex view of gender as an ongoing social construction, the meaning, significance, and consequences of which vary as a function of the power differences reflected in the sex composition across levels of an organization's hierarchy. (Reprinted by permission of the publisher.)

Women, Beliefs, opinions and attitudes, Work environment, Sex differences, Sex role in the work environment

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Effects of employment gaps on the careers of M.B.A.'s: more damaging for men than for women?

Article Abstract:

This study investigated the impact of employment gaps on two dimensions of managerial careers: income and satisfaction. As was hypothesized, the results from a survey of M.B.A. degree holders revealed that discontinuous employment histories were negatively associated with future income and satisfaction. The impact of a gap was found to be more severe for men than for women. The findings suggest discrimination against men not following a traditional career path. (Reprinted by permission of the publisher.)

Master of business administration degree, Career development

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The relationship between sex role stereotypes and requisite management characteristics revisited

Article Abstract:

The relationship between sex role stereotypes and perceived requisite management characteristics among men and women who were managers was examined and compared with the results of studies of managers made 15 years ago. Results indicate that male middle managers still adhere to a male managerial stereotype. Female middle managers, however, no longer sex-type managerial jobs. (Reprinted by permission of the publisher.)

Sex role, Organizational behavior, Stereotype (Psychology), Stereotypes (Psychology)

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