| 1. |
- Berglund, Karin, 1967-, et al.
(författare)
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Conceptualising feminist resistance in the postfeminist terrain
- 2023
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Ingår i: Gender in Management. - : Emerald Group Publishing Limited. - 1754-2413 .- 1754-2421. ; 38:2, s. 183-199
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Tidskriftsartikel (refereegranskat)abstract
- Purpose: In this paper, women entrepreneurs are seen as leaders and women leaders as entrepreneurial, making both groups an easy target of postfeminist expectations, governed by calls to embody the entrepreneurial self. Acknowledging that the entrepreneurial self has its roots in the universal, rational and autonomous subject, which was shaped in a male form during the Enlightenment, the purpose of this study is to conceptualise feminist resistance as a process through which the autonomous subject can be de-stabilised. Design/methodology/approach: Empirically, this study draws on an extensive research project on women's rural entrepreneurship that includes 32 in-depth interviews with women entrepreneurs in rural Sweden. This study interpreted expressions of resistance from the women by using an analytical framework the authors developed based on Jonna Bornemark's philosophical treatise. Findings: Feminist resistance unfolds as an interactive and iterative learning process where the subject recognises their voice, strengthens their voice and beliefs in a relational process and finally sees themselves as a fully fledged actor who finds ways to overcome obstacles that get in their way. Conceptualising resistance as a learning process stands in sharp contrast to the idea of resistance as enacted by the autonomous self. Research limitations/implications: This study helps researchers to understand that what they may have seen as a sign of weakness among women, is instead a sign of strength: it is a first step in learning resistance that may help women create a life different from that prescribed by the postfeminist discourse. In this way, researchers can avoid reproducing women as "weak and inadequate". Originality/value: Through the re-writing of feminist resistance, the masculine entrepreneurship discourse including the notion of the autonomous self is challenged, and a counternarrative to the postfeminist entrepreneurial woman is developed. Theorising resistance as a learning practice enables a more transforming research agenda, making it possible to see women as resisting postfeminist expectations of endless competition with themselves and others.
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| 2. |
- Bergman, Bodil, 1940, et al.
(författare)
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Psychometric Evaluation of the “Men’s Polarized Gender Thinking Questionnaire (MPGQ)
- 2014
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Ingår i: Gender in Management. - 1754-2413 .- 1754-2421. ; 29:4
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Tidskriftsartikel (refereegranskat)abstract
- Purpose – The purpose of this paper is to develop and validate a new measure of gender equality at male-dominated workplaces, allowing quantitative analyses of men's beliefs about gender-based inequality at work. Design/methodology/approach – The present paper examines a questionnaire developed from qualitative interviews based on grounded theory methodology and designed to assess men's beliefs about gender inequality. A 23-item version of the Men's Polarized Gender Thinking Questionnaire (MPGQ) was completed by a sample of 220 men from three different male-dominated organizations in Sweden. Recommended psychometric testing procedures were conducted. Findings – Confirmatory factor analysis supported a six-factor model of male attitudes to gender-based inequality: different views on success, stereotypical gender roles – different jargons, benevolent sexism, conscious of gender order, conscious of the male norm system and strategies for gender equality at work. The final model showed acceptable fit to data. All six factors were positively intercorrelated. Practical implications – It was concluded that the MPGQ provides a useful tool for further studies of men's sometimes polarized views of gender equality in male-dominated workplaces. Hence, MPGQ may allow researchers and practitioners to go deeper in their understanding of persistent and often hidden gender-based inequality at work. Originality/value – Equality plans are difficult to fulfill if people do not know on which subtle mechanisms the concept gender-based inequality is founded. The MPGQ illustrates how they are manifested at a specific workplace. Because of the scarcity of this type of workplace measures, this study may make a contribution of concern to the literature. By measuring these sometimes polarized beliefs, management strategies aiming at decreasing barriers to gender equality at work could become more accurate and efficient.
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| 3. |
- Hansson, Magnus, 1972-, et al.
(författare)
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The Boss and Daddy's Little Girl : On the Costruction of Gender in Swedish Business Media
- 2019
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Ingår i: Gender in Management. - : Emerald Group Publishing Limited. - 1754-2413 .- 1754-2421. ; 34:1, s. 59-76
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Tidskriftsartikel (refereegranskat)abstract
- Purpose: This paper aims to analyse the construction of gender in business media through identification of media discourses in terms of vocabulary and vocabulary structures.Design/methodology/approach: The authors conduct critical discourse analysis and linguistic text analysis of media articles in two Swedish business magazines, focussing on vocabulary and vocabulary structures used to describe men and women as managers.Findings: Media texts fall into traditional, gender-stereotyped patterns. The use of metaphors, choice of words and sentence structures construct and maintain stereotyped models of gender. The linguistic practices and use of specific and gender-biased vocabulary shape discursive practices, contributing to the construction and reconstruction of institutionalised gender-stereotyped patterns of behaviour and established social norms.
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| 4. |
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| 5. |
- Holmberg, Arita, Docent, 1974-, et al.
(författare)
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Organizational resistance through organizing principles : the case of gender equality in the military
- 2024
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Ingår i: Gender in Management. - 1754-2413 .- 1754-2421. ; 39:3, s. 313-327
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Tidskriftsartikel (refereegranskat)abstract
- Purpose – Previous studies show that the implementation of gender equality encounters resistance in military organizations, but it is often invisible or seen as confined to anonymous structures or troubled individuals. This paper aims to show how the Swedish Armed Forces (SAF) use organizational principles to resist implementing gender equality measures.Design/methodology/approach – The study is a qualitative analysis of discursive strategies in the SAF’s 2013–2018 annual reports to government.Findings – The organizing principles of instrumentality and distance, while existing in parallel with gender equality efforts, actually pursue logics that prevents the SAF from implementing gender equality. The principle of instrumentality in this context means that gender equality in the SAF is of secondary interest to organizational members. The principle of distancing from the problem includes strategies that alienate female from male officers.Originality/value – The contribution of this paper is the finding that the use of organizing principles represents conscious organizational resistance to go gender equality efforts. This kind of use needs to be revealed and criticized to change military organizations.
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| 6. |
- Muhonen, Tuija
(författare)
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Health and Work locus of control during women managers’ careers
- 2011
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Ingår i: Gender in Management. - : Emerald Group Publishing Limited. - 1754-2413 .- 1754-2421. ; 26:6, s. 419-431
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Tidskriftsartikel (refereegranskat)abstract
- Purpose – The purpose of this paper is to examine subjective health among women managers and professionals during their careers. Further, the role of work locus of control (WLC) for women managers' health is analyzed in a longitudinal perspective. Design/methodology/approach – This is a follow-up study among 38 women managers and professionals who participated in an earlier investigation in 1996. Data were collected by means of interviews and two short questionnaires. Findings – The results of the analysis showed that nine women had maintained their health during their career, whereas others had various health problems and some women had also suffered from burnout syndrome. There was no significant change in WLC between the two investigations. The healthy women were characterized by stability in their WLC beliefs, rather than externality or internality. Research limitations/implications – Even though the results are based on a limited number of participants, the study points out factors that can be crucial for women managers' and professionals' health. Further research is needed to corroborate the findings in the study. Originality/value – The paper contributes further understanding of factors that are important for professional women's health. It also suggests that the role of WLC beliefs for health might be more complex than the internal-external dimension.
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| 7. |
- Nasution, Damai, et al.
(författare)
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Do auditor and CFO gender matter to earnings quality? : Evidence from Sweden
- 2017
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Ingår i: Gender in Management. - : Emerald Group Publishing Limited. - 1754-2413 .- 1754-2421. ; 32:5, s. 330-351
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Tidskriftsartikel (refereegranskat)abstract
- PurposeThis study aims to examine the association between auditor and chief financial officer (CFO) gender and earnings quality, utilising data from Sweden. This study also aims to examine whether interactions between auditor and CFO, which may affect a firm’s earnings quality, are associated with their gender. These aims are inspired by the notion that gender differences will be overruled by the rewards and socialisation into the occupational roles as suggested by the structural approach to gender.Design/methodology/approachThis study uses a multivariate regression model to test its hypotheses. The sample consists of 976 firm-year observations covering the period 2008 to 2013.FindingsThe results show that gender of the auditor and CFO is not associated with earnings quality, and the interactions between auditors and CFOs, which may affect earnings quality, are not associated with their gender. Consequently, the results give tentative support for the structural approach in gender studies in the accounting and auditing field.Research limitations/implicationsThis study indicates that future research in gender studies should consider the structural approach based on the argument of gender similarities. This approach contends that work-related behaviour of women will more resemble men, and this is caused by the socialisation process into the occupational role and the structure where they work (e.g. organisational and professional culture, work conditions, a compensation scheme, national culture, etc.) instead of gender.Originality/valueThis study contributes to the understanding whether gender – auditor and CFO gender – is associated with firms’ earnings quality and standing whether the interactions between auditor and CFO are associated with their gender, something that, to the best of the authors’ knowledge, has not been tested previously. It also re-introduces the structural approach within the gender research in the accounting and auditing field.
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| 8. |
- Olofsdotter, Gunilla, 1957-, et al.
(författare)
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Doing masculinities in construction project management : "We understand each other, but she....."
- 2016
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Ingår i: Gender in Management. - 1754-2413 .- 1754-2421. ; 31:2, s. 134-153
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Tidskriftsartikel (refereegranskat)abstract
- Purpose - This study aims to examine how masculinities are (re) producedin project- based organizations. The authors first investigate the doingof masculinities in everyday work practices in construction projectmanagement. Second, the authors investigate whether there areopportunities to perceive, or do, gender differently in this specificcontext.Design/methodology/approach - Data are elicited from a case study ofconstruction project managers working on a infrastructure project. Theproject managers were interviewed through semi-structured informalinterviews regarding their experiences of project work. The analysis wasinspired by the competing discourses and practices of masculinity inorganizations outlined by Collinson and Hearn (1994).Findings - The results showed how multiple masculinities coexist andoverlap in the project organization and in the everyday practices ofproject management. Both male and female project managers must adjust tothese masculine discourses and act in accordance with a particularcontext. But the results also showed opportunities to challenge themasculine norms by doing gender differently.Practical implications - The results of this study highlightsopportunities for creating a more gender-equal work environment in theconstruction industry. The multiple ways of doing masculinity, by bothmen and women, highlights the possibilities to balance between doing itwell and differently. Such knowledge can be used in policy andstrategies for equal opportunities for men and women in organizations.Originality/value - This study provides insights into the (re)production of multiple masculinities in construction project management.This study contributes to the criticism of the normative conceptionsthat have characterized the literature on project management. Theauthors add to the tradition of organization studies by arguing that thegender analysis of project management is important to increaseunderstandings of how projects are managed and, in this case, howmasculine discourses affect everyday work.
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| 9. |
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| 10. |
- Roos, Annie
(författare)
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A new male entrepreneur? Media representation of male entrepreneurs before and after #metoo
- 2020
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Ingår i: Gender in Management: An International Journal. - : Emerald. - 1754-2413 .- 1754-2421. ; 35, s. 211-224
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Tidskriftsartikel (refereegranskat)abstract
- PurposeThe purpose of this study is to investigate whether the representation of male entrepreneurs in the media has changed in the after-effects of the #metoo movement.Design/methodology/approachThe authors perform a discourse analysis and visual analysis of how male entrepreneurs in the Swedish business magazine Affärsvärlden are represented. A centre-margin analysis is laid out, focusing on who and what constitutes (or endeavours to constitute) the legitimate male entrepreneur.FindingsThe results of the analysis show that male entrepreneurs are represented with different discursive success factors. These success factors are linked to a driven personality, a high-status leisure activity, a supportive but invisible family, a focus on financial measures and a global outlook. Marginally, there has been a change towards more humbleness, and a shift from financial growth to turnover, in the representation of entrepreneurial masculinities after the #metoo movement.Research limitations/implicationsTo bring about a more equal norm regarding male entrepreneurial identity, more space and attention must be given in the media to the subordinate masculinities of entrepreneurs.Originality/valuePrevious gender research on entrepreneurship has, to a large extent, focussed on female entrepreneurs and research focussed on male entrepreneurs is conspicuous in its absence. However, the male entrepreneur, just like the female entrepreneur, needs to relate to, be compared with and adapt to a norm of how the ideal entrepreneur should be. Therefore, it is important to establish and illuminate who the male entrepreneur is assumed to be, to better understand and question that role.
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| 11. |
- Scholten, Christina, et al.
(författare)
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The opaque gendered lens : barriers to recruitment and career development
- 2017
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Ingår i: Gender in Management. - : Emerald Group Publishing Limited. - 1754-2413 .- 1754-2421. ; 32:1, s. 47-65
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Tidskriftsartikel (refereegranskat)abstract
- Abstract Purpose – This paper aims to reveal gendered leadership constructs that hinder a competency-based view of leadership in Swedish-based global companies and the implications for leadership recruitment and development to top management positions. Design/methodology/approach – The paper is based on qualitative semi-structured interviews, which have been analyzed using a gender analytic framework to identify how senior management, Human resource management and leadership trainees are discussing leadership and career development. Findings – Three themes were identified as clouding the issue of gender-equal leadership practices thereby creating an opaque gendered lens of who is defined as eligible for leadership positions. The three themes were: symbols as gendered images, counting heads – preserving the existing system and illusive gender inclusion. Research limitations/implications – Recruitment practices were identified as contributors to homosocial practices that perpetuate male-dominated leadership representation. However, specific recruitment practices were not fully explored. Practical implications – The potential use of gender equality as a sustainable management practice for competitive organizations to recruit and develop talented people. Social implications – To create resilient and gender-equal recruitment and leadership development practices. Originality/value – This research offers an original perspective on gender representation at the senior management level in global companies by revealing gendered leadership constructs in the leadership recruitment and development process as antecedents to unequal gender representation in senior management positions.
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| 12. |
- Styhre, Alexander, 1971, et al.
(författare)
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Thinking the multiple in gender and diversity studies: Examining the concept of intersectionality
- 2009
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Ingår i: Gender in Management. - 1754-2413 .- 1754-2421. ; 23:8, s. 567-582
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Tidskriftsartikel (refereegranskat)abstract
- Purpose – The purpose of this paper is to discuss the concept of intersectionality. In recent management writing, a vocabulary has been introduced which enacts concepts such as assemblages, multiplicity, rhizomes, and becoming. Such a vocabulary is helpful when revising the theoretical models used in gender research. Design/methodology/approach – Drawing on this fluid mode of thinking, which is fundamentally indebted to a process thinking that favours becoming and change over stability and fixed entities as the primary analytical categories, the concept of intersectionality is discussed. Findings – It is suggested that intersectionality perspectives, a concept developed to enable the analysis of co-existing and co-operating registers of knowledge and power, may inform gender and diversity studies and organization theory in general. Rather than reducing all sorts of identities or subject-positions to a single plane, intersectionality perspectives conceive of identity as being derived from different registers functioning as shifting planes, at times operating detachedly from one another; in other cases directly overlapping and even clashing. Practical implications – Intersectionality thinking is capable of influencing a variety of organizational and managerial practices. Originality/value – The paper seeks to bridge process thinking, gender theory, and diversity management literature through introducing the concept of intersectionality as a helpful tool when thinking of organizational practice.
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| 13. |
- Sörlin, Ann, et al.
(författare)
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Measuring the gender gap in organizations
- 2011
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Ingår i: Gender in Management. - Bingley : Emerald. - 1754-2413 .- 1754-2421. ; 26:4, s. 275-288
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Tidskriftsartikel (refereegranskat)abstract
- The purpose of this paper is to present a register‐based index that could provide a practical tool for gathering information and increasing our knowledge on gender equality at organizational level.Design/methodology/approachBased on Swedish gender policy and information available in public registers, six variables were chosen. For each variable, a gender gap was calculated as the ratio between the sexes, with the larger figure always treated as numerator. The study population consisted of 11,471 persons in 46 companies working in the computer sector, and 32,151 individuals in 77 companies employed in the grocery production sector.FindingsThe results show indices of 1.43‐2.09 for the computer sector and of 1.13‐2.14 for the grocery production sector, both with a normal distribution (one is considered fully gender equal and three least gender equal). Added together, the selected variables provide results that are sufficiently different to enable ranking. The variables vary in importance in the two sectors compared. The smallest index variation was for education and salaries; the largest was for parental leave and the number of men and women employed at the companies.Originality/valueThe index is based on public registers, treats men and women symmetrically, and the results generated by the index are easy to communicate to all stakeholders. This research could provide a useful tool for investigating the extent to which men and women differ in certain variables at company level.
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| 14. |
- Tafvelin, Susanne, 1975-, et al.
(författare)
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Development and validation of the InEquality in organisations Scale (InE-S) : a measure based on Acker’s inequality regimes
- 2024
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Ingår i: Gender in Management. - : Emerald Group Publishing Limited. - 1754-2413 .- 1754-2421. ; 39:4, s. 480-496
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Tidskriftsartikel (refereegranskat)abstract
- Purpose: The purpose of this study was to develop a scale that can be used to assess inequality at work based on gender, age and ethnicity that is grounded in Acker’s (2006) inequality regimes.Design/methodology/approach: The authors used three representative samples (total N = 1,806) of Swedish teachers, nurses and social workers to develop and validate the scale. The validation process included the assessment of content validity, confirmatory factor analysis for factorial validity, internal consistency and associations with theoretically warranted outcomes and related constructs to assess criterion-related validity and convergent validity.Findings: The authors found evidence supporting the content, factorial, criterion-related and convergent validity of the InEquality in organisations Scale (InE-S). Furthermore, the scale demonstrated high internal consistency.Originality/value: The newly developed scale InE-S may be used to further the understanding of how inequality at work influences employees. This study makes a contribution to the current literature by providing a scale that, for the first time, can test Acker’s hypotheses using quantitative methods to demonstrate the consequences of inequality at work.
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| 15. |
- Tienari, J., et al.
(författare)
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And then there are none : On the exclusion of women in processes of executive search
- 2013
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Ingår i: Gender in Management. - : Emerald. - 1754-2413 .- 1754-2421. ; 28:1, s. 43-62
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Tidskriftsartikel (refereegranskat)abstract
- Purpose: The purpose of this paper is to explore the ways in which gender is "done" in executive search. The authors uncover how the ideal candidate for top management is defined in and through search practices, and discuss how and why women are excluded in the process. Design/methodology/approach: The study is based on in-depth interviews with male and female Austrian, Finnish and Swedish executive search consultants. The authors study the ways in which consultants talk about their work, assignments, clients, and candidates, and discern from their talk descriptions of practices where male dominance in top management is reinforced. Findings: The ways in which gender is "done" and women are excluded from top management are similar across socio-cultural contexts. In different societal conditions and culturally laden forms, search consultants, candidates and clients engage in similar practices that produce a similar outcome. Core practices of executive search constrain consultants in their efforts to introduce female candidates to the process and to increase the number of women in top management. Research limitations/implications: The study is exploratory in that it paves the way for more refined understandings of the ways in which gender plays a role in professional services in general and in practices of executive search in particular. Practical implications: Unmasking how gender is woven into the executive search process may provide openings for "doing" gender differently, both for consultants and their clients. It may serve as a catalyst for change in widening the talent pool for top management. Originality/value: Research on gendered practices in executive search is extremely rare. The study provides new insights into this influential professional practice and its outcomes.
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| 16. |
- Witmer, Hope
(författare)
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Degendering organizational resilience : the Oak and Willow against the wind
- 2019
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Ingår i: Gender in Management. - : Emerald Group Publishing Limited. - 1754-2413 .- 1754-2421. ; 34:6
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Tidskriftsartikel (refereegranskat)abstract
- Abstract Purpose – The purpose of this paper is to present a degendered organizational resilience model challenging current and dominant conceptualizations of organizational resilience by exploring how gendered organizational power structures, language and practices of everyday organizational life interplay and limit inclusive constructions of organizational resilience. Design/methodology/approach – The degendered organizational resilience model was developed using Acker’s (1990) model of gendered organizations, Martin’s (2003) gendering practices, Lorber’s (2000) degendering and other feminist research on gendered organizations. The purpose of the model is to explore power structures, practices and language within the organizational context during conditions requiring organizational resilience. Findings – A conceptual model for analyzing the theoretical development of organizational resilience is presented. The model analyzes the following three different aspects of organizations: power structure, to identify which resilient practices receive status based on established gendered organizational hierarchies and roles; actions, to identify how resilience is enacted through practices and practicing of gender; and language, to identify how and what people speak reinforces collective practices of gendering that become embedded in the organization’s story and culture. Practical implications – The degendered organizational resilience model offers a process for researchers, managers and organizational leaders to analyze and reveal power imbalances that hinder inclusive theoretical development and practices of organizational resilience. Social implications – The degendered organizational resilience model can be used to reveal power structures, gendered practices and language favoring normative masculine organizational practices, which restrict the systemic implementation of inclusive democratic practices that incorporate and benefit women, men and other groups subject to organizational subordination. Originality/value – This paper offers an original perspective on the theoretical development of organizational resilience by proposing a degendering model for analysis. A feminist perspective is used to reveal the gendered power structures, practices and language suppressing the full range of resilient qualities by restricting what is valued and who gives voice to resilient processes that lead to resilient organizations. Keywords Resilience,Organizationaltheory,Genderingpractices,Organizationalresilience, Degendering Paper type Conceptual paper
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| 17. |
- Öberg, Christina, 1970-
(författare)
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Women on board : The disregarded issue of board interlocks
- 2019
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Ingår i: Gender in Management. - : Emerald Group Publishing Limited. - 1754-2413 .- 1754-2421. ; 34:5, s. 1093-1105
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Tidskriftsartikel (refereegranskat)abstract
- Purpose: Gender diversity is extensively debated and researched in relation to corporate boards. The focus on the gender composition on single boards neglects an important issue: that of how the power of board members is impacted by their representation on other boards. Board interlocks refer to how a board member is also represented on other companies' boards, and such representation expectedly makes the individual board member more influential in the boardroom than non-connected board members. The purpose of this paper is to investigate whether and how female board interlocks are considered in previous research on gender diversity on boards.Design/methodology/approach: A systematic literature review was conducted. It comprised 71 highly cited articles. The articles were analyzed to grasp their content, and specifically, female influence in the boardroom related to power.Findings: The literature review reveals that the interlock perspective is rare in studies on women's board representation. This is so, even while evidence is provided that females often need companions to get their meanings across on the boards, despite how interlocks would create one link of such power, and although the literature points to how female board representation plays a part to explain performance, social responsibilities and overall strategic directions of firms.Originality/value: Contributions are made to previous research by indicating the potential of further research in a largely neglected area of research while also summarizing the previous reporting on women on boards.
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| 18. |
- Damai, Nasution, et al.
(författare)
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Do auditor and CEO gender matter do audit quality? : Evidence from Sweden
- 2017
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Ingår i: Gender in Management: An International Journal. - 1754-2413. ; 32:5, s. 330-351
-
Tidskriftsartikel (refereegranskat)abstract
- PurposeThis study aims to examine the association between auditor and chief financial officer (CFO) gender and earnings quality, utilising data from Sweden. This study also aims to examine whether interactions between auditor and CFO, which may affect a firm’s earnings quality, are associated with their gender. These aims are inspired by the notion that gender differences will be overruled by the rewards and socialisation into the occupational roles as suggested by the structural approach to gender.Design/methodology/approachThis study uses a multivariate regression model to test its hypotheses. The sample consists of 976 firm-year observations covering the period 2008 to 2013.FindingsThe results show that gender of the auditor and CFO is not associated with earnings quality, and the interactions between auditors and CFOs, which may affect earnings quality, are not associated with their gender. Consequently, the results give tentative support for the structural approach in gender studies in the accounting and auditing field.Research limitations/implicationsThis study indicates that future research in gender studies should consider the structural approach based on the argument of gender similarities. This approach contends that work-related behaviour of women will more resemble men, and this is caused by the socialisation process into the occupational role and the structure where they work (e.g. organisational and professional culture, work conditions, a compensation scheme, national culture, etc.) instead of gender.Originality/valueThis study contributes to the understanding whether gender – auditor and CFO gender – is associated with firms’ earnings quality and standing whether the interactions between auditor and CFO are associated with their gender, something that, to the best of the authors’ knowledge, has not been tested previously. It also re-introduces the structural approach within the gender research in the accounting and auditing field.
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| 19. |
- Elkouz, Rania, et al.
(författare)
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Jordanian women expatriates: additional challenges for global equality
- 2022
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Ingår i: Gender in Management: An International Journal. - 1754-2413. ; 37:8, s. 969-987
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Tidskriftsartikel (refereegranskat)abstract
- The purpose of this study is to address the main reasons that limit Jordanian women from undertaking expatriation, based on the assumption that Arab women’s opportunities for international engagement may be compromised by local cultural and institutional issues. Design/methodology/approach: A cross-sectoral survey with 60 Jordanian expatriates (30 women and 20 men) located in EU countries and the UK is used to better explore Eastern women perceptions. Findings: Company’s resistance, a lack of support mechanisms, safety in the destination country and family commitments play a major role in hindering Jordanian women opportunities to be assigned abroad, echoing the commonly recognized barriers identified in previous research. Additionally, the culture of the home country and prejudice toward foreigners act as an additional barrier for women professional development. Research limitations/implications: The main limitation of this study lies in the data collection instrument, that is, the survey. Larger samples are needed to extend these results. The second limitation is that the potential effects of gender differences cannot be examined because the number of men in the sample was small. Practical implications: The findings bring evidence that could be used by organizations to understand the barriers Jordanian expatriate women face and take informed action to tackle them. Meanwhile, more research on Middle Eastern female roles and views is needed to reduce stereotyping against them. Similarly, regional studies can be an opportunity for future development to identify the impact of the regional context. Social implications: This research highlights the intertwining of religious and cultural values in influencing Arabic women’s experience in international assignments and thus, would enhance readers’ understanding of women’s career progression in a new context. Originality/value: This research shows that socio-cultural and political realities need more space in discussions about expatriation. Specifically, the expatriation literature needs more scrutiny and problematizing of the lived experiences of women expatriates from the Global South.
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| 20. |
- Owalla, Beldina, et al.
(författare)
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“Bitten by the entrepreneur bug”–critiquing discourses on women owner-managers/entrepreneurs in the Kenyan and Omani newspapers
- 2020
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Ingår i: Gender in Management: An International Journal. - : Emerald. - 1754-2413. ; 35:6, s. 529-551
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Tidskriftsartikel (övrigt vetenskapligt/konstnärligt)abstract
- Purpose – This paper aims to critically analyze media discourses on women owner-managers/entrepreneurs (OMEs) in the Kenyan and Omani newspapers.Design/methodology/approach – A critical discourse analysis is carried out on a total of 408 onlinemedia articles (174 articles from Omani newspapers and 234 articles from Kenyan newspapers) on womenOMEs over the period 2010-2018. Articles are also classified based on their framing of women’sentrepreneurship.Findings – Five main categories of media discourses are identified, i.e. discourses on government/institutional initiatives; women OMEs’ dependency; women OMEs’ femininity; women OMEs’ societal impact;and normalization of women OMEs. These gendered media discourses and underlying assumptions furtherperpetuate women OMEs’ subordinate position in society, weaken their social legitimacy and trivialize theirroles as managers and leaders in society.Research limitations/implications – The analysis was limited to online articles published inmainstream media. Future research could focus on offline print media from smaller media distributors orother distribution channels.Practical implications – Policymakers and media houses need to pay greater attention to the subtlemechanisms reproducing gender stereotypes. Women OMEs should also take a more active role inconstructing their identity in the media.Originality/value – This paper highlights the underlying assumptions of media discourses regardingwomen’s empowerment that negatively impacts their social legitimacy. This paper also draws attention tomedia’s role in the trivialization of women OMEs’ leadership and managerial roles and subsequentmarginalization of their social status.
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