scholarly journals Kariera zawodowa kobiet we współczesnych organizacjach

2019 ◽  
pp. 187-208
Author(s):  
Monika Christoph ◽  
Ewa Krause
Keyword(s):  
Organizational Culture ◽  
Labor Market ◽  
Career Paths ◽  
Social Roles ◽  
Gender Diversity ◽  
Work Time ◽  
Dynamic Changes ◽  
Family Responsibilities ◽  
Professional Careers

The article presents the specificity of women’s professional careers and their situation and social roles in the context of dynamic changes in the labor market: evident intellectualization and digitization ofworking environments, significantly changing career concepts as well as ways to achieve it. This is particularly important in relation to the career paths of women, mainly due to the need to reconcil work with family responsibilities. Therefore, it becomes important to highlight practical solutions for organizations that aim to create programs to support women in their aspirations and career ambitions, to make work time more flexible and to promote gender diversity in the field of organizational culture.

scholarly journals Impact of Gender and Expatriation Choice on Career Paths in Supply Chain Management: Evidence from Master of Science Graduates

2021 ◽  
Vol 13 (12) ◽  
pp. 6907
Author(s):  
Salomée Ruel ◽  
Anicia Jaegler
Keyword(s):  
Supply Chain ◽  
Supply Chain Management ◽  
Career Paths ◽  
Gender Diversity ◽  
Career Progression ◽  
Relative Importance ◽  
Chain Management ◽  
Master Of Science ◽  
International Graduates ◽  
The Impact

Zinn et al. (2018) and Esper et al. (2020) call for more research on gender diversity in Supply Chain Management, and our study responds to that call. We analyze the career path of 1081 international graduates from a higher degree program in Supply Chain Management from 2000 to 2017 to assess the impact of gender and expatriation choice on hierarchical progression. We explore two variables that may affect graduates’ career paths, namely, their gender and their expatriation choices, and compare their relative importance. Our analysis shows that there were, on average, 33.5% women recruited in the MSc and that this has not significantly changed over the years. It also shows that gender significantly influences the number of years spent at each level in the career hierarchy and the level reached. Regarding expatriation choice, this variable has some significant impacts on career progression. Finally, statistics indicate that gender has a far greater influence on career progression than expatriation choice. Overall, this study proves the difficulties for women in enjoying the same career progression as men in the field of Supply Chain Management.

Not Enough Time?

2014 ◽  
Vol 59 (2) ◽  
pp. 119-127 ◽  
Author(s):  
Daniel S. Hamermesh
Keyword(s):  
Labor Market ◽  
Market Equilibrium ◽  
Family Members ◽  
Market Work ◽  
Work Time ◽  
Rich Countries ◽  
The U.S ◽  
American Labor

This study summarizes evidence on various unique aspects of work time in the American labor market. Compared to workers in other rich countries, Americans: Work longer hours per week; take fewer paid vacations; are more likely to work on weekends or at nights; enjoy fewer daily hours of leisure; are more likely to feel pressured for time. Except for night/weekend work, these phenomena are concentrated among higher earners. Their workaholism spills over onto other workers and non-worker family members. The study indicates policy remedies for what appears to be an inferior labor-market equilibrium of excessive market work in the U.S.

Work and Career Motivations of Modern Youth in Irkutsk Oblast

2021 ◽  
pp. 177-194
Author(s):  
Elena L. Andreyanova ◽  
◽  
Vitalia N. Chipizubova ◽  
Keyword(s):  
Labor Market ◽  
Graduate Students ◽  
Young People ◽  
Career Paths ◽  
Irkutsk Oblast ◽  
Young Generation ◽  
Key Factors ◽  
Managerial Decisions ◽  
Career Motivations ◽  
Market Transformation

This article aims at understanding and analyzing the features of value-based attitudes to work and career motivations of modern youth in the context of the theory of generations. The principles of building and developing the career of the young generation in the conditions of labor market transformation as a result of technological and informational innovations are formulated. The article presents the results of a survey of senior graduate students of leading universities in Irkutsk Oblast. The survey shows the most preferred ways of employment and key factors in choosing a future job. The results of the study can be used by regional structures for interaction with young people to make managerial decisions, by employers interested in attracting and securing promising young employees, as well as by young specialists themselves when determining their labor motivations and career paths.

Understanding the Value of Gender Equity in Healthcare and How to Pursue It

2020 ◽  
pp. 64-74
Author(s):  
Emma Adriana Gans
Keyword(s):  
Organizational Culture ◽  
Sexual Harassment ◽  
Gender Equity ◽  
Gender Diversity ◽  
Communication Styles ◽  
Preventative Care ◽  
Leadership Qualities ◽  
Female Physicians ◽  
Double Burden ◽  
And Gender

Female and male physicians practice medicine differently. Female physicians engage in different communication styles, allocate more time to preventative care, and show different leadership qualities. Because gender diversity is still lacking in the top academic and clinical positions, medical organizations are not fully benefiting from these strengths. This chapter will identify three barriers that prevent women from advancing to these positions: the double burden syndrome, sexism and sexual harassment, and gender bias. This chapter will take a critical look at organizational culture and propose changes that can contribute to the pursuit of gender equity.

Do Women Perceive Organizational Culture Differently From Men?

2018 ◽  
pp. 253-271
Author(s):  
Richa Vij
Keyword(s):  
Decision Making ◽  
Organizational Culture ◽  
Gender Diversity ◽  
Intervention Strategy ◽  
Diversity Management ◽  
Effective Management ◽  
Representation Of Women ◽  
Women Employees ◽  
Female Employees ◽  
Women In The Workforce

With the increasing proportion of women in the workforce, need for effective management of gender-diversity is being felt. While much of the effort in gender-diversity management has been on representation of women in the decision-making bodies and processes, the most fundamental diversity issue for the organization remains practically untouched. Organizational culture has long been shaped and dominated by male orientations and therefore focus on change in the organizational culture can help in addressing the issue of discrimination and isolation of women in organizations. Any intervention strategy in this regard would require understanding of the attributes of organizational culture that give the feeling of discrimination to women employees resulting in their isolation from the mainstream, thereby hampering their performance. The present chapter aims at identifying the attributes of organizational culture in respect of which the perceptions of female employees differ significantly from those of male employees in State Bank of India.

Work Trajectories of High-Resource Multi-Child Mothers

2020 ◽  
Vol 26 (4) ◽  
pp. 79-95
Author(s):  
Zlata Dorofeeva
Keyword(s):  
Labor Market ◽  
Maternity Leave ◽  
Economic Effect ◽  
High Standard ◽  
Educational Institutions ◽  
Family Responsibilities ◽  
Number Of Children ◽  
High Resource ◽  
New Generation ◽  
Depth Interviews

The period of maternity leave for multi-child mothers is generally longer than for mothers with a smaller number of children, and securing a job after taking a break, in conjunction with an increased volume of family responsibilities, is more difficult. When high-resource multi-child mothers return to the labor market, they expect not only a “motherhood penalty”, but also with a high probability a “penalty” for being overeducated. Their solution for the conflict between “motherhood” and “work” most often involves either a complete refusal to be employed, or finding more flexible options in the field of non-typical work, which are often less demanding in terms of qualification level and consequently result in lower income. Based on a series of in-depth interviews conducted by the author in Moscow and Voronezh with high-resource multi-child parents, including a list of questions about the working trajectories of women and also a number of questions about life practices, it is shown that the reverse side of the full or partial departure from the labor market of multi-child mothers is intensive parenting and setting a high standard for children’s education, including a scrupulous selection of educational institutions and a large amount of additional classes. Thus, the complete or partial loss of high-resource women as workers for the labor market is accompanied by a forthcoming significant non-economic effect, since society receives active translators of human capital to a new generation.

Unintended consequences on gender diversity of high-tech growth and labor market polarization

2018 ◽  
Vol 47 (1) ◽  
pp. 209-217 ◽  
Author(s):  
Elsie L. Echeverri-Carroll ◽  
Michael D. Oden ◽  
David V. Gibson ◽  
Evan A. Johnston
Keyword(s):  
Labor Market ◽  
Gender Diversity ◽  
Unintended Consequences ◽  
High Tech

scholarly journals Egalitarian men: stereotypes and discrimination in the labor market

2020 ◽  
Vol 23 (2) ◽  
pp. 111-147
Author(s):  
Hyalle Abreu Viana ◽  
Ana Raquel Rosas Torres ◽  
José Luis Álvaro Estriamana
Keyword(s):  
Labor Market ◽  
University Students ◽  
Gender Equality ◽  
The Other ◽  
Work Context ◽  
Family Responsibilities ◽  
Men And Women ◽  
Other Hand ◽  
Open Question ◽  
Do So

This article aimed to analyze the stereotypes attributed to "egalitarian men", understood here as men who support gender equality in relation to domestic and family responsibilities as well as inclusion in the workforce. To do so, two studies were carried out. The first study investigated the attribution of stereotypes to egalitarian men through a single open question. A total of 250 university students participated in this study, of which 51.1% were male, and their average age was 21.5 years (SD = 4.39). The second study analyzed the attribution of stereotypes to egalitarian or traditional men and women in a work context considered masculine. Participants included 221 university students with a mean age of 21.9 years (SD = 4.19), the majority (54.3%) being male. Taken together, the results of the two studies indicate that the egalitarian man is perceived as fragile and possibly homosexual. On the other hand, he is also seen as being more competent than traditional men.

scholarly journals Keresleti-kínálati diszharmónia a szervezeti kultúra tükrében (Demand–supply disharmony in the organizational culture)

2012 ◽  
pp. 40-50
Author(s):  
Ágnes Balogh ◽  
Eszter Bogdány ◽  
Gabriella Cserháti ◽  
Tibor Csizmadia ◽  
Réka Polák-Weldon
Keyword(s):  
Organizational Culture ◽  
Labor Market ◽  
University Students ◽  
Present Article ◽  
Economic Crisis ◽  
Public Utility ◽  
Research Results ◽  
Utility Company ◽  
Starting Point ◽  
The Way

A szerzők kutatásának célja ráirányítani a figyelmet arra a tényre, hogy a tényleges és potenciális munkavállalók szervezeti kultúrára vonatkozó vágyai és a valóság között jelentős eltérés tapasztalható. Napjaink pénzpiaci és reálgazdasági válságának hatásaként még fokozottabban jelentkezik az igény a változásra, változtatásra nemcsak a szervezetek, de az egyén szintjén is. Ahhoz azonban, hogy a változtatás lehetséges útjai, módjai közül megalapozottan lehessen választani, nemcsak a kívánatos cél kitűzésére, de a kiinduló állapot minél precízebb meghatározására is szükség van. Jelen cikkükben a szerzők egyrészt azokról az eredményekről számolnak be, amelyek az egyetemi hallgatók „vágyott” munkahelyének szervezeti kultúráját, és ennek kapcsolatát a tényleges piaci kínálattal mutatják be. Másrészt egy közszolgáltató cég példáján a munkavállalók szervezeti kultúrára vonatkozó vágyai és a valóság kapcsolatával foglalkoznak. _____ The aim of the authors is to review and examine the gap between the aspirations and reality regarding organizational culture of those already employed and those seeking employment. These days the financial and real economic crisis generated an increased demand for change on the part of organizations as well as individuals. However, in order to map the possibilities for change and formulate a well-founded decision on which alternative to adopt it is essential to define the starting point and to set clear aims. Present article outlines the research results of the aspirations of university students regarding the organizational culture of their possible future workplaces and how they can be related to the reality of labor market supply. Furthermore, by providing the case of a public utility company, the aspirations of employees regarding organizational culture and the way it relates to reality is also presented.

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