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In spite of the progress made in the last decades, women still face difficulties in being accepted and recognised as managers. The manager’s role has been perceived as masculine, and the gender stereotypes are therefore, a barrier to women’s access to management. With the aim to explore the relationship between gender stereotypes and management characteristics and discuss its implications for the discrimination of women in management a study was conducted among Portuguese undergraduate management students. The findings indicate that students of both sexes tend to perceive the “manager” category as closer to the masculine stereotype than to the feminine stereotype. Additionally, for male students the “man manager” and “manager” are more similar to each other than the “woman manager” and “manager” categories. However, the image of “woman manager” appears not to distance itself considerably from the “manager” stereotype as a result of her masculinisation. This paper discusses the implications of this asymmetric gender social representation that ultimately hinders the acceptance of women as a social group in the management context.

The purpose of the chapter is to overcome interpretative dualism on migrant and native women’s victimization by proposing a Bourdieusian approach to the continuities of symbolic violence within post-patriarchal regimes of women’s freedom.

This conceptual chapter examines the Bourdieusian approach to some empirical research and continues with questions for feminist thought. The author discusses sociological research in Italy and in European contexts, and highlights the many “gazes” which can reveal the illusio of universal gender rights and the neo-colonial discourse on migrant women.

Research finds that the participant objectivation attitude and concern for disturbing dissonances in the habitus and body hexis of “others” produces tools for revealing the misrecognition of domination. At the theoretical level, the chapter shows how the plurality of hegemonic discourses on symbolic violence endorses not only social forces reproducing neo-colonial stratifications of gender, sense of belonging and class positions, but also ambivalent experiences of domination and freedom for women.

The chapter aims to motivate the encounter between Bourdieu’s view of male domination and classical feminist constructs as lived body experience, sexual contract, and traffic in women.

The chapter provides an innovative analysis intersecting Bourdieu’s constructs and feminist thought in re-considering “gender-women” as a privileged locus for feminist discourse. Gender dualism under the lens of symbolic violence is viewed as both an appearance and a structural field within the dynamics of domination.

Distinct difference between professional services and other types of service may increase customer reliance on social aspects of the relationship as a means to increase satisfaction with the service encounter. These services are characterized by one‐on‐one interactions involving repeated, frequent encounters with the same professional service provider and contain differences including: complexity, the intimate nature of exchange, and co‐production of service outcomes by both the client and the service provider. This study investigates the relative impact of technical and functional (social) aspects of professional service relationships on client satisfaction in four different professional services contexts. Findings support the positive impact of social aspects of the relationship on satisfaction in all four contexts, however, the strength of the association varies with context. The more classically professional occupations, like medicine, show a stronger relationship between social aspects of the relationship and satisfaction than less professional occupations, such as hairstyling. Social aspects also affect positive organizational outcomes, specifically positive word‐of‐mouth and re‐patronization intentions, in three of the four contexts.

Most well-known conceptualizations of sex, gender and sexuality privilege one version or another of a Western European or North American bi-polar paradigm. However, such a focus ignores the ethnographic evidence for a larger range of sex–gender–sexuality constructs. This paper outlines parameters for known variations in cultural constructs of sex–gender–sexuality systems, and raises questions about contemporary trends in understanding sex, gender and sexuality. As a first step, and because the data are more plentiful, I focus on variations in cultural constructions of sex, gender and sexuality relevant to physiological males, leaving a thorough exploration of constructions relevant to physiological females for another paper. The contemporary spread of Western cultural hegemony, as well as some opposition to that model, has categorized many indigenous, multi-polar sex–gender–sexuality systems as either in need of modernization or simply not quite civilized. The result is a loss, not only of knowledge about human plasticity in this area, but also a loss of cultural flexibility in organizing and dealing with human biocultural variation.

Change in higher education across the globe is taking place at an unprecedented pace. Various groups, especially women, are impacted differently by these changes. Women remain underrepresented in leadership at universities across the globe, and South African higher education is no different. For women to take up senior leadership roles more potently in universities, particularly in the Global South, it is essential that they not only cope with and compete in the patriarchal systems that characterize this sector but are also emboldened to contribute to changing patriarchal hegemony. There are shifts needed in prevailing management styles and leadership discourses toward a pluralistic and inclusive culture, where transformational and equitable leadership cultures become the norm and praxis. Given this context, we assessed the needs of women leaders in the South African higher education sector and designed a program to help shift their experience of themselves and their contexts. This chapter discusses this national executive development program – the Women in Leadership (WiL) program – which was developed and implemented with the aim to advance gender equality and inclusivity in higher education leadership in South Africa. This program aimed to embolden the women leaders in their ability to recognize, address, and impact barriers to gender equality.

The main goal of this project is to study the wife‐battering in one of the traditional groups of semi‐nomadic herders of Eastern Africa, the Datoga of Northern Tanzania.

The study examines wife‐battering among the Datoga pastoralists of Tanzania. The interviews with 142 women provide the information on types and regularity of wife‐beating in the Datoga. Data were collected by means of interviews. Women were asked if they quarreled with husbands or had ever been beaten by them. If the answer was positive, a woman was asked for details of the physical violence and post‐conflict interactions between the spouses and with relatives from the wife's side.

According to these data, wife‐battering is a widespread practice among the traditionally‐living Datoga of Northern Tanzania – 47.19 percent of women in this study said that they had been beaten by husbands and of these, 14.79 percent stated that they had been injured by husbands. Aggression between spouses was highly asymmetrical; women were never trying to aggress back. The culture‐specific mechanisms of coping with wife‐battering were found to be still effective nowadays. The woman's father or brother is able to reprimand her husband for misbehavior and to demand a fine for the woman herself and for her relatives.

Current research is limited by sample size, as well as due to the fact that interviews were mainly conducted with wives only.

Cultural mechanisms of control over wife‐battering should be taken into consideration by local officials, while developing violence‐reduction programs.

While discussing wife‐battering issues, cultural norms and mechanisms of conflict resolution should be considered even though information has been collected in a modern, urban environment.

The severity and frequency of wife‐battering in Datoga is positively related to the number of co‐wives, as well as to the history of a woman's physical aggression. To social workers and governmental organizations dealing with conflicts between spouses in multiethnic communities, it should be important to take the cultural context and to look for traditional mechanisms of conflict resolution, if such mechanisms are available.

This paper analyzes the issue of wage differentials and gender discrimination in the Brazilian labor market.

The methodology is based on the log-linear equation model by Mincer (1974) and the decomposition method by Oaxaca (1973) and Blinder (1973) and was estimated using data from the National Household Sample Survey (PNAD).

The main results indicate that there was a reduction in wage differentials and gender discrimination in the majority of regions in Brazil for white workers when comparing the available years. However, for non-white workers, the degree of discrimination increased in Brazil, especially in the central-west and southeast regions. Overall, wage decompositions have suggested that women suffer from wage discrimination.

This is the first paper detailing wage discrimination across the different Brazilian regions and also controlling for usual dimensions like gender and race.

The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-09-2021-0569.

This paper aims to examine the existing literature on firms’ power through the lens of the supply chain and highlights some gaps that could be covered by future research.

This study uses a systematic framework-based review combining the insights of the antecedents, decisions and outcomes (ADO) and theories, contexts and methods (TCM) frameworks. The review was carried out using a sample of 108 articles published between 1984 and 2022 in 25 prestigious journals.

The ADO framework maps out the state of the art of the antecedents of power (i.e. sources and types of firm power), the decision to use power and the effect that exercising power over other firms may have on firm performance and the quality of inter-firm relationships. In addition, this framework highlights factors that mediate or moderate the decision to exercise power and the factors that mediate or moderate the outcomes of exercising power or power asymmetry. The TCM framework provides insights into the theories, contexts (i.e. countries, industries, level of analysis and sources of data) and methods used by the existing literature. The content analysis using the aforementioned frameworks provides the basis to elaborate propositions for future research on power in the supply chain from the perspective of gender differences.

This systematic literature review offers a comprehensive guide for researchers to understand the antecedents, decisions and outcomes of firm power in the supply chain, as well as the TCM used in the literature. The content analysis using frameworks provides a road map to investigate the proposed factors that might moderate the decision to exercise power and the outcome of exercising power or power asymmetry from the perspective of gender differences. In addition, based on content analysis, the authors make propositions about TCM that could be applied in future research.

From a practical perspective, this systematic literature review may help managers to better understand the sources and consequences of their firm’s power. This would allow managers to make better decisions when negotiating with their supply chain parties, which could potentially lead to better performance for their firms and the whole supply chain.

To the best of the authors’ knowledge, this study is the first to conduct a comprehensive systematic literature review of the different dimensions of firms’ power in the supply chain.

This chapter starts with two initial questions: Why, despite the fact that most large companies and organizations have protocols and instances for handling complaints to address gender violence, on many occasions, asymmetric relationships persist and no structural changes are observed in most of them? Can the culture of the environment determine resistance to change within organizations, or are the new processes part of an isomorphic organizational response to environmental pressures? To answer these questions, macroeconomic indicators of development and the gender gap are shown, to later explore the relationship between the construction of gender as a product where multiple variables converge and the gap that exists between women and men in organizations. Regardless of the economic wealth of a country, the incorporation of gender protocols does not always yield positive results. From a neo-institutional theoretical perspective and gender studies, the existence of a structural pressure to align subjects in dichotomous categories is proposed. Added to the visible asymmetries are the invisible costs for women and men: violence, invisibility, and underrepresentation. It is proposed to recognize the cultural conditions and the different degrees of organizational porosity to promote an intervention on three levels: from the subject in the organization; in the organizational field, structure, positions, processes, and products, and through a political praxis.

This paper seeks to link conflict and mediation theory to practice using an asymmetry framework. Past conflict research often assumes that conflict parties perceive the same amount of conflict, neglecting that members may have different perceptions.

This study conducted surveys and interviews with 30 conflict parties involved in mediation and examined the effects of asymmetry of parties' perceptions of task and relationship conflict on absenteeism, motivation, and satisfaction with the mediation. In addition, mediator bias was considered as another asymmetry variable that influences mediation success.

Using quantitative and qualitative data it was found that these perceived asymmetries were negatively associated with work motivation and satisfaction, and positively associated with absenteeism.

Recommendations for mediators and organizations are provided.