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The paper investigates the implications for gendered power relations at work of Nitaqat, a workforce localization policy operating in Saudi Arabia which, by regulating the employment of Saudi nationals in private sector firms, has stimulated greater feminization of employment.

Based on an interpretivist, phenomenological research approach, rich qualitative data were collected in two case study organizations – a retail company and an architectural firm. The mixed-method design involved in-depth interviews with managers and women workers and extensive non-participant observation.

In exploring gendered power relations in Saudi private sector workplaces under the Nitaqat regime, the paper highlights the importance of patriarchal power. However, increased feminization of employment provides women workers with access to power resources of their own, producing complexity and variation in gendered workplace power relations.

Drawing on Bradley's (1999) relational conception of gendered power, the paper illuminates how a Nitaqat-inspired feminization of employment, by increasing firms' dependency on women workers, has influenced the dynamics of gendered power relations in Saudi workplaces.

The purpose of this paper is to seek greater academic discussion of gender and gender change within industrial relations. It attempts to move the theoretical discussion of gender away from universal systems theories of analysis to a more micro multi‐layered approach that can accommodate what is a complex and subtle situation, gendered industrial relations. It commences to theorise why women in certain institutional frameworks progress whilst women in others do not.

A qualitative empirical case study approach has been taken to uncover the nuances of women's daily experiences of work relationships including industrial relations in Keylockco, a lock manufacturer.

The findings indicate that Bourdieu's theory can be successfully used to analysis gender change within industrial relation and to explore how women's differing access to capital can facilitate their positional progress within hierarchical gender‐stratified industrial relations. While the paper does not offer solutions for improving the position of women within industrial relations it does seek to stimulate discussion around the positional requirements of industrial relations actors where greater social, economic, cultural and symbolic capital has accrued to men.

The analysis of empirical data with Bourdieu's theory of habitus and capital has the potential to be extended to other sites of industrial relations than the Keylockco case study. It offers us the possibility to evaluate empirically the progression of women, for example, in female‐friendly unions such as Unison. It is also possible to apply the theory to both national and international experiences of gendered industrial relations.

In this chapter I provide a sociological discussion of the gender pay gap legalisation by drawing on data in the sport sector across public and private commercial sports organisations. The gender pay gap is a significant reporting tool as it refers to the difference in the average hourly wage of all men compared to all women across an organisation (gov.uk, 2020). It is part of legislation introduced in the UK in 2017 which requires all employers with 250 or more employees to calculate and publish annually their gender pay gap data (gov.uk, 2020). The patterns emerging from the data indicate that the highest disparity in gender pay remains in those organisations where professional sport is commercialised around male performance (average gender pay gap is 59.1% in 2018–2019). In this chapter I draw on figurational concepts of power that enable the analysis of gender relations processually and draw on the role of shame and embarrassment to discuss the ways in which gender pay gap reporting may be used as a power resource to challenge ongoing inequalities in sport governance.

This case study examines whether an academic listserv functions primarily as a medium for progressive discourse in which enacted power relations are collaborative or primarily as a medium for discourse in which norms are unilaterally established and off‐line hierarchical power relations are re‐enacted. A few instances of progressive norm setting and other indicators of collaborative power relations were found. However, findings overall suggest that the hierarchical power relations of the college context were re‐enacted in the listserv as revealed by the manner in which the discourse was patterned by gender, rank, and role.

The article builds upon recent developments in feminist theories as they were adopted in organization studies to review the state of research into women in MNCs and to offer new directions for the study of MNCs as “gendering organizations,” both as they are shaped by gender relations and are active agents in constructing gender categories, division of labor, images, and inequalities. Juxtaposing insights from gender studies and International Business and Management, the article offers a new agenda for the studies of corporate internationalization and its social consequences.

The purpose of this paper is to offer a new gender- and class-sensitive framework for research on rural women entrepreneurship by focusing on the women’s agricultural cooperatives in Turkey. Although these cooperatives have been promoted as ideal bottom-to-top organizations to integrate women into economy as entrepreneurs, there has been significant decline in their numbers. This paper tackles with this contradictory situation and intends to offer an alternative research framework on the viability of the women’s agricultural cooperatives in Turkey.

The paper is built on a critical assessment of the existing literature. It argues that a framework that brings together macro-, meso- and micro-factors will provide a springboard to unfold the gendered processes integral to rural female entrepreneurship in Turkey. Drawing on intersectional theory, the multilayered factors which operate to rural women’s (dis)advantages through the cooperatives are unfolded as policymaking, policy implementation and everyday experiences.

For policymakers and implementers, it points out the need for a holistic and integrated understanding of rural female entrepreneurship and for re-formulation of policies at the state level. For rural women, it draws attention to the measures required to be taken at the cooperative level to overcome inequalities.

This paper is original in making explicit social, political and economic embeddedness of female entrepreneurship in rural Turkey.

The aim of this paper is to critically evaluate sexuality and sexual symbolism within the organisational culture of an accounting firm to explore how it is implicated in processes of gendering identities of employees within the firm.

The paper uses a reflexive autoethnographical approach, including short vignettes, to analyse the inter‐relationships between gender, sexuality and power.

By exploring the symbolic role of artefacts, images, language, behaviours and buildings in creating and maintaining gendered relations, male sexual cultures and female sexual countercultures, the paper finds that sexual symbolism in this accounting firm entwines gendered power and domination, practice and resistance, in complex cultural codes and behaviours. It draws out implications for organisations and accounting research.

The paper extends current conceptualisation of gendered constructs in accounting to include sexuality; applies organisational and feminist theory to autoethnographical experience in accounting; and contributes a seldom‐seen insight into the organisational symbolism and culture of a small accounting firm, rather than the oft‐seen focus on large firms.

Current debates on neo‐liberal and universalistic globalization pay little attention to gender or to other marginalized groups, and fail to consider the complexity and diversity of the experiences of men and women in specific socio‐political contexts, especially those in the developing world. The paper challenges mainstream theories which present globalization and its associated forces as gender neutral. The main purpose of this paper is to advance theoretical debates on the gendered organizing dynamics of globalization.

The paper draws on organization theory, gender and development studies literature, and feminist sociology, to advance critical understandings of contemporary debates of the intersecting qualities of globalization, transnational organizations and gender social divisions.

The paper provides a critical synthesis of the complexity and interconnections between gender, organization and globalization. The paper identifies international development agencies; transnational corporations; international nongovernmental organizations and government state machineries as key stakeholders in the global and national regulation of employment and diversity issues. The paper outlines the organizing praxis of these key stakeholders, and stresses the need for all actors to engage in human rights awareness and equality consciousness raising.

The paper provides an original gendered organization analysis of globalization which reveals the specificity of global‐local linkages mediated by national states, international organizations, women's NGOs and gendered government machineries.

The purpose of this paper is to demonstrate that Bourdieu’s concept of masculine domination offers a comprehensive social theory of gender as compared to Connell’s concept of hegemonic masculinity through examining the proposition of positive hegemonic masculinity.

This is a conceptual paper that argues that Bourdieu’s concept of masculine domination offers a comprehensive social theory of gender as compared to Connell’s concept of hegemonic masculinity.

The findings demonstrate that Bourdieu’s concept of masculine domination incorporates both discursive and material structures of the gender system that privileges men/masculine over women/feminine, making it a comprehensive social theory of gender.

The concepts of hegemonic masculinity and masculine domination have not been reviewed in the light of emerging perspectives on hegemony, power and domination. The future research could focus on a review of research methods such as institutional ethnography, in examining masculine domination.

Using masculine domination perspective, organizations could identify specific managerial discourses, aspects of work organization and practices in order to eliminate gender-based discrimination, harassment and unequal access to resources.

Public policy interventions aimed at inclusive development could examine women’s condition of continued disadvantageousness, through masculine domination perspective.

The authors seek to provide a comparative view of the concepts of hegemonic masculinity and masculine domination, using the categories of comparison that was not attempted earlier.