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Using data from the National Longitudinal Survey of Youth (1998) this article analyses the labour market status of African‐American women in management positions. The results show that among supervisors with a high school and college education, black women earn lower wages than black men even after controlling for detailed background, personal, and human capital characteristics. The lower earnings of black female supervisors can partly be attributed to the fact that they are segregated in predominantly female jobs. Additionally, in contrast to black males and white females, black females do not earn significant wage premiums associated with supervisory duties.

At issue in the debate over home employment is whether paid work performed in the home exploits workers or enables them to decide when and where to do their work. Converting the terms of the debate into a set of variables, I compare blue‐collar workers in manufacturing industries by work location. Although observed differences are open to varying interpretations, I conclude that as a group the home workers in this sample may be choosing to work at home. However, my analyses also demonstrate the diversity of home working arrangements, and that worker's ‘choices’ are socially shaped such that home employment has different meanings and consequences for different groups of workers. I further argue that the exploitative potential in home work cannot be dismissed because the findings are controversial, and the sample most likely underrepresents home workers, especially those most vulnerable to exploitation. Evidently, more research is necessary on the diversity of home working arrangements and their implications.

The purpose of this article is to highlight inequalities created and sustained through gendered, raced, and classed organizational processes and practices using Joan Acker's work as a lens for perceiving the mechanisms that support such practices. It aims to use home health aide work as an example of how US labor laws and court decisions create and support disadvantages for workers who are largely economically‐disadvantaged and often women of color.

The article considers processes of inequality based on demographic characteristics and the resulting stereotyping, discrimination, and gender, race, and class inequalities.

The article finds that multiple intersecting processes of inequality exist in organizations, manifested in practices of stereotyping and discrimination for some job applicants and workers and advantageous positioning for certain others.

Future research should more specifically consider the effects of multiple processes of inequality on individuals' organizational experiences and the intersections of gender, race, and class (as well as other markers such as ethnicity, sexual orientation, and disability) in organizational practices.

Managers and human resources practitioners should be aware of the effects of processes related to the intersectionality of gender, race, and class and work to eliminate resulting stereotyping and other discriminatory organizational practices linked to these processes in their organizations.

Identification of processes of inequality resulting in stereotyping and discrimination may help reduce them, thus increasing opportunities for work, wages, and benefits, and reducing poverty for members of the most devalued groups.

This research contributes to the literature on the intersecting nature of gender, race, and class‐based inequalities and on human resources decision making in organizations.

The lot of policewomen has been a difficult adaptation to a predominantly male‐dominated organization. Being traditionally dominated by males, the police organization may become a problematic workplace for policewomen. In a patriarchal society, women are placed at a disadvantage because of gender‐related workplace problems that may arise. This study involves an assessment of the gender‐related problems experienced by the policewomen of the Philippine National Police in the central region of the Philippines. Likewise, the study provides analyses of the relationships of these gender‐related problems to the job performance of women officers. Using a survey questionnaire, gender‐related problems of policewomen are identified and related to their performance using both objective and subjective measures. The data indicate that women officers experience gender‐related problems. However, these problems do not seem to relate significantly to their job performances.

Critical mass theory suggests that attaining a certain proportion of a minority group triggers transformation that improves conditions for minority group members. Using faculty gender composition as a continuous rather than categorical predictor, the present research discerns whether the proportion of women influences perceptions among STEM faculty.

STEM faculty completed a survey examining perceptions of department climate for women (i.e., advancement and discrimination) and division of work time. The proportion of women in each department was calculated.

Using multilevel modeling, we found that women (vs. men) faculty perceive less departmental advancement of women, but that a greater proportion of women in a department is related to increased perceptions that the department advances women. We did not find differences in time male or female faculty reported spending on research, teaching, or service; however, as the proportion of women in a department increases, there is a decrease in the amount of time individual male and female faculty spent on research and an increase in time spent on service. Contrary to critical mass theory, we found a linear rather than quadratic effect of proportion of women on perceptions of department climate and division of work time.

These effects may not be attributable to gender proportion alone.

Given our finding of incremental effects of proportion of women, a critical mass is not necessary or sufficient for change. Underlying problems of discrimination and stereotyping need to be addressed while recognizing that each woman hired has a positive impact.

The purpose of this paper is to examine gender differences in occupational status among South Korean workers in 1988 and 1998. In 1988, the South Korean National Assembly enacted an Equal Employment Opportunity Act. The goal is to better understand how occupational status differs by gender between these time periods.

Using the “88 and 98 Occupational Wage Bargaining Survey on the Actual Condition (OWS),” the paper examines occupational differences by gender and log wage using OLS.

Occupational segregation by gender was more extreme in 1988 than 1998. In 1988, 83.3 percent of all female workers were employed in three broad occupational categories. Few women (5.4 percent) worked as professional, technical or administrative workers. By 1998, 11.5 percent of female workers were employed as professionals. The highest paid occupational categories, in South Korea, have the lowest percentage of female workers. Women benefit from additional educational experience, though less so than holds for men, and from being in a union (in 1988). Women are penalized, in terms of occupational status prestige, when working in large firms and when married.

If South Korea aims to make full use of the human capital of all workers, measures need to address how women might enjoy returns on their educational investment that approach those realized by men. Further, efforts to integrate women into professional occupations categories might be examined.

Little has been explored with regard to occupational gender differences in South Korea. This work provides a better understanding of occupational status differences by gender and how they vary across time.

A leading explanation for the growth of wage inequality is that greater use of information technology increased the demand for human capital. This paper identifies four different explanations for the relationships between computers, skills, and wages: computer-specific human capital, greater general human capital among computer users, greater general human capital for both users and nonusers due to contextual effects, and skill-biased changes in the job composition of the workforce. The paper tests the first three explanations and finds little support for them once pre-computer and other job characteristics are adequately controlled. This conclusion receives further support from a comparison of the timing of inequality growth and computer diffusion and from analyses of the contribution of computer use to overall inequality growth using DiNardo, Fortin, and Lemieux's (1996) reweighting standardization technique.

Uses qualitative data to explore how contemporary religious beliefs mark conceptions of work, particularly with regards to the beliefs of conservative protestant women. Compares liberal protestant women and men as well as conservative men against this group. States that conservative women consider motherhood as their most important work yet they are also most likely to feel “called” to their paid work. Cites that this has important implications for the sociological literature on gender and work. Builds on the original work of Max Weber.

In this chapter, the authors offer a critical appraisal of predictions of a jobless future due do rapid technological change, as well as provide evidence on whether the rate of occupational change has been increasing. The authors critique the “task replacement” methodology that underlies the most powerful and specific predictions about the impact of technology on employment in particular occupations. There are a number of reasons why assuming a correspondence between task replacement and employment declines is not warranted. The authors also raise questions about how rapidly the development, acceptance, and diffiusion of labor-displacing technologies is likely to occur. In the empirical portion of the chapter, the authors compare the current rate of employment disruption with those observed in earlier periods. This analysis is based on an analysis of occupation data in the US covering the period 1870–2015. Using an index of dissimilarity as the metric, the authors find that the rate of occupational change from 1870 to 2015 does not provide evidence of a sharp uptick in the rate of occupational shifts in the information age. Instead, the rate of occupation shifts has been declining slowly throughout the second half of the twentieth century. Thus, the issues and results discussed here suggest that imminent massive employment displacement is not a foregone conclusion.

The purpose of this paper is to provide an overall review of the literature on masculinities and work and identify the strengths and weaknesses of the existing research in understanding men's work as well as pointing to new direction for work.

Extensive, in‐depth review of the literature on men and work.Findings – Findings identify three main strands of research on men and work. The existing research focuses on the role of men as breadwinners, the effects of work for masculine identity and the economic benefits of men's work.

The in‐depth survey of the literature provides the unique, empirical opportunity observe the strengths and weaknesses of existing literature. While extensive studies exists on adult men, teenage boys’ labor has rarely been problematized.

The paper provides a very useful source of information on masculinities and work and offers a new direction for future research on the topic.

This paper offers a comprehensive review of the existing literature of masculinities in the workplace. It identifies the general sub‐areas of research, and offers a neglected yet crucial part of the workforce: teenage boys as a virtually unexplored area for future research.