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Article
Publication date: 18 June 2019

Rifat Kamasak, Mustafa Ozbilgin, Sibel Baykut and Meltem Yavuz

Treatment of intersectionality in empirical studies has predominantly engaged with individual categories of difference. The purpose of this paper is to demonstrate that…

Abstract

Purpose

Treatment of intersectionality in empirical studies has predominantly engaged with individual categories of difference. The purpose of this paper is to demonstrate that there is utility in exploring intersectionality at the intersection of individual and institutional levels. As such the authors move beyond the polarised take on intersections as either individual or institutional phenomenon and tackle intersectionality as a relational phenomenon that gains meaning at the encounter of individuals and institutions in context. Therefore, the authors explicate how intersectionality features as forms of solidarity and hostility in work environments. As such the authors posit that not only individuals but also the institutions should change if inclusion is aimed at societal and organisational levels.

Design/methodology/approach

A thematic analysis on qualitative interview data of a purposive- and snowball-selected sample of 11 lesbian, gay, bisexual, transgender and queer working adults in Turkey was used.

Findings

This paper finds evidence to support the existence of a multidimensional model of intersectionality, where conflicting and complementary individual and institutional intersections create four intersectional typologies in the form of intersectional hostility, intersectional struggle, intersectional adjustment and intersectional solidarity.

Originality/value

The extant literature offers rich insights into individual intersectionality but sheds very little light on institutional intersectionality and its interaction with individual intersectionality. This paper attempts to fill in this gap by investigating intersectional encounters as interactions between the individual and institutional intersections.

Details

Journal of Organizational Change Management, vol. 33 no. 3
Type: Research Article
ISSN: 0953-4814

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Article
Publication date: 10 January 2020

Rifat Kamasak, Mustafa Ozbilgin, Berk Kucukaltan and Meltem Yavuz

The interplay between gender and dynamic managerial capabilities is not well studied in the extant literature. This paper aims to explore how dynamic managerial…

Abstract

Purpose

The interplay between gender and dynamic managerial capabilities is not well studied in the extant literature. This paper aims to explore how dynamic managerial capabilities, as prized qualities in the job market, are framed in gendered ways and how the gendering process disadvantages female and male workers for different reasons and harms the organisations, which use the managerial capabilities approach without proofing it for gender biases.

Design/methodology/approach

An extensive literature review was conducted and a framework that offers a new gender perspective was offered.

Findings

A number of ways dynamic managerial capabilities may be proofed for gender biases and how a gender-balanced framing of dynamic managerial capabilities may be achieved are identified.

Originality/value

This paper contributes to the development of a new gender perspective, which is called regendering of dynamic managerial capabilities, which frees the concept from its binary frames of gender, assumptions of gender neutrality, with a view to capture gender diversity in a way which is closer to its nature in theory and practice of dynamic managerial capabilities.

Details

Gender in Management: An International Journal , vol. 35 no. 1
Type: Research Article
ISSN: 1754-2413

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Article
Publication date: 1 December 1999

Diana Woodward and Mustafa F. Ozbilgin

In the UK and other western countries the financial services sector is seen as offering women better career prospects than most other sectors. Unprecedented numbers of…

Abstract

In the UK and other western countries the financial services sector is seen as offering women better career prospects than most other sectors. Unprecedented numbers of well‐qualified young women are now achieving promotion to first‐line and middle management positions. Companies are represented as progressive employers, committed to promoting equal opportunities. However, a cross‐cultural study of three Turkish and six UK banks and high street financial organisations explores how organisational ideologies and cultures operate to perpetuate inequality, based on managers’ gendered conceptions of “the ideal worker”. Favoured staff were identified, sponsored, promoted and rewarded, often based on their personal affinity with senior managers rather than objective criteria. This distinction between favour and exclusion operates not only along the traditional lines of gender, class, age, sexual orientation, religion and physical ability, but also along the new dimensions of marriage, networking, safety, mobility and space. Despite local and cross‐cultural differences in the significance of these factors, the cumulative disadvantage suffered by women managers and supervisors in both countries was remarkably similar.

Details

Women in Management Review, vol. 14 no. 8
Type: Research Article
ISSN: 0964-9425

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Book part
Publication date: 18 October 2017

Mustafa Özbilgin and Natasha Slutskaya

In this chapter, we examine the interrelationship between politics of neo-liberalism and practices of equality and diversity at work. In so doing, we illustrate how…

Abstract

In this chapter, we examine the interrelationship between politics of neo-liberalism and practices of equality and diversity at work. In so doing, we illustrate how macro-national politics, in particular the contemporary neo-liberal expansion, impact the definitions, activities, beneficiaries and overall impact of diversity management at the organisational level. The chapter focuses on three fundamental assumptions of neo-liberalism, beliefs in the utility of deregulation (voluntarism), individualism and competition in order to organise economic and social life. The chapter goes on to examine the reflection of these neo-liberal beliefs on construction of diversity management in contexts where neo-liberal politics dominate. The chapter concludes by a critical assessment of how diversity can be freed from the clutches of neo-liberalism, which merely serves to limit the repertoire and imagination of interventions for diversity management.

Content available
Book part
Publication date: 18 October 2017

Jean-François Chanlat and Mustafa F. Özbilgin

Abstract

Details

Management and Diversity
Type: Book
ISBN: 978-1-78635-489-1

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Book part
Publication date: 8 July 2021

Aybike Mergen and Mustafa Ozbilgin

Toxic leadership is often studied from a leader-centric perspective, which focuses on the detrimental outcomes of leaders with destructive ideas and practices. In this…

Abstract

Toxic leadership is often studied from a leader-centric perspective, which focuses on the detrimental outcomes of leaders with destructive ideas and practices. In this chapter, we provide a global value chain (GVC) perspective, which accounts for effects of corporate leadership from inception of a product or service idea to its consumption across the value chain. In particular, we demonstrate how toxic leadership is sustained through an illusio, i.e., the allure of the often-charismatic leadership discourse, which is rendered unaccountable due to lack of global regulation of GVCs. This allows for global organizations and toxic leaders to exploit weaknesses in national-level regulation. Drawing on a netnographic study of toxic leadership in Amazon, we demonstrate how toxic leadership created the illusion of success while perpetuating toxicity and exploitation across their complex value chains internationally.

Details

Destructive Leadership and Management Hypocrisy
Type: Book
ISBN: 978-1-80043-180-5

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Article
Publication date: 4 July 2008

Ayala Malach‐Pines, Mustafa F. Özbilgin and Ronald Burke

The purpose of this paper is to introduce the papers in this special issue and some issues surrounding choosing management as a career. A jointly developed questionnaire…

Abstract

Purpose

The purpose of this paper is to introduce the papers in this special issue and some issues surrounding choosing management as a career. A jointly developed questionnaire is also presented.

Design/methodology/approach

The paper is descriptive in nature.

Findings

It is crucial for researchers and practitioners to expand their perspectives to include other cultures and other theoretical perspectives beyond those offered by traditional vocational choice theories.

Originality/value

Understanding the antecedents, correlates and consequences of people's vocational choice to become managers will not only help researchers and practitioners and benefit managers, but will improve the understanding of career choice in general.

Details

Career Development International, vol. 13 no. 4
Type: Research Article
ISSN: 1362-0436

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Book part
Publication date: 28 August 2019

Rifat Kamasak, Mustafa F. Özbilgin, Meltem Yavuz and Can Akalin

Owing to its colonial past, Britain has a long history of regulating race relations at international and national levels. In this chapter, we focus on race discrimination…

Abstract

Owing to its colonial past, Britain has a long history of regulating race relations at international and national levels. In this chapter, we focus on race discrimination in the United Kingdom, exploring its historical roots, the politics of discrimination as reflected in public debates on ethnic diversity in the United Kingdom and regulatory frameworks that operate in the country. First, we explicate the historical context of immigration which shapes the meaning and practices of race discrimination at work and in life in the United Kingdom. We then describe the contemporary debates and the key actors in the field of race discrimination at work. The legal context is presented with key turning points which have led to the enactment of laws and the emergence of the particular way race equality and ethnic diversity are managed in the United Kingdom. We also demonstrate the intricate contradictions with regard to legal progress and setbacks with introduction of countervailing measures that undermine equality laws. We present a country case study which illustrates the complexities of race discrimination in a specific sector of work, that is, the technology-enabled private hire car services and change of ethnic composition in the hire care services in the United Kingdom. The chapter summary is presented at the end and it provides also a discussion of possible ways to combat race discrimination at work in the United Kingdom.

Details

Race Discrimination and Management of Ethnic Diversity and Migration at Work
Type: Book
ISBN: 978-1-78714-594-8

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Book part
Publication date: 3 May 2017

Jean-François Chanlat and Mustafa F. Özbilgin

Abstract

Details

Management and Diversity
Type: Book
ISBN: 978-1-78635-550-8

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Article
Publication date: 3 February 2012

Akram Al Ariss, Iris Koall, Mustafa Özbilgin and Vesa Suutari

The careers of skilled migrant workers is an under‐theorised field of research. This paper proposes a theoretical and methodological expansion of studies of careers of…

Abstract

Purpose

The careers of skilled migrant workers is an under‐theorised field of research. This paper proposes a theoretical and methodological expansion of studies of careers of skilled migrants.

Design/methodology/approach

The paper offers a critical review of the literature on careers of skilled migrants from a multilevel approach including individual, organizational, and contextual levels.

Findings

The review leads to two key theoretical and methodological expansions: first, it demonstrates that migrant careers need to be understood as a relational construct that is at the interplay of individual and institutions and as a multi‐layer and multi‐faceted phenomenon. This approach requires the authors to explore careers in temporal and spatial contexts. The second expansion made requires the adoption of relational methodologies, as well as more reflexive methods which encourages researchers to recognize a wider range of vested interests when framing their research questions and designing their studies.

Originality/value

This paper has two key values: first, it questions the central assumptions in the management and organizational literature regarding the topic of international mobility; second, it offers a theoretical and a methodological model for future research on this topic.

Details

Journal of Management Development, vol. 31 no. 2
Type: Research Article
ISSN: 0262-1711

Keywords

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