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This qualitative study explores the intersection between organizational masculinity and emotionality within a pre‐hospital emergency services organization. The existence of multiple masculinities within a male‐dominated and emotion‐laden organization indicates that men who work within this context are required to negotiate multiple forms of masculinities within heavily emotionalised organizational regions or spaces. This study found that there were competing tensions between at least two forms of masculinity within the organisation in question. While militarized and managerial/technical forms of masculinity dominate as the principal hegemonic form, a heroic and caring masculinity is also essential to how the organization in question produces its key services. It is argued that forms of masculinity that are closer to the hegemonic ideal type are not “compensatory”, but have to co‐exist with other, albeit more marginalized, masculinities.

This chapter sets out to examine the role of masculinity in the development of a gendered organizational culture over time. The development of images of masculinity within one company—British Airways—is examined through content analysis of company newsletters, advertising copy, annual reports, internal memoranda, and written rules and regulations. Exploring the notion of “multiple masculinities,” the chapter traces the prominent forms of masculinity that emerged in British Airways and assesses their impact on the ways that organizational practices were developed, maintained, and understood. Four key corporate images of masculinity are examined—the pilot, the steward, the engineer, and the “native boy”—and it is argued that those images contributed to the exclusion of women and people of color from those occupations by laying down cultural rules about the ideal typical characteristics of the job holder. The chapter concludes by raising questions about the value of a multiple masculinities focus in explaining changing and contradictory practices of discrimination; the primacy of extra-organizational over organizational practices; and the relationship between multiple masculinities and hegemonic masculinity. Further research is suggested into the extent to which hegemonic masculinity is undermined, over time, by changing and contradictory forms of masculinity within definite sites of gender construction.

The purpose of this study is to demonstrate the importance and influence of paternity leave on individual level organizational outcomes. Drawing on signaling theory, the study examines the relationship between paid paternity leave entitlement (PPLE) and organizational attractiveness (OA) through a mediating path of anticipated organizational support (AOS). Furthermore, the study proposes that this mediated relationship would be conditional on traditional masculinity ideology (TMI) such that the relationship would be stronger for individuals who score low on TMI.

The study analyzed a moderated mediation model using the data from a survey experiment. Data were collected from 264 professionals enrolled in an executive education course and will soon be looking for employment.

The findings supported the mediating role of AOS between PPLE and OA. As predicted, the positive impact of PPLE on AOS and OA is stronger for individuals scoring low on TMI.

This study takes a multidisciplinary approach to understand the underlying mechanisms that impact decisions related to employers. It is one of the few studies that study paternity leave in the Indian context and makes important contributions to theory and practice.

This study aims to examine how masculinities are (re)produced in project-based organizations. The authors first investigate the doing of masculinities in everyday work practices in construction project management. Second, the authors investigate whether there are opportunities to perceive, or do, gender differently in this specific context.

Data are elicited from a case study of construction project managers working on a infrastructure project. The project managers were interviewed through semi-structured informal interviews regarding their experiences of project work. The analysis was inspired by the competing discourses and practices of masculinity in organizations outlined by Collinson and Hearn (1994).

The results showed how multiple masculinities coexist and overlap in the project organization and in the everyday practices of project management. Both male and female project managers must adjust to these masculine discourses and act in accordance with a particular context. But the results also showed opportunities to challenge the masculine norms by doing gender differently.

The results of this study highlights opportunities for creating a more gender-equal work environment in the construction industry. The multiple ways of doing masculinity, by both men and women, highlights the possibilities to balance between doing it well and differently. Such knowledge can be used in policy and strategies for equal opportunities for men and women in organizations.

This study provides insights into the (re)production of multiple masculinities in construction project management. This study contributes to the criticism of the normative conceptions that have characterized the literature on project management. The authors add to the tradition of organization studies by arguing that the gender analysis of project management is important to increase understandings of how projects are managed and, in this case, how masculine discourses affect everyday work.

The purpose of this paper is to examine the rituals and communicative practices that simultaneously create community, out-groups and perceptions of stigma at a local comic book retail organization through autoethnography. As such this piece explores personal identity, comic book culture and how this comic book shop acts as important third place as defined by Oldenburg.

Autoethnography allows for the simultaneous research into self, organizations and culture. As a layered account, this autoethnography uses narrative vignettes to examine a local comic book retail organization from the first person perspective of a collector, a cultural participant and geek insider.

The term geek, once brandished as an insult to stigmatize, is now a sense of personal and cultural pride among members. Various rituals including the “white whale” moment and the specialized argot use help maintain community in the comic book shop creating a third place as categorized by Oldenburg. However, these shared communication practices and shared meanings reinforce the hegemonic masculinity of the store, leading the author to wonder if it can maintain its viability going forward.

This autoethnography was performed at a local comic book shop, connecting communicative and ritual practices to organizational culture, hegemonic masculinity, geek culture and personal identity. It also argues that one need not be an embedded organizational insider to perform organizational autoethnography.

The corporate communications literature recently raised the question, “Board gender diversity and women in leadership positions – are quotas the solution?” This paper extends the debate by asking, “What is an equitable target percentage for women on corporate boards?”

The paper explores and gives a conceptualised viewpoint on the issues expressed in the literature concerning the meaning of board gender equality, focussing on what is regarded as an equitable number of women on corporate boards.

The arguments and questions raised in this paper highlight the difficulty in answering the research question. The question will only be answered when it no longer needs to be raised. In other words, when gender equality is no longer seen as an issue and men and women are treated equally, when qualifications, experience and ability are the key issues on board selection, not gender. Highlighting gender inequality issues by setting target figures may in itself deter some women from seeking board-level promotion. The target should not just be to place women in what is currently a masculinised board culture but to change this culture to reflect non-masculinity.

This paper can guide practitioners in their policy-making decisions on corporate board gender diversity and refocus the minds of academics on such an important issue. It should also help change the hegemonic understanding of leadership and thus influence recruitment policy.

This is believed to be the first paper to give a conceptualised viewpoint on the issue of targets concerning the number of women on corporate boards and brings into perspective the wide variation highlighted in the literature. It adds to the current debate on board gender diversity and the lack of women on corporate boards by highlighting the questions regarding gender targets. A research opportunity lies in exploring this paper's conceptual issues and questions by soliciting the views of male and female management students and corporate directors.

This chapter is concerned with the relationship between gender performativity and rhythm, taking the City of London (often known by its metonym the Square Mile) as the focus for the empirical research and extending a Lefebvrian understanding of urban space and time via the practice of rhythmanalysis. It is concerned with how the City of London is imagined, constructed and experienced in and through gender performativity which can be expressed rhythmically (Reid-Musson, 2018). The research is based on fieldwork including photographic and interview data, as well as an embodied, immersive methodology used to analyse rhythms, showing how this can help to both sense and make sense of organisational place, particularly in terms of how such places can compel feelings of belonging or non-belonging. The chapter looks beyond the spatial configuration of a single organisation to encompass the wider geographical location of multiple organisations, in this case the City.

The findings show that the relationship between the socio-cultural and material aspects of the City can be understood through the rhythms of place. Using a methodological approach based on Lefebvre's Rhythmanalysis (2004), the chapter foregrounds a subjective, embodied and experiential way of researching the places and spaces of organising, and shows how gendered inclusion and exclusion can be expressed spatially and rhythmically.

This paper aims to examine the interplay among forms of entrepreneurship and the gendered entrepreneurial divide. Using data from the Global Entrepreneurship Monitor (GEM) and the World Values Survey (WVS), the authors investigate the likelihood that females will venture in the commercial entrepreneurial ventures versus social entrepreneurial ventures. The authors draw on the theoretical concept of hegemonic masculinity and emphasized femininity to explain gender variance in the organizational forms of commercial and social entrepreneurship. Specifically, the authors investigate whether pursuing an opportunity in a society that highly values ideologies of hegemonic masculinity and emphasized femininity impacts the probability of venturing in either of these kinds of organizations.

To test the hypotheses, the authors use GEM data from 2009 (n = 14,399) for nascent entrepreneurs and baby businesses owners in 55 counties. They also use the WVS to measure the ideologies of hegemonic masculinity and emphasized femininity at the country level. The authors estimate a logistic multilevel model to identify the drivers of social venturing over commercial venturing. Data are nested by countries, and the authors allow random intercepts by countries with a variance components covariance structure.

The findings demonstrate that there is a divide in entrepreneurial activity, as women entrepreneurs are more likely to start social ventures than commercial ventures. They also find that hegemonic masculinity decreases the incidence of social entrepreneurship, whereas emphasized femininity increases the incidence of social entrepreneurship. Moreover, the authors find evidence that women in societies with a strong view on hegemonic masculinity are less likely to pursue social organizational forms than male entrepreneurs are. Furthermore, in societies with strong views of emphasized femininity, the probability increases that female founders will pursue social organizational forms. The findings highlight the considerable impact of the gender ideologies on entrepreneurship.

Although the authors use the terms “gender” and “sex” in this paper interchangeably, they recognize that these two terms are not equivalent. For the purposes of this manuscript, the authors use a gender analysis approach activity based on biological sex to investigate empirical differences in entrepreneurial. The findings suggest that women ultimately, and unintentionally, are consenting to the practices and norms that reiterate the masculinity of entrepreneurship. In this way, the patriarchal ideologies of hegemonic masculinity and masculinization of entrepreneurship ultimately leave women unable to fully take up the identity of “woman” alongside that of “entrepreneur”. Future research can build upon our findings by applying a more nuanced view of gender via constructivist approaches.

The findings empirically demonstrate the gendered nature of entrepreneurial activity, leading to specific stereotypical female social organizational forms and male commercial organizational forms. Furthermore, the authors are able to provide theoretical explanations based on hegemonic masculinity and emphasized femininity to understand why social entrepreneurship appeals to women.