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1 – 10 of over 50000Makiko Hori and Yoshinori Kamo
This study explores the interplay between macro- and micro-level predictors of psychological well-being related to work and family. We use nations as the context and investigate…
Abstract
Purpose
This study explores the interplay between macro- and micro-level predictors of psychological well-being related to work and family. We use nations as the context and investigate how country-level gender equalities and gender norms affect individual well-being and its relationship to micro-level predictors.
Design/methodology/approach
Social role explanations suggest that women’s vulnerability in mental health is due to socially assigned gender roles and gendered socialization. We utilize multi-level modeling and data from the International Social Survey Programme 2002, to examine how the societal level gender climate impacts the effects of gender roles on psychological well-being for married and employed men and women in 33 countries.
Findings
Gender differences in mental health remain, but larger differences are observed in less egalitarian countries regarding gender. Also, caring roles are negatively associated with women’s psychological well-being to a greater degree than men’s, and the negative impacts are stronger in more egalitarian countries. Furthermore, men show lower well-being regarding work responsibility, but the gender effects are weaker in more egalitarian countries.
Social implications
Our psychological well-being is affected not only by the actual role behaviors but also by how we each perceive these roles.
Originality/value
This study provides a broader picture of the relationship between gender and psychological well-being related to work and family. It also illustrates complex relationships between macro-level gender climate and individual-level psychological well-being and how structural differences may impact individual outcomes.
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Various research studies in the past have found biological gender to be a differentiator for money attitudes. However, the beliefs and attitudes that people have towards money can…
Abstract
Purpose
Various research studies in the past have found biological gender to be a differentiator for money attitudes. However, the beliefs and attitudes that people have towards money can also be the result of the gender socialisation, which may have a greater impact on how one relates to money. Since, gender is an important aspect for understanding financial choices and decisions, it becomes pertinent to learn as to which aspect of gender, the biological or the psychological, impact the money attitudes and beliefs that a person holds. The purpose of this paper is to address this issue.
Design/methodology/approach
This empirical work attempts to understand gender differences in money attitudes from the biological gender and psychological gender perspective. The Bem Sex Role Inventory (BSRI) and Tang's money ethic scale (MES) were used for this study. The hypotheses raised were tested on a sample of 224 respondents from India.
Findings
The results suggested that money attitudes can be better understood when seen from the lens of psychological gender and not biological gender. Further, androgyny individuals were found to exhibit more balance in their money attitude dimensions than masculine or feminine individuals.
Originality/value
Belief and attitudes towards money would impact how contented people are with the compensation they receive, their financial planning choices and also their financial well-being. This insightful study adds to the scant literature that exists on understanding money attitudes from psychological gender perspective and would pave the way for more work in this area.
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Salima Hamouche and Alain Marchand
This paper aims to examine the contribution of occupational identity and gender in explaining psychological distress among managers. It proposes and tests empirically a…
Abstract
Purpose
This paper aims to examine the contribution of occupational identity and gender in explaining psychological distress among managers. It proposes and tests empirically a theoretical model that integrates identity theory into occupational stress and gender research. It analyses the proposition that a low level of verification of role identity is associated with a high level of psychological distress and that gender plays a moderating role in the relationship between role identity verification and psychological distress.
Design/methodology/approach
Multilevel regression analyses were conducted on a sample of 314 managers employed in 56 Canadian firms.
Findings
Low level of verification of one standard of managers’ role identity, namely, recognition, is significantly associated with managers’ psychological distress. It encloses monetary and non-monetary recognition, career prospects and job security. Notwithstanding, gender does not moderate the relationship between identity verification and psychological distress.
Originality/value
Studies addressing the contributions of identity and gender in the explanation of managers’ psychological distress are sparse. This paper helps to expand the scope of management and workplace mental health research as well as gender-related research, by proposing a new approach for the study of managers’ psychological distress, by the integration of identity theory and the analysis of the moderating role of gender.
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Rick R.J. Tallman and Nealia S. Bruning
The purpose of this paper is to increase one's understanding of psychological contracts by proposing and testing relationships between employees' personalities and their…
Abstract
Purpose
The purpose of this paper is to increase one's understanding of psychological contracts by proposing and testing relationships between employees' personalities and their psychological contracts and to consider the influence of gender on psychological contracts.
Design/methodology/approach
Data were collected from 163 employees in ten organizations. Regression analysis was used to explore the relationships between each of nine psychological contract dimensions plus gender and the Big Five personality dimensions.
Findings
It was found that personality is related to five of the nine psychological contract dimensions and that each personality dimension is related to one or more of the psychological contract dimensions. It was also found that gender had a significant impact on our results. Women held stronger obligation attitudes than did men. The personality of men related to varying obligation attitudes, whereas, women's attitudes did not vary significantly within personality dimensions. The study suggests that employees' psychological contracts may be more emotionally based than cognitively based.
Research limitations/implications
The self selection of participants limits the generalizability of the results. The data is cross‐sectional precluding inference of causality. The paper assumed a linear career model for participants and did not consider alternate models
Practical implications
Personality would appear to be an important factor in our understanding of psychological contracts, particularly in men. Personality provides a basis for psychological contracts being idiosyncratic. The interaction of personality and gender complicates the psychological contract management process.
Originality/value
Despite 17 years of research, the factors underlying employees' idiosyncratic psychological contracts remain to be adequately explored through empirical research. This is the first study that connects employees' personality to their beliefs about employee and organizational obligations. Gender appears to play a role in the development of psychological contracts.
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Muntaha Banihani, Patricia Lewis and Jawad Syed
The way work engagement is constructed and researched in literature is assumed, at least implicitly, to be gender-neutral where women and men have equal opportunity to demonstrate…
Abstract
Purpose
The way work engagement is constructed and researched in literature is assumed, at least implicitly, to be gender-neutral where women and men have equal opportunity to demonstrate their engagement in the workplace. This review paper aims to integrate gender into the notion of work engagement in order to examine whether the notion of work engagement is gendered.
Design/methodology/approach
The paper is based on a review of the literatures related to work engagement and gendered organisations.
Findings
The paper proposes a conceptual framework to develop and explain the notion of gendered work engagement. It shows that work engagement is gendered concept as it is easier for men to demonstrate work engagement than for women.
Originality/value
The paper investigates the gendered nature of work engagement which is an under-explored area.
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Drawing on COR theory, the purpose of this paper is to contribute to the scarce literature of work-family interference, workplace incivility, gender and psychological distress at…
Abstract
Purpose
Drawing on COR theory, the purpose of this paper is to contribute to the scarce literature of work-family interference, workplace incivility, gender and psychological distress at the practical and academic juncture.
Design/methodology/approach
The linear (structural equation modeling (SEM)) and non-linear (artificial neural network (ANN)) techniques were applied to the survey data from a sample of Nigerian health workers (n=447) to investigate the relationships between the aforementioned variables.
Findings
The results from SEM and ANN revealed that work-family conflict (WFC), family-work conflict, supervisor incivility and coworker incivility have positive impacts on psychological distress. A multi-group moderation analysis suggests that women were more likely to experience psychological distress.
Originality/value
The work-family interference and incivility are pervasive and gendered problems in the workplace. This paper strives to enhance the understanding of the nature of the relationship in an African work setting. The implications for making the workplace better and safer are discussed.
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Siham Lekchiri, Cindy Crowder, Anna Schnerre and Barbara A.W. Eversole
The purpose of this paper is to explore the experiences of working women in a male-dominated country (Morocco) and unveil the unique challenges and everyday gender-bias they face…
Abstract
Purpose
The purpose of this paper is to explore the experiences of working women in a male-dominated country (Morocco) and unveil the unique challenges and everyday gender-bias they face, the psychological impact of the perceived gender-bias and, finally, identify a variety of coping strategies or combatting mechanisms affecting their motivation and retention in the workplace.
Design/methodology/approach
Empirical evidence was obtained using a qualitative research method. The Critical Incident Technique (CIT) was used to collect incidents recalled by women in the select institution reflecting their perceptions of their managers’ ineffective behaviors towards them and the impact of these behaviors. The critical incidents were inductively coded, and behavioral statements were derived from the coded data.
Findings
The qualitative data analysis led them to structure the data according to two theme clusters: The perceived gender-bias behaviors (Covert and evident personal and organizational behaviors) and Psychological impacts resulting from the perceived bias. These behavioral practices included abusive behaviors, unfair treatment, bias and lack of recognition. The psychological impact elements involved decreased productivity, depression, anxiety and low self-esteem.
Practical implications
Understanding these experiences can facilitate the identification of strategies geared towards the retention of women in the workforce, and Moroccan organizations can develop and implement strategies and policies that are geared towards eliminating gender-bias in the workplace and to retaining and motivating women who remain ambitious to work in male-dominated environments and cultures.
Originality/value
This paper provides evidence that sufficient organizational mechanisms to support women in male-dominated environments are still unavailable, leaving them to find the proper coping mechanisms to persevere and resist.
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Ambrose Jones, Cynthia P. Guthrie and Venkataraman M. Iyer
Using data collected from professionals in a large U.S. national public accounting firm, we explored gender differences in perceived levels of role stress and job outcomes as well…
Abstract
Using data collected from professionals in a large U.S. national public accounting firm, we explored gender differences in perceived levels of role stress and job outcomes as well as the effects of a healthy lifestyle as a coping mechanism for role stress, burnout, and related job outcomes. Our large sample size (1,681) and equal participation by women (49.7 percent) and men (50.3 percent) allowed us to analyze the causal relationships of these variables using a previously tested multi-disciplinary research model (Jones, Norman, & Wier, 2010). We found that women and men perceive similar levels of role stress as defined by role ambiguity and role overload, and that women perceive less role conflict. Men and women perceive similar levels of job satisfaction and job performance. Contrary to earlier studies, women do not report higher levels of turnover intentions. Results show that efforts of the public accounting firms over the past decade may be somewhat successful in reducing the levels of role stress and turnover intentions among women. Another plausible explanation could be that an expansionist theory of gender, work, and family (Barnett & Hyde, 2001) may now be responsible for improved well-being of females to the point where the genders have converged in their experience of role stress and job outcomes in public accounting.
Emily Keener, Clare M. Mehta and Kimberly E. Smirles
This chapter uses Sandra Bem’s scholarship to demonstrate the intersections between developmental and social psychological approaches to understanding masculinity and femininity.
Abstract
Purpose
This chapter uses Sandra Bem’s scholarship to demonstrate the intersections between developmental and social psychological approaches to understanding masculinity and femininity.
Methodology/approach
To highlight Sandra Bem’s contributions, we examined masculinity and femininity, broadly defined, from a socio-developmental theoretical perspective, conceptualizing gender development as embedded within a socio-historical context.
Findings
Our review of the literature illustrates that both age and social contextual features influence femininity and masculinity and more specifically that in childhood, adolescence, and early adulthood, femininity and masculinity vary depending on the sex (same- vs. other-sex) of those in the social context. Along with demonstrating the current utility and extensions of Sandra Bem’s research, we also emphasize the feminist and social justice applications of her body of work.
Research limitations
Weaknesses in the existing methodology where instruments are designed based on the assumption that masculinity and femininity are stable traits rather than characteristics that vary are discussed. Limitations to research focused on either social or developmental perspectives are highlighted and suggestions for a more integrative approach are provided.
Originality/value
Similar to how Sandra Bem’s work showed that sex and gender need not be linked, research and theory on the developmental and contextual specificity of gender also demonstrate that there is freedom in the expression of gender.
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The purpose of this study is to explore pre-employment college graduates’ relocation tendencies based on a research framework built upon gender and cultural theories.
Abstract
Purpose
The purpose of this study is to explore pre-employment college graduates’ relocation tendencies based on a research framework built upon gender and cultural theories.
Design/methodology/approach
Relocation decisions were analyzed based on 208 college graduates enrolled in public universities in Texas, USA.
Findings
The relocation decision-making by college graduates differ from that for corporate employees described in previous research. First, the willingness to relocate increases as the college graduates mature. Second, gender difference in the willingness to relocate is non-significant because of the same expected norms for both genders. Instead, psychological gender affiliation, such as self-perceived masculinity, makes a difference in relocation decisions. Third, family-related variables, such as marital status and parenthood, do not influence college graduates’ relocation decisions. Last, cultural groups do not exhibit any overall significant differences.
Research limitations/implications
The findings provide new and complementary knowledge over previous relocation studies.
Practical implications
The findings enhance the understanding of career choices made by college graduates in their early career, offering valuable managerial implications in crafting staffing strategies and improving human resource management for organizations in today’s fast-changing, vibrant multi-cultural environment.
Originality/value
The study is focused on pre-employment relocation decision-making by college graduates from different demographic backgrounds. The study fills a major research void in relocation studies by clarifying the relocation patterns of new employees graduating from college.
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