Agency, structures and women managers' views of their careers in tourism

Carvalho, Inês; Costa, Carlos; Lykke, Nina; Torres, Anália

doi:10.1016/j.wsif.2018.08.010

Cited by 28 publications

(23 citation statements)

References 37 publications

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“…Attribution, or assigning of responsibility for positive outcomes, is often used to understand the perceptions of others. Positive attributions happen when female leaders consider themselves responsible for their own success, rather than the recipients of good fortune from the organization (Carvalho et al, 2018). False assessments of attribution can occur within gender differences and stereotyping (Dey and Borden, 2016).…”

Section: Ijchm 331mentioning

confidence: 99%

Gender discrimination and perceived fairness in the promotion process of hotel employees

Russen

Dawson

Madera

2021

IJCHM

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Purpose The purpose of this study is to examine hotel managers’ perspectives on the promotion process of hotel employees based on the promoted employee’s gender, their perceived organizational justice and perceived gender discrimination against women. The moderating role of anti-male bias beliefs in the promotion process was examined. Design/methodology/approach The study adopted an experimental design (female vs male promoted) with a sample of 87 hotel managers. Data were analyzed using mediation and moderated mediation analyses. Findings The results indicated procedural and distributed justice mediates the effect of gender of the promoted employee on perceived gender discrimination against women. It was found that perceptions of anti-male bias moderate the relationship between gender of the promoted employee and distributed justice, demonstrating higher levels of perceived fairness within the organization when a female is promoted, especially when low levels of anti-male bias exist. Practical implications Many organizations may refrain from offering more promotional opportunities to women for fear of reverse discrimination. This research demonstrates that the organization will be perceived as fairer if it offers more opportunities to women, should create a stronger organizational culture and higher financial performance. Originality/value To the best of the authors’ knowledge, this paper is the first to address the gender inequity in promotional opportunities of hotel employees and demonstrate the overall benefit of combating such inequality. This is the first time that anti-male bias has been addressed in the hospitality context, suggesting the need for more research on reverse discrimination, especially in promotional situations.

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Section: Ijchm 331mentioning

confidence: 99%

Gender discrimination and perceived fairness in the promotion process of hotel employees

Russen

Dawson

Madera

2021

IJCHM

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“…Sustainability in tourism cannot be achieved without decent work, gender equality and empowerment of all women [3]. It must transgress the situations of discrimination and inequality existing for reasons of gender [3] reflected in organizations, in the family and in the society [4].…”

Section: Introductionmentioning

confidence: 99%

“…Even when they own businesses, they find it harder to access to credit [9]. Although an increasing number of women become entrepreneurs in the tourism sector, and that is very positive, most of this entrepreneurship are because of demanding and inflexible work environments that they find in salaried employment, to escape the glass ceiling and to gain flexibility [4]. Women look for flexibility because tourism requires long working hours, work in shifts, at night, on Saturdays and Sundays.…”

Section: Introductionmentioning

confidence: 99%

Seeking Gender Equality in the Tourism Sector: A Systematic Bibliometric Review

2021

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Sustainability in tourism cannot be achieved without decent work, gender equality and empowerment of all women. Most of the workforce in the tourism sector is women, and although this sector offers great opportunities for empowerment and gender equality, there are many inequalities that occur in it. To find solutions it is necessary to have a greater knowledge, and therefore it is necessary to analyze how the gender equality research is progressing. The objective of this paper is to analyse how the concept of gender equality in tourism is present in academic research. For this purpose, a systematic review of the existing scientific literature is carried out, based on a bibliometric review of the works on gender equality in the field of tourism published in the Scopus database. The analysis carried out shows that, although there has been a year-on-year increase in publications related to gender equality in the field of tourism, there are still few studies focused on this subjetc, and that only in the last time have they been linked to the family. The analysis also reveals that only a few journals and authors concentrate publications related to gender equality in tourism.

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“…Una de las razones de la elección de trabajar en este sector y no en otros, recae en la facilidad de oportunidades dentro de esta área, la movilidad geográfica y por propia vocación (Carvalho et al, 2018). No obstante, las autoras en el estudio Agency, structures and women managers' views of theircareers in tourism, presentan una serie de facilidades y obstáculos determinados por factores internos y externos que inciden en la carrera de las mujeres dentro del sector turístico.…”

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“…http://creativecommons.org/licenses/by-nc-sa/3.0/deed.es_ES https://www.produccioncientificaluz.org/index.php/rvg Twitter: @rvgluz la juventud como factor determinante para la promoción laboral en el caso de las mujeres. Por último, las mujeres perciben que la clave de la promoción laboral o del éxito de una carrera profesional se encuentra en si misma, es decir, en ser emprendedora, poseer su propio negocio y tomar decisiones arriesgadas asumiendo riesgos (Carvalho et al, 2018). Según Powell y Butterfield (2013), citado por Mateos de Cabo (2017) ambos géneros se presentan propensos por igual en el deseo de aspirar a puestos de responsabilidad, con lo que exponen la necesidad de ampliar el estudio de los motivos que inciden en este factor.…”

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Mercado laboral desde la perspectiva de género: percepciones en el sector turístico español

2020

rgv

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Resumen Este artículo es resultado de una investigación a cerca de la pérdida de talento en los puestos de decisiones y la igualdad de género en el turismo desde una perspectiva estratégica. Fue conducida con un cuestionario estructurado aplicado a profesionales del sector turístico gallego. Los resultados indican que existen dificultades para la ascensión de mujeres en las organizaciones y, aunque tengan más formación específica para la gestión de un negocio que los hombres, existen factores que les impiden seguir creciendo, lo que caracteriza la pérdida de capital humano, o como se conoce en otras ramas, los “leaking in the pipeline”. Como reflexión final, queda contrastado que incluso en el sector turístico, altamente feminizado, existen factores de género que no permiten a las mujeres seguir escalando a puesto de gestión. Algo perjudicial para la eficiencia de la organización, que siempre busca los mejores profesionales para conducir las adecuadas tareas. Emprender acciones encaminadas a la igualdad en la organización no se relaciona solo con una cuestión de justicia social, lo más importante, es retener las personas mejor preparadas para asumir cargos de gestión en las empresas y hacer que el negocio logre sus objetivos estratégicos planteados.

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Agency, structures and women managers' views of their careers in tourism

Cited by 28 publications

References 37 publications

Gender discrimination and perceived fairness in the promotion process of hotel employees

Gender discrimination and perceived fairness in the promotion process of hotel employees

Seeking Gender Equality in the Tourism Sector: A Systematic Bibliometric Review

Mercado laboral desde la perspectiva de género: percepciones en el sector turístico español

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