Examining the gendered organizations: evidence of institutional discrimination

Vasconcelos, Anselmo Ferreira

doi:10.1108/ijoa-06-2021-2811

Cited by 3 publications

(1 citation statement)

References 91 publications

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“…Building on research that demonstrates how “gendered organizations” might favor one gender over another either intentionally or unintentionally (e.g. Vasconcelos, 2021), future research can determine whether the similarity-attraction effect is more pronounced in facilitating authentic interactions across nurses with the potential for more female–female interactions. Indeed, female–female interactions exhibit a “stronger similarity effect” compared to male–male interactions (Montoya and Horton, 2013, p. 75).…”

Section: Discussionmentioning

confidence: 99%

Unlocking the benefits of diversity among healthcare workforces: a holistic view

Perrigino

Jenkins

2023

JHOM

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PurposeThe increasing diversity among workforces – as well as the increasing diversity among patient populations served – offers a variety of opportunities and potential pitfalls for healthcare organizations and leaders. To unravel this complexity, the authors aim to holistically understand how to maximize provider and patient experiences regardless of (1) the degree to which diversity is present or lacking, and (2) the type(s) of diversity under consideration.Design/methodology/approachThis conceptual paper develops a framework that combines three organizational behavior theories – emotional labor theory, similarity-attraction theory and climate theory – with evidence from the broader healthcare literature.FindingsAuthentic interactions yield positive outcomes for providers (i.e. improved job attitudes and work-related well-being) and patients (i.e. patient satisfaction) and acts as a mediator between demographic diversity and positive outcomes. Demographic similarity facilitates authentic interactions, whereas demographic diversity creates an initial barrier to engaging authentically with others. However, the presence of a positive diversity climate eliminates this barrier.Originality/valueThe authors offer a conceptual model to unlock positive outcomes – including reduced absenteeism, better morale and improved patient satisfaction – regardless of the level and types of diversity present within the workforce. In addition to deriving an agenda for future research, the authors offer practical applications regarding how diversity can be more effectively managed and promoted within healthcare organizations.

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Section: Discussionmentioning

confidence: 99%

Unlocking the benefits of diversity among healthcare workforces: a holistic view

Perrigino

Jenkins

2023

JHOM

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Discrimination malaise: exploring an unorthodox view

Vasconcelos

2024

IJOES

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Purpose The purpose of this paper is to analyze the prejudice and discrimination constructs through the lens of a transcendent knowledge concept. Design/methodology/approach The paper seeks to demonstrate that Spiritism or Spiritist Doctrine (SD) – regarded here as a source of transcendent knowledge – offers compelling arguments and provides suitable explanations (i.e. transcendent ontology) in relation to the issue of discrimination Findings Overall, this paper contributes to a better understanding of diversity and inclusive perspectives by examining the antecedents and consequences of discrimination through the insightful lens of SD tenets. In this sense, the findings suggest that the discriminators and prejudiced people may ironically pass through – as a result of the law of cause and effect – the same hard situations (i.e. ordeals or nightmares) – even though in their future lives – that they impose in their current victims to forcefully open their minds, support universal values, enhance their own feelings and spiritual intelligence. Practical implications Evidence presented here (although conceptually in nature) could be somewhat integrated into training sections of diversity management. At a minimum, it may encourage the shift of attitudes, revision of embedded values and reflections about the spiritual consequences to the perpetrators of discrimination against minorities. Originality/value Taken as a whole, the SD tenets prompt us to understand that the acts of prejudice, stereotyping and discrimination engender suffering for their perpetrators, even in their future lives (i.e. reincarnations). Broadly speaking, the SD principles compel us to consider transcendent knowledge even in the context of organizational life.

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Metaphors Describing the Gendered Organization in the Career Advancement of Women: An Integrative Review

Huaman-Morillo,

Vander Linden,

Palmieri

2024

Administrative Sciences

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Worldwide, gender equality remains a barrier for women seeking career advancement in corporations. Despite the globalization of corporate social responsibility programs, women have not achieved positional parity with men within the managerial hierarchy. The purpose of this integrative review was to investigate the breadth of the gendered organization literature, summarize the evidence, and inform future research about the career advancement of women in privately owned and publicly traded corporations. Twelve databases were searched between January 1990 and December 2023 for published evidence. Of the 1914 documents screened, 55 articles were included in this review. The gendered organization literature is slowly evolving as a critical area for management research even though fully developed substantive and formal theories are lacking. However, gendered organizations can be conceptualized for theoretical development as a constellation of metaphors embedded in the corporate culture. These metaphors include firewalls, glass ceilings, glass cliffs, glass escalators, labyrinths, queen bees and beehives, and sticky floors. Notably, few intervention studies were reported in the literature. Corporate social responsibility programs had a surprisingly limited impact on eliminating deep-seated structural attributes contributing to gendered organizations. Therefore, management scholars need to engage in theoretical development and research to advance a comprehensive theory of the gendered organization, and studies should investigate why the identified metaphors continue to adversely impact the career advancement of women despite the presence of corporate social responsibility programs. Finally, existing evidence needs to be translated into intervention recommendations for policymakers and corporate leaders.

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Examining the gendered organizations: evidence of institutional discrimination

Cited by 3 publications

References 91 publications

Unlocking the benefits of diversity among healthcare workforces: a holistic view

Unlocking the benefits of diversity among healthcare workforces: a holistic view

Discrimination malaise: exploring an unorthodox view

Metaphors Describing the Gendered Organization in the Career Advancement of Women: An Integrative Review

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