The Routledge Handbook of Language in the Workplace 2017
DOI: 10.4324/9781315690001-26
|View full text |Cite
|
Sign up to set email alerts
|

Gender andthe Workplace

Help me understand this report

Search citation statements

Order By: Relevance

Paper Sections

Select...
2
1
1
1

Citation Types

0
9
0

Year Published

2018
2018
2024
2024

Publication Types

Select...
5
1

Relationship

0
6

Authors

Journals

citations
Cited by 12 publications
(9 citation statements)
references
References 0 publications
0
9
0
Order By: Relevance
“…Results from both countries show that both men and women used both direct (stereotyped as hard/masculine) and indirect (stereotyped as passive/feminine) linguistic styles to perform discipline (Holmes 2006;Mullany and Yoong 2018;Read 2008). The extracts presented in the rest of this article demonstrate men and women acting like the 'other' gender whilst performing discipline in their classrooms.…”
Section: Empirical Results and Discussionmentioning
confidence: 79%
See 1 more Smart Citation
“…Results from both countries show that both men and women used both direct (stereotyped as hard/masculine) and indirect (stereotyped as passive/feminine) linguistic styles to perform discipline (Holmes 2006;Mullany and Yoong 2018;Read 2008). The extracts presented in the rest of this article demonstrate men and women acting like the 'other' gender whilst performing discipline in their classrooms.…”
Section: Empirical Results and Discussionmentioning
confidence: 79%
“…answering the question) for Merle. Thus, Sina's speech style can be described as dominant and controlling which is frequently associated with masculinity (Holmes 2006, Mullany andYoong 2018).…”
Section: Females and Direct Disciplinementioning
confidence: 99%
“…The gap unexplained by human capital may be attributed, at least partly, to discriminatory employer practices. Audit studies show that employers tend to discriminate, consciously or not, against women in their hiring and promotion practices (Mullany & Yoong, 2017). Legal cases, as well as some experimental studies, show that employers discriminate against women in pay setting for jobs of equal value (Azmat & Petrongolo, 2014, review the literature).…”
Section: Introductionmentioning
confidence: 99%
“…Discriminatory practices, such as fewer opportunities for training or promotion in part‐time jobs (Manning & Petrongolo, 2008), or women's limited ability to search for a better job match (Addison, Ozturk, & Wang, 2017; Manning & Swaffield; 2008) may apply particularly to women with family responsibilities (Blau & Kahn, 2017). Under prevailing cultural norms, women may be less likely to apply for promotion, less likely to get it, and face, perhaps unconscious, discrimination in appointment to higher paid jobs (Babcock & Lashever, 2003; Mullany & Yoong, 2017). The role of gender differences in personality has been investigated but found to be minor (Manning & Swaffield, 2008; Risse, Farrell, & Fry, 2018).…”
Section: Introductionmentioning
confidence: 99%
“…Of course, women (and men for that matter) can exhibit female attributes and skills. In fact, studies show that leaders display a mix of both masculine and feminine attributes depending on the context (Grebelsky-Lichtman 2017; Baxter 2017; Mullany and Young 2018). However, this does not negate the fact that women are interlopers in the political space.…”
Section: Literature Reviewmentioning
confidence: 99%