Gender differences of mobility: analysis of job and work‐family factors

Carnicer, María Pilar de Luis; Sánchez, Angel Martı́nez; Pérez, Manuela Pérez; Jiménez, María José Vela

doi:10.1108/09649420310479408

Cited by 11 publications

(7 citation statements)

References 66 publications

(60 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Family responsibilities may be one reason for this (Gatrell, 2004;Wiens-Tuers and Hill, 2002;de Luis Carnicer et al, 2003). For women, especially those of child-bearing age, these are tremendously important issues with regard to their work and career.…”

Section: Conclusion and Discussionmentioning

confidence: 99%

Working women positioning themselves in the leader‐follower relationship as a result of pregnancy

Mäkelä

2009

Gender in Management: An International Journal

View full text Add to dashboard Cite

Purpose -The purpose of this paper is to identify how pregnant women position themselves in the relationship with their immediate leader as a result of their pregnancy. Secondly, this study explores what kind of discourses pregnant followers' produce and use when they represent the reasons why the relationship with their leader developed the way it did during their pregnancy. Design/methodology/approach -In total, 40 interviews were carried out among 20 working women, adopting a discursive approach in data analysis while focusing on their representations about their periods of pregnancy both during and after the experience. Findings -Women positioned themselves as "accepted" or "dismissed" in the relationship with their leader due to their pregnancy. The study identifies three different discourses relating to the positioning, namely "similarity", "expectations", and "rooting deeper". Originality/value -There is a lack of research exploring the explanations behind the nature of leader-follower relationships in the context of the followers' pregnancies. Furthermore, the discursive approach adopted in this study is less used within studies concerning relationships between leaders and followers, and studies concerning pregnant working women.

show abstract

Section: Conclusion and Discussionmentioning

confidence: 99%

Working women positioning themselves in the leader‐follower relationship as a result of pregnancy

Mäkelä

2009

Gender in Management: An International Journal

View full text Add to dashboard Cite

show abstract

“…Table 1 presents the reliability analysis for responsible leadership challenges using Cronbach's alpha. Work-life balance/imbalance: Despite the various approaches to work-life balance, the present study focuses on the three forms of work-life balance (time-based balance/imbalance, strain-based balance/imbalance and behaviour-based balance/imbalance) identified by Fu and Shaffer (2001) and Carnicer et al (2003). These three forms represent the main challenges of work/non-work activities applicable to senior or management level (Murphy & Doherty, 2011).…”

Section: Methodsmentioning

confidence: 99%

“…Eikhof, Warhust, and Haunschild (2007) affirm that adopting family-friendly policies in organisational setting guarantees the workplace harmony and subsequently an employee's work-life balance. Fu and Shaffer (2001) and Carnicer, Sanchez, Perez and Vela Jimenez (2003) identify the following three forms of work-life balance/imbalance that an employee may experience.…”

Section: Work-life Balancementioning

confidence: 99%

Inspiring Work-Life Balance: Responsible Leadership among Female Pharmacists in the Egyptian Health Sector

Mousa

2018

EBER

View full text Add to dashboard Cite

The aim of the research was to investigate the effect of responsible leadership on female pharmacists' work-life balance/imbalance forms in public hospitals in Menoufia province, Egypt. Research Design & Methods: This is a quantitative study and a total of 350 female pharmacists were contacted. After four follow ups, a total of 230 responses were collected with a response rate of 65.71%. Findings: The findings highlighted only an aggregate of virtues and is not considered a strong statistical predictor for any of the three work-life balance/imbalance forms (time-based balance/imbalance, strain-based balance/imbalance and behaviourbased balance/imbalance) while the other three dimensions (stakeholder involvement, the model of leader's role and the principles of ethical values) of responsible leadership had a significantly high effect on work-life forms. Implications & Recommendations: Dependent and independent variables were collected from the same source, and this may have led to an inflation of statistical relationships. Public organisations like hospitals have to treat female pharmacists responsively as one of the main stakeholders who requires flexible work hours, active participation in decision making, and clear empowerment in the workplace. Contribution & Value Added: This article contributes by filling a gap in management and organisation literature, in which empirical studies on the relationship between responsible leadership and work-life balance/imbalance have so far been quite limited in the literature. For future studies, the author suggests testing the same propositions with physicians, nurses, and other categories of employees in Egyptian public hospitals.

show abstract

“…Previous research has highlighted a range of other organisational level factors that can contribute to gender inequalities in the workplace. Among the processes that may lead to a glass ceiling whereby women are less likely to climb the ladder to the more senior positions in the organisation are: differences in formal and informal supports for advancement including access to training (Evertsson, 2004); career ladders that require geographical mobility (Pilar de Luis Carnicer et al, 2003); unequal access to professional networks (O'Connor, 1996); and discrimination/bias in promotions procedures (Valiulis et al, 2008). The Department of Agriculture survey allows us to examine processes within a single Department within the broader civil service setting.…”

Section: Introductionmentioning

confidence: 99%

Gender balance at work: A study of an Irish Civil Service department

Enright¹,

Russell²

2020

View full text Add to dashboard Cite

The mission of the Economic and Social Research Institute is to advance evidencebased policymaking that supports economic sustainability and social progress in Ireland. ESRI researchers apply the highest standards of academic excellence to challenges facing policymakers, focusing on 12 areas of critical importance to 21st Century Ireland. The Institute was founded in 1960 by a group of senior civil servants led by Dr T.K. Whitaker, who identified the need for independent and in-depth research analysis to provide a robust evidence base for policymaking in Ireland. Since then, the Institute has remained committed to independent research and its work is free of any expressed ideology or political position. The Institute publishes all research reaching the appropriate academic standard, irrespective of its findings or who funds the research. The quality of its research output is guaranteed by a rigorous peer review process. ESRI researchers are experts in their fields and are committed to producing work that meets the highest academic standards and practices. The work of the Institute is disseminated widely in books, journal articles and reports. ESRI publications are available to download, free of charge, from its website. Additionally, ESRI staff communicate research findings at regular conferences and seminars. The ESRI is a company limited by guarantee, answerable to its members and governed by a Council, comprising 14 members who represent a cross-section of ESRI members from academia, civil services, state agencies, businesses and civil society. The Institute receives an annual grant-in-aid from the Department of Public Expenditure and Reform to support the scientific and public interest elements of the Institute's activities; the grant accounted for an average of 30 per cent of the Institute's income over the lifetime of the last Research Strategy. The remaining funding comes from research programmes supported by government departments and agencies, public bodies and competitive research programmes.

show abstract

Gender differences of mobility: analysis of job and work‐family factors

Cited by 11 publications

References 66 publications

Working women positioning themselves in the leader‐follower relationship as a result of pregnancy

Working women positioning themselves in the leader‐follower relationship as a result of pregnancy

Inspiring Work-Life Balance: Responsible Leadership among Female Pharmacists in the Egyptian Health Sector

Gender balance at work: A study of an Irish Civil Service department

Contact Info

Product

Resources

About