Meaningfulness and self-integrity at work amongst older, self-employed women entrepreneurs

Abstract

PurposeThis study identifies how self-employed older women experience and represent self-integrity – an element and source of meaningfulness – in their work, and how these experiences are intertwined with gendered ageing.Design/methodology/approachThe authors used thematic analysis, influenced by an intersectional lens, to scrutinise qualitative data generated during a development project, with ten over 55-year-old self-employed women in Finland.FindingsThe study reveals three dominant practices of self-integrity at work: “Respecting one's self-knowledge”, “Using one's professional abilities”, and “Developing as a professional”. Older age was mostly experienced and represented as a characteristic that deepened or strengthened the practices and experiences of self-integrity at work. However, being an older woman partly convoluted that. Self-integrity as a self-employed woman was repeatedly experienced and represented in contrast to the male norm of entrepreneurship.Originality/valueThe authors contribute to the literature on gender and entrepreneurship by highlighting the processual dimensions – how integrity with self is experienced, created and sustained, and how being an older woman relates to self-integrity in self-employment. The results show a nuanced interplay between gender and age: Age and gender both constrain and become assets for older women in self-employment through older women's experiences of self-integrity.

Enhancing Individual Task Performance and Productivity: An Ethnographic Observational Study of Supported Employment Among Social Services Clients in Finland

“…Additionally, three dimensions were utilized as a framework for well-being and productivity, to integrate and re ne observations from the performance of individual job tasks, participation in the labor market, and workplace productivity capacity [13]. The researchers also discussed their observations regarding sustainable employment opportunities from the perspectives of meaningfulness of work [41,42], competencies and strengths, and workplace productivity, drawing on Tengland's [8] concept of speci c work ability. The initial understanding and interpretations were negotiated by the multidisciplinary team.…”