The Horizontal Distribution of Female Managers within Organizations

Abstract

Whereas the issue of vertical sex segregation of women within organizations has received a great deal of attention in recent years, much less attention has been given to horizontal sex segregation. This study is an attempt to specify factors that influence the horizontal distribution of female managers within organizations. Hypotheses concerning the influence of departmental characteristics of power, growth, founding period, and worker demographics on placement of female managers are tested on a sample of 99 university departments.

Work-Life Balance among Married Women Employees

“…Organizational values supporting work-life balance have positive work and personal well-being consequences [14,15] d. Personal resources and social support: Several studies confirmed the positive relationship between personalities, emotional support and well-being [16][17][18] e. Career orientation and career stage in which women careers need to be viewed in the context of their life course and time lines [19,20] f. Coping and coping strategies: Women use both emotional and problem-focused coping strategies to deal with role conflict. [21] Work-family conflict and family-work conflict Work-life balance is the maintenance of a balance between responsibilities at work and at home.…”

“… The multiple roles performed by women[ 9 – 11 ] Role strain experienced because of multiple roles, i.e., role conflict and role overload[ 12 13 ] Organization culture and work dynamics: Organizational values supporting work–life balance have positive work and personal well-being consequences[ 14 15 ] Personal resources and social support: Several studies confirmed the positive relationship between personalities, emotional support and well-being[ 16 – 18 ] Career orientation and career stage in which women careers need to be viewed in the context of their life course and time lines[ 19 20 ] Coping and coping strategies: Women use both emotional and problem-focused coping strategies to deal with role conflict. [ 21 ] …”

“…Organization culture and work dynamics: Organizational values supporting work–life balance have positive work and personal well-being consequences[ 14 15 ]…”

A Nother Ceiling? Can Males Compete for Traditionally Female Jobs?

“…It appears that females are now being accepted as viable management candidates in many arenas and may even be the preferred candidates in some jobs. Stover (1994), for instance, found that in universities, women were likely to be found managing departments with a high proportion of women in them. Reskin and Ross (1992) similarly found that women were typically placed in positions responsible for females.…”

“…This seems unlikely for the following reasons. First "male" characteristics are seen as more valuable than "female" characteristics, particularly for managerial jobs (Gutek & Cohen, 1987;Stover, 1994). Second, the status of a job has been shown to increase as the number of males entering the job goes up and to decrease as the number of females in the job increases.…”