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Article
Publication date: 7 May 2019

Siham Lekchiri, Cindy Crowder, Anna Schnerre and Barbara A.W. Eversole

The purpose of this paper is to explore the experiences of working women in a male-dominated country (Morocco) and unveil the unique challenges and everyday gender-bias they face…

2693

Abstract

Purpose

The purpose of this paper is to explore the experiences of working women in a male-dominated country (Morocco) and unveil the unique challenges and everyday gender-bias they face, the psychological impact of the perceived gender-bias and, finally, identify a variety of coping strategies or combatting mechanisms affecting their motivation and retention in the workplace.

Design/methodology/approach

Empirical evidence was obtained using a qualitative research method. The Critical Incident Technique (CIT) was used to collect incidents recalled by women in the select institution reflecting their perceptions of their managers’ ineffective behaviors towards them and the impact of these behaviors. The critical incidents were inductively coded, and behavioral statements were derived from the coded data.

Findings

The qualitative data analysis led them to structure the data according to two theme clusters: The perceived gender-bias behaviors (Covert and evident personal and organizational behaviors) and Psychological impacts resulting from the perceived bias. These behavioral practices included abusive behaviors, unfair treatment, bias and lack of recognition. The psychological impact elements involved decreased productivity, depression, anxiety and low self-esteem.

Practical implications

Understanding these experiences can facilitate the identification of strategies geared towards the retention of women in the workforce, and Moroccan organizations can develop and implement strategies and policies that are geared towards eliminating gender-bias in the workplace and to retaining and motivating women who remain ambitious to work in male-dominated environments and cultures.

Originality/value

This paper provides evidence that sufficient organizational mechanisms to support women in male-dominated environments are still unavailable, leaving them to find the proper coping mechanisms to persevere and resist.

Details

European Journal of Training and Development, vol. 43 no. 3/4
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 15 May 2007

Barbara A.W. Eversole, Gene Gloeckner and James H. Banning

Purpose – The purpose of this paper is to explore differential adoption of work/life programs by organizations by studying CEOs. Design/methodology/approachA conceptual…

1997

Abstract

Purpose – The purpose of this paper is to explore differential adoption of work/life programs by organizations by studying CEOs. Design/methodology/approachA conceptual framework was developed from interview data from 26 Denver‐area (Colorado, USA) CEOs. FindingsA decision‐making model was conceptualized as the major finding of this study. CEOs decided on work/life programs on content‐based bottom‐line arguments, on process‐based criteria, such as moral, spiritual, or flexibility beliefs, or on personal experiences that these programs return to the bottom line. If a CEO decided based on bottom‐line arguments, the main variable is whether or not retention is important. Research limitations/implications – As a qualitative study, caution should be exercised in generalizing to the general population of CEOs, particularly those who choose not to adopt work/life programs. Practical implications – The study provides data useful for top management persuasion, executive development, understanding executive decision‐making processes, and understanding factors important to work/life program adoption. Originality/value – Many factors have been studied concerning differential work/life program adoption, including the composition of the HR team. This is the first study to consider the influence of CEOs as key decision‐makers in the adoption decision. This study also offers a model that potentially explains the decision‐making process used by executives for human resource programs, and perhaps other programs as well.

Details

Journal of European Industrial Training, vol. 31 no. 4
Type: Research Article
ISSN: 0309-0590

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Available. Content available
Book part
Publication date: 28 August 2020

Abstract

Details

Improving Classroom Engagement and International Development Programs: International Perspectives on Humanizing Higher Education
Type: Book
ISBN: 978-1-83909-473-6

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Book part
Publication date: 18 December 2007

Barbara Pini

While feminist scholars have highlighted the fact that citizenship should not simply be equated with political representation, they have also emphasized the importance of equity…

Abstract

While feminist scholars have highlighted the fact that citizenship should not simply be equated with political representation, they have also emphasized the importance of equity of participation for women in the formal sphere of politics (e.g., Lister, 2003; Staeheli & Kofman, 2004). Thus, the focus of this chapter is on women's representation in mainstream politics and more particularly, within the political arena of local governments in rural and regional areas. The aim of the chapter is to use a feminist theoretical lens to examine gender and representation in rural local governments in Australia. To do so, I draw on data from nineteen interviews with women elected mayors in the Australian state of Queensland. While women continue to be seriously under-represented in the local government sector in rural areas in Australia (see Table 1), women's presence has increased dramatically in the arena of local government in recent years (Sawer, 2001; Pini, Brown, & Ryan, 2004). Nineteen represented a record number of women mayors in the state of Queensland in 2002. Furthermore, all of these women represented constituencies outside the state's capital city of Brisbane. In fact, ten were located in very sparsely populated shires in the western areas of the state (populations ranging from 400 to 7,000 people), two in areas with populations of approximately 15,000, and the remainder in regional towns with populations ranging from 40,000 to 120,000.

Details

Gender Regimes, Citizen Participation and Rural Restructuring
Type: Book
ISBN: 978-0-7623-1420-1

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Article
Publication date: 6 December 2019

Toyin Ajibade Adisa, Fang Lee Cooke and Vanessa Iwowo

By conceptualising patriarchy in the workplace as a social situation, the purpose of this paper is to examine the prevalence of patriarchal attitudes and their impact on women’s…

4598

Abstract

Purpose

By conceptualising patriarchy in the workplace as a social situation, the purpose of this paper is to examine the prevalence of patriarchal attitudes and their impact on women’s workplace behaviour among Nigerian organisations.

Design/methodology/approach

The study uses a qualitative research approach, drawing on data from 32 semi-structured interviews with female employees and managers in two high-street banks in Nigeria.

Findings

The study finds that patriarchy shapes women’s behaviour in ways that undermine their performance and organisational citizenship behaviour (OCB). Furthermore, the study finds that patriarchal attitudes, often practised at home, are frequently transferred to organisational settings. This transference affects women’s workplace behaviour and maintains men’s (self-perceived) superior status quo, whereby women are dominated, discriminated against and permanently placed in inferior positions.

Research limitations/implications

The extent to which the findings of this research can be generalised is constrained by the limited sample and scope of the research.

Practical implications

The challenges posed by the strong patriarchy on women’s workplace behaviour are real and complex, and organisations must address them in order to create a fairer workplace in which employees can thrive. It is therefore essential for organisations to examine periodically their culture to ensure that all employees, regardless of gender, are involved in the organisation’s affairs. Furthermore, organisations need to help women become more proactive in combating patriarchal behaviour, which often affects their performance and OCB. This requires organisations to affirm consistently their equal opportunities, equal rights and equal treatment policies. It is essential that organisations take this problem seriously by attaching due penalty to gender discrimination, as this will go a long way in ensuring positive outcomes for women and providing a fairer workplace.

Originality/value

This study provides empirical evidence that a more egalitarian work environment (in Nigerian banking) will result in improved performance from female employees and organisations. It calls for greater policy and organisational interventions to create a more inclusive work environment and an equal society.

Details

Career Development International, vol. 25 no. 2
Type: Research Article
ISSN: 1362-0436

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