Constructing Gender and Occupational Segregation: A Study of Women and Work in Fishing Communities

Based on data from in-depth interviews and field work in rural fishing communities, this article examines how the process of gender construction works to keep women from being fisher[men]. A number of common explanations for occupational sex segregation are considered to explain why women do not fish, including biology, gender role socialization, cultural traditions, and discrimination. The article then presents a complementary explanation, the social construction of gender. In fishing communities, where man is defined as a fisherman, women maintain boundaries between themselves and fishing as they construct gender. They define their work as not fishing, even when they work on fishing boats. The consequence is that women do not aim to work or succeed in one of the few and most lucrative industries in a rural community. When examined from this perspective, occupational segregation appears to be more difficult to eliminate than prevailing explanations suggest.     

Producing and Reducing Gender Inequality in A Worker‐Recovered Cooperative

Decades of feminist scholarship documents the persistence of gender inequality in work organizations. Yet few studies explicitly examine gender inequality in collectivist organizations like worker cooperatives. This article draws on the “theory of gendered organizations” to consider how gender operates in a worker‐recovered cooperative in contemporary Argentina. Based on ethnographic and archival research in Hotel B.A.U.E.N., this article finds that although gender remains a salient feature of the workplace, the cooperative has also adopted policies that take steps toward addressing gender inequality. It concludes by offering an updated theoretical framework for the future study of “gendered organizations.”     

Gender,Work, and Intimate Violence: Men's Occupational Violence Spillover and Compensatory Violence

Researchers have rarely studied the effects of occupations on intimate violence, only occasionally distinguishing between blue‐collar and white‐collar work, and generally finding higher rates of reported abuse in the former group. This research incorporates ideas from feminist, work‐family, and power or resource theories to examine the potential effects of occupations on men's violence toward wives and cohabiting female partners. Data from the 1988 National Survey of Families and Households (NSFH) were analyzed using logistic regression techniques. Hypotheses related to occupational spillover and compensation were tested with results suggesting that men in physically violent, female‐dominated, professional specialty, and dangerous occupations are more likely to use violence against female partners, net of other commonly hypothesized predictors. The findings suggest that more detailed occupational data should be collected in future intimate violence research.     

Intersections on the Class Escalator: Gender,Race, and Occupational Segregation in Paid Care Work

As U.S. manufacturing and production industries have declined, the growth of the care sector has increasingly become an important source of jobs for workers without a college degree. Often requiring some form of postsecondary credentialing, many care occupations can provide better wages, job stability, and possible upward mobility for less educated workers. However, employment patterns in paid care work are both gendered and racialized: women and workers of color are overrepresented in care occupations with fewer entry barriers, benefits, and lower pay. Although these patterns are well documented, the mechanisms producing them are less well understood. Using event history analysis and the National Longitudinal Survey of Youth (NLSY79), this study evaluates the explanatory power of neoclassical economic, status attainment, and social closure theories of occupational segregation for black women’s and men’s greater hazard or “risk” of entering care occupations, relative to white workers. Net of individual and closure mechanisms, significant residual effects suggest labor market discrimination remains a primary explanation for the over-representation of black workers in less credentialed care jobs with fewer benefits.     

The Impact of Occupational Sex Segregation on Family Businesses: The Case of American Harness Racing

Previous research on occupational sex segregation agrees that the workplace is not an isolated world but instead influences, and is influenced by, other spheres of social life. Identifying specific social factors both internal and external to the workplace, and how these may interact, can provide deeper insights into how occupational sex segregation is created and maintained. This study focuses on individual family businesses in American harness horse racing, a previously unexamined and highly sex‐segregated industry, and provides insights in how vertical and horizontal sex segregation may develop in family businesses. The findings show how the belief that married couples cannot debate and resolve work‐related conflicts without undue strain on their personal relationship leads some of these couples to organize their work into gendered tasks and workspaces, contributing to the maintenance of vertical segregation in the trainer position. The implications for segregation of other solutions, such as operating separate businesses, or working for another business, are less clear.     

Man Up,Man Down: Race–Ethnicity and the Hierarchy of Men in Female‐Dominated Work

Scholars have largely overlooked the significance of race and socioeconomic status in determining which men traverse gender boundaries into female‐dominated, typically devalued, work. Examining the gender composition of the jobs that racial minority men occupy provides critical insights into mechanisms of broader racial disparities in the labor market—in addition to stalled occupational desegregation trends between men and women. Using nationally representative data from the three‐year American Community Survey (2010–2012), we examine racial/ethnic and educational differences in which men occupy gender‐typed jobs. We find that racial minority men are more likely than white men to occupy female‐dominated jobs at all levels of education—except highly educated Asian/Pacific Islander men—and that these patterns are more pronounced at lower levels of education. These findings have implications for broader occupational inequality patterns among men as well as between men and women.     

‘Caring/Sharing’: Gender and Horizontal Co‐ordination in the Workplace

Classical organizational theory assumes a hierarchical structure and the vertical co‐ordination of work. Horizontal co‐ordination between organizational participants is currently recognized only at upper and middle organizational levels. This qualitative study of workers at the lowest rungs of the organizational hierarchy finds that they do engage in horizontal co‐ordination by working together in ways that are invisible. This study also finds differences between same‐sex work groups in how they perceive working together. The caring/sharing phenomenon describes the sharing of work, and the implementation of horizontal co‐ordination, undertaken in the context of caring relationships among work colleagues, all of whom were women. Women and men working in same‐sex work groups differ in their conceptions of how those work groups form and how they function. The findings from this study indicate that common conceptions of teams and teamwork may in fact be male norms of horizontal co‐ordination.     

Going Against the Historical Grain: Perspectives on Gendered Occupational Identity and Resistance to the Breakdown of Occupational Segregation in Two Manufacturing Firms

This article discusses a process of restructuring of working practices within two manufacturing firms with respect to its implications for gendered occupational segregation. A contextualized, historically situated analysis is presented, which is cast within debates on the nature of gendered occupational identity, equality initiatives and arenas of power and influence for women and men, within what were traditionally male‐dominated organizational contexts. Such an analysis serves to highlight the significance of the new restructuring in sweeping away 150 years of practice and embedded ‘ways of doing things’ and offers explanations for the actions of contemporary men and women in opposing what were seen by management and the trade union as emancipatory changes.     

Effects of Africentric Socialization on Psychosocial Outcomes in Black Girls: The Critical Role of Gender

African American social work scholars recommend rigorous research and evaluation of Africentric interventions as one approach to building culturally appropriate, evidence-based treatments for the Black community. Following this approach, this pilot study evaluates the Imani Rites of Passage program, a 15-week Africentric curriculum with 10 Black adolescent females (mean age = 12.40), comparing their pre- and post-intervention data to that of a no-intervention group of 13 Black males (mean age = 12.08). The program evaluation is based on the degree of correspondence between theory and the measurement model spelled out by the cognitive-cultural view of African-American identity. The findings for Black females were consistent with the cognitive-cultural model in some ways but not in others, and they were more complex than the predictions. Future Africentric interventions guided by the cognitive-cultural model must consider gender differences in the outcomes. Implications for social work research and practice are discussed.     

The founding of the Gender,Work and Organization journal: Reflections 25 years on

This article reflects on the founding of the journal some twenty five years ago. It identifies five major themes related to gender equality that were rapidly developing at the time of the launch and demonstrates how the first two volumes of the journal contributed to these developing debates. It concludes by reflecting how recent events such as the #metoo movement have had the beneficial effect of quelling any ideas that gender equality issues have been solved and argues that the GWO journal is well placed to build on this renewed interest to take these debates forward into the next twenty five years.     

The Europeanization of Nordic Gender Equality: A Foucauldian Analysis of Reconciling Work and Family in Finland

In this article, we analyse the case of reconciling work and family as a particularly illuminative example of the effects of soft Europeanization. We focus on one particular policy instrument of the EU, namely projects co‐funded by the European Social Fund (ESF), which have sought to develop family‐friendly arrangements in Finnish workplaces. Our analysis suggests that this soft law instrument can result in significant changes in member states, even in cases where the member state's own policy is well entrenched. Theoretically, our contribution is to connect soft Europeanization to the Foucauldian theory on power, and the literature on Analytics of Government specifically. From this perspective we argue that the ESF development projects function as Foucauldian ‘technologies of involvement’. We find that by stabilizing and normalizing project techniques and managerial rationalities untypical for previous gender equality and work–family policies in the country, the ESF projects in our case partly challenge some established principles of Nordic welfare policies, such as universalism and state responsibility for welfare measures. Moreover, as ESF projects have managed to involve mainly female‐dominated organizations and women as participants, we pose the question whether this kind of soft‐law instrument that trusts the self‐regulation capacities of actors can bring about change in gendered conventions.     

Gender,work and childbearing: couple analysis of work adjustments after the transition to parenthood

This study focuses on Swedish couples' work adjustments following the transition to parenthood. Specifically, we ask whether couples' gender role attitudes influence whether they make adjustments to their work situations after the end of the parental leave. Using couple data from the Young Adult Panel Study, we find that both partners are more likely to make work adjustments when both partners hold egalitarian attitudes. It is also more likely that only the male partner will make work changes when both partners are egalitarian. When one partner holds more egalitarian attitudes than the other partner, it tends to have a stronger impact on the work adjustments of the more egalitarian partner. For example, couples with egalitarian male partners are more than three times as likely to have the male partner change his work situation as couples in which neither partner holds egalitarian attitudes. While less consistent, there is some evidence that female egalitarian attitudes increase the likelihood of female work changes.     

The family as gender and sexuality factory: A review of the literature and future directions

Early theorists understood the family as a key institution in the production of gender and sexuality. In this paper, I trace the development of this line of thought and review parents' role in shaping children's gender and sexuality over the life course. I first describe the three most prominent theoretical frameworks used to locate parents in these studies: psychoanalysis, socialization, and interactional approaches. In doing so, I illuminate the contributions of each theory to sociological thought on children's gender and sexuality while pointing to weaknesses with psychoanalysis and socialization. I then discuss how parents influence children's development and performance of gender and heterosexuality, paying attention to variations based on race, class, gender, and sexuality. Based on the current state of the literature, I suggest that we sociologists should diversify our methodological approaches in this area, attend to how changes in families correspond to changes in parents' role in shaping children's gender and sexuality, and grapple with how children's performances of gender and sexuality influence parents' performances of gender and sexuality.     

Gender Differences in the Effect of Job Characteristics on Work‐to‐Family Conflict in Japan: Application of the Job Demands‐Resources Model into Japanese Population1

This article uses the job demand‐resources (JD‐R) model to analyze the Japanese population and gender differences in work‐to‐family conflict in Japan. Using data from the International Social Survey Programme in 2015, the study addresses four main questions: (i) does the JD‐R model apply to the Japanese population? (ii) which gender is more likely to experience work‐to‐family conflict? (iii) does gender moderate the relationship between work‐related factors and work‐to‐family conflict? and (iv) do different factors predict work‐to‐family conflict between men and women? The findings show that the JD‐R model applies in part to the Japanese population, and women are more likely to experience a higher level of work‐to‐family conflict than men. There are also different factors predicting work‐to‐family conflict by gender, even though gender does not moderate the relationship between work‐related factors and work‐to‐family conflict. This article points out the peculiar Japanese social and cultural contexts that lead to gender differences in work‐to‐family conflict. It offers two solutions: (i) legal regulations to reduce working hours and the frequency of working on weekends to prevent work from intruding on family life; and (ii) changes to the work environment to make women workers more comfortable at work because of the male‐dominated workplace and Japanese culture on family gender roles in Japan.     

Understanding Gender and Power Dynamics Within the Family: A Qualitative Study of Nepali Women's Experience

Among the Maori of New Zealand, Aboriginals of Australia, and other Indigenous peoples, family dynamics strongly influence the ways that issues emerge in counseling. This study explores aspects of gender and power within the context of birth practices in rural Nepal. In‐depth interviews were conducted with 15 postpartum women, as well as family members, to collect narratives of birthing experiences that highlight issues of oppression, marginalisation, and power struggles. Implications for multicultural and social justice awareness in family therapy are discussed, especially with regard to the subtle, disguised ways that power operates behind the scenes, often sabotaging efforts by health and mental health professionals to bemost helpful.     

Using Theory-Based Constructs to Explore the Impact of Greek Membership on Alcohol-Related Beliefs and Behaviors: A Systematic Literature Review

By charter, national Greek organizations (ie, fraternities and sororities) place an emphasis on upholding personal integrity, academic scholarship, and development of campus leaders. Recent concerns, however, assert that the drinking behaviors of members of Greek organizations are antithetical to the mission of their universities. Objective: The author's purpose in this review was to systematically examine scientific literature addressing the effect of Greek affiliation on alcohol-related beliefs and behaviors. The internal and external influences affecting Greek members' alcohol-related beliefs and behaviors are organized into a frame-work of various health behavior theories, based on the ecological perspective's levels of influence. Results: Results provide a broad perspective into the individual characteristics, social peer network, and environmental aspects influencing alcohol-related behavior among Greek members. Findings suggest that Greek members comprise a subgroup that consumes alcohol in greater quantities, underscores and misperceives the risks of alcohol abuse, and emulates a social environment and culture in which drinking alcohol is a key part of life.     

Gender,the Work‐Life Interface and Wellbeing: A Study of Hospital Doctors

Long and unsociable hours and intensive work pressure have been dominant features of the medical profession, especially in hospital work. The increased presence of women in medical occupations, however, has stimulated debate about the nature and consequences of such work practices on doctors' wellbeing. Against the backdrop of this debate the article explores how factors relating to the work–lfe interface affect the wellbeing of a sample of hospital doctors. A key aim is to assess whether gender differences are discernible in the pattern of factors associated with perceptions of job burnout and intentions to quit. The research suggests that female doctors were more likely to experience job burnout than male doctors. It also shows that aspects of the work–life interface affect the wellbeing of all doctors but women tend to rely on different forms of social support from men to alleviate burnout and reduce the likelihood of leaving their job.     

Social Capital Across the Life Course: Age and Gendered Patterns of Network Resources1

Despite increasing research interest in network dynamics and cumulative advantage/disadvantage processes, little remains known about how social capital varies across the life course. While some researchers suggest that social capital increases with age and others argue the opposite, this study tests these contradictory assertions by analyzing multiple indicators of social capital from a nationally representative data set on working‐age U.S. respondents. The findings reveal evidence of both social capital accumulation and decline. Social resources from occupational contacts tend to increase with age, but eventually level off among older respondents. Changes in voluntary memberships follow a similar pattern. However, daily social interaction is negatively associated with age. Overall, the results suggest that social capital embedded in occupational networks tends to accumulate across the career, even in the face of a general decline in sociability. The study also uncovers gender differences in these social capital trajectories that are linked to the distinct life experiences of men and women.     

Occupational Self‐Direction,Values, and Egalitarian Relationships: A Study of Dual‐Earner Couples

This study examines the associations between husbands' and wives' experiences at work and their attitudes about and behaviors in marriage, using a framework informed by the ideas of Kohn (1969, 1977) . Specifically, it was hypothesized that experiences of self‐direction at work would be associated with greater endorsement of values associated with self‐direction. Further, it was predicted that those who value self‐direction more would both prefer and adopt more egalitarian arrangements in their marriages. These hypotheses were tested with a sample of 167 dual‐earner couples. Results supported the hypotheses and suggested that values mediate the relationships between occupational self‐direction and both attitudes about marital roles and the division of household labor. The pattern of results suggests that this framework is a useful perspective for examining the construct of marital equality.