Beyond the cool pose: Black men and emotion management strategies

This review presents an overview of research on qualitative work that has documented emotion management strategies among Black men. I emphasize qualitative work here as it gives us insight into the processes that account for particular strategies. Research on Black men and emotions has focused on their class‐based experiences, as either lower SES working‐class or poor Black men in settings concentrated by people of color or higher SES middle‐class Black men in White‐dominated spaces. Within these two class positions, Black men adopt emotion management strategies for both the frontstage and backstage meant to best navigate their surroundings. This research emphasizes that Black men's emotional strategies are often a reaction to larger systems that oppress and discriminate against their race and gender status.     

Money Management Patterns of Dual-Earner Families in Israel

The purpose of the present study is to assess money organizing patterns and banking arrangements in dual-earner families and how they are affected by both the economic and social context. A log linear analysis of data from the International Social Survey Program for working couples in Israel indicates that the combination of money organizing patterns and banking arrangements enables meaningful distinction between traditional, modern and individualistic spousal economic behavior modes. A further comparison of demographic, employment and attitudinal effects suggests that both the economic and social context approaches are necessary to identify the factors associated with different spousal economic behavior modes. Both the spouses' labor force positions and their attitudes regarding family roles contribute to their using a particular mode.     

Women in elite positions: Insiders or outsiders?

Formal institutional locations and informal participation in elite networks are examined for women and men occupying principal decision-making positions in powerful institutions in three advanced societies: the United States, West Germany, and Australia. In all three countries, the few women are concentrated in a small number of elite positions, especially those set aside for women. Social backgrounds vary, with women coming from somewhat higher status and class origins than their male counterparts. Further, network analyses reveal that men are more integrated than women in informal elite networks in all three nations. The results suggest that women in formal positions of power remain outsiders on the inside.     

Occupational Stress,Burnout and Job Status in Female Academics

The study investigated perceived occupational stress in a sample of 582 academic staff members working in institutions of higher education in the UK. Data was collected using the Maslach Burnout Inventory (Maslach and Jackson 1986), The Job Diagnostic Survey (Hackman and Oldham 1974) and the Faculty Stress Index (Gmelch et al. 1986). The results indicate that women academics perceive the structure and content of their jobs similarly to men. However, women generally experience higher overall levels of stress in their jobs and results indicate that they may cope better with the demands placed upon them than their male counterparts. There is some evidence of the presence of a ‘glass ceiling’ in the institutions studied, with women holding more junior positions, and remaining in them longer, than men. A difference in effect size was found between those women who do achieve senior positions and men in similar posts. Higher grades predict greater job strain for women but not for men. The results from this study suggest fruitful avenues for future research.     

Social Support to Parents‐in‐Law: The Interplay of Gender and Kin Hierarchies

Using data from a representative sample of middle‐aged married persons, we compare men's and women's contact and assistance to older parents‐in‐law and parents. Women have more visits and phone contact with their parents than do men, and men talk on the phone more with their in‐laws than do women. There are no gender differences in assistance patterns. Multivariate analysis shows that women contact and help parents more than in‐laws, whereas for men there are no such differences. There is little direct evidence that the presence of one set of parents affects relations with the other. Our findings suggest that although women clearly give priority to relations with their own parents, men experience pulls in both directions.     

Great Expectations? Working‐ and Middle‐Class Cohabitors' Expected and Actual Divisions of Housework

Young adults often express preferences for egalitarianism but often find themselves in conventional household arrangements. Using interview data from 122 working‐class and middle‐class cohabitors, the authors applied Komter's (1989) concepts of manifest, latent, and hidden power to examine the ways that contemporary young adults reinforce and modify gender norms surrounding the division of housework. Cohabiting women more often expect equal housework arrangements than men, regardless of class, yet middle‐class women achieve equal divisions more often because they are better able to exercise manifest power than their working‐class counterparts and because middle‐class men appear more willing to cede to their partners' demands. In contrast, working‐class women's desires to achieve equality are frequently rebuffed as they face greater resistance or defer to their partners' competing wishes. Although the exercise of manifest power is central to arranging housework, the hidden power of gender conventions pervades across class, leading many couples toward traditional arrangements.     

From Taboo to Tourist Industry: The Construction of Interracial Intimacies between Black Men and White Women in Colonial and Contemporary Times

This literature review examines the role emotions play in the construction and regulation of commercialized heterosexual interracial intimacies between White women and Black men, beginning with the strict regulations of the colonial era, and moving to the development of “romance tourism” in the contemporary era between Northern White women and Black men in the Caribbean. During colonialism, White men constructed a taboo against sexual relationships between White women and Black men in order to ensure their dominance over women in their own racial group and all “Other” men. In contemporary times, relationships between White women and Black men have moved from taboo and marginalized to touristic attraction, as more middle class White women from the United States head to the Caribbean (and at times Africa) in search of romance with local men, demonstrating the importance that emotions like desire have in (re)producing globalization.     

RACIAL DIFFERENCES IN ACCESS TO HIERARCHICAL AUTHORITY

Using national data from the General Social Surveys, I examined race differences in the magnitude of the black-white gap among men in the odds of gaining access to positions of hierarchical authority at work and possible changes in this gap over the period 1972–1994. A test of William Julius Wilson's (1978) thesis of "the declining significance of race'and human capital/structural explanations for racial differences in access to hierarchical authority show that (1) blacks are less likely to be in the highest levels of job authority net of human capital, occupational location, family status, and region of residence, but there are fewer racial differences in access to lower positions of authority, and (2) blacks receive a lower authority return to their levels of education compared to whites. However, separate analyses based on subsamples of men living and working in large and small cities suggest that the racial gap in access to high authority and in the amount of authority returns to education is present more so among men living in large cities than small cities; but the racial gap in men's access to positions of high authority in small cities increased over the twenty-two-year period covered by the data. I discuss the implications of these findings for the persistent role of race in determining the life chances of black and white men.     

Controlling Anger and Happiness at Work: An Examination of Gender Differences

This article examines gender differences in the emotion management of men and women in the workplace. The belief in American culture that women are more emotional than men has limited women's opportunities in many types of work. Because emotional expression is often tightly controlled in the workplace, examining emotion management performed at work presents an opportunity to evaluate gender differences in response to similar working conditions. Previous research suggests that men and women do not differ in their experiences of emotion and the expression of emotion is linked to status positions. An analysis of survey data collected from workers in a diverse group of occupations illustrates that women express anger less and happiness more than men in the workplace. Job and status characteristics explain the association between gender and anger management at work but were unrelated to the management of happiness expressions in the workplace.     

Promoting women entrepreneurs in Lebanon: the experience of UNIFEM

The work of the United Nations Development Fund for Women (UNIFEM) in West Asia began in 1994 with a regional program to strengthen women-owned enterprises in Jordan, Syria, and Lebanon. In Lebanon, a survey of 100 women entrepreneurs, as well as nontraditional credit programs and banks, was conducted prior to program design. A second survey assessed micro-entrepreneurs' demands for financial and other services. Since gender analysis was a new concept in Lebanon, UNIFEM organized a gender awareness workshop for representatives of government, nongovernmental organizations, and the banking sector, followed by a strategic planning workshop. The surveys confirmed that women were concentrated mainly in the less profitable economic sectors, producing handicrafts and food products or running small service or trading companies. Women were less likely than men to get bank loans or to register their businesses. Women's problems accessing credit--the main obstacle limiting their ability to develop their businesses--were compounded by their lack of information, male-oriented collateral requirements, and discriminatory banking regulations. UNIFEM decided to channel counseling of women entrepreneurs on legal matters, marketing, and credit sources through the Ministry of Social Affairs. It is expected that knowledge of gender-related employment issues and the use of gender-specific analysis will become integral to the Ministry's program as a result.     

Ego-net diversity: Same- and cross-sex coworker ties

Negative binomial regression analysis is used to explore how characteristics of 1985 GSS respondents and their work environments contribute to the inclusion of female and male coworkers in their personal networks. Compared to women, men cited more same-sex and fewer cross-sex coworker ties. The results support a model of gender differences in workplace interaction that arise from differing social structural positions (e.g. occupational sex composition and prestige) as well as from individual dispositions.     

Differentiating selves: middle‐aged gay men in Manchester's less visible ‘homospaces’

Scholarship on gay bars/‘villages’ has overshadowed study of ‘homospaces’ (gay fields of existence) less available/inaccessible to a wider public – websites, saunas and social/support groups. Based on interviews with 27 men aged 39–61 living in Manchester, this article addresses what middle‐aged gay men's accounts of these particular homospaces say about their experiences of age/ageing and how relations of ageism work within them. Specifically, I focus on how study participants use ‘ageing capital’ in these fields to differentiate themselves from their younger counterparts in three ways. First, ageing capital is implicated in capitulation to gay ageism and a reverse ageism – visible in accounts of differentiation from the ‘superficial,’ reckless ways of sexualized space that participants associated with younger gay men. Second, it was visible in accounts of resistance to/questioning of gay ageism – strategies that could make sexualized homospaces more habitable. Third, ageing capital was implicated in negotiation with ageing/gay ageism – visible in ambivalent stances hovering between compliance and resistance – towards ageing and ageism, which could reinforce constraints on uses/display of the body. The first and third accounts indicate the multidirectional character of gay ageism, limits on the deployment on ageing capital and show how middle‐aged men can undermine their generational claims to represent a more authentic form of gay male embodiment. En route, I also complicate stereotypical thinking that gay social/support groups represent more inclusive, empowering space whilst overtly sexualized spaces of the ‘gay scene’ represent the opposite.     

Gender Competition and the Preservation of Community in the Allocation of Administrative Positions in Small Rural Towns in Montana: A Research Note1

Abstract Assignment of administrative positions in a sample of rural towns is demonstrated to be significantly associated with gender. Most civil administrators are women, while most legal and educational administrators are men. The difference indicates structural assignment of positions by gender. Gender and administrative position are demonstrated to have zero-order correlations with perceptions of two important behaviors for community: migration and social problems. The characteristics of the occupation and of the administrators are qualitatively different. The data are compiled from interviews with seventy administrators in five pairs of small towns in Montana, ranging in size from about 200 to approximately 7,000 residents. Each pair contains one agricultural and one scenic recreational town. Comparatively, more women were employed in agricultural towns. Many rural women who become administrators, particularly long-term administrators, may be selected for reasons that help preserve the community by providing opportunities for themselves and their families.     

Cultural stereotypes and the gendering of senior management

This paper asks whether place is significant in understanding the gendering of senior management and how it might be integrated into existing theories. Drawing on interviews and focus group discussions with women and men in senior management in Wales, it compares the gendering of senior management in Wales with other regions of the UK. The situation in Wales is explained by the historical legacy of a peripheral economy dependent on male‐dominated heavy industries and the gender relations and stereotypes associated with this. There is a relative lack of senior managerial positions, for both women and men, and women are under‐represented in middle management compared with women elsewhere. There is evidence that paternalistic masculinites are widespread in managerial cultures and that although women may find this form of masculinity easier to deal with than a more aggressively 'macho' masculinity, it casts them in a subordinate role at work. Cultural stereotypes such as the 'Welsh mam' operate in contradictory ways, in some instances holding women back and in others furthering their careers, and there is evidence that women are challenging existing gender stereotypes. A lack of geographical mobility and associated attachment to place affects progress into senior management and creates stability at middle‐management level. Place needs to be taken into account in explaining the gendering of senior management because of the spatial distribution of production and the cultural patterns and stereotypes associated with different economic structures.     

What Would You Sacrifice? Access to Top Management and the Work–life Balance

This article is based on a current research, combining quantitative (human resources figures and statistics) and qualitative data (60 interviews with career managers, top managers and high potential talents, both men and women), conducted in a major French utility company on the subject of diversity and more specifically on the issue of women's access to top management positions. The main purpose of this research is to understand the difficulties women may encounter in the course of their occupational career linked to organizational aspects, including the ‘glass ceiling’ processes, informal norms related to management positions (such as time and mobility constraints) and social and cultural representations attached to leadership. The other perspective of this research focuses on the different strategies women and men build either to conform to the organizational norms or bypass them. The issue of work–life balance are therefore addressed both from a corporate/organizational standpoint and an individual and family perspective.     

Choice of Money Transfer Methods in the Case of Albanian Immigrants in Greece

This paper investigates the choice of the method that immigrants use for the transfer of savings to their home country. The paper examines the example of Albanian immigrants in Greece using a sample of permanent and seasonal immigrants. Three methods were proposed to the immigrants: the banking network, money transfer companies and hand carried transfer by their or a relative’s return in Albania. Cost and quickness of transfer were considered as a parameter for the choice. The paper finds that despite the growth of remittances through the official network and the growth of this network in Albania, immigrants prefer to send money through the parallel market by their return or a relative’s in Albania. Within the official market, permanent immigrants are more likely to use the banking network while seasonal immigrants prefer to use the money transfer companies’ network.     

In search of the glass ceiling: gender and recruitment to management in Norway's state bureaucracy1

There are still fewer female than male managers in Norway's state bureaucracy. This article asks if there are organizational barriers which prevent women from entering these positions. Is there really a glass ceiling, or must one look outside the organizational environment to find an explanation? Is it rather the case that the scarcity of female managers is caused by women's own preferences or their life situations outside work? Or do both contribute to the situation? The study shows that female managers are treated just as well as male managers in central parts of the state bureaucracy. Employers give equal shares of respect and attention to both genders. Female managers are encouraged to apply for the same number of jobs as men and are offered an equal number of jobs as men when they apply; in fact, women are offered more jobs than men, when one controls for the number of job applications. This indicates that organizational barriers are not the problem. The study also shows that there are no differences in work orientation between male and female managers. Female managers are just as ambitious as male managers. Nor do female managers find it more difficult than male managers to combine work and family life. So, how can one explain the low number of female managers? The study shows that one reason can be that female managers apply for management jobs less often than their male colleagues. The cause of this seems to be anticipated discrimination rather than lack of ambition or self‐confidence. However, this slows down women's movement into higher management positions in the state bureaucracy.     

Are the ideal worker and ideal parent norms about to change? The acceptance of part-time and parental leave at German workplaces

ABSTRACT

This study examines the extent to which the use of part-time work and parental leave is accepted at German workplaces. Is there evidence for a weakening of ideal worker and ideal parent norms? Interviews were conducted with 95 employees in different status positions in hospitals, police stations and industrial companies. The results indicate that even though ideal worker norms and ideal parent norms still prevail, especially in higher-status positions and typical male professions, they have shifted partially for some employees. Partial change can be observed for mothers in high-status positions (part-time) and for men up to mid-level positions (parental leave). There is greater acceptance of fathers’ parental leave, mainly due to the reform of the German parental leave legislation. Part-time for women in upper-level positions has become more accepted due to work-life balance policies at the company level. Norm changes, however, have stalled at the halfway mark. Fathers are still expected to prioritize their career and to schedule parental leave according to their organization’s business needs. Part-time working mothers in high-status positions are expected to deliver performance similar to that of full-time workers. Moreover, norm changes are hindered by economic constraints, mainly staff shortages.     

Male-Female Power Differences at Work: A Comparison of Supervisors and Policymakers*

This study estimates differences in access to power positions and the degree to which supervisors and policymakers exercise work power among women and men. The relative importance of sex and other relevant characteristics in determining the acquisition of supervisor and policymaker positions is assessed. Furthermore, the attainment of supervisory authority and strategic power of male and female supervisors and policymakers is analyzed. The results of logistic regression analyses suggest that regardless of other characteristics men have significantly more access to supervisor and policymaker positions than women. Nevertheless, ordinary least squares regression analyses demonstrate that once individuals are in supervisory or policy-making positions, sex is not an important determinant of the degree of work power. Additional results indicate that occupational status (evaluated by Duncan's Socio-Economic Index) but not sex segregation by occupation affects the acquisition of work power.     

The Banking Industry in Egypt

This paper examines the structure and performance of the banking industry in Egypt during the period from 2002 to 2009. The Central Bank of Egypt undertook a major banking reform towards a more liberal system. This included the strengthening of bank supervision and regulation and the bank privatization, where it helped to improve market competitiveness and efficiency. Total registered banks’ deposits grew at a CAGR of 11.43% during 2002–2009, reaching LE 848.7 billion at the end of December 2009, while their total credit facilities increased at a CAGR of 10%, reaching LE 793.8 billion.