Organizational perspective to gender mainstreaming in the Finnish state administration

Gender mainstreaming has been celebrated as a new policy strategy for change in gender relations. However, its transformative potential seems to be lost in the process of implementation. The aim of this article is to evaluate the policy effectiveness of gender mainstreaming and its ability to bring about change in gendered social structures and practices. Previous research has focused on gender mainstreaming as a policy strategy. This article provides a new perspective on the problems of implementation by approaching gender mainstreaming from an organizational perspective. Gender mainstreaming takes place in certain organizational contexts, implemented by local actors. This article reveals the practices of implementation in the Finnish state administration, specifically in the Ministry of Defence. The analysis is based on a discursive reading of thirteen group and individual interviews collected in the Ministry of Defence in 2012. The article pinpoints two interlinking problems concerning implementation of gender mainstreaming on the organizational level. First, the state officials, who should implement gender mainstreaming, do not have enough information to do so successfully. Second, there is resistance toward gender mainstreaming on the organizational level. This article suggests that negotiations about gender, gender equality and gender mainstreaming as complex issues concerned with social power relations should be included in the process of implementing gender mainstreaming.     

Gendered Organizational Cultures: Narratives of Women Travellers in a Male World

The paper will present various self-identity narratives of women pioneers in male occupations who ‘take their place’ in a male gendered organizational culture. These narratives belong to a single discourse of what may be called ‘travellers in a male world’. This discourse presumes the existence of a territory marked out as male which is trespassed upon by females who are formally members of the same occupational community, but who, in actual practice, must stake out their positions in the field. Social structures coerce discourse positions and set up a series of expectations and social obligations, although several subject positions can be taken up for oneself, and for the ‘other’. This process has been labelled ‘positioning gender relations within an organizational culture’ and has been described as liminal work, performed discursively and in transitional spaces. Gender relations can therefore be viewed as cultural performances learned and enacted on appropriate occasions both by men and women.     

The Role of Communication in Achieving Shared Vision Under New Organizational Leadership

In this article, we report the results of a longitudinal survey research project of an organization undergoing leadership change. The study determined the relationships between members' "shared vision" of the organization's goals and a number of communication-related activities. We found significant relationships between shared vision and communication from the leader and the public relations staff. We concluded that the leader who "flattens" the communication hierarchy is more likely to achieve shared vision. The findings should be of value to public relations practitioners in their role as consultants to new leaders and as they determine the most effective channels for communicating organizational changes.     

Cultural Constructions: Contrasting Theories of Organizational Culture and Gender Construction

This article addresses the relationship of the theorizing of organizational culture and the theorizing of gender construction. It begins by recognizing some of the difficulties of defining and understanding what is meant by the contested concept of culture. Drawing on the work of Smircich (1983) and Linstead and Grafton-Small (1992), an attempt has been made to explore the theorization of organizational culture(s) in terms of the concepts of organizational culture as: responses to human needs, integration, rules, shared symbols and meanings, unconscious projection, text, otherness, paradox, seduction and discourse. The implications of each of the approaches for the understanding of gender in organizations are considered. No one theoretical approach is advocated, but rather the breadth of theoretical possibilities is explored. The article is concluded with the argument that theories of organizational culture need to be much more explicit about their theorizing of gender construction.     

Gender,Organizational Cultures and the Practices of Manager‐Academics in UK Universities

The article explores gendered management in UK universities in the context of moves to introduce new managerialism to higher education. Qualitative data are drawn from an Economic and Social Research Council funded project (R00023 7661) in which interviews were conducted with 137 male and female manager‐academics, from Heads of Department to Vice Chancellors, in 16 universities. The career trajectories of female and male manager‐academics are analysed to see if gender power relations, expectations and discrimination have affected their careers and organizational experiences. Also examined are whether and how gender relations and cultures are perceived to be relevant to management, the practices of women and men manager‐academics and the extent to which the differential value and status attached to teaching, research and management are gender‐related. It is suggested that women's participation in management roles, their perceptions of their practices and the expectations others hold of them are still marked by gender, even though some women have benefited, through promotion, from the greater emphasis on management now evident in UK universities.     

Fathers at Work: A Ghost in the Organizational Machine

This article first provides a review of fatherhood in the gender and organization literature on work and family, and the body and (in)visibility. It observes how organizational assumptions which frame fathers as breadwinners, ignoring their paternal role, remain extraordinarily persistent because policies (no matter how long established) do not necessarily change social attitudes and behaviours. The article then draws upon original qualitative data to demonstrate how while male workers may feel valued as employees, they often feel invisible at work in their paternal role. Fathers perceive that, while family‐friendly policies might in theory be available to ‘parents’ these are in practice targeted at working mothers. The article considers why working men's paternity is so often ignored, as though fathers are a ghost in the organizational machine. A recommendation for the establishment of a fatherhood and motherhood passport is made.     

Tuning-In 1 to Organizational Song as Aesthetic Discourse

In this article, the author explores organizational songs, referring to songs that are created by members of an organization as an expression of organizational culture. More specifically, the author is concerned with organizational songs as an expression of organizational culture, versus the better-known occupational songs that act as an expression of occupational culture. First, the study differentiates the genre of work songs (defined by the occupation of 'laborer') to discern organizational songs (defined by the occupation of "manager"). Second, this exploration reveals a musical expression of organizations; a musical expression that also serves as a form of organizational communication or organizational discourse--specifically an aesthetic communication or aesthetic discourse. A significance for organizational studies is asserted, as the study identifies organizational songs as expressive strategies: song as a form of organizational action and an attempt at organizational intervention; song as an organization's attempt to construct its own history and autobiography; and song as a means of celebrating the identity of organizational leaders and organizational values. The approach is to provide a comprehensive literature review followed by case vignettes of organizational songs.     

Warriors in suits: A Bourdieusian perspective on the construction and practice of military masculinity of Korean men

Within masculinity scholarship, there is a gap about how masculinity carries over from a broad social context to an organizational context. This article explores the construction and capitalization of masculinity through a series of experiences in social fields such as the military and college, and the transfer of militaristic masculinity into the workplace. Drawing on grounded theory methods, we conducted in‐depth interviews with 20 Korean men who completed their mandatory two‐year military service and subsequently joined large corporations in Korea. We uncovered a four‐phase model that depicts how Korean men's masculinity is constructed during military service and transferred to their organizational positions characterizing them as warriors in suits. Informed by a Bourdieusian perspective, this study shows how masculinities are constructed, reinforced and legitimatized by the structural influences of society, and how masculinity becomes the desired image of men at work, which perpetuates the gender and power gaps among organizational members.     

An Analysis of the Relationships Among Structure,Influence, and Gender: Helping to Build a Feminist Theory of Public Relations

Feminist public relations scholars have suggested that the organizational context may be to blame for the powerlessness of some female public relations practitioners. This study assessed this claim by using feminist theory and a structural framework. This study tested whether the perceived organizational influence of men and women in corporate public relations was related to formal structural power, relationship power, or gender. Women had less formal structural power than men, but there were no gender differences in relationship power or influence. Consistent with feminist hypothesizing as well as the structural framework, practitioners' influence was related to both their formal structural power and relationship power-but not gender.     

Enhancing Employee Engagement via Leaders’ Motivational Language in times of crisis: Perspectives from the COVID-19 outbreak

By bridging theoretical perspectives from diverse disciplines including public relations, organizational communication, psychology, and management, this study advances a sequential mediation process model that links leaders’ motivational communication—specifically, direction-giving, empathetic, and meaning-making language—to employees’ organizational engagement during times of crisis. The model incorporates employees’ psychological needs satisfaction and their subsequent crisis coping strategies so as to explain the process that underlies the effects of leader communication on employee engagement. We tested the model in a unique yet underexplored crisis context: organizational crises triggered by the global pandemic of COVID-19. The results of an online survey of 490 full-time U.S. employees provide strong support to the model’s predictions. Our research extends internal crisis communication scholarship in public relations by addressing what types of leader communication strategies as well as how these strategies contribute to employee engagement in a holistic fashion. It also advances theoretical development of the motivational language theory, self-determination theory, transactional model of stress and coping, and organizational engagement—the four theoretical bases of our study—in the context of organizational crises. Lastly, the study results provide timely practical insights on effective internal crisis communication.     

Social gains from the public relations voice of activist investors: The case of Herbalife and Pershing Square Capital Management

This article investigates the purpose, practice and outcome of the financial public relations (PR) of activist investors, which is framed as the exercise of the activist voice.The object of investigation is the organizational discourse of the activist hedge fund Pershing Square Capital Management during an investment position it took in the health products firm, Herbalife, from 2012 onwards. Pershing Square spent $50 million dollars (USD) on investigations and campaigning and this public relations output was interpreted using a combination of organizational discourse analysis and narrative analysis.Pershing Square delivered a social gain, when the regulator intervened to levy a fine to redress the losses of Herbalife distributors and ordered the company to change its business practices. With this change in governance, Pershing Square achieved the type of social gain normally associated with social activism or corporate social responsibility.The case suggests that the economically-derived exit-voice-loyalty continuum is a useful theoretical frame for considering social gains arising from the public relations of activist investors. Moreover, the findings suggest potential for future work considering public relations as a process that enables, enhances and enacts the vocalization of economic, social and political interests.     

Separate but Equal: Durkheim's Response to the Woman Question*

This article reexamines Durkheim's views on gender relations within the context of nineteenth century French feminism. Durkheim's response to the woman question reflects the sociopolitical discourse on individual rights and responsibilities, the family, and women's roles in the private and public spheres. Durkheim's perspective on gender relations is predicated on a biologically differentiated conception of gender role complementarity that emphasizes the couple, not the individual. This perspective, shared by feminists, is best characterized by the phrase, separate, but equal.     

Organizational Careers: An Interactionist Perspective*

The concept of career is both useful and necessary for the study of organizations. Through members' constructions of organizational careers, an organization becomes real and capable of action. Organizational careers intermediate between the programmatic and the symbolic elements of organizational situations. Careers, through their objective and subjective dualism, penetrate both the organization's symbolic order and its objective activity and order, constituting a third and essential element in organizational structure. Careers are highly interdependent upon communication processes, notably as negotiation of joint plans of action and of identity, role and status. Careers, work, and identity are seen as interrelated aspects of the self as a social object. Events and interactions in organizational situations lead to shifts in the moral definitions of the self and others, and to behavior which serves to protect the self from becoming profaned.     

Regional Patterns of Organizational Dominance: 1955–1975*

The ecological notion of metropolitan dominance is explored through the examination of a hierarchy of urban places. This hierarchy is based on organizational bases rather than functional characteristics as has been the case in most past research. This approach is preferable to the more traditional method in that organizational bases are more easily measured, and they offer an observable medium through which dominance is exercised. The hierarchy of metropolitan areas is perceived as comprising a social network, with influence accruing to a metropolis on the basis of its relationships with all other places in the system. The data are aggregated to the regional level in order to facilitate comparisons, and it is observed that power is becoming more diffuse spatially as it becomes more concentrated organizationally. Furthermore, the regional structure of the system of influence relations is being altered as the sunbelt metropolitan areas become more powerful. Other changes are found in the nature of the influence exercised by the growing urban areas of the southern and western regions. The data on organizational bases of dominance consist of corporate linkages reflecting the intraorganizational division of labor. The corporations themselves are drawn from the group of industrial corporations listed on the American Stock Exchange or the New York Stock Exchange in either 1955 or 1975.     

Repeated Reinterpretation of Civil Society: On the Intellectual Context of Niklas Luhmann's Sociological Theory

This article explains the intellectual context of Niklas Luhmann's sociological theory. Although Luhmann's theory is well known for its highly abstract features, this does not mean that the theory results from his references to the latest general systems theory, which has been the primary focus of previous literature. That said, no social theory is produced in a vacuum. Even if a theorist attempts to construct a general sociological theory to explain every social phenomenon, that theory is necessarily influenced by the theorist's prejudices. Therefore, social theory must be contextualized both to estimate its biases and to limit its scope. This study shows that Luhmann's systems theory is constructed through a struggle with the issues of his day. First, it notes that the question of how to conceptualize modern civil society was widely shared by German intellectuals from the late 1950s to the 1970s and that the question created a certain discourse field. Second, Luhmann's theoretical conception is contextualized in that field of discourse, and the central role of both the concept of functional differentiation and the concern with border maintenance in his theory-building is explained in comparison with the work of contemporary intellectuals. To deepen our analysis, this article reconstructs Schmitt's interpretation and criticism of civil liberalism and describes Luhmann's struggle with it. Finally, by analyzing the Gesellschaftswissenschaften of Robert von Mohl, one of the founders of civil liberalism, this article argues that Luhmann's sociology can be characterized as an attempt to rehabilitate civil liberalism.     

Westerns,Weddings and Web‐Weavers: Reading Gender as Genre in Organizational Theory

This article focuses on the process of reading and its role in the construction of knowledge. Reading is an activity which is personal yet never singular: we bring to our reading of one text a range of knowledges, experiences and strategies derived from other texts. This ‘intertextuality’ means that ‘meaning‐making’ is a complex negotiation process between reader and text, whereby linkages are made between divergent genres. This is explored through the author's own personal experiences of reading gender/organizational theory. These readings demonstrate the way in which ‘narratives’ of other genres, such as film and fiction, spill over, infect and manipulate the construction of narratives within organizational texts. Further, the ready intertextual connections which are made help to expose some of the embedded assumptions about gender. Whilst these are, in the main, quite traditional, the consideration of the processes involved in reading helps to challenge these as ‘truths’ as well as signpost possibilities for new forms of writing gender/organizational theory.     

Studying the Gendering of Organizational Culture Over Time: Concerns,Issues and Strategies

Beginning with the premise that ‘organizational culture’ is a useful heuristic for the study of gender at work, this article focuses on the problem of studying the culture of organizations over time, setting out to demonstrate how the social construction of corporate history has, until now, lent itself to gendered notions of business practices. Arguing that history itself is but one of a series of discourses about the world, the article outlines a feminist strategy for the study of organizational culture over time that includes: (i) feminist historiography as history written from a feminist point of view; (ii) a commitment to the notion of history as discourse rooted in the present; (iii) a view of women’s rights development as a paradoxical process of progress and regress; (iv) a gender focus approach that studies the impact of discrimination on the social construction of masculinity/femininity and sexual preference; and (v) an approach that is sensitive to the contextualization of gender. British Airways is used as a case study to illustrate some of the problems of historic re/construction and feminist historiography.     

Syntactic variation and beyond: Gender and social class variation in the use of discourse‐new markers1

The paper explores the relations between syntactic variation and the large‐scale social dimensions of gender and social class. It argues on the basis of an analysis of the marking of discourse‐new entities in interview speech that syntactic variants may frequently be involved in sociolinguistic variation, but indirectly, as just one of a broad set of choices that includes forms drawn from other components of language besides syntax. The analysis shows that although there is no sociolinguistic variation in the use of the strategies speakers use to mark discourse‐new information, there are significant social class and gender differences in the use of Noun Phrases that are not marked. Whilst acknowledging the risks of generalising on the basis of large‐scale social categories, an interpretation of these differences is suggested in relation to findings from previous research that suggest differences in the interactive style of different gender and social class groups. The paper discusses some implications of the analysis for the fields of language variation and change, and pragmatics.     

Ambivalence in the Relationship of Adult Children to Aging Parents and In‐Laws

The concept of ambivalence emphasizes the complexity of family relations and the potential for individuals to evaluate relationships as both positive and negative. Using multilevel models, we investigate ambivalence in adult children's relationships with their aging parents and in‐laws (N= 1,599). We focus on factors predicting adult children's ambivalence toward parents and in‐laws within a gendered kinship structure that shapes these relations. We conclude that ambivalence is a useful concept for representing the complexity of parent‐child relationships and is produced within the context of social relations structured by gender and kinship. Results show greater ambivalence among dyads of women, toward in‐laws, among those in poor health, for daughters providing assistance, and for adult children with poor parental relations in early life.