Posttraumatic Growth in Relationally Betrayed Women

The research literature on relational betrayal in a committed relationship has focused on the resulting trauma from the betrayal; however, few studies investigated the potential for posttraumatic growth following a relational betrayal. This study investigated the presence of posttraumatic growth in relationally betrayed women. The research focused on women's perceptions of the relational betrayal, and factors that facilitated posttraumatic growth. Results indicated relationally betrayed women perceived the betrayal as a traumatic event, to the extent that some met criteria for PTSD diagnosis. The passage of time was significant corollary to posttraumatic growth when moderated by a PTSD diagnosis. Finally, certain resources were reported to be more helpful than others in the development of posttraumatic growth. Clinical implications are presented.     

Why Do Black Men Suffer from Low Self‐Rated Job Productivity? A Multi‐Theory Approach*

This article uses data from a national representative employer–employee matched dataset to assess the race/sex disparity in workers’ self‐rated productivity levels. Findings show that a significant proportion of black men report that they cannot achieve high job productivity. We conduct regression analyses based on human capital, social closure, and social psychological models to identify the specific mechanisms that account for black men’s low self‐rated job productivity. We find that social psychological work relational issues such as closeness of supervision and job evaluation explain the race/sex disparity in self‐rated productivity. Findings are considered in the context of emergent intersections of race and gender in accounting for disparities in workplace outcomes.     

Making use of work–family balance entitlements: how to support fathers with combining employment and caregiving

ABSTRACT

Much workplace support to parents offered by employers is gender neutral in design, but fathers’ usage rates are generally very low and far below that of mothers. This paper reflects on men’s dual roles as fathers and employees in relation to formal and informal work policies and practices, with the aim of answering the question: How could fathers feel supported by their work environment to take a more active caregiving role in the lives of their children? We take a capabilities approach to explore models of change, which supports the assumption that many fathers are somehow not fully enabled by their organisations to use policies. Focus groups were conducted within a large public sector organisation in the UK to capture the individual and interactional experiences of fathers. Findings suggest that workplace culture, line manager relationships, the ‘modelling’ behaviour of peers and gendered leave practices all impact on how fathers feel about using work-family balance policies, and whether they are likely to use them. The limits of workplace support for fathers can be challenged via the consideration of some key institutional conversion factors which if addressed may better enable fathers to exercise greater agency with regard to work-family balance entitlements.     

‘Now,We Have the Same Rights as Men to Keep Our Jobs’: Gendered Perceptions of Opportunity and Obstacles in a Mexican Workplace

Drawing on extensive qualitative data at a Mexican‐owned multinational corporation, this case study investigates professional employees’ perceptions of changes to a prohibitive work policy requiring women to quit working upon marriage and having children. Employees believed the policy change meant working women were valued employees, but how this translated into opportunity highlighted distinct views of the types of positions professional women could occupy at the company, reinforcing sex‐segregated job allocation. Whereas women's narratives pointed to cultural resistance, men's narratives attributed the dearth of women in higher level positions to their lack of professionalism and commitment to work. The work policy change only guaranteed the right for women to work as the company modernized to fit the neoliberal demands of the global marketplace. Now women faced the challenge of turning that right into career advancement in a traditionally masculine‐defined company. I argue that even with the policy change, gendered discourses on women in professional occupations constructed and maintained gender inequities in the workplace. This study contributes to the scholarly discussion on gendered discourses within the context of global restructuring by showing how mechanisms at work maintain gender inequity in the workplace.     

Change agents or defending the status quo? How senior leaders frame workplace gender equality

Senior leaders are usually understood to be ideally positioned to drive the organizational changes needed to promote workplace gender equality. Yet seniority also influences leaders' values and attitudes, and how they interpret evidence of inequalities, determine organizational priorities, and design and implement remedies. This article examines leaders' perceptions of workplace gender equality using system justification theory to explain survey data from Australia's public sector (n = 2292). Multivariate analysis indicates that male and female leaders more positively rate the gender equality climate in their agencies, compared with lower-level staff, and that male leaders show most propensity to defend the status quo. Findings call into question the effectiveness of change strategies that rely on leadership and buy-in of those whose privilege is embedded in existing arrangements, and problematize dominant organizational approaches casting senior leaders as effective change agents for gender equality. The article helps to explain gendered power dynamics, which produce and sustain organizational inequalities and make workplace equality so hard to achieve, and points to ways to strengthen practical approaches to promote equality in organizations.     

ASYMMETRY OF INFLUENCE IN ALCOHOLICS' MARITAL COMMUNICATION: ALCOHOL'S EFFECTS ON INTERACTION DOMINANCE*

Eight couples participated in a study of dominance in alcoholics' marriages. Data for this investigation were derived from pretreatment assessment materials, a study on alcohol's effects on marital communication, and a study of insiders' and outsiders' perceptions of marital interaction. Little support was found for the contention that alcoholics are submissive or less influential when compared to their spouses. While alcoholics perceive themselves as submissive, on behavioral measures they are not. Alcohol may function to reduce the discrepancy between alcoholics' perceptions of their influencing ability and their actual performance. This would support current models of alcoholism and marriage which attribute adaptive consequences to drinking.     

Illuminating gendered organization assumptions

One key to why organizations have been less successful at integrating a work–family agenda into their organizational cultures is that workplaces have failed to consider how gender assumptions influence workplace practices, policies and cultures. This paper presents a theoretical framework for considering how gender role assumptions have prevented organizational attempts to become family friendly. Further, this paper uses an organizational case study to illustrate this point. Specifically, a theory of gendered organizations is used to frame an analysis of 30 employee interviews. Data suggest that gendered organizational assumptions inherent to several workplace policies and practices contribute to employee strain associated with negotiating the demands of life on and off the job. Further, the findings show that these gendered organizational assumptions prevent organizations from developing workplace cultures responsive to employees' work, family and personal needs. A brief review of the interdisciplinary work–family field is presented, followed by a discussion of gendered organizations. Then, using interview data collected from management and ‘front‐line’ female and male workers employed at a municipal government, this paper examines how workplace practices, presumably gender neutral, affect employees and the organizational culture in which they work.     

Anchors,Habitus, and Practices Besieged by War: Women and Gender in the Blockade of Leningrad

As war challenges survival and social relations, how do actors alter and adapt dispositions and practices? To explore this question, I investigate women's perceptions of normal relations, practices, status, and gendered self in an intense situation of wartime survival, the Blockade of Leningrad (1941–1944), an 872‐day ordeal that demographically feminized the city. Using Blockade diaries for data on everyday life, perceptions, and practices, I show how women's gendered skills and habits of breadseeking and caregiving (finding scarce resources and providing aid) were key to survival and helped elevate their sense of status. Yet this did not entice rethinking “gender.” To explore status elevation and gender entrenchment, I build on Bourdieu's theory of habitus and fields to develop anchors: field entities with valence around which actors orient identities and practices. Anchors provide support for preexisting habitus and practices, and filter perceptions from new positions vis‐à‐vis fields and concrete relations. Essentialist identities and practices were reinforced through two processes involving anchors. New status was linked to “women's work” that aided survival of anchors (close others, but also factories and the city), reinforcing acceptance of gender positions. Women perceived that challenging gender relations and statuses could risk well‐being of anchors, reconstructing gender essentialism.     

The Diverse Fathering Practices of Men Who Perpetrate Domestic Violence

Quantitative and qualitative data were gathered from in-depth interviews with 17 Australian fathers who were participating in a men's behaviour change program. The study found that men's fathering varied and posed significant, yet different, risks to women, children, and young people. Variations were particularly evident when analysing narratives of masculinity with perceptions of control over the use of domestic violence. Other aspects of men's identities such as class, culture, and health intersected with gender and contributed to the diversity of harmful fathering practices. This paper spotlights the substantive issue of men's domestic violence and its impact on all aspects of family life, rather than current practices which frequently focus on women and their mothering practices.     

Chinese Male Peasant Workers and Shifting Masculine Identities in Urban Workspaces

A key feature of China's internal rural–urban migration is the transformation of work from a rural‐based agricultural sector to urban‐based industrial and service sectors. This article critically examines the interplay between urban work and accompanying social relations in the workplace (that is, service and low‐skilled manual jobs) and the (re)construction of male peasant workers' subjectivities and identity formation. The qualitative data from the men's life histories suggest that familial gender practices, conceptualized as an appropriation of the traditional Confucian ‘father–son’ relationship, are of importance in shaping the men's occupationally located shifting identities in traditional urban ‘female’ jobs. This exploratory study aims to examine complex and multilayered accounts of rural–urban labour migration, in terms of how the men accommodate themselves to the city, involving both material constraints (structure) and creative cultural practices (agency). Their biographical transformations are located within wider socioeconomic and political transformations associated with China's current modernization project, of which they are a major constitutive component.     

Masculinity and Non‐Traditional Occupations: Men's Talk in Women's Work

Occupation segregation is a persistent aspect of the labour market, and scholars have often researched what happens when women and men enter into what are seen to be ‘non‐traditional’ work roles for their sex. Research on men within women's roles has concentrated mainly on the challenges to a masculine identity, while research on workplace language has focused on women's linguistic behaviour in masculine occupations. To date, there has been relatively little research into the linguistic behaviour of men working in occupations seen as women's work (e.g., nursing, primary school teaching). To address this gap, this article focuses on men's discursive behaviour and identity construction within the feminized occupation of nursing. Empirical data collected by three male nurses in a hospital in Northern Ireland is explored using discourse analysis and the Community of Practice paradigm. This paper discusses how the participants linguistically present themselves as nurses by performing relational work and creating an in‐group with their nurse colleagues by actively using an inherently ‘feminine’ discourse style.     

Trade union support for fathers' use of work–family benefits – lessons from Sweden

Trade unions have traditionally been male-dominated organizations serving men's interests as family breadwinners, primarily through wage-setting. This study explores whether unions will contest the gendered division of parenting to develop values and practices that support men as caregivers. It takes place in Sweden, where unions are strong and fathers have legislated rights to paid parental leave. A mail survey of local unions revealed that the vast majority of unions did not believe it was important to focus attention on men as family caregivers. Only about one-fourth reported activities to improve men's benefit knowledge; only about one-third reported that they helped to implement parental leave at the workplace and only about one-fourth had negotiated contracts that extended leave benefits for fathers. Unions were more active in supporting men as fathers when they prioritized women's equal employment opportunity and when fathers requested union help. Stronger unions were more likely than others to have won enhanced benefits; contracts tended to increase compensation rather than offer more leave time. Swedish unions are in a strong position to promote, help implement and extend work–family benefits for fathers, dissolving the boundary between work and family spheres, but this potential has not yet been realized.     

Relieving the Time Squeeze? Effects of a White‐Collar Workplace Change on Parents

Employed parents perceive a time squeeze even as trends from the 1960s show they are spending more time with their children. Work conditions (e.g., hours and schedule control) would seem to affect both parents' time with children and perceived time squeeze, but most studies rely on cross‐sectional data that do not establish causality. The authors examined the effects of the introduction of a workplace flexibility initiative (Results Only Work Environment [ROWE]) on changes in mothers' and fathers' perceptions of the adequacy of their time with children and actual time spent with children (N = 225). Baseline data show the importance of work conditions for parents' sense of perceived time adequacy. Panel data show that mothers (but not fathers) in ROWE report increased schedule control and improved time adequacy, but no change in actual time spent with children, except that ROWE increases evening meals with children for mothers sharing few meals at baseline.     

Gendered Divisions of Fertility Work: Socioeconomic Predictors of Female Versus Male Sterilization

Domestic labor researchers have examined a multitude of duties disproportionately performed by women, yet the responsibility associated with navigating a couple's fertility—fertility work—has been overlooked. Using data from the 2006–2010 National Survey of Family Growth (N = 1,415), the author examined how racial and socioeconomic factors affect the division of contraceptive fertility work among married and cohabiting women who rely on either their partners' vasectomies or their own sterilizations. Drawing theoretical connections between fertility work and housework, resource‐ and gender‐based perspectives were used to assess whether women's or their partners' characteristics are stronger predictors of sterilization type, and whether women's absolute or relative education level has a greater impact. Findings suggest that White and socioeconomically privileged women are more likely to have vasectomized partners than disadvantaged women. Male partners' characteristics were more closely associated with sterilization type than women's characteristics, lending greater support for the gender‐based hypotheses.     

Therapists’ Assessments in Treating “Sex Addiction” and Their Relationship to Clients’ Gender,Relationship Status,and Exclusivity Status

A total of 208 therapists and therapists‐in‐training were surveyed to better understand if clinical assessments and recommendations regarding “sex addiction” changed based upon a client's gender, relationship status, or exclusivity status. Using clinical vignettes, this study examined the clinical assessment and recommendations of licensed mental health providers (n = 92) and mental health providers in‐training (n = 116). Results indicated that professional ratings differed based on relationship exclusivity and gender; specifically, female nonmonogamous behavior was rated more negatively than male nonmonogamous behavior, while male monogamous behavior was rated more negatively than female monogamous behavior. Recommendations for treatment varied, with higher addiction ratings leading to greater odds of recommending individual, group, and community support over relational therapy. Clinical and training implications are discussed. Video abstract accessible by clicking here .     

Women's Work? The Relationship between Farmwork and Gender Self‐Perception

Women have long been involved in agricultural production, yet farming and ranching have been associated with masculinity and men. In recent years women have become more involved and more likely to take active and equal roles on farms and ranches and thus increasingly are doing tasks that have been associated with masculinity. Prior work indicates that women are perceived by others as more masculine when they do these tasks, but less work has focused on the association between women's involvement in farming and women's own perceptions of their gender (i.e., how masculine or feminine they feel). Using 2006 survey data from a random sample of women in livestock and grain operations in Washington State, we find that women's involvement in farm and ranch tasks is associated with their gender self‐perception, with more involvement being associated with a more masculine self‐perception. Women who view their primary role as independent agricultural producers or full partners also perceive themselves as more masculine than women who view their primary role as homemaker. We discuss the implications of these findings for women's experiences in agriculture.     

Reproducing Gendered Hierarchies in Everyday Work: Contradictions in an Employment Office

This paper is concerned with the dynamics of producing gendered hierarchies in the workplace. While the focus is on the present day, developments over the past ten years are also examined. The term ‘doing gender’ is adopted as a method of outlining these dynamics within seemingly static gendered hierarchies. Within the case study organization, a Finnish employment office, the ways of doing gender have shifted from maintaining gendered hierarchic harmony towards women? s and men's separate but invisible cultures. However, men's practices are linked in a more direct way to the textual and official goals of the organization, whereas women's working methods show some implicit opposition to the organizational logic. Throughout gendered contradictions are emphasized: between inequality and equal opportunities; informal sociability and formal rules; and the invisibility and visibility of gender.