TOP WOMAN: Identifying barriers to women's access to management

Despite some recent advances, women face more difficulties in accessing management positions. Previous research analyzed several types of barriers contributing to the maintenance of the glass ceiling, including factors such as gender stereotypes, difficulties in work–family balance, human resource policies, difficulties in accessing networks, organizational culture, and higher demands for women to demonstrate their value. The perception of the gender barriers can be different or may have a different value depending on the characteristics of specific organizations, teams, jobs, and employees. In this study, we develop the scale “TOP WOMAN” (Testing the Obstacles to Promotion of WOmen to MANagement) to measure barriers to women's promotion. The TOP WOMAN scale was carried out in a large sample from the financial sector in Spain (n = 1304 workers). The scale, composed of 33 items, identified seven dimensions: differential performance appraisal, gender stereotypes, work–family balance, motivational barriers, unfair human resource practices, organizational culture barriers, and barriers to accessing influential networks. The TOP WOMAN scale offers a practical tool to human resource managers to analyze the situation of gender discrimination and to implement best practices in their own organization.     

Partnered women's contribution to household labor income: Persistent inequalities among couples and their determinants

This paper explores earnings inequalities within dual-earner couples in East and West Germany drawing on household-level panel data from 1992 to 2016. It has three aims: (1) to analyze how the partner pay gap (the pay gap between partners within one household) has developed over time, given institutional change, and whether the extent of inequality and temporal development vary between East and West Germany; (2) to explore variation in the partner pay gap by male partners' absolute earnings; and (3) to investigate the micro-level determinants of earnings inequalities within couples and determine whether their relevance varies between East and West Germany as well as by male partners’ absolute earnings. We find women earn substantially less than their partners, and our regression results find no indication of a declining partner pay gap. Besides substantial variation between East and West Germany, our results also reveal important group-specific variation in the extent of the partner pay gap as well as in its determinants.     

Replication: Do women shy away from competition? Experimental evidence from China

We investigate gender differences in competitiveness using a lab-in-the-field experiment and a subject pool consisting of Chinese adults following the design by Niederle and Vesterlund (2007). China provides an interesting environment to study since the country has promoted gender equality for a long time and the gender gap in earnings is small in cross-country comparisons. However, in many respects, China is still a patriarchal society. Our results show that women perform equally well as men in a piece-rate task and significantly better in a competitive payment environment. Despite this, men are more than twice as likely to choose a competitive environment. This gender difference cannot be explained by differences in confidence or risk preferences.     

The relationship between psychological reactance and emotional intelligence

Psychological reactance is a motivational force that may arise when ones freedom is threatened (Brehm, 1966). Emotional intelligence (EI) is the ability to label and control emotions. The purpose of this study is to explore relationships between reactance and emotional intelligence. A total of 298 undergraduate students (54.4% male) completed a measure of psychological reactance and EI. Results show that males with low behavioral reactance have significantly higher EI subscale scores on well-being, self-control, and emotionality. For females there is no significant difference between high and low behavioral reactance, and any of the EI subscales. However, for verbal reactance males with higher reactance scores have higher EI scores on self-control, well-being, emotionality, and sociability. Females with higher verbal reactance scores have higher EI scores on emotionality and sociability. These findings suggest that the relationship between reactance and EI is somewhat gender dependent and that overall emotionality is highly associated with reactance in both genders.     

流动的空间与女性角色的展演——乡村女性劳动力与传统秩序的博弈

随着世界资本市场的扩张,中国的乡村女性劳动力被日渐卷入劳动力市场。传统社会赋予女性的角色和功能,现代工业社会对于女性劳动力的诉求,使得女性劳动力在资本市场经历着空间变动引起的冲突和抗争,且伴随着一系列行为和认知的变化。传统社会同样经历着物质与观念的冲击,并通过参与的女性个体予以回应。其后,民族性的加入则在已有变化和回应的基础上与性别因素叠加而显现出差异,甚至更为深刻。     

Bringing the border to baby: birth registration as bordering practice for migrant women’s children

ABSTRACT

Babies born ‘out of place’ to migrant mothers pose a challenge to states seeking to restrict access to migration and citizenship. In places as diverse as Texas, Tel Aviv, and Santo Domingo, policymakers have been modifying administrative requirements to limit access to birth certificates for babies born to migrant women with temporary or irregular status as a measure aimed at discouraging their permanent settlement. This raises concerns regarding the gendered ways in which women can be controlled via their reproductive lives when childbirth is made a juncture of migration enforcement, and children’s right to an identity and a nationality violated as a result. Rights advocates are pushing back against this practice using existing human rights frameworks. This article provides an overview of what birth registration as a bordering practice looks like so that scholars, policymakers, and practitioners around the world can recognise and resist it. It focuses on the case of the Dominican Republic’s denial of birth certificates for people of Haitian descent, and an action-research project aiming to facilitate access to the Dominican civil registry for children of mixed couples (migrant mother and Dominican father). It concludes by highlighting the implications for the babies born ‘in between’ – who are at risk of statelessness and other rights violations – and pointing to international frameworks for upholding children’s right to a nationality.     

Intersectionality: Connecting experiences of gender with race at work

In recent years, research from various disciplines, including social psychology, sociology, economics, gender studies, and organizational behavior, has illuminated the importance of considering the various ways in which multiple social categories intersect to shape outcomes for women in the workplace. However, these findings are scattered across disciplines, making it difficult for organizational scholars to leverage this knowledge in the advancement of gender research. The purpose of this review is to assemble these findings to capture how gender and race, when considered in tandem, can generate new understandings about women of different racial groups and their experiences in the workplace. We first provide a review of both historic and contemporary interpretations of the intersectionality concept. Next, using an intersectional framework, we review key findings on the distinct stereotypes ascribed to Black, Asian, and White women, and compare and contrast the differential impact of these stereotypes on hiring and leadership for these subgroups of women. Building from these stereotypes, we further review research that explores the different job roles that Black, Asian, and White women occupy, specifically focusing on the impact of occupational segregation, organizational support, and the motherhood penalty. Finally, we examine how the frequency, emotional toll, and legal implications of sexual harassment can vary for women of differing races. Through this review, we bring attention to the pitfalls of studying women as a monolithic category and call for organizational scholars to consider the role of intersectionality in shaping workplace outcomes.     

Gender Dynamics in Social Work Practice and Education: A Critical Literature Review

This paper offers a critical analysis of existing literature on historical and contemporary gender dynamics in Australian social work education and practice. Analyses of gender dynamics and inequalities have the potential to illuminate pathways for inclusive social work education and practice, for both practitioners and people who access social work services. This critical review of the literature demonstrates that Australian social work education and practice have been shaped by gendered discourses, structures, and power dynamics since its inception. In a contemporary sense, women constitute the majority of social work educators and practitioners, while men disproportionately dominate positions of power and prestige, although rigorous Australian data on the roles and representation of men and women are not readily available. Our findings point to the need for further engagement with gender as a unit of analysis in Australian social work research, including further engagement with inclusive and intersectional feminisms.

IMPLICATIONS

• Enhanced knowledge of Australian social work history, particularly in relation to gender, allows for a greater understanding of current gendered power relations in social work education and practice.

• Gender dynamics are underresearched in contemporary Australian social work education and practice.

• Up-to-date data on the status and representation of men, women, and nonbinary people in social work are needed as the foundation for transformative and inclusive social work education and practice.

     

Work and Family in the Second Decade of the 21st Century

In the second decade of the 21st century, research on work and family from multiple disciplines flourished. The goal of this review is to capture the scope of this work–family literature and to highlight both the valuable advances and problematic omissions. In synthesizing this literature, the authors show that numerous scholars conducted studies and refined theories that addressed gender, but far fewer examined racial and class heterogeneity. They argue that examining heterogeneity changes the understanding of work–family relations. After briefly introducing the broad social, political, and economic context in which diverse work–family connections developed, this review uses this context to address the following three main themes, each with subtopics: (a) unpaid work including housework, parenting as work, and kin work; (b) paid work including work timing and hours, money (i.e., motherhood penalty, fatherhood bonus, marriage bonus, kin care penalty), relationships (i.e., coworkers, supervisors), and work experiences (i.e., complexity, autonomy, urgency); and (c) work–family policies (i.e., scheduling and child care). Given the breadth of the work–family literature, this review is not exhaustive but, rather, the authors synthesize key findings on each topic followed by a critique, especially with regard to the analyses of differences and inequalities around gender, race, ethnicity, and social class.     

Regression Discontinuity Designs With Sample Selection

This article extends the standard regression discontinuity (RD) design to allow for sample selection or missing outcomes. We deal with both treatment endogeneity and sample selection. Identification in this article does not require any exclusion restrictions in the selection equation, nor does it require specifying any selection mechanism. The results can therefore be applied broadly, regardless of how sample selection is incurred. Identification instead relies on smoothness conditions. Smoothness conditions are empirically plausible, have readily testable implications, and are typically assumed even in the standard RD design. We first provide identification of the “extensive margin” and “intensive margin” effects. Then based on these identification results and principle stratification, sharp bounds are constructed for the treatment effects among the group of individuals that may be of particular policy interest, that is, those always participating compliers. These results are applied to evaluate the impacts of academic probation on college completion and final GPAs. Our analysis reveals striking gender differences at the extensive versus the intensive margin in response to this negative signal on performance.