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Tokenism effects for working men and...

Flynn, Linda Prager.

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Tokenism effects for working men and women.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Tokenism effects for working men and women./
作者:	Flynn, Linda Prager.
出版者:	Ann Arbor : ProQuest Dissertations & Theses, : 1997,
面頁冊數:	121 p.
附註:	Source: Dissertation Abstracts International, Volume: 58-12, Section: A, page: 4720.
Contained By:	Dissertation Abstracts International58-12A.
標題:	Management. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9819816
ISBN:	9780591714456

Tokenism effects for working men and women.
Flynn, Linda Prager.

Tokenism effects for working men and women. - Ann Arbor : ProQuest Dissertations & Theses, 1997 - 121 p.

Source: Dissertation Abstracts International, Volume: 58-12, Section: A, page: 4720.

Thesis (Ph.D.)--Georgia State University, 1997.

Despite evidence that women experience unequal treatment in the work place, empirical research on sex differences in career development opportunities and outcomes has produced inconsistent results. These studies indicate that sex differences may be influenced by characteristics of the work environment, such as occupational sex-type and work group sex composition, however. Kanter's tokenism theory, which proposes that the numeric representation of demographic groups affects the treatment of the minority group, is examined as a theoretical framework for examining differences in the career progress of working men and women.

ISBN: 9780591714456Subjects--Topical Terms:

516664
Management.

Tokenism effects for working men and women.
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300 $a 121 p.
500 $a Source: Dissertation Abstracts International, Volume: 58-12, Section: A, page: 4720.
502 $a Thesis (Ph.D.)--Georgia State University, 1997.
520 $a Despite evidence that women experience unequal treatment in the work place, empirical research on sex differences in career development opportunities and outcomes has produced inconsistent results. These studies indicate that sex differences may be influenced by characteristics of the work environment, such as occupational sex-type and work group sex composition, however. Kanter's tokenism theory, which proposes that the numeric representation of demographic groups affects the treatment of the minority group, is examined as a theoretical framework for examining differences in the career progress of working men and women.
520 $a Responses of a cross organizational sample of 361 men and women in managerial and non-managerial jobs were examined using hierarchical regression to determine the influence of sex, occupational sex-type, and work group sex composition on the amount of mentoring, decision influence, training, promotions received, relationships with co-workers, performance ratings, and level reached in their organizational hierarchies. A significant interaction between sex and either work group sex composition or occupational sex-type would support tokenism theory.
520 $a Results indicated little support for tokenism theory, but confirmed the importance of both work group sex composition and occupational sex type as influences on developmental opportunities. Specifically, people in female sex-typed occupations or mostly female work groups received the least mentoring, had less influence in work related decisions, and received fewer promotions compared to people in balanced or male dominated situations. Implications for future research are discussed.
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