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Gender differences in perceived orga...

Carapinha, Rene.

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Gender differences in perceived organizational exclusion-inclusion: The importance of status closure and role investments.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	Gender differences in perceived organizational exclusion-inclusion: The importance of status closure and role investments./
作者:	Carapinha, Rene.
面頁冊數:	149 p.
附註:	Source: Dissertation Abstracts International, Volume: 74-10(E), Section: A.
Contained By:	Dissertation Abstracts International74-10A(E).
標題:	Social Work. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3565614
ISBN:	9781303156748

Gender differences in perceived organizational exclusion-inclusion: The importance of status closure and role investments.
Carapinha, Rene.

Gender differences in perceived organizational exclusion-inclusion: The importance of status closure and role investments. - 149 p.

Source: Dissertation Abstracts International, Volume: 74-10(E), Section: A.

Thesis (Ph.D.)--Boston College, 2013.

Creating gender equality in situations of perceived organization exclusion-inclusion (OEI-the degree to which individuals feel a part of critical organizational processes such as access to information and influencing decision making processes) is a critical social and organizational justice concern (Mor Barak, 2011). Given the lack of understanding about gender differences in OEI, this study investigated this issue, as well as, the determinants of OEI, and the sources of gender differences in OEI across multiple worksites in different countries. Job status, work- and family-role investments, perception of work-family culture and gender-role beliefs were hypothesized as the main determinants and sources of gender differences in OEI.

ISBN: 9781303156748Subjects--Topical Terms:

617587
Social Work.

Gender differences in perceived organizational exclusion-inclusion: The importance of status closure and role investments.
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245 1 0 $a Gender differences in perceived organizational exclusion-inclusion: The importance of status closure and role investments.
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500 $a Source: Dissertation Abstracts International, Volume: 74-10(E), Section: A.
500 $a Adviser: Ruth McRoy.
502 $a Thesis (Ph.D.)--Boston College, 2013.
520 $a Creating gender equality in situations of perceived organization exclusion-inclusion (OEI-the degree to which individuals feel a part of critical organizational processes such as access to information and influencing decision making processes) is a critical social and organizational justice concern (Mor Barak, 2011). Given the lack of understanding about gender differences in OEI, this study investigated this issue, as well as, the determinants of OEI, and the sources of gender differences in OEI across multiple worksites in different countries. Job status, work- and family-role investments, perception of work-family culture and gender-role beliefs were hypothesized as the main determinants and sources of gender differences in OEI.
520 $a Data collected by the Sloan Center on Aging & Work for the Generations of Talent Study (GOT) in 2010-2011 were used to investigate the gender differences in OEI. Bivariate statistics, multivariate fixed effects models, and Blinder-Oaxaca regression decomposition analyses were used to test the hypotheses.
520 $a Findings suggest that women's sense of OEI is significantly lower than that of men. This difference, although smaller, remains statistically significant after accounting for job status, work- and family-role investments, perception of work-family culture, gender-role beliefs, worksite variances, and control variables (age, race/ethnicity, optimism). Of these factors, job status and work-role investment differences between men and women are the greatest sources of the gender gap in OEI. No support was found for the influence of gender differences in family-role investments, gender-role beliefs, and perception of work-family culture on the gender OEI gap. Finally, women's more optimistic outlook on life, compared to men, attenuated the gender OEI gap.
520 $a Guided by these findings, potential policy and/or practice interventions should be aimed at advancing greater gender equity in job status and supporting women's work-role investments. However, interventions aimed at changing women's work attitudes should not promote conformity to gendered organizational norms. Future research should aim to better understand the relationship between contextual factors and gender differences in OEI, and to examine the role of positive psychological characteristics (e.g. optimism) in OEI and the consequences of gender differences in OEI.
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650 4 $a Gender Studies. $3 898693
650 4 $a Sociology, Industrial and Labor Relations. $3 1017858
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