bluuebunny/crossref_metadata_2025 huggingface dataset:
Perceptions of entrepreneurship as a career: views of young people in Hong Kong
Authors: Moy Jane W.H. , Luk Vivienne W.M. , Wright Philip C.
Published: June 2007

Highlights Hong Kong’s many small but thriving businesses which provide most of the workforce (60 per cent) on the island. Investigates the effects of the SARS crisis and the economic turndown of 1997, following the handover to Chinese rule. Uses tables to show the local feeling on what is wrong and the possible solutions. Tries to show the various ways of an improvement in the fortunes of the young people via an educational bent.
Mapping discrimination: gender, race and disadvantage in French West Africa
Authors: Griffiths Claire
Published: June 2007

Looks at how France colonized and claimed an area of Africa 14 times its own size, between 1830 and 1910 – which was subsequently split into French West Africa and French Equatorial Africa. Has a deep insight into the forming and investigation of the areas by one woman officer from the French West African Education Department. Concludes that Savineau’s study is a documentary of quite extraordinary value in the study of “other” races over 13,000 kilometres, reporting on “The condition of the African Woman and the Family”, before the Second World War.
Using collaborative modeling to mediate workplace conflicts
Authors: Jeffrey Arthur , Blitman Bruce , Maes Jeanne D. , Shearer Robert A.
Published: June 2007

Investigates conflict in the workplace and states that mediation is beneficial to both employees and employers. Suggests that managers should cultivate team communication, and collaborative problem‐solving skills in employees who serve on problem‐solving teams. Summarizes that managers who serve as mediators can learn the root cause of conflicts in organizations, and aid employees to deal with the problems.
Analytical study of women’s participation in political life in Arab societies
Authors: El‐Ghannam Ashraf R.
Published: June 2007

Many factors influence the participation of women in political life in Arab societies. Some of these factors contribute to women’s participation in political life, while others have a negative effect. In this study, the reasons for limited participation of women in Arab parliaments, ministers, and governmental councils are investigated. Its aim is to identify, explain, and determine the relationship between women’s participation in political life in Arab societies and social, educational, economical, cultural, and health factors. Secondary data from several sources are used. Social, educational, economical, cultural, and health factors are assumed to be independent variables. Women’s participation in political life is the dependent variable. The sample includes all Arab societies (22 countries). The results of correlation analysis indicate that family size, number of children in family, and fertility rate had a significant and negative association with women’s participation in political life, while percent of family in urban areas was significant and positively related to the same variable. The results of path analysis show that the percent of women in Arab parliaments and in governmental organizations had significant direct effects on women’s participation in political life, while life expectancy of women, GNP per capita, and families in rural areas had significant indirect effects. The most important recommendation, one that can be used as a plan for women’s future in Arab societies, is to improve the social condition of women and increase their participation in decisionmaking at the local and national levels and to create conditions that will enhance the position of women. This can be accomplished by following a comprehensive method aiming at deepening women’s consciousness of their political and legal rights.
Searching for an ideal: a cross‐disciplinary study of university faculty performance evaluation
Authors: Szeto W.F. , Wright P.C.
Published: June 2007

Performance evaluation is one of the most crucial, yet least understood functions of organisational life. In higher education for example, this issue arouses the emotions and consumes the time and the energy of both faculty and administrators as few others do.
Racial discrimination in the gaming industry
Authors: Cunningham Aaron , Kleiner Brian H.
Published: June 2007

Nevada and Atlantic City, New Jersey dominated the Gaming Industry until 1989. Since their inception, they have discriminated against minorities, especially African Americans. Casinos even discriminate against people who seem to have better than average luck. These people are referred to as card counters or proficient players. In 1989, Indian Reservations around the United States started opening casinos on Indian Reservations even if the state where the Indian Reservation resided prohibited gambling. With these “new casinos” (referred to as Indian owned casinos) came new discriminations from the states in the United States and from the United States government. Currently, there are different rules for each type of casino. Indian owned casinos have very few laws or rules that they must follow. Non‐Indian owned casinos have state laws and gaming laws that they must follow in order to have a gaming licence.
New developments concerning Title IX
Authors: Bondurant Bill , Kleiner Brian H.
Published: June 2007

Title IX is the federal law that prohibits sex discrimination in education, and while Title IX addresses a wide variety of educational issues, issues relating to athletics are the most contentious. Through Title IX, the federal government is attempting to right the wrongs of past discrimination by requiring schools that receive federal funds to give men and women an equal opportunity to play sports. The law provides for three methods by which schools can meet this requirement: proportionality, an ongoing practice of expanding athletic opportunities for the under‐represented sex, or an athletic programme that accommodates the interests and abilities of the underrepresented sex. Critics state that Title IX forces high schools and colleges to cut men’s sports programmes in order to meet the requirements of the law. This article will discuss recent court cases, articles, and events surrounding Title IX and how these events may affect the future of the law.
Standards enforced by the Division of Labor Standards Enforcement
Authors: Liu Leanne , Kleiner Brian H.
Published: June 2007

This article briefly discusses the history of the American labour force. Following by a discussion of the importance of enforcement of labour standards as well as an in‐depth look within the Division of Labor Standards Enforcement, including its function units and specifically what each unit is responsible for. Then there are a couple of short definitions of labour standards followed by some criticism, as well as their opposing arguments. A short section follows discussing what is believed to be the key functional prerequisites to have successful labour standards. The article concludes by posing the question of whether the labour standards are adequately enforced and the opinions from various sides: labour, management, and state agency representatives.
New developments concerning the Unruh Act
Authors: Torres Omar , Kleiner Brian H.
Published: June 2007

The purpose of this article is to illustrate how the Unruh Act affects the workplace during these times. The Unruh Civil Rights Act prohibits discrimination and enforces equal rights in business establishments. Since its enactment it has been modified to try to encompass the diversity of all of California’s residents. Yet is remains an act that has its loopholes due to the way it can be interpreted, and has caused confusion in the court system. Today, discrimination in the workplace is rampant according to the number of recent court case filings. Recently, sex discrimination of different type appears to be the most prevalent. Despite efforts to curb such behaviour by companies and employees, it is still amajor controversial issue that still cannot be resolved. This has caused company management to review and restructure company policies in order to try to minimise lawsuits.
Gender differences in careerist attitudes toward work of Nigerian managers
Authors: Samson Babalola Sunday , Okurame David E.
Published: June 2007

The study examined gender differences in careerist attitudes toward work of Nigerian managers. Participants were 150 first‐line managers (75 males and 75 females) of four large industrial organisations in Lagos, Nigeria. Results revealed that male managers were significantly higher on careerist attitudes toward work compared to female managers. Independent t‐test analysis showed that marital status significantly in fluenced careerist attitudes toward work among women but did not play a significant role in the career istattitudes to ward work of men. The study concludes that gender enhances the use of careerist strategies in men but inhibits it in women. The implication of this finding for policy formulation and future studies were discussed.
In search of the 75 cents‐on‐the‐dollar woman
Authors: Valle Matthew
Published: June 2007

Although the data concerning the causes, and more importantly, the magnitude, of the gender‐wage gap arerelatively clear from empirical research in economics and business, significant misconceptions still exist. It is a general belief that a woman will earn significantly less for doing the same work as a man, 75 cents as compared to a man’s dollar. Following a review of the empirical literature describing the causes and magnitude of the gender‐wage gap, an exploration of the portrayal of the gender‐wage gap in management texts seeks to understand how this issue is explained to a student audience. Finally, the managerial implications concerning compensation management in organisations are discussed.
Equal employment opportunity: acculturation experience of immigrant medical professionals in New Zealand in the period 1995 to 2000
Authors: Selvarajah Christopher
Published: June 2007

In 1996, there were about six hundred and fifty overseas‐trained medical doctors who had immigrated to New Zealand but were unable to practice their profession even though the New Zealand Qualifications Authority (NZQA) had assessed their medical qualifications as equivalent to similar qualifications in New Zea land. These immigrants were subjected to structural discriminator practices of the medical Council of New Zealand (MCNZ) by which qualified medical doctors from non BASIC (Britain, Australia, South Africa, Ireland and Canada) countries were not allowed to register as medical practitioners in New Zealand. The privilege conferred on the MCNZ by the 1968 Medical Practitioners Act allows it to be selective in re cognising medical qualifications. As a consequence of this discriminatory practice many of the foreign trained doctors were unemployed while others worked as process workers, taxi drivers, petrol pump dispensers and pizza deliverymen in the period covered in this article (Selvarajah, 1997). This article provides a case history between 1995 and 2000 on the concerns and conditions of a group of foreign‐trained medical professionals (doctors and specialists) whose application to settle in New Zealand was processed by the New Zealand government prior to June 1995.
When women “baby‐sit” and men “transmit knowledge and discipline”: the construction of gender in Hong Kong’s primary schools
Authors: Kit‐wa Chan Anita
Published: June 2007

This paper, based on forty in‐depth interviews with teachers and principals in Hong Kong, utilizes the insights of feminist organization studies to explore the persistence of gender inequalities in primary school teaching. Two common practices, namely the assignment of women and men to teach lower and higher grades respectively and the monopoly of men in positions of disciplining and authority, are centered. The data suggest that schools and teachers actively construct and reproduce gender inequalities by trivializing teaching of young children as babysitting, naturalizing women as natural caregivers, and normalizing the use of threat in disciplinary control. My analysis also argues that these routine and pervasive gendering processes are not often acknowledged or challenged, which have the effects of marginalizing caring work, overlooking the emotional labor of women, valorizing a masculine view of authority, encouraging men and boys to compete for power via aggression, and hence producing a masculinist workplace.
Sociability, work, and gender
Authors: Blackstone Amy Maria
Published: June 2007

Sociability work, defined as the work involved in putting on community and charity events, provides one example of the intersections among gender and work. Yet sociologists have generally not included sociability work in their examinations of work. Based on ethnographic research in a breast cancer awareness organization, I analyze women’s sociability work to demonstrate how dimensions of power such as gender shape understandings of what counts and does not count as work. By applying the concept of sociability work to a contemporary group of volunteer workers in the U.S., I show first that this form of working is alive and well to day. I also highlight how sociability work complicates dominant conceptual understandings of work and consider the consequences of sociability work’s relative in visibility. I argue that excluding sociability work from the study of work shuts off critical discussion of its potential uses and misuses in shaping public policy and access to the public sphere.
Person or position?: the demographics of sexual harassment in the workplace
Authors: Kohlman Marla H.
Published: June 2007

This study contributes to the literature on sexual harassment by explicitly modeling race as a significant predictor of sexual harassment in combination with gender and occupation, rather than regarding each demographic characteristic (i.e. age, gender, race, marital status) as though experienced separately from all others. As represented in the larger literature on sexual harassment in the workplace, the female respondents in this study report more sexual harassment than men, though men do report sexual harassment. Moreover, the gender context (i.e., whether respondent’s occupation is predominantly female or male) of occupation makes a difference for both men and women. These results reveal that women are more likely to be reporting sexual harassment based upon demographic factors in the labor market and appear to be unaffected by labor force characteristics. The men, on the other hand, report more sexual harassment based upon occupational characteristics than demographic factors.
Work and welfare participation in a post welfare‐to‐work era
Authors: Onésimo Sandoval Juan
Published: June 2007

This article examines the impact of the 1996 welfare‐to‐work law on women’s work and welfare outcomes. I investigate four welfare and work outcomes: (1) off welfare and employed; (2) off welfare and unemployed; (3) on welfare and employed; and (4) on welfare and unemployed. I compare how women on welfare move into these different categories from 1990 to 2000, with specific interest in examining what happened to the number of women in these categories after 1996, which is the bench mark year to examine the impact of the 1996 welfare‐to‐work law. In this article I will investigate four questions: (1) are long‐term welfare users permanently leaving welfare?; (2) is there a group of welfare users that permanently left welfare before the 1996 welfare‐to‐work law? (3) is there a hard‐to‐serve welfare population?; and (4) are those women that leave welfare finding employment. I draw four conclusions from my analyses. My first conclusion is that a new group of welfare users emerged after 1996 that is different than the conventional three groups (e.g., long‐term users, short‐term users, and recidivists). I call this new group PRWORA leavers, which are long‐term welfare users that have permanently left the welfare rolls after 1996. My second conclusion is that a group of welfare users permanently left the welfare rolls before 1996. Thus, many women were already leaving welfare and finding work be fore the law was passed. My third conclusion is that there remains a consistent hard‐to‐serve population on welfare. However, this group of welfare users is small. My fourth conclusion is that work participation has significant in creased from 1996 to 2000 for long‐term welfare users.
Positive and negative work‐home interaction: prevalence and correlates
Authors: Demerouti Evangelia , Geurts Sabine A.E. , Kompier Michiel
Published: June 2007

This study conducted among 751 employees of the Dutch Postal Service examined (1) the prevalence of various types of work‐home interaction, (2) the relationships of (these various types of) work‐home interaction with selected work and home characteristics, and (3) the relationships of (these various types of) work‐home interaction with two health indicators (i.e., fatigue and health complaints). Results supported our assumption that workhome interaction is best characterized by a four‐dimensional structure crossing the distinction between the direction of influence (work → home influence (WHI) vs. Home → work influence (HWI)) and the quality of influence (negative vs. positive). The results further supported our hypotheses, derived from the Demand‐Control‐Support Model and the Effort‐Recovery Model: job demands were most strongly related to negative influence from work (negative WHI), and home demands were primarily (albeit weakly) related to negative influence from home (negative HWI). In accordance with our expectation, job control and particularly job support were associated with positive WHI. There was no support, however, for a similar facilitating process originating in the home situation: home control and home support were not related to any type of interaction. Furthermore, particularly negative WHI was associated with fatigue and health complaints. These findings add to the existing knowledge about possible antecedents and consequences of the interaction between work and private life.
Does the engineering culture in UK higher education advance women’s careers?
Authors: Powell A. , Bagilhole B. , Dainty A. , Neale R.
Published: June 2007

Current research suggests that increases in the number of women studying engineering and related courses have not been matched by a similar increase in women engineering professionals. This sug ests that although women are attracted to engineering, their experiences in higher education (HE) discourage them from pursuing their chosen career path. The paper explores whether the masculine culture of the engineering sector permeates the culture and curriculum in engineering HE, and if it does, what impact this has on women engineering students. This is achieved through semi‐structured, qualitative interviews with a range of female engineering students from both the pre and post 1992 university sectors. Findings indicate that while women are not deterred from pursuing their chosen engineering career, the culture and structure of the engineering education system has been designed for a male audience. This suggests that engineering HE does not benefit most female students to the same extent as male students. It is recommended that HE engineering must review its structure, culture, practices and curriculum if it is to retain female engineering graduates and to attract more women into the sector. This paper fulfils an identified gap in research on women in engineering and will be of interest to university engineering departments and faculties and the Engineering Council, as well as to those in the fields of social policy, education and equal opportunities.
Advancing women’s leadership in academe: new directions for research and HRD practice
Authors: Thomas Kecia M. , Bierema Laura , Landau Harriet
Published: June 2007

Women are underrepresented in the leadership ranks across society. Research and the development of strategies to assist corporate women in breaking the glass ceiling is frequent and ongoing. Less prevalent has been a similar exploration of the barriers that women in academe confront in regards to their upward mobility and subsequent leadership. This article analyzes how academic women experience the glass ceiling, how research done on corporate women can inform much needed study of barriers to academic women’s upward mobility, and finally, how human resource development practices may benefit advancing women’s leadership in higher education.
Organisational Justice and Perceived Fairness of Hiring Decisions Related to Race and Gender: Affirmative Action Reactions
Authors: McMillan‐Capehart Amy , Richard Orlando
Published: June 2007

A laboratory experiment explores the perceived fairness of hiring decisions with regards to justifications that might reduce the negative reactions of job recipients. In particular, we examine the effects of no justification, and the affirmative action argument on the perceived fairness of the hiring of women and minorities. Results indicate that the hiring decision is perceived to be fairer when no justification is given than when affirmative action is used to justify the decision. The perception of decision was further moderated by proportional values with stronger effects for men than women.
Standing in the Foyer: Work Experiences of Indian Women Migrants in New Zealand
Authors: Pio Edwina
Published: June 2007

International population mobility has increased dramatically in the last ten years due to immigration policies, globalisation and skilled individual’s quest for better prospects. New Zealand has consciously invited migrants onto its shores and it is now a land of tremendous diversity. The basis for this paper is a qualitative study on first generation Indian immigrant women seeking employment in the host country New Zealand. The research examines in‐depth what it means to seek entry into the world of work as a migrant, from the perspective of legitimate peripheral participation in learning to function in the host country. The results suggest a many layered experience, and a complex terrain, with a landscape of initial hope, followed by feelings of being devalued, a downward spiral of weeping, regret letters and lowered self esteem. The paper sketches emergent cameos of these women and draws out some of the significant variables in their learning trajectories. In sights for creating conditions for legitimate peripheral participation are offered emphasising a worldview that embraces both the internal and external realities as stepping stones in the topography of work experiences for migrants in New Zealand.
Discrimination in the oil industry
Authors: Osborn Stacey , Kleiner Brian H.
Published: June 2007

Corporations operating in the oil industry have faced several million dollar lawsuits and settlements over discriminatory practices. These settlements further substantiate a negative perception surrounding the industry as being male‐dominated and often referred to as having a “macho” corporate culture. This article addresses this perception by research of federal laws governing discrimination practices, court case decisions, and actual employment composition statistics filed with the Equal Employment Opportunity Commission (EEOC), the federal agency that enforces the numerous discrimination laws in place.
Sexual orientation discrimination
Authors: Dawson Gail A.
Published: June 2007

Al though we have legislation that, at least in theory, protects employees from discrimination, discrimination still occurs. Title VII of the Civil Rights Act of 1964 prohibits discrimination in all areas of employment on the basis of race, colour, religion, sex or national origin. This includes sexual harassment, a form of discrimination which involves “unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile or offensive work environment’ (www.eeoc.gov). However, it does not specifically protect against other forms of discrimination on the basis of sexual orientation.
New developments concerning discrimination towards customers in the restaurant industry
Authors: Curry James , Kleiner Brian H.
Published: June 2007

Discrimination, by definition, is deliberate denial of access to goods or services to an in dividual based on a physical or lifestyle characteristic of that individual. Despite the social progress that has been made in the past forty or fifty years toward treating all people equally, discrimination has not gone away and is still prevalent in businesses in the service industry. One section of the service industry that has experienced a lot of recent controversy over discrimination is the restaurant business.
Nursing at the cross roads: Increasing workforce diversity and addressing health disparities
Authors: Jimenez‐Cook Stephanie , Kleiner Brian H.
Published: June 2007

Efforts to recruit and train ethnic minorities for the nursing profession have been slow. The barriers to diversity in nursing education can be grouped into three categories: negative perceptions of nursing as a career, use of traditional recruitment approaches, and the presence of aversive academic environments. National nursing or ganisations such as Sigma Theta Tau International, the Federal Division of Nursing, and the American Association of Colleges (AACN) agree that recruiting under‐represented groups into nursing as a priority. In response to the need for diversity in nursing education and practice, a framework for viewing nursing within the broader context of ethnic diversity in health professions is crucial. The Leadership Enhancement and Development (LEAD) for Minority Nurses in the New Millennium model provides a contemporary framework for increasing ethnic diversity and leadership in nursing.
Discrimination towards customers in the restaurant industry
Authors: Riesch Chris , Kleiner Brian H.
Published: June 2007

Despite laws like the Civil Rights Acts and the Americans with Disabilities Act, customers in restaurants are still faced with an inordinate amount of discrimination. The most prevalent forms of discrimination are race and disability based. Large restaurant chains such as the Waffle House and Cracker Barrel have learned nothing from the landmark Denny’s discrimination case as they face potentially larger class action suits today. Despite the bad news, there have been significant developments toward limiting restaurant discrimination. They are the industry wide impact of Denny’s diversity training programme and a recent court decision strengthening the ADA. The only true ways to limit and eradicate discrimination from restaurants is to continue educating our children about diversity, insist on expanding corporate diversity programmes, and increasing penalties on those organisations that do discriminate.
Diversity makes good business
Authors: Chavan Meena
Published: June 2007

In a world where every competitive advantage must be fully exploited, productive diversity – utilising Australia’s linguistic and cultural diversity to economic benefit – offers a practical resource, which no organisation, including government, can afford to ignore. Astute employers have begun to tap this resource – people who speak the language, understand the culture and often maintain business and personal contacts in countries where they want to do business. The respondents in this research tell the story of the potential bottom line value of this unique human resource, termed productive diversity (that has been coined to describe the use of our language, skills and cultural diversity for economic benefit). This is a resource‐based study focussing on cultural resources and links to the country of origin as a sustained competitive advantage and a strategy for success of the ethnic business operations in Australia. It presents case studies/stories of ethnic entrepreneurs who have succeeded in business through productive diversity.
How to validate conclusions regarding discrimination based on EEOC criteria
Authors: Bojorquez David , Kleiner Brian H.
Published: June 2007

During the past few years there has been an increase in the number of claims filed at the EEOC. There has also been an increase in the number of discrimination suits based on national origin, religion, and age bias. Recent settlements against Ford Motor Company and Johnson Higgins also show that the monetary threat to employers is on the rise. This increase in claims and settlements coincides with changes that have been made to the legislation and guidelines that the EEOC follow. In 2003, the EEOC added new and additional guidelines on national origin discrimination. It is increasingly important that managers review and understand EEOC guidelines about discrimination. With a thorough understanding managers can limit, mediate, and possibly prevent discrimination claims within their organisation.
Exploring the policy and research implications for the British National Health Service and its customers
Authors: Fearfull Anne , Kamenou Nicolina
Published: June 2007

Purpose

The paper aims to explore tensions around race, ethnicity, culture and religion and discusses the potential impact on the delivery of quality health care in the UK through the National Health Service (NHS).

Design/methodology/approach

This is a conceptual paper that examines how individual and collective resistance may compromise the provision of quality care and performance targets in the NHS with regard to equality and change. Existing literature and previous empirical work by the authors are utilised in order to discuss pertinent issues and propose further research in the area, suggesting appropriate methodologies and research designs.

Findings

The performance measurement agenda does not address issues of racism and discrimination faced by NHS staff and customers, effected by both colleagues and the public, which impact upon the delivery and receipt of care within the NHS. Performance measurement methods that do not take into account socio‐cultural conditions for those delivering and receiving care are futile. To make such measurement meaningful it is necessary for the NHS to acknowledge and challenge the racism inherent in its service delivery.

Research limitations/implications

Problems or limitations of conducting primary research in this field are discussed. Nevertheless, key issues around the need and type of further research in this under‐researched area are presented.

Practical implications

The paper challenges current performance management practices and suggests alternative ways forward.

Originality/value

The paper focuses on an under‐researched area and examines the performance measurement literature through “equality lenses” and investigates how racism and stereotyping can affect the delivery of quality care.
Provision of public services in an age of managerialism: looking better but feeling worse
Authors: Chaharbaghi Kazem
Published: June 2007

Purpose

The paper seeks to examine the masculinist assumptions and effects of managerialism on public services through a trifocal model that considers their provision along professional, bureaucratic and managerial dimensions.

Design/methodology/approach

For the purpose of this examination, this paper uses the arguments put forward in a recent public debate on the audit culture which enjoyed the participation of a significant number of academic professionals who have experienced it and question its legitimacy, and those in the position of authority who promote and reinforce it. The evidence from this debate suggests that understanding managerialism requires not only an analysis that defines its factor but also a story, because understanding managerialism comes from experience that can be conveyed through accounts of how it feels and not simply by theorising it.

Findings

The paper finds that managerialism, by elevating management to an “ism”, has shifted the focus from performance, which is about results, to conformance with an emphasis on norm‐following behaviour rooted in masculinist ontology. In other words, it has shifted the focus from what professionals can do to what professionals cannot do. It demonstrates that audit, as a symptom of managerialism and as one aspect of managerialist practice, has its origin in the Utopian craving for an imagined ideal public sector. However, when they crystallise into a culture, they can be distorted to such an extent that they conceal more than they reveal with the result that the actual policy pursued is the exact opposite of the professed ideal.

Research limitations/implications

The paper identifies opportunities for innovation, research and reflection by establishing the need for balancing the professional, bureaucratic and managerial dimensions and considering ways in which these dimensions can be located on their strengths.

Practical implications

The paper suggests that managerialism cannot be sustained indefinitely as it transforms public sector management from a moral endeavour to a self‐undermining amoral undertaking.

Originality/value

This paper introduces a radical shift in thinking, arguing for an end to managerialism not through a return to what preceded it but with an alternative that represents a way forward.
Contested terrains within the neo‐liberal project
Authors: Ellison Marion
Published: June 2007

Purpose

This paper sets out to explore the relationship between gender, New Public Management (NPM), citizenship and professional and user group identities and relationships within child care social work practice.

Design/methodology/approach

The paper utilises findings from a major comparative survey undertaken in Denmark and the UK as part of Doctoral research. In addition the paper draws upon more recent empirical research carried out by the author in Sweden.

Findings

Paradigms imported from the private sector have led to the adoption of NPM, fiscal austerity and the reorganisation of childcare social work throughout Europe. This paper illustrates the connectivities between NPM, gender, citizenship and the contested terrains within which professional and user group relationships and identities are being forged. The paper offers a unique insight into the operationalisation of NPM and gender within childcare professional social work practice in different European settings.

Research limitations/implications

The paper's findings may be used to contribute to existing theoretical and empirical knowledge within the field of professional childcare social work and practice.

Originality/value

The paper offers a unique insight into the operationalisation of gender equality as a normative ideal premised on the development of organisational and legal settings which embrace an awareness of the duality of public and private spheres and the impact of different European welfare settings on the articulations of notions of gender and citizenship, which in turn operationalise processes of inclusion and exclusion of women as citizens, workers and parents.
Women's movements: abeyant or still on the move?
Authors: Barry Jim , Chandler John , Berg Elisabeth
Published: June 2007

Purpose

The paper seeks to offer a consideration of the adequacy of the concept of abeyance in accounting for women's movement processes in non‐social movement organisations in periods characterised by quiescence rather than insurgence.

Design/methodology/approach

The article is primarily conceptual.

Findings

By extending the political process school of social movement theory, which relies heavily on visible activism to explain movement success, to include the new social movement approach, it is contended that underlying processes of change, associated with the values and affiliations of those involved in non‐social movement organisations, become clearer. Less visible processes are identified through the variable rhythms and multiple, discontinuous experiences of women's movement supporters characterised as concealed adherents, informal networkers, and fellow travellers who can include male supporters.

Research limitations/implications

Limitations: as the paper is primarily conceptual, there is a need to develop the practical implications beyond those mentioned below. Implications: there is a need to reorient research into organisational change to take fuller account of social movement processes.

Practical implications

It is recognised that the literature on organisational and managerial change in non‐social movement organisations needs to take account of the differing experiences and potential strategies of those likely to be affected.

Originality/value

Originality of the paper lies in the use of insights drawn from the field of political sociology to enrich understanding of gender and organisational change.
Men, women and the use of power: is it based on the person or the situation?
Authors: Langford Margaret , Welch Orion J. , Welch Sandra T.
Published: June 2007

Investigates whether leadership styles, particularly relating to the use of power and the sharing of goal information, differ between men and women in autocratic situations and whether such potential leadership model differences affect decision effectiveness. Reviews relevant research, and describes a subject‐blind experiment designed to favour an autocratic approach, involving 40 teams of US graduate business school students, who were given a limited time to complete a problem‐solving exercise using written correspondence as the only communication method. Finds that greater task‐information sharing behaviour existed where both leaders were female, and, surprisingly, that problem‐solving effectiveness was greater where the leader used a participative leadership style. Reveals no evidence that subordinates evaluated the competence of male and female leaders differently, but suggests that subordinates are happier to initiate correspondence where the leader is of the same gender. Discusses the implications of the findings, concluding that leadership styles are situation‐ rather than people‐based, and acknowledges certain limitations of the study.
New developments concerning the Equal Pay Act
Authors: Yun Chen Li , Kleiner Brian H.
Published: June 2007

Considers why a wage gap still exists between men and women, despite the introduction in the USA of the Equal Pay Act (EPA) in 1963 and the Civil Rights Act (Title VII) in 1964. Details the Equal Employment Opportunity Commission’s (EEOC’s) interpretations of the two Acts’ provisions relating to employment discrimination on the basis of gender, looking in particular at the EPA’s determinants of job equality. Outlines the circumstances under which wage differentials are permissible, and discusses actions that can be taken in the case of EPA violations, explaining the EEOC’s filing requirements. Reviews the equal pay legislation in California, particularly relating to comparable worth, and provides an example of a successful wage discrimination case in which the Supreme Court looked beyond the EPA and considered a wider interpretation of the Bennett Amendment of Title VII. Suggests that this case sets a precedent for addressing equal employment issues, and urges employers to examine their compensation systems to ensure that no biases exist.
Detecting deception through non‐verbal cues: gender differences
Authors: Poon Teng Fatt James
Published: June 2007

Explores the body language of lying in an attempt to determine whether or not a common indicator exists. Cites two theoretical frameworks – the attempted control framework and the cognitive load framework – which were developed to explain the relationship between body movement and deception. Reports that discrepancy between information transmitted through speech and facial expression is the give away, and that some individuals are more prepared to lie and are better at it than others – the Machiavellian factor. Focuses on the relevance of gender in non‐verbal deception and claims that men suppress leg and foot movements when lying, whereas women do not, and women tend not to use qualifying statements (unlike in normal speech patterns), whereas men use more. Pays attention also to the difference between women and men in determining whether or not someone else is lying. Finds results are consistent with women’s non‐verbal accommodating habits.
How to prevent sexual harassment in the workplace
Authors: Takeyama Deidre , Kleiner Brian H.
Published: June 2007

Examines what constitutes sexual harassment and defines its two most common forms as quid pro quo harassment and hostile environment harassment. Mentions also sexual favouritism. Points out the costs that can be awarded in sexual harassment cases and advises employers that the best way to deal with sexual harassment cases is to prevent it happening in the first place. Lays out the guidelines for a company’s harassment policy document. Recommends setting up: educational training and feedback and development relating to interpersonal skills; an effective complaints procedure; a process for investigating complaints promptly; audits of the workplace to ensure no discrimination or harassment is happening; monitory appraisals, partially to check out discrepancies in recorded performance; and an action plan on what to do if harassment is either reported or discovered. Advises what to do in the event of sexual harassment; particularly focusing on the role and approach of an investigator. Places the onus for the prevention of sexual harassment in the workplace firmly at the employing organization’s door.
Waged domestic help: chances and risks for whom?
Authors: Haas Barbara
Published: June 2007

Poses the question: what are the consequences of employing a household help on the domestic division of labour? Researches this question by talking to ten couples who employ cleaners. Reports that employing some sort of domestic help has enabled middle‐class women to enter employment in greater numbers than ever before and that it is simply too costly to a family’s economy to have an educated female potential wage‐earner concentrating on unpaid domestic tasks. Refers to a “stalled revolution“, whereby men (theoretically) are carrying out a greater share of domestic tasks but (in actuality) women do not report any great difference. Notes also, that it is increasingly difficult to rely on assistance from relatives. Puts forward reasons for and against the employment of domestic help, as well as four perspectives – the individual perspective, the gender perspective, the general structure of society, and the labour market, and social policy – relating to the consequences of employing a cleaner. Explores “partner‐typology”, determined on a continuum stretching from traditional role‐held beliefs to symmetrical roles for men and women. Concludes that employing domestic help leads to a more equal relationship between the employing couple, that housework is perceived as an increasingly unattractive option, and that new inequalities creep into the gender relationship as it is usually women who perform low‐paid domestic work.
Homosexual harassment in the workplace
Authors: Mims Charquinta J. , Kleiner Brian H.
Published: June 2007

Looks at the issue of homosexual harassment in the workplace. Defines sexual harassment according to the (US) Equal Employment Opportunity Commission guidelines. Provides some background history of traditional sexual harassment in the workplace, extending this, in the 1990s, to also encompass homosexual harassment. Describes what is meant by “quid pro quo” and “hostile working environment” harassment, providing examples of what would constitute unacceptable behaviour. Reports on the findings of some surveys of homosexual harassment in the workplace. Offers some helpful tips for employers to follow to prevent and/or protect against homosexual harassment occurring within their organization.
The quota innovation, gender and Indian politics: experience and prospects
Authors: Honour Trudie , Barry Jim , Palnitkar Sneha
Published: June 2007

Considers the implications of 30 per cent quota innovation for women politicians in Mumbai (formerly Bombay) and other area of India since the 1990’s. Uses a survey to explore the influence of women on policy and compares this with some previous research in London. Suggest ways this representation may be sustained.
Workaholism among women managers: work and life satisfactions and psychological well‐being
Authors: Burke Ronald J.
Published: June 2007

Outlines the findings of a mail questionnaire sent to 100 female graduates of one Canadian University in 1996. Indicates significant relationships between workaholism and extra‐work satisfaction, poorer wellbeing, health and stress. Advocates further research in this area to validate findings.
Multiple‐roles and women’s health: a multi‐linear model
Authors: Sharma Sarla
Published: June 2007

Focuses specifically on women’s multiple roles and how this can have a bearing on health and fitness. Looks at how effects of variable dynamics are crystallized in terms of coping strategies, counselling and other, related, research. Discusses various areas where women come under extra stress in multiple roles including: home life; ethnic and racial tensions at work; and various other negative stressors such as: maternal role vulnerability; work vulnerability; perceived quality of role demands and role conflict; influence of personal resources; and stress management. Finishes by listing out recommendations for clinical practice, policy implications and recommends directions for future research to aid in this area.
Sexual harassment in public schools
Authors: Chuang Li‐Min , Kleiner Brian H.
Published: June 2007

Looks at the extent and consequences of sexual harassment in US schools. Points out that sexual harassment can occur at a young age and can happen to pupils of either gender. Reports a 1993 survey which indicates the level of sexual harassment taking place within US schools, the circumstances in which it happens, and the form that it takes. Underlines the conclusion that it is widespread and harmful to pupils. Sets out the impact that the harassment has on those being harassed, discussing how it affects self‐esteem and school work. Outlines the schools’ legal duties to act to prevent sexual harassment, pointing out that recent court decisions could mean that schools without effective policies are open to litigation. Briefly, suggests ways in which schools could tackle sexual harassment.
New developments concerning discrimination in city government
Authors: Kamel Merey A. , Kleiner Brian H.
Published: June 2007

Lists the factors that may prevent women and people from ethnic minorities from reaching their full potential in their careers in US city local government, setting out why they are segregated into poorer paying jobs which have fewer promotion prospects. Looks at possible remedies for this, looking at how employers can provide better opportunities for women and people from ethnic minorities through opening up their job structures and providing training and development.
New developments concerning discrimination based on denial of pregnancy disability leave
Authors: Yang Hasiato‐Kuan , Kleiner Brian H.
Published: June 2007

Sets out the US laws that give women protection from discrimination when pregnant. Defines the scope of pregnancy disability and outlines the responsibilities that employers have under the law. Focuses on pregnancy regulations in California, describing the provisions made for pregnancy leave, the medical certification needed, the right to reinstatement, the employer’s right to transfer a pregnant employee, and the pregnant employee’s right to transfer. Sets down the policy developed by UCLA concerning pregnancy discrimination. Briefly outlines the evidence a woman would need to show to win a case of discrimination because of pregnancy.
New developments concerning retaliatory discrimination
Authors: Guerrero Victor E. , Kleiner Brian H.
Published: June 2007

Sets out the protection given to employees from retaliation from employers if they file a claim alleging discrimination under US law. Draws on case history to illustrate this. Looks at how companies can prevent retaliation discrimination, indicating the policies they should put in place. Also advises employees on what they should do to protect themselves from retaliation.