Female Coworkers Research Articles

How promotion loss shapes expectations of discrimination: an intersectional approach

PurposeThe purpose of this paper is to understand the implications of anticipated discrimination for women and racial minorities when they lose out on an opportunity for a promotion to a similarly qualified non-minority colleague.Design/methodology/approachA sample of 248 participants who were full-time working adults residing in the USA were randomly assigned to one of four versions of the scenario in which a coworker was either a White male, a White female, a Black male or a Black female coworker is offered a desired promotion. Participants reported on the extent to which they anticipated discrimination (i.e. expect discriminatory behaviors enacted toward them in the future) in the hypothetical workplace.FindingsWomen and racial minorities reported anticipated discrimination at greater levels than non-minorities when passed over for a promotion. The authors also found that intersectionally stigmatized, racial minority women reported the highest levels of anticipated discrimination.Practical implicationsThe authors recommend transparent and honest communication about organizations’ decision-making processes that have career-related implications for underrepresented populations. Doing so may help alleviate concerns or perceptions that employees may have in regard to organizational practices being (intentionally or unintentionally) discriminatory.Originality/valueWhile research has examined the psychological implications of receiving a promotion, substantially less work has focused on the characteristics of the promoted coworker or considered how those characteristics shape perceptions of anticipating discrimination.

Social and Economic status of Casino women in Nepal

The research aims to explore the women status in casino job. The research has been performed by the survey, interview and participant observation in their everyday job. Upon examination of this situation, it becomes clear that casino job status is meaningful in Nepalese community which has brought tremendous changes in their life world and that has brought stratification on them. Gender based society like Nepal has more peculiar obstacles effect on women where they faced more difficulties on their daily life. They are suppressed from the social deformities like teasing, touching and other verbal amusement from male on the issue of job in Casino. Using of Teenagers women in casino only for the entertainment mechanism was developed. Aged women are neglected in the job as well. Participation of such a woman in the casino, directly or indirectly help on tourism sector of Nepal. The women labourers of the casino were found enjoyed with facilities provided such as economic, transportation, allowances, medical etc. Since the labourers both male and female work in close proximity, the relationship between the female co-workers and the customers was in good condition. The concerned authorities have not paid due attention to the plight of these simple hard working labourers who has made significant contribution towards increasing gross national product and also earning foreign currency.

Status of intrinsic motivation of the white-collar employees: Is everyone equally motivated?

As white-collar employees are more concerned and value the job's intrinsic aspects, this study concentrated on the intrinsic motivation of white-collar employees. This study was dedicated to measuring the general status of the intrinsic motivation of different groups of gender, age, education, experience, and designation. Moreover, this study was dedicated to measuring whether there are differences in intrinsic motivation between and among various groups of employees in terms of their demography (i.e., gender, age, education, experience, and designation). Data were collected among the white-collar employees working in the Nepalese insurance industry. Cross-sectional and perceptual data was analyzed using SPSS. Three hundred fifty-eight responses were analyzed quantitatively. This study measured that white-collar employees working in the insurance industry were intrinsically motivated. Male employees were more intrinsically motivated than female coworkers. Old-aged employees' intrinsic motivation was higher than younger employees. Likewise, this study revealed that employees' intrinsic motivation within the education, experience, and designation groups was similar. Different practical and theoretical implications and directions for future research are suggested.

Bystander Reactions to Workplace Incivility: The Role of Gender and Discrimination Claims.

Will men and women receive the same support at work when they claim to have been discriminated against? This paper reports a scenario-based experimental study (N = 240, 50.4% women, M age = 25.65) that investigated bystanders’ reactions to an incident where a co-worker is treated in a condescending manner by another co-worker. The results showed that women reacted more strongly to the incivility incident and were more willing to support and defend the co-worker. As expected, the gender difference in helping intentions was especially prominent when the co-worker attributed the incident to gender discrimination, compared to a control condition with an attribution unrelated to gender. Further, when the incident was attributed to discrimination, the female co-worker evoked somewhat stronger helping intentions than the male co-worker, suggesting the presence of gender bias. The results are discussed in relation to the prototype perspective of perceived discrimination.

Position and Prejudice: Exploring the Stereotypical Transformation of Female Identity at Workplace

Gender-based stereotypes have hampered gender equality in the workplace opportunities, and females face identity crises and labeling by their coworkers, which mitigates their chances to climb on the ladder of Leadership. This study strived to explore female coworkers' perceived identity and the transformation in that perception when those females become leaders and the role of stereotypical thinking in it. With the qualitative approach, this study used case study methods. This research collects the data through nineteen in-depth interviews from private companies, and a framework developed using thematic analysis. The results revealed that employees positively perceive their female coworkers, but they are perceived with stereotypes and negativity when they become their leaders. Organizations need to initiate grooming programs when they promote females for harmony and a productive environment.JEL Classification: M10, M54How to Cite:Baloch, M. N., Samo, A. H., Bhatti, A. A., Bhughio, M. B., & Zeb, S. (2021). Position and Prejudice: Exploring the Stereotypical Transformation of Female Identity at Workplace. Etikonomi, 20(1), 137 – 152. https://doi.org/10.15408/etk.v20i1.15275.

Batasan Interaksi Teman Wanita di Kantor dengan Pria Berstatus Menikah Menurut Para Istri

AbstractThe research aims to know (1) interaction limit for woman at office with married man according to wives and (2) kinds of the excessive interactions according to wives. This research was used qualitative descriptive method with research location runed at Makassar and Semarang City. Data used for this were primary and secondary data. Total informants are twenty, where ten came from Makassar and another ten from Semarang City. Data collection were done by interviewed with those twenty informants, then being analysed with two theories such as Symbolic Interactionism Theori and Atribution Theori. Research showed that several things a husband and female coworkers should not do like (1) do not chat or discussing things out of work hours or things not related to work, not allowed to go out together, not allowed to do intense communication, not allowed to contact physically like holding hands, etc. (2) excessive interactions were answered 15% for confide, 25% answered contact physically, 25% answered go out together, 10% answered chat in the night late, and 20% answered intense talk as the kinds of excessive interactions according to wives. Keywords : Excessive Interaction, Husband, Marriage

Trust among Co-workers and its Impact on Hospitality Sector: AnEmpirical Study of Chandigarh Region

The purpose of this study is to find out the difference between male and female Co-Worker trust in hospitality sector. The Questionnaire method has been used to collect data from two different hotels in Chandigarh region. Total sample size was 50 but at the time of editing we have taken 30 size and we applied independent T-test before applying t-test normality of data has been check out by two methods and the result reveals that all the values of sig 2- tailed was found greater than 0.05 except the statement “I am confident that I could share my work difficulties with my co-workers”. The p- value of this statement was (0.007). Hence h0 has been rejected with regard to this statement. Rest, similar gender-wise perception has been found regarding organizational trust.

Study on Attitude of Co-Workers Towards Employees with Intellectual Disabilities

Employment plays crucial role for everyone’s life, in present investigation we try to understand attitude of co-workers about the employment of intellectually disabled individual working in open environment. For this sample of 30 coworkers working at different work places with intellectually disabled employee were undertaken through purposive sampling technique. Results shows: t-test value reveals that there is no significant difference between male and female coworkers in respect to attitude towards intellectual disable employee. The findings of the study are: intellectually Disabled employee are honest, sincere, sociable, regular, punctual about job and need special attention and training. Coworker recommended towards intellectually disabled employee that they can do their job best with support and supervision of experts.

A Tale of Two Environments: Being the Only Woman in the Room Doesn’t Have to be a Negative Experience

While there is increasing focus on issues of diversity and discrimination in universities, it can be harder to get data from industry. In this talk, I will relate some of my personal experiences and observations over my career in industry, ranging from environments that were not optimal for women to thrive in, to being part of an inclusive environment with strong and supportive mentors. Blatant discrimination has become much less common, but subtle biases can still impede women’s progress, and impact their own sense of self-worth, such that they can hold themselves back as well. Typical examples include women speaking up in meetings and not being acknowledged, then having a male peer say the same thing and be rewarded, or supervisors always looking to a male employee for answers, even when his female peer is an expert. It can be easy to doubt yourself when this happens over and over, and question whether changing jobs will make any difference. As a result, studies show that a much higher percentage of women than men leave STEM fields entirely. However, being willing to take the risk and try again can pay huge dividends. In many panels I have participated in on women in science, men have also asked how they can help support women. Suggestions include: Be cognizant of how women are being engaged in meetings and work environments and point out unequal treatment. When a female co-worker excels at something or brings up a great idea, be the one to point out that she did. When an opportunity comes up that a female co-worker would be really good at, encourage her to apply. While I have been the only woman at many senior level meetings, I don’t feel isolated when I have peers that value my input and work collaboratively.

WORK-LIFE BALANCE FOR WOMEN IN STEM LEADERSHIP

For women in leadership, managing work and life obligations is essential, especially when leading in male dominated occupations such as STEM. This study examined social support and work-family integration/blurring to determine how women in leadership perceived these dynamics. By surveying STEM women leaders, this research explored work-life strategies and support resources used by women leaders to balance their work and non-work domains and promote their roles as leaders. Women leaders indicated difficulty delineating between work and personal roles and recognized informational and emotional support as most significant to their roles as leaders. Findings also indicated that most support came from spouses/significant others, female co-workers, and mentors outside the organization, respectively. These sources provided the support needed to maintain and progress in their roles as women leaders.

Sender Gender Influences Emoji Interpretation in Text Messages.

With the rise in social media use, emojis have become a popular addition to text-based communication. The sudden increase in the number and variety of emojis used raises questions about how individuals interpret messages containing emojis. To explore perceptions of emoji usage, we conducted a 2 (Sender Gender: Female or Male) × 2 (Emoji Type: Affectionate or Friendly) between-groups experiment to examine the appropriateness and likability of each of four hypothetical text messages sent to a woman from either a male or female coworker. In general, we predicted that text messages containing affectionate emojis (i.e., kissing-face and heart emoji) would be perceived as more appropriate and likable when they came from female than from male senders, whereas messages containing less overtly affectionate (but still friendly) emojis (i.e., smiling-face emoji) would be considered equally appropriate and likable whether it came from female or male senders. As predicted, the results confirmed that texts with affectionate emojis were judged as more appropriate and likable when they came from women than from men. However, texts with less affectionate but friendly emojis were judged as equally appropriate–but more likable–when they came from men than when they came from women. Taken together, our results indicate that gender and emoji choice influence perceptions, and therefore people should consider how emoji choice could impact the reception of their message.

Gender Sidelining and the Problem of Unactionable Discrimination

Gender dynamics suffuse virtually every workplace. Indeed, the way that employees interact with one another turns not only on their individual backgrounds, skills and personalities, but also frequently on their gender. While many employees embrace gender diversity at work and appreciate the benefits of incorporating both male and female perspectives into workplace programs and projects, this ideal does not translate into every work environment. In many workplaces, female workers continue to experience unfair (and often unlawful) treatment based upon their gender. The law has done much to outlaw overt gender discrimination at work, providing a legal framework within which female employees can vindicate concerns regarding gender-based decisions about hiring, promotion, discipline or pay. Similarly, a robust body of sexual harassment jurisprudence has given women a vehicle for protesting workplace actions that create a sexually hostile working environment. Despite all of these strides, however, there remains a subtle but significant undercurrent of less obvious gender bias in the workplace today. In a variety of settings – from conventional boardrooms and factory floors to less conventional workplaces like the art studio, the athletic field or the political stage – women experience a broad range of adverse treatment at work that the law does not address: Male workers may garner more of the limelight than their female coworkers, attracting more attention and recognition. Women may lack access to important opportunities or feel subjected to greater scrutiny than their male peers. The media may portray female workers in a demeaning or condescending manner, belittling or diminishing their contributions. None of these slights, in isolation, likely would give rise to a viable antidiscrimination claim. Yet collectively, these incidents – which constitute what this article refers to as “gender sidelining” – accumulate to create very real obstacles and barriers to advancement for women at work. This article explores the various ways in which women across a wide range of employment settings may find themselves sidelined, upstaged or otherwise marginalized in ways not reached by traditional antidiscrimination laws. It both defines the scope of gender sidelining and illustrates the significant impact that this phenomenon has on the workplace for men and women alike. While the law frequently does not (and arguably should not) reach these subtle harms, gender sidelining nonetheless warrants significant attention for its potential to silence creativity, stymie innovation, and negatively impact the productivity and advancement of women at work.

Keep Doing the Good Work: Impact of Coworker and Community Support on Continuation of Breastfeeding

ABSTRACTReturning to work poses a challenge to new mothers’ breastfeeding success during the first 6 months postpartum. While previous research has shown that breastfeeding-related workplace policy plays a significant role in women’s decision to continue breastfeeding, the extent to which interpersonal factors such as coworkers’ (lack of) support and stigma affect women’s breastfeeding behavior is less understood. Through a cross-sectional survey with 500 working mothers, this research found that female coworker support of other women played an important role in affecting mothers’ decision to continue breastfeeding after returning to work and contributed to breastfeeding self-efficacy. The findings suggest that mothers’ perception of supportive coworker communication has an impact on sustained breastfeeding. Workplaces need to enhance the mother-friendly climate by encouraging and rewarding coworkers and providing support necessary for breastfeeding colleagues.

Die stil stem van die vroue in die vroeë sendingwerk van “der Kaapsche Kerk” in Njassaland (1896–1906)Deel II: Die Afrika-sendingkonteks

The quiet voice of the women in the early missionary work of the Cape Church in Nyasaland (1896–1906)Part II: The Africa mission-contextAlthough by 1910 half of the staff of the ‘Kaapsche Kerk’ in Nyasaland was female, their stories have scarcely been told. In this second of two articles, the focus is on giving a voice to some of these early female missionaries by sharing their experiences of the African mission context. As primary source the newly retrieved diaries of Reverend Andrew George Murray, though written from a male perspective, offer an interesting depiction of the role and contribution of Tillie Murray, his wife, and other female co-workers. The second main source is the letters of Bessie Vlok (née Horne), who lived and worked with her husband Eerwaarde TCB Vlok for six months at Livlezi until the untimely death of their firstborn, and only a few days later, herself. Also included as primary sources, are a number of handwritten letters and ‘witnesses’ composed by various female missionaries. These offer earnest reflections on their confrontations, challenges and experiences: Andrew George Murray went to Nyassaland in April 1901; Tillie Theron arrived in June 1902; Bessie joined her husband, TCB Vlok, in Nyassaland in 1885 and died in 1896.

Women Helping Women? Evidence from Private Sector Data on Workplace Hierarchies

This paper studies gender spillovers in career advancement using 11 years of mployer-employee matched data on the population of white-collar workers at over 4,000 private-sector establishments in Norway. Our data include unusually detailed job information for each worker, which enables us to define seven hierarchical ranks that are consistent across establishments and over time in order to measure promotions (defined as year-to-year rank increases) even for individuals who change employers. We first find that women have significantly lower promotion rates than men across all ranks of the corporate hierarchy, even after controlling for a range of individual characteristics (age, education, tenure, experience) and including fixed effects for current rank, year, industry, and even work establishment. In measuring the effects of female coworkers, we find positive gender spillovers across ranks (flowing from higher-ranking to lower-ranking women) but negative spillovers within ranks. The finding that greater female representation at higher ranks narrows the gender gap in promotion rates at lower ranks suggests that policies that increase female representation in corporate leadership can have spillover benefits to women in lowers ranks.

Work relations and helping in the lives of Amazon rural women workers

Changes in methods of agricultural production have impacted on the lives of those involved in this sector. New social relations, technologies, values and landscapes have been introduced as well as potential risks to health. Female workers have a specific experience that requires a closer analysis to understand their situation. The research addresses the interrelationship of health, work, and the environment of women agriculturalists in a rural Amazonian community. This focus allows the identification and understanding of relations between the women and the actors with whom they share daily activities and the implications for health, work, and self-image. Using qualitative methods the experiences of 47 women were captured through collective interviews, which were analysed by Nucleus of Meaning Analysis (NMA), adapted from Categorical Content Analysis. Work is central to the lives of the women workers but is attributed with different meanings depending on the context and the relationship. It was found that the relationship with employers increases the risk of workplace exploitation; with male partners work is characterised as ‘helping’. Work with female co-workers increases a sense of identity, strengthens social bonds and an ability to solve problems. In conclusion, in addition to issues related to production methods, the subjective relational universe of these workers is marked by a complexity that impacts on their lives and health. The authors suggest that research on the impact of daily life and workplace on health considers the different and complex relations and subjective demands, especially in contexts endowed with uniqueness.

Subtle Discrimination in the Service Sector

A hotel concierge notices that her White female coworker earns higher tips from guests and wonders whether this disparity is attributable to race. A financial service specialist working at a bank considers whether his age is the reason why customers in need of consultation approach his younger coworkers more often. As these examples indicate, Jones, Arena, Nittrouer, Alonso, and Lindsey's (2017) multidimensional framework extends to customer service contexts. In the sections that follow, we contextualize and extend many of Jones et al.’s arguments to the customer service industry, providing implications for both research and practice.

Workplace decision-making in the trades: Impact of masculine attitudes

The majority of existing research on gender in the trades focuses on the personal experiences of women working in the trades. As the trades are still male dominated, the present study investigated tradesmen’s adherence to male role norms in relation to workplace safety behaviours and perceptions of co-worker competence. Participants were presented with a vignette that depicted a common, yet potentially unsafe, workplace task in which either a male or female hypothetical coworker was available to assist. Next, participants completed questions pertaining to the safety situation outlined in the vignette. Participants also completed questionnaires pertaining to the safety situation outlined in the vignette. Participants also completed questionnaires of adherence to male role norms, neosexist beliefs, perceptions of their actual male and female co-workers' abilities, and attitudes toward workplace safety. Results indicated that participants showed no gender bias when selecting a hypothetical helper in the situation; rather, adherence to safety protocls appeared to take precedence. Further analaysis revealed that for participants assigned to a vignette featuring a hypothetical male co-worker, there was a negative correlation between strength of adherence to male role norms and perceptions of actual female co-workers' general workplace abilities. For participants assigned to a vignette featuring a hypthetical male co-worker, there was a negative correlation between strength of adherence to male role norms and perceptions of actual co-workers' general safety behaviours on a job site. Possible reasons for these findings, limitations of this study, and future research directions are discussed.

The Cosmetics Conundrum

Women who wear makeup in the office may be judged differently by male and female co-workers

Some Men: Feminist Allies and the Movement to End Violence against Women. By Michael A. Messner, Max A. Greenberg, and Tal Peretz. New York: Oxford University Press, 2015. Pp. xvi+256. $99.00 (cloth); $24.95 (paper).

In Some Men Michael Messner, Max Greenberg, and Tal Peretz provide a sympathetic account of men’s work on men’s violence against women in the United States since the 1970s. The book’s most interesting contribution is as a collective historical account of men’s antiviolence work. The book is based on interviews with 52 men who have worked in the field and a dozen of their female coworkers and mentors. It is focused on the United States, but there are a couple of Canadians in the mix. Some Men divides interviewees into generational groups based on shifting entry points into antiviolence activism: from social movements to university education and public health to intersectional community work.