Female-dominated Workplaces Research Articles

O.5.1-10 Promoting mobility among wellbeing employees in Lahti, Finland

Abstract Versatile everyday physical activity outdoors increases the wellbeing of people of all ages and prevents illnesses. The amount of physical activity among working-age people affects coping and recovery at work and wellbeing after work. A healthy, safe, and sustainable living environment supports everyday physical activity and mobility outdoors. Within the NatureStep to Health programme 2022-2032 the Wellbeing services county of Päijät-Häme, Lahti, Finland promotes mobility among employees to in-crease nature contacts and to improve health. The Wellbeing services county of Päijät-Häme piloted sustainable mobility among employees. The county employs approximately 7600 persons, of which 89% are women, for health, social and rescue services. The Wellbeing services county of Päijät-Häme aimed to build recommendations to provide occupational benefit packages for employees. The pilots were expected to provide information on short-term, intermediate, and long-term outcomes for planning, developing and selecting further actions on sustainable mobility. The pilots focused on how employer provided sustainable mobility initiatives were adopted by employ-ees. The pilots included employer-subsidized commuter tickets for local transport, employer-provided bicycle benefits and shared city e-bikes and e-scooters during the working day covered by employer. The employer-subsidized commuter tickets are personal tickets meant for commuting free of taxes up to 3 400 €/year. An employer-provided bicycle benefit is a bicycle intended for the employeés personal use for commuting by tax-deductible income up to 1 200€/year. Despite the short pilot approach to increase mobility and the limited number of participants, they were loyal and eager to continue the provided mobility modes after the pilot period. The participants' com-muting distances were short to switch to alternative modes of transport in a strongly female-dominated workplace. The pilot confirms that sustainable mobility supports employees’ wellbeing, increase physical activity, and decrease the costs of commuting spilling over to increase free time mobility as well. Employers have an active role in both implementing sustainable mobility incentives and in supporting the continua-tion by human resource policies. The maintenance of mobility requires appropriate facilities, such as safe and covered well-located bicycle parking, dressing rooms, lockers, and showers. The initiative shows employer's commitment to the mobility shift and corporate responsibility.

Workplace gender composition and sickness absence: A register-based study from Sweden.

This study aimed to examine the association between gender composition in the workplace and sickness absence days during a one-year period. The study population was drawn from the Northern Swedish Cohort (wave 3; 2007) by Statistics Sweden and consisted of all participants belonging to a specific workplace (n=837) as well as all co-workers at the workplace of the participants (n=132,464; 67,839 women and 64,625 men). Exposure was the gender composition of the workplace, and outcome was cumulative sickness absence days (⩾90 days or not) during 2007, provided through a link to the Database for Health Insurance and Labour Marked Studies of Statistics Sweden. Covariates were gender, age, educational level and branch of industry from the same data source. We performed descriptive analyses and multivariable regression analyses. Workers in extremely female-dominated workplaces had a significantly higher risk of cumulative sickness absence days (⩾90 days) compared with gender-equal workplaces (fully adjusted odds ratio (OR)=1.27; 95% confidence interval (CI) 1.09-1.48), whereas those working in extremely and moderately male-dominated workplaces had a significantly lower sickness absence risk (OR=0.62 and 0.66, respectively). Stratified by gender, the higher absence risk at female-dominated workplaces was fully explained by variation in branches of industry. Women working in extremely male-dominated workplaces had a significantly lower absence risk (OR=0.75), as did men working in moderately male-dominated workplaces (OR=0.78). Workplaces dominated by women had a significantly higher risk of days lost to sickness absence compared to gender-equal workplaces. Stratified by gender, this higher risk was explained by branch of industry.

The Effects of Team Reflexivity and Gender-Role Attitudes on Female Nurses

Taiwan has significantly fewer senior nursing personnel than many other countries, which can be attributed in part to the prevalence of interpersonal stress and same-sex conflicts that often arise in female-dominated workplaces such as nursing. This study explored how team reflexivity and gender-role attitudes influence the stay intent of female nursing personnel using a cross-sectional design. Results showed group-level team reflexivity has more positive impact on nurses’ stay intent via team-based self-esteem than individual perceived team reflexivity, but traditional gender-role attitudes weaken this impact. Our findings indicate mutual understanding and trust is crucial for nursing teams to function effectively.

A more equal deal? Employer-employee flexibility, gender and parents' work-family tensions in Sweden.

The potential of flexible scheduling to alleviate work-family tensions and replace female part-time work has not been thoroughly explored. Specifically, research has not acknowledged that employees' schedule control may be conditioned by organizational demands for availability and commitment. We examine the links between flexibility and gendered patterns of work-family reconciliation by considering how work arrangements balance employer demands and employee control and how they relate to work-family tensions. Using mixed-methods, we combine a survey of Swedish parents (n = 2320) with interviews of survey respondents (n = 40). First, we identify clusters of flexible work arrangements and explore differences between mothers and fathers. Second, we analyze the relationship between flexible work arrangements and work-family tensions. Finally, the qualitative data are used to explore how flexibility/lack of flexibility enter into parents' work-family tensions and negotiations. Three types of flexible work arrangements are found. Boundaryless jobs, which combine high levels of control with high requirements for organizational flexibility, are more common among fathers and highly educated. Confined jobs have low levels of both employee- and employer-oriented flexibility, but high demands, and are common among mothers and in female-dominated workplaces. Despite higher levels of control, boundaryless jobs are not associated with less work-family conflict. In malleable jobs, control is relatively high and demands low and work-family tensions are less noticeable. Employer- and employee-oriented flexibility go hand in hand, but work arrangements differ radically between groups. High flexibility does not alleviate work-family tensions, and part-time work remains an important work-family strategy for mothers.

Workplace bullying and mental health problems in balanced and gender-dominated workplaces

ABSTRACT We investigate risks of exposure to workplace bullying and related mental health outcomes for men and women when being in a gender minority as opposed to working in a gender-balanced working environment or when belonging to a gender majority. Based on a social identity perspective, we tested hypotheses about the risks of bullying and differences in the increase in mental health problems in a probability sample of the Swedish workforce in a prospective design. The results showed an increased risk of bullying and an increase in mental health problems as an outcome for men when in a gender minority, however, there were no corresponding risks for women. The risks for men were most obvious for person-related negative acts and for anxiety as an outcome. Social identity may clarify why a minority might be more at risk as well as the outcome it may lead to. Deviating from the group prototype may be perceived as a threat to the group alienating the target and opening up for sanctions. The observed gender differences may further be understood using social role theory. Men in female-dominated workplaces may deviate more from the expected traditional gender role and may be more susceptible to sanctions and suffer graver consequences as a result. The outcomes may be more severe if exposed to person-related acts compared to acts related to one’s work.

A Study on Job Stress Factors Caused by Gender Ratio Imbalance in a Female-Dominated Workplace: Focusing on Male Airline Flight Attendants.

This study investigated the factors that cause job stress among male flight attendants in a female-dominated airline organization, as well as the impact of job stress on their mental health and turnover intention. It also attempted to determine whether perceived family support, perceived organizational support, and job positions had moderating effects on male flight attendants’ job stress. Six job stress factors were identified through focus group interviews and a literature review. A survey was conducted from 1 January to 2 February 2022 to validate the research model, and 188 valid samples were used for statistical analysis. This study discovered that gender differences in communication, relationship conflict with colleagues, hierarchical organizational culture, and role overload had a direct impact on male flight attendants’ job stress. Job stress was found to have a negative impact on mental health and a positive impact on turnover intention. Perceived organizational support was also found to reduce job stress. This study is notably the first to address stress encountered by male flight attendants at work. It offers new directions for future airline personnel management and research. It also presents practical implications, such as the development of training and personnel management programs for male flight attendants.

Relation between occupation, gender dominance in the occupation and workplace and suicide in Sweden: a longitudinal study

ObjectivesTo describe the association between occupations and suicide, and to explore the effect of gender dominance in the occupation and in the workplace on the risk of suicide.DesignRegister-based cohort study.Participants3...

Sexual Harassment and Gender Inequality in the Labor Market

Abstract We describe how sexual harassment contributes to sex segregation and pay inequality in the labor market. Combining nationally representative survey data and administrative data, we show that both harassment and wages vary strongly and systematically across workplaces. Women self-report more harassment from colleagues and managers in male-dominated workplaces where wages are relatively high, and men self-report more harassment in female-dominated workplaces where wages are low. These patterns imply two ways that harassment may contribute to gender inequality. First, harassment deters women and men from applying for jobs in workplaces where they are the gender minority. A survey experiment with hypothetical job choices supports this mechanism. Respondents are highly averse to accepting jobs in workplaces with a higher harassment risk for their own gender, but less averse when people of the opposite sex are at higher risk. A second way that harassment contributes to inequality is by making workplace gender minorities leave their workplaces for new jobs. An analysis of workplace transitions supports this mechanism. Women who self-report harassment are more likely to switch to new workplaces with more female colleagues and lower pay.

Women’s Attrition from Male-Dominated Workplaces in Norway: The Importance of Numerical Minority Status, Motherhood and Class

This study explores women’s attrition from male-dominated workplaces based on Norwegian public administrative records, covering individuals born 1945–1983, in the period between 2003 and 2013. It examines sex differences in rates of attrition and tests the significance of two commonly proposed explanations in the literature, namely the degree of numerical minority status and motherhood. It also investigates whether these explanations vary by occupational class. Selection into male-dominated workplaces is accounted for by using individual fixed effects models. The results show that attrition rates from male-dominated workplaces are considerably higher among women than among men. Moreover, the risk of female attrition to sex-balanced workplaces increases, regardless of occupational class, with increases in the percentage of males. Childbirth is associated with an increased risk of attrition to female-dominated workplaces, while having young children (⩽ 10 years old) lowered the risk. This association, however, was primarily evident among working-class women in manual occupations.

Conditions for workplace learning: a gender divide?

Purpose The purpose of this paper is to examine and discuss conditions for workplace learning in gender-segregated workplaces in the public sector, how social constructions of gender contribute to (or constrain) the workplace learning conditions within two workplace contexts. Design/methodology/approach The research was carried out through an interactive approach with data from 12 semi-structured interviews with workers and first-line managers from technical maintenance and home care in a Swedish municipality, validated at an analysis seminar with 27 participations, from both workplace contexts the Swedish Work Environment Authority and us researchers. Findings The results indicate that gender affects conditions for workplace learning and contributes to an enabling learning environment in the male-dominated workplace context and to a constraining learning environment in the female-dominated workplace context. The identified differences are created in both organisational structures and the organisations’ cultures. Research limitations/implications When analysing conditions for workplace learning from a gender perspective, the approach of comparative, cross-case analyses is useful. An interactive approach with women and men describing and analysing their work experiences together with researchers is a fruitful way of making gender visible. Practical implications The theoretical approach in this study illuminates how social constructions of gender operate and affect conditions for workplace learning and contributes to a deeper understanding of underlying causes to unequal conditions in different workplace contexts. Social implications The findings imply a gender divide which, from the theoretical strands, can be seen as an expression of asymmetrical power relations and where these gendered learning conditions probably also affect the quality of the services. Originality/value The findings contribute to existing gender theoretical literature by demonstrating that gender is essential to take into consideration when understanding working conditions in different workplace contexts. This study contributes to workplace learning literature by exploring the different ways in which social constructions of gender contribute to enabling and constraining learning environments.

Getting Their Hands Dirty: How Female Managers Motivate Female Worker Productivity Through Subordinate Scut Work

Using ethnographic, personnel, and experimental data from an Indian garment factory, this paper investigates whether and how manager gender affects female worker productivity. We find that female managers motivate greater female worker productivity than male managers by engaging in subordinate scut work, the practice of voluntarily getting one’s hands dirty to perform subordinates’ routine tasks, which increases subordinates’ engagement with their work. Our qualitative data help to generate hypotheses that we explore using personnel data on individual productivity and test causally using a laboratory-in-the-field experiment in which we randomly assign workers to supervisors and experimentally manipulate supervisors’ ability to perform subordinate scut work. This paper contributes to the literature on motivating worker productivity by drawing attention to the important role of manager gender and by studying a less-researched organization context—that of a female-dominated workplace. The paper also contributes to the literature on women in management by investigating their impact on worker performance, measured objectively, and uncovering subordinate scut work as a specific managerial practice that female managers can use to foster engagement with work and improve female worker productivity. This paper was accepted by Greta Hsu, organizations.

Threats and physical violence in female-dominated workplaces in times of an economic crisis

PurposeThe recent global economic crisis affected workplaces in many countries, raising questions about the employees' situation. While most work-related studies in times of crises focus on job loss and unemployment, this study analyzes workplace violence in the wake of the 2008 economic crisis among municipal employees within care and education.Design/methodology/approachMixed method approach was used for data collection; longitudinal online surveys and focus group interviews were used.FindingsThe prevalence of workplace violence increased between the three time points of the study, in particular in downsized workplaces. A higher proportion of employees working in care were exposed to threats and physical violence than employees in education as clients of employees in care services were more likely to lash out against employees due to cutbacks in services. Focus groups interviews indicated that the causes of increased workplace violence may be due to a spreading effect both from within and outside the workplace.Practical implicationsAs workplace violence can have serious consequences for the health and well-being of employees, it is important for those who have responsibility for the work environment and occupational health in the workplace to design policies that take these findings into account.Originality/valueBased on the mixed methods, longitudinal survey and focus group interviews, this study contributes to knowledge on workplace violence in times of economic crises. It shows that the prevalence of workplace violence increased not only directly after the economic collapse but also continued up to five years later.

Gendered outcomes of the gender composition of jobs and organizations: A multilevel analysis using employer–employee data

This study aimed to find how demographic compositions at job- and establishment-levels affect the wages of women and men. Using employer–employee matched data, this study found that the proportion of females at the job-level produces opposite results for men and women, when the jobs are embedded in female-dominated workplaces; as a consequence, the within-job gender wage gap becomes greater as the proportion of females at the workplace increases. In sum, female concentration at the workplace fortifies the negative effect of gender devaluation, a pattern that previous studies focusing on occupational-level might have missed.

‘Women’s work penalty’ in access to flexible working arrangements across Europe

Many assume that women and workers in female-dominated workplaces will have better access to flexible working arrangements. Some use this as justification for the low wages found in these workplaces. Yet, empirical results are mixed. I explore this question by examining workers’ access to schedule control across 27 European countries, and find no discernible gender differences in access to schedule control when individual and company-level characteristics are taken into account. However, working in female-dominated jobs and/or sectors significantly reduces access to schedule control for both men and women. This ‘women’s work penalty’ in female-dominated sectors varies across Europe but nowhere was the access better compared to sectors where both genders are equally represented. This raises concerns regarding the lack of favourable working conditions, in addition to low pay found in female-dominated workplaces.

여자간호사가 인식하는 남자간호사의 유형 및 특성 : Q 방법론적 접근

The aim of this study was to identify the female nurses' perception of the types and characteristics of male nurses using Q-methodology, which can explore human subjectivity. The 35 selected Q-statements from each of 35 subjects were classified into a normal distribution using a 9 point scale. The collected data was analyzed using the PC-QUANL program. Principal Component Analysis identified 3 types of perception toward male nurses. Type 1 was classified as 'development-oriented support type', Type 2 was classified as 'realistic critical type', and Type 3 was classified as 'conservative acceptance type'. The consensus of opinion in each type was 'Male nurses are under stress due to the unique characteristics of a female-dominated workplace'. These results will contribute to the perception improvement of female nurses toward male nurses by developing arbitration programs based on the three types.

Managing stress

Purpose– Given the parallel processes of stress development and organisational changes towards increased managerialism, the purpose of this paper is to understand the way in which employees’ stress is perceived and managed in female- and male-dominated sectors, characterised by new management-oriented steering methods.Design/methodology/approach– The paper is based on a thematic analysis of interviews with managers and employees at one Swedish female-dominated work setting and one male-dominated work setting. The paper offers an analysis of how managerial approaches to stress mediate the ways in which employees may come to govern their own subjectivity through stress-management practices. Drawing upon Foucault’s and Rose’s work on governmentality and freedom, these practices are understood as implicated in the everyday exercise of power over the self.Findings– The main finding is that a logic emphasising proactivity was more prevalent at the female-dominated workplace, while a logic emphasising trust was most prevalent at the male-dominated workplace. Both logics perceive self-management and self-realisation as ways to manage stress, but in the proactive regime, self-management and self-realisation tend to turn into new modes of exploitation. Approaches to stress management in the proactive regime in fact seem to further diminish levels of discretion and control, which, according to previous research, are typically already low in female-dominated work.Practical implications– Based on these findings, the study argues for the importance of combining a self-managerial approach with trust in order to avoid turning the individualisation of work into a source of stress at female-dominated workplaces.Originality/value– The paper contributes to a more complex understanding of women’s work stress by highlighting its interconnection with a proactive stress management regime.

The effect of occupational noise exposure on tinnitus and sound-induced auditory fatigue among obstetrics personnel: a cross-sectional study

ObjectiveThere is a lack of research on effects of occupational noise exposure in traditionally female-dominated workplaces. Therefore, the aim of this study was to assess risk of noise-induced hearing-related symptoms...

Group Gender Composition and Tolerance of Immigrants’ Rights

Research has shown that women on average express more positive attitudes towards out-groups than men. We hypothesize that, because of differences in the social climate that this gender gap produces, people who spend more time in female-dominated groups are likely to develop more positive attitudes towards out-groups than people who spend more time in groups that are dominated by men. We corroborate our argument with evidence from two unique Swedish data sets. On the basis of the first data set, we show that students who attend female-dominated school classes are more tolerant of immigrants’ rights than students attending male-dominated school classes. On the basis of the second data set, we show that adults who work at female-dominated workplaces are more tolerant of immigrants’ rights than adults who work at male-dominated workplaces. Overall, our findings demonstrate that group gender composition is important for understanding the formation of attitudes towards out-groups.

Long-term sickness absence during pregnancy and the gender balance of workplaces.

This study addresses how the gender composition of workplaces affects pregnant women's sickness absence. It also assesses whether an observed association may be explaine by differential selection to female- or male-dominated workplaces. The analyses are based on Norwegian registry data from 2003-2011. Using Poisson regressions with detailed control for occupational categories, I examine whether the number of absence days are associated with the proportion of females at the workplace. I address possible selection effects by Poisson regressions with fixed individual effects using only within-individual variation on women with two or more pregnancies during the time window. The analyses indicate a positive and significant relationship between the female proportion in workplaces and sickness absence rates during pregnancy. Analyses limited to within-individual variation also show positive and significant effects of similar strength, indicating that the observed relationship is not due to differential selection of absence-prone pregnant workers to female-dominated workplaces. The proportion of female individuals at workplaces is positively associated with sickness absence rates during pregnancy this association is not likely explained by occupational nor individual characteristics the results are consistent with absence culture theory and more lenient norms concerning sickness absence during pregnancy at female-dominated workplaces.

The Prevalence of Alcohol Prevention Efforts in Swedish Workplaces

This article presents results from a survey aimed at identifying the extent of alcohol prevention efforts in Swedish workplaces focusing on the dissemination of a model for secondary prevention — the ‘Risk Drinking model’. From a random sample of 929 human resource managers at Swedish workplaces, 374 answered a web-based questionnaire (response rate = 40%). Results showed that about 70% had an alcohol policy at their workplace, 51% were engaged in alcohol prevention efforts and about 19% used the Risk Drinking model. Regression analyses showed that large workplaces, workplaces where employees received training on alcohol, public sector and female-dominated workplaces were significantly associated with alcohol prevention activities. We conclude that training is important for the implementation of alcohol prevention at Swedish workplaces, and is of particular importance in small enterprises.