Kanter's Theory Research Articles

Examining the boundary conditions of tokenism: within-occupation gender wage gaps and female representation in the Canadian labor market

PurposeThe purpose of this study was to examine the boundary conditions of Kanter's (1977) tokenism theory as applied to the gender wage gap. The authors aimed to discover if there was a point where the relationship between the percentage of women in a job category and the gender wage gap changed, and, if so, where the threshold was located and what was the nature of the shift in relationship.Design/methodology/approachThe authors used the Andrews’ (1993) threshold effects technique. Using 22 separate years of publicly available Canadian wage data, they examined the relationship between the percentage of females in 40 unique occupational categories and the female-to-male earnings ratio (for a total of 880 observations).FindingsThe results showed the existence of a threshold point, and that early gains in percent female within an occupation, up to approximately 14% female in the occupation, associate with strong gains in the female-to-male wage ratio. However, beyond that point, further gains in percent female associate with smaller improvements in the female-to-male wage ratio.Practical implicationsThe findings are useful in understanding the dynamics of occupational group gender composition, potential theoretical reasons for the nuances in relationship, as well as opportunities that may facilitate more equitable outcomes.Originality/value The results show that, though improvements were made above and below the threshold point, enhancements in the wage gap are actually larger when there are less women in the job category (e.g. tokens).

Importance of studying the dominant’s perspective on women workers in male-dominated workplaces: Revisiting Kanter’s theory

It is apparent from several economic, social, and corporate indicators that more women will be needed in the workplace in the near future. Women, however, face several challenges, particularly when it comes to working in a culture dominated by men. According to Kanter's theory of tokenism, these challenges include performance pressures, boundary heightening, and role entrapment. Scholars have made considerable attempts to examine these challenges in different work settings and cultures. Most previous studies have focused on the token perspective. Very few look at the perceptions of male co-workers, supervisors, and subordinates who work with women. Thus, Kanter's observations have not been viewed from the dominant perspective. Hence, the objective of this article to make clear why it is essential to study the dominant perspective on women in order to contribute to this field's theoretical framework.

Empowerment and job satisfaction in university teachers: A theory of power in educational organizations

AbstractWhile the importance of teacher job satisfaction is well documented, the processes and mechanisms by which educational institutions manage to influence the satisfactions of their members are not. Studies on the organizational elements associated with satisfaction have focused on isolated factors without the common umbrella of a consolidated theoretical model. Based on Kanter's theory of power in organizations, we aimed to analyze the mediator role of psychological empowerment between structural empowerment and job satisfaction in a sample of 267 university teachers in southern Spain. A cross‐sectional study was carried out, utilizing questionnaires for data collection and convenience sampling. Percentile confidence intervals, based on 5000 resamples, were calculated to test the mediation model. Results showed that a two‐way effect of structural empowerment on job satisfaction: a direct effect based on access to organizational resources of power and an indirect effect through the development of positive cognitions at work. Access to opportunities, resources, information, and support empower university teachers psychologically, fostering their intrinsic motivation and increasing their job satisfaction, key elements for teaching quality in higher education.

An Assessment of Women’s Participation in South Africa’s Foreign Policy Decision-Making and Execution

This study aims to assess women's participation in decision-making and implementation of South African foreign policy. This research is motivated by the significant dominance of male gender participation and leadership in DIRCO related to female participation since 1994. This study uses Intersectionality theory and Kanter's Theory to support this research with qualitative methods. The findings of this study indicate that women's participation is less than 50% when they hold junior positions. It found that challenges limiting women's involvement in foreign policy decision-making include unfavorable cultural and traditional norms, religious practices, lack of support for women, attitudes of influential men, financial problems, and lack of representation in politics.

Women on boards and monitoring tasks: an empirical application of Kanter's theory

PurposeThis paper examines the relationship between women on boards and board monitoring tasks depending on group categories identified in the Kanter's theory.Design/methodology/approachUsing a sample of the largest listed companies in Spain, Italy and France during the period 2007–2017, this study tests the effect of women's presence based on the following board categories: (1) skewed boards with a percentage of women that is less than 20%; (2) tilted boards with a percentage of women that ranges from 20% to 33%; (3) tilted boards with a percentage of women that is more than 33%; and (4) balanced boards with an equal or quasi-equal gender distribution. The authors use the case of the gender board quota regulation in different European Union countries.FindingsThe results suggest that tilted boards engage in stronger firm monitoring and that the effect of women on board monitoring tasks is positive and statistically significant when the percentage of female directors reaches the threshold of 33%.Practical implicationsThe outcomes of this study help policymakers identify the minimum threshold that quota regulations should mandate in order for boards to be effective.Originality/valueThis paper moves forward the ongoing debate about the effect of women on corporate boards, shifting the focus from the ratio or presence of female directors to the size of the group they form within the board. To the best of authors’ knowledge, this is the first study to test Kanter's theory by investigating the relationship between women on boards and board monitoring.

Exploring the link between structural empowerment and job satisfaction through the mediating effect of role stress: A cross-sectional questionnaire study

BackgroundRole stress (ambiguity and conflict) is a major psychosocial risk at work negatively associated with job satisfaction in the nursing context. According to Kanter's empowerment theory, high levels of structural empowerment reduce role stress, so role ambiguity and conflict could be potential mediators of the relationship between empowerment and job satisfaction. ObjectiveThe aim of this study was to analyze the relationships between structural empowerment, role stress (ambiguity and conflict), and job satisfaction, assuming the mediating role of role stress on the relationship between structural empowerment and job satisfaction. DesignA cross-sectional design was utilized, using questionnaires for data collection and convenience sampling. Setting(s): Private health care organizations in southern Portugal. ParticipantsOne hundred and twenty-four registered nurses (sample 1) and one hundred and thirty certified nursing assistants (sample 2) completed self-report measures of structural empowerment, role stress, and job satisfaction. MethodsMediation analysis was performed using linear regression models and the bootstrapping method. Bias-Corrected confidence intervals (95%) were calculated for the study of direct and indirect effects. ResultsIn both samples, structural empowerment, role ambiguity, and role conflict were significant predictors of job satisfaction. Both ambiguity and role conflict partially mediated the effect of structural empowerment on job satisfaction. The effect mediated by ambiguity was greater than the effect mediated by role conflict in both registered nurses and certified nursing assistants. ConclusionsTwo processes could explain the effect of structural empowerment on job satisfaction in the nursing context: a direct effect generating experiences and perceptions of power in professionals; and an indirect effect reducing role stress levels in the workplace. The creation of empowering workplaces which clarify work roles and functions of nursing staff should be a priority issue for health managers and nurse executives.

Effect of Application of Kanter's Empowerment Theory on Nurse Intern's Assertiveness

Nurses' interns today are the nucleus of professional nurses of tomorrow. When communication is an integral part of the nurses' role, it is crucial to highlight the factors which can affect the nurses 'interns to behave in assertive and empowered manner. Aim: the study aimed to apply Kanter's empowerment theory on nurse intern's and measure its effect on their assertiveness. Research design: A quasi-experimental design was utilized to conduct this study. Research Settings: The study was conducted at Faculty of Nursing .Ain Shams University. Their total number was (188).Subject: it included all nurse interns who were enrolled in the internship year of 2015-2016.Tools for data collection: Data were collected using three tools (1) Educational needs assessment sheet(2) The Conditions for Work Effectiveness Questionnaire-II (CWEQ-II) (3) Assertiveness Inventory Results: The study shows that the majority of them are not empowered and not assertive pre training implementation. in addition, It is evident that the levels of empowerment and assertiveness have significantly increased post implementation and in the follow up phase In addition, shows statistical significant differences between pre , post and follow-up the training strategy. Conclusion: application of kanter's empowerment theory on nurse interns have a positive effect on their assertiveness as if assertiveness increased, empowerment increased. Recommendations conducting further research on the impact of Kanter's theory on students' patient communication.

Workplace Empowerment and Job Satisfaction in Portuguese Nurses: An Explicative Model.

Greater effectiveness of health care does occur with a more effective management of interpersonal processes. A working management environment, which ensures sufficient access to information, support, resources, and opportunities (structural empowerment), probably can promote a personal perception of capacity and effectiveness (global empowerment) in caregivers to achieve organizational objectives and job satisfaction. This study evaluated the relationship between empowerment and job satisfaction, supported by Kanter's theory of structural empowerment. This study used a convenience sample of 151 nurses from public Portuguese hospitals. The adjustment of the model and the effect of mediation were carried out with a structural equation model (path analysis) through the statistical software STATA. The results show the mediator effect of global empowerment on the relationship between structural empowerment and job satisfaction and the direct and indirect effects of "access to opportunities" in job satisfaction. Managers of these health units should consider that the more the work environment is characterized by having the resources, opportunities, and support indispensable to the good execution of the work by the nurses, the greater the global empowerment and job satisfaction. The results obtained can be an important contribution that can be adopted as a strategy in any health institution without any harm.

Internationally educated nurses' descriptions of their access to structural empowerment while working in another country's health care context.

To examine internationally educated nurses' experiences of empowerment structures using Kanter's theory of structural empowerment. There has been an increase in the number of nurses working in other countries worldwide and concerns have been raised regarding their working conditions. Semi-structured interviews were conducted with a purposive sample of 11 internationally educated nurses. Directed content analysis was used to analyse the data and Kanter's theory of empowerment was used as a framework. Access to information was generally good. Access to support for their relationship with their managers varied. Regarding access to resources, nurses unfamiliar with clinical leadership found team leadership challenging. Access to in-house learning opportunities were reported as good. Access to informal power was more common than access to formal power. The findings support Kanter's theory and demonstrate that internationally experienced nurses encountered varying degrees of access to empowering structures. Access to information and formal power was more general and related to the unit. Access to resources, support, opportunities and informal power were related to both the unit and the informants' specific situation as IENs. Managers need to support IENs when having a team leadership role, facilitate encounters between IENs and ordinary staff, and establishing mentorship for IENs.

System-Level Shared Governance Structures and Processes in Healthcare Systems With Magnet®-Designated Hospitals: A Descriptive Study.

The purpose was to identify and describe structures and processes of best practices for system-level shared governance in healthcare systems. Currently, more than 64.6% of US community hospitals are part of a system. System chief nurse executives (SCNEs) are challenged to establish leadership structures and processes that effectively and efficiently disseminate best practices for patients and staff across complex organizations, geographically dispersed locations, and populations. Eleven US healthcare SCNEs from the American Nurses Credentialing Center's repository of Magnet®-designated facilities participated in a 35-multiquestion interview based on Kanter's Theory of Organizational Empowerment. Most SCNEs reported the presence of more than 50% of the empowerment structures and processes in system-level shared governance. Despite the difficulties and complexities of growing health systems, SCNEs have replicated empowerment characteristics of hospital shared governance structures and processes at the system level.

Tokenism in Chinese work organisations? Subordinate-supervisor gender combination and worker's organisational commitment in China

Using a unique dataset consisting of 343 supervisor-subordinate pairs from various workplaces in China, this study investigates workers' organisational commitment in Chinese organisations. We juxtapose two lines of arguments on gender composition and work experiences for supervisors and subordinates: Rosabeth Kanter's tokenism theory, and a collection of fruitful studies on leadership and gender. Our results support the tokenism theory: women working under female supervisors not only have the lowest levels of organisational commitment, but the difference between their organisational commitment and that of either men or women working under male supervisors is statistically significant. We attempt to account for such new findings with unique Chinese culture and institutional characteristics.

Empowering Employees: A Portuguese Adaptation of the Conditions of Work Effectiveness (CWEQ-II)

The aim of this study was to adapt and translate into Portuguese the Conditions for Work Effectiveness Questionnaire (CWEQ-II) (Laschinger, Finegan, Shamian, & Wilk, 2004). A process of translation and reverse-translation was applied to the questionnaire's items, whose psychometric properties were examined using a sample of 282 Portuguese university employees, teachers and services staff. The data were subjected to confirmatory factor analysis, item analysis and reliability analysis. Criterion-related validity was analyzed using a multiple regression model on global empowerment and t-test. The results confirmed the original, four-factor structure obtained by Laschinger and colleagues (2004), supporting Kanter's structural empowerment theory. The psychometric properties of the Portuguese version of the CWEQ-II were adequate, supporting the use of this questionnaire in the workplace. Future research should investigate its construct validity and test the nomological network of the operationalized construct within the field of psychological well-being and in the context of the workplace.

District nurses' prescribing practice and its link to structural conditions

To describe district nurses' (DNs') prescribing practice and examine associations between DNs' self-reported prescribing frequency, opinions about prescribing, and structural conditions/empowerment. A cross-sectional and correlational design was employed. Data were collected during 2012 using questionnaires and a prescribing register. A random sample of 150 DNs from 32 primary care centers in Sweden was invited. DNs' ability to prescribe is used to a relatively small extent and access to "opportunities" and "informal power" seems to be the most important structural empowerment conditions for increased prescribing frequency and positive opinions about prescribing. The results support Kanter's theory of structural empowerment. This article regarding restricted prescribing shows how important structural conditions/empowerment is to DNs' prescribing and employers have to enhance nurses' access to especially the structures "opportunities" and "informal power" to increase nurse prescribing. More targeted support and training are needed in different prescribing areas to make use of DNs' prescription qualification to a greater extent.

First-line managers' descriptions and reflections regarding their staff's access to empowering structures.

To elucidate first-line managers' descriptions and reflections regarding their staff's access to empowering structures using Kanter's theory of structural empowerment. Good structural conditions within workplaces are essential to employees' wellbeing, and their ability to access empowerment structures is largely dependent on the management. Twenty-eight first-line managers in elderly care were interviewed. Deductive qualitative content analysis was used to analyse data. Managers perceived that staff had varying degrees of access to the empowering structures described in Kanter's theory - and that they possessed formal power in their roles as contact persons and representatives. The descriptions mostly started from the managers' own actions, although some started from the needs of staff members. All managers described their staff's access to the empowering structures in Kanter's theory as important, yet it seemed as though this was not always reflected on and discussed as a strategic issue. Managers could make use of performance and appraisal dialogues to keep up to date on staff's access to empowering structures. Recurrent discussions in the management group based on such current information could promote staff's access to power through empowering structures and make job definitions a strategic issue in the organisation.

Predicting emotional exhaustion among haemodialysis nurses: a structural equation model using Kanter's structural empowerment theory.

To test an explanatory model of the relationships between the nursing work environment, job satisfaction, job stress and emotional exhaustion for haemodialysis nurses, drawing on Kanter's theory of organizational empowerment. Understanding the organizational predictors of burnout (emotional exhaustion) in haemodialysis nurses is critical for staff retention and improving nurse and patient outcomes. Previous research has demonstrated high levels of emotional exhaustion among haemodialysis nurses, yet the relationships between nurses' work environment, job satisfaction, stress and emotional exhaustion in this population are poorly understood. A cross-sectional online survey. 417 nurses working in haemodialysis units completed an online survey between October 2011-April 2012 using validated measures of the work environment, job satisfaction, job stress and emotional exhaustion. Overall, the structural equation model demonstrated adequate fit and we found partial support for the hypothesized relationships. Nurses' work environment had a direct positive effect on job satisfaction, explaining 88% of the variance. Greater job satisfaction, in turn, predicted lower job stress, explaining 82% of the variance. Job satisfaction also had an indirect effect on emotional exhaustion by mitigating job stress. However, job satisfaction did not have a direct effect on emotional exhaustion. The work environment of haemodialysis nurses is pivotal to the development of job satisfaction. Nurses' job satisfaction also predicts their level of job stress and emotional exhaustion. Our findings suggest staff retention can be improved by creating empowering work environments that promote job satisfaction among haemodialysis nurses.

Empowering Employees: Structural Empowerment as Antecedent of Job Satisfaction in University Settings

With more organizations looking for employees who take the initiative and respond creatively to the challenges of the job, empowerment becomes important at both individual and organizational levels. Empowered employees are generally more satisfied with their work, committed and effective at work. According to Kanter's structural empowerment, this study examines the role of access to opportunity, resources, support and information, and two types of power, formal and informal, as antecedents of job satisfaction. A cross sectional study using questionnaires was conducted. The sample consisted of 226 Spanish university teachers. Hierarchical multiple regression analyses have revealed that intrinsic job satisfaction was significantly predicted by formal power and access to opportunity, and job satisfaction with supervisor was predicted by informal power, and access to resources, information, and support. Results support Kanter's theory of structural empowerment, and suggest strong relationships between job satisfaction and structural empowerment. It is a link between empowering work settings and organizational outcomes (job satisfaction, organizational commitment, effectiveness). On a practical level, Kanter's structural empowerment theory provides a framework for understanding empowering workplaces and empowered employees.

Workplace sex composition and ischaemic heart disease: A longitudinal analysis using Swedish register data.

The aim of this study is to follow-up on previous research indicating that the sex composition of workplaces is related to a number of health outcomes, including sickness absenteeism and mortality. We test two hypotheses. The first is Kanter's theory of tokenism, which suggests that minority group members suffer from an increased risk of stress. Secondly, we test the hypothesis that workplaces with a higher proportion of men will have a higher incidence rate of ischaemic heart disease (IHD), as men are more likely to engage in negative health behaviours, and through peer effects this will result in a workplace culture that is detrimental to health over the long term. Large-scale, longitudinal Swedish administrative register data are used to study the risk of overnight hospitalization for IHD amongst 67,763 men over the period 1990 to 2001. Discrete-time survival analyses were estimated in the form of logistic regression models. Men have an elevated risk of suffering from IHD in non-gender-balanced workplaces, but this association was only statistically significant in workplaces with 61-80% and 81-100% males. However, after adjusting for occupation no clear pattern of association could be discerned. No pattern of association was observed for women. This study suggests that the gender composition of workplaces is not strongly associated with the risk of suffering from IHD.

Challenges of implementating a doctoral program in an international exchange in Cuba through the lens of Kanter's empowerment theory

The literature in international education focuses primarily on the experiences of western students in developing countries, international students in western universities, the development of an educational program in a developing country, or internationalization of curricula in western universities. There is little in the literature that addresses the challenges students and participating faculty face when implementing a graduate program in a developing country. The purpose of this paper is to describe and analyze the challenges of implementing a doctoral program in an international exchange through the lens of Kanter's theory of empowerment. Recommendations to address these challenges will be made.

The influence of empowerment and incivility on the mental health of new graduate nurses

To test a model based on Kanter's theory of structural empowerment, which examines the relationships between new graduate nurses' perceptions of structural empowerment, workplace incivility and mental health symptoms. The initial years of practice can be particularly stressful for new graduate nurses, who may be particularly vulnerable to uncivil behaviour as a result of their status in the work environment. Disempowerment and incivility in the workplace may compound the mental health symptoms experienced by new graduate nurses. A predictive, non-experimental design was used to examine the relationship between structural empowerment, workplace incivility and mental health symptoms in a sample of new graduate nurses working in hospital settings in Ontario (n=394). High levels of structural empowerment were significantly associated with fewer negative mental health symptoms in new graduates. However, co-worker incivility and supervisor incivility partially mediated the effect of structural empowerment on new graduate nurses' mental health symptoms. The findings suggest that empowering workplaces contribute to lower mental health symptoms in new graduate nurses, an effect that is diminished by incivility. Strategies that foster empowering work conditions and reduce uncivil behaviour are needed to promote positive mental health in new graduate nurses.

Gendering innovation process in an industrial plant – revisiting tokenism, gender and innovation

Purpose – This article provides an analysis of the gendering process in product innovation. Interwoven into this process is the encapsulation of a token position. The article expands and deepens the tokenism theory through a discussion of gender in the innovation process. The article draws from recent and classical theories of gender, ranging from gendering approaches to Acker's theory of gendered organisations and processes within organisations, and Moss Kanter's tokenism theory. The main objective of the article is to address this gap in the tokenicsm discussion and introduce a new concept of “processual tokenism”. Design/methodology/approach – The article builds on an intensive single case study and uses a narrative methodology and approach in the analysis of the data of the case in question. The primary data used in the narratives consist of interview data. The article also uses documents and reports as secondary data in the narrative construction. The approach used is theoretical, interpretative and ...