Male Coworkers Research Articles

A Structuration Analysis of Male Organizational Members’ Responses to Workplace Sexual Harassment

This article draws upon structuration theory to analyze male or-ganizational members’ responses to workplace sexual harassment. In this language production experiment, 462 men with an average of 15.56 years of full-time work experience read a sexual harassment scenario in which they were the target of sexual har-assment from a boss, a coworker, or a supervisee, and then formed a response to that individual about the behavior. A variety of response themes emerged in the data. Male supervisors’ responses to supervisee harassers most frequently involved directives to stop now, and in the future. Directives to stop were also the most frequently used response strategy by male coworkers, but with the addition of profanity in many of the responses. Male supervisees most frequently responded to harassment from a boss with reference to the inappropriateness of the behavior for a boss and/or workplace; these responses were often qualified with politeness, apologetic preludes, and questions. All response themes and nuances thereof are explored in detail. The data support structuration theory’s assertion (Giddens, 1979; 1981; 1984) that the rules and resources that exist in organizations both ena-ble and constrain the ways in which men respond to workplace sexual harassment.

Harassment and bullying aboard: Impacts of gender inequality on ocean professionals

Harassment in the workplace and in the academic environment impacts the victim's physical and mental health, which in turn affects the person attacked, the organization, and the progress of science. The present study aimed to analyze situations of sexual harassment and bullying reported by people who work aboard vessels in Brazil, with emphasis on gender, seeking to quantify and characterize inequalities. This was an exploratory study that used a semi-structured form with a total of 33 questions (29 closed-ended and 4 open-ended), aimed at ocean professionals in Brazil. The online form was broadly shared and made available for three months in 2021, yielding 260 responses. The results demonstrate a greater participation of women in the research, who were also the majority of the victims in terms of both sexual harassment and bullying. The most common scenario reported was that of predominantly male coworkers and the most common aggressor profile was that of men in a superior hierarchical position. Only 35 people (18.0%) made formal complaints of harassment, although 195 of them reported experiencing harassment aboard. Results demonstrated that sexual harassment and/or bullying are a social problem in the field of environmental sciences and marine sciences, which mainly affects and harms women. Thus, a broad discussion of this reality is necessary, in addition to preventing and combating harassment on vessels.

Gendered Tourism: Moroccan Female Workers in The Local Tourism Industry

This study analyzes the influence of tourism development on the lives of Moroccan women employed in tourist accommodation venues in the town of Erfoud in southern Moroccan. The investigation considers both the economic advantages of women's involvement in tourism and the cultural and religious implications of such participation on the lives of these predominantly illiterate women. The study adopts an ethnographic method and argues that while employment in the tourism and hospitality industry undoubtfully brings financial benefits to an otherwise impoverished region, it fails to improve the social status or gender relations and identities of the women. It is found that these are worsened in many cases since working in tourism presupposes that the women maintain sexual relations with their male coworkers.

Employees’ perceptions of co-workers’ internal promotion penalties: the role of gender, parenthood and part-time

ABSTRACT Much research has focused on penalties by gender, parenthood and part-time work for hiring processes or wages, but their role for promotions is less clear. This study analyzes perceived chances for internal promotion, using a factorial survey design. Employees in 540 larger German (>100 employees) firms were asked to rate the likelihood of internal promotion for vignettes describing fictitious co-workers who varied in terms of gender, parenthood, working hours as well as age, earnings, qualification, tenure and job performance. Results show that promotion chances are perceived as significantly lower for co-workers who are women (gender penalty), mothers (motherhood penalty) and part-time workers (part-time penalty). Fathers and childless men (co-workers) are not evaluated differently (no fatherhood premium or penalty), and neither does part-time employment seem to be perceived as a double penalty for male co-workers. All three perceived promotion penalties are more pronounced among female employees, mothers and part-time employees. These findings show that employees perceive differential promotion chances for co-workers which indicate actual differences due to discrimination, selective applications or structural dead-ends. Either way, perceived promotion penalties are likely consequential in guiding employee’s application behavior and hence can contribute to the persistence of vertical gender segregation in the labor market.

Status of Women in Corporate Governance in the Private Sector Companies in India

We investigated the status of women in corporate governance in Indian private sector enterprises. A quantitative empirical study was conducted on a convenient sample of 22 women who are members of the supervisory board or the board of directors of BSE 100 companies in India. An in-depth interview was used as a research tool. A 5-point Likert scale questionnaire was prepared to address a few objectives. The study documents that, despite the numerous misconceptions encountered in their job, women generally believe they are appreciated equally by their male co-workers. Achieving work–life balance is a significant problem because of the complex nature of women’s roles in their home and professional lives. The study also documents that women’s development in corporate governance bodies is based on the assistance they get from the more extensive system and society. Research identifies the antecedents of corporate governance and work environment. This research contributes to the study of corporate governance in the workplace. It offers insights into how women handle social bias and work–life balance to succeed professionally. The study’s outcome is helpful for all the stakeholders to understand the various factors which significantly influence women’s position in the work environment to make corporate governance more effective.

Women Journalists’ Contact Quality with Male Coworkers, Affective Attitudes Toward Men and Intention to Quit: Intergroup Anxiety in Saudi Arabia

ABSTRACT Along with Saudi women’s increased presence and participation in mixed-gender workforces and the current government’s reform initiative, Saudi Vision 2030, their communication opportunities with male coworkers have also increased. Guided by intergroup contact theory, the current online survey tested the influences of Saudi female journalists’ (N = 198) report of communication quantity and communication quality with male coworkers on their affective attitudes toward Saudi men and intention to quit the current job. Supporting our hypotheses, results indicated that Saudi female journalists’ communication quality with male coworkers was positively associated with affective attitudes toward men. In addition, results revealed a significant positive indirect effect of communication quality with male coworkers on affective attitudes toward men and a significant negative indirect effect on intention to quit through intergroup anxiety. These findings are discussed regarding prior literature on intergroup contact theory and Saudi women in the workplace.

Individual, family, and employer: Factors associated with fathers' use of parental leave

AbstractObjectiveThis study aims to examine factors associated with fathers' use of parental leave in Canada, considering a rich set of individual, family, and employer characteristics.BackgroundThe province of Quebec and the rest of Canada have two different parental benefits programs and show different patterns in fathers' parental benefit use. Also, the role of employers in fathers' benefit use has gained little attention in the Canadian context.MethodUsing Canadian administrative data, logistic regression models were estimated separately for the two regions to examine characteristics associated with the likelihood of using parental benefits among fathers whose first child was born in 2016.ResultsThe percentage of male coworkers who used parental benefits, employer's industry, fathers' earnings, and whether the mother received parental benefits were important factors for fathers' parental benefit use in both Quebec and the rest of Canada. Some of these associations were opposite in the two regions.ConclusionNot only individual and family characteristics but also employer characteristics are important for understanding fathers' parental benefit use, and these associations depend on the design of a parental benefit program.ImplicationsFindings can be used to improve a parental benefit program to target fathers with low uptake or their employers.

Gendered Work, Skill, and Women's Labor Activism in Romanian Tobacco Factories from the 1920s to the 1960s

AbstractIn this article, I choose struggles over skill development as an entry point to uncovering features of women's labor activism in state-owned tobacco factories in Romania, from the 1920s to the early 1960s. I look at the processes that constructed women tobacco workers, especially those at the Tobacco Manufactory in the city of Cluj, as non-skilled workers, and examine the forms of labor activism in the tobacco industry that challenged those constructs. I describe how women's work at the Cluj Tobacco Manufactory, from the mid-1920s to the mid-1950s, was shaped by successive waves of production intensification and rationalization, demonstrating that these reorganizations affected female workers more than they affected their male coworkers. I point out that although they were considered non-skilled laborers, female tobacco workers exercised an amount of control over their work and were important contributors to their families’ maintenance. I show that spanning two different political regimes, matters of skill were at the core of labor activism. For female workers, in the interwar period, labor activism in male-dominated organizations and structures entailed skill-mediated political strategies that emphasized experience and shopfloor status besides skill. By the 1950s, labor activism encompassed engaging in confrontational politics over seasoned women workers’ lack of access to skill training programs. I show that both in the late 1920s and in the early 1950s, illiteracy and women's more limited access to formal schooling in general shaped new experiences of participation in labor politics.

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.

Glass Ceiling Effect in What Men Want Movie (2019)

<span lang="EN-US">The glass ceiling effect is a phenomenon that often happens in society but is still rarely addressed. It is because this phenomenon is oftentimes hard to notice since we are already used to it. However, this kind of issue is apparent in <em>What Men Want</em> (2019) movie. This current study aims to analyze the glass ceiling effect faced by the main character in the movie, Ali Davis. The method used to help analyze the data is a qualitative method by taking dialogues from the movie as the main data of this research. The result shows the aspects that indicate the glass ceiling effect in the movie are the employee promotion system, discrimination from male coworkers, and discrimination from a prospective client. Eventually, this study reveals that the glass ceiling effect still occurs in the modern era. Therefore, this current study suggests that companies have to be mindful when they set policies and a good understanding of gender equality among people in the workplace is also needed to minimize the similar cases. </span>

Stereotyping Representation of Kensi Blye’s Character in Television Crime Drama Series NCIS: Los Angeles

The research discussed a stereotyping representation of Special Agent Kensi Blye, one of the female characters in the crime drama series ‘NCIS: Los Angeles series’. In the crime drama genre, a very masculine genre, the notion of a female character having masculine traits was common. Another issue was how the other male characters in the television show saw Kensi Blye. Their willingness to openly accept that Kensi Blye had more masculine traits than her feminine traits would be discussed. To analyze the representation of Kensi Blye, the three-dimensional framework was used as the approach. The research data were gathered from the utterances expressed by Kensi Blye’s co-workers about Kensi. The textual analysis would be the analysis of obtained data using a social actor network. Then, the resulting data would be analyzed using the feminine and masculine traits to find out how the other co-workers represent Kensi Blye’s character. The finding suggests that as the only female field agent, Kensi Blye seems to have a strong character, but in certain situations, her male co-workers still question her femaleness. The stereotyping of femaleness in female characters is inevitable even in the masculine genre of television cinema.

Gendered Expressions of Labor: The Case of Sümerbank Defterdar Textile Factory (Feshane)

Gendered Expressions of Labor:The Case of Sümerbank Defterdar Textile Factory (Feshane) Zehra Betül Atasoy (bio) KEYWORDS gender, labor, Istanbul, Sümerbank, Feshane Industrial workplace and wage labor have lost their appeal for labor historians. One of the reasons claimed for the stagnation in the field of Republican labor history is the insufficiency of archival sources. Nevertheless, the use of alternative evidence beyond standard archival records has been on the agenda in recent years.1 I hope to contribute to the labor historiography of the Turkish Republic from a different perspective, by employing a great deal of visual evidence alongside more common textual documentation. My main objective is to introduce nuances about labor conditions that are not always traceable through textual evidence. I also emphasize the possibility of writing a more gender-inclusive history of labor in the Republican context by examining the issues of safety, health, hierarchy, and worker's rights in the case of the Sümerbank Defterdar Textile Factory (also known as Feshane), where women had a high rate of employment compared to other industrial establishments. Feshane, established in 1833 in Eyüp, was one of the factories that was taken over by the new state following the collapse of the Ottoman Empire. In 1937, it was handed over to Sümerbank, a state enterprise, which was assigned to administer industrialization and to oversee problems in the labor force. It remains a challenge to decipher in which departments women were employed [End Page 435] in Feshane using official government documents. The Sümerbank inspection reports (Sümerbank Murakabe Raporları) include statistics and comments on the work conditions and the body of laborers, but they are either ambiguous or gender blind. However, using overlooked sources provides insights about where female workers were present and what types of tasks they performed. For example, the photographs in the Taha Toros Archive offer an invaluable opportunity to visualize everyday life on the scale of the individual building. In general, the photographs reveal details of the various stages of production and departments in which women were employed, the physical aspects of the spaces, and the hierarchy of work on the shop floor.2 They do not display women individually but instead show them in larger spaces: both performing their tasks and in relation to one another and their male coworkers. Spatial Organization and Technology According to reports prepared in the early 1940s by the Sümerbank inspectors, the complex was marked by deficiencies in hygiene, spatial organization, and technology. The Defterdar Textile Factory was found to be unhygienic.3 It also "lacked order and discipline."4 Referring to all the industrial facilities within Sümerbank, the reports stated that improving the lighting systems could prevent work-related accidents, especially during the night shifts and in the narrow and compact workshop floors with insufficient daylight.5 An additional concern of the examiners was the lack of proper heating, ventilation, and air conditioning systems. It should be noted that spatial organization and technology not only affected female workers but also their fellow male laborers. Although the reports did not specifically indicate the conditions of each department in the factory, it can be argued that the photographs are in line with the inspectors' observations. Based on the visual evidence, women were primarily employed in wet processing in the spinning department. After the dirty raw wool was separated according to type and quality, it was washed, [End Page 436] Click for larger view View full resolution Figure 1. Wool fleece washing unit (yapağı yıkama dairesi ve süzgeçler). Image courtesy of Taha Toros Archive, Marmara University, 001562384008. dyed, dried, and sent to the clean raw wool storage.6 As seen in a photograph of the wool fleece washing department, women operated the fleece opener and washed the dirty wool (Fig. 1). Here, apart from a few suspended lamps from the ceiling, light was provided only through the openings on the roof. The next stage of wet processing was dyeing. Although from photographs the dyehouse (Fig. 2) seems more spacious than the wool fleece washing department, one can notice the lack of interior organization. In the forefront, one unit of processed material, part...

Addressing organizational climate can potentially reduce sexual harassment of female agricultural workers in California

Workplace sexual harassment (SH) has been highlighted as a key issue for female agricultural workers in the United States. This study investigated how workers' descriptive data (age, job experience, attitudes) and specific organizational variables (how work crews are structured) potentially facilitate SH in an agricultural setting. Harassment was reported by 30% of surveyed female viticulture workers in their current jobs. Harassed women tended to be younger, employed seasonally and working in crews where hostile sexist views were prevalent. Harassment affected worker productivity; harassed women and their male co-workers were less satisfied with their jobs and more likely to seek other employment. Efforts to address SH by restructuring at the level of the field crew may be ineffective. Instead, addressing workers' hostile sexist attitudes and the extent to which an organization tolerates SH appears to have the most promise for reducing SH in agricultural industries.

Managing occupational health among goldminers in Ghana: Modelling the likelihood of experiencing occupational related health problems.

BackgroundThe importance of goldmining to Ghana’s development cannot be overestimated. However, the associated morbidities and mortalities resulting from occupational exposure to health hazards and the general cost associated with it is critical. In managing occupational health, a simple comprehension of the main determinants of the problem is required.MethodsA cross-sectional survey of 504 goldminers was fitted to a nested binary logistic regression model to evaluate the independent effect of subsector departments, compositional attributes, contextual factors and working conditions on goldminers’ likelihood of experiencing occupational related health problems.ResultsSubsector department was robust and persisted in predicting experiencing occupational related health problems in all three models. Goldminers who were in artisanal small scale (ASM) non-production, large scale (LSM) production and LSM non-production were less likely to experience occupational related health problems as compared to their counterparts in ASM production. For the compositional factors, female goldminers were more likely to experience occupational related health problems as compared to their male co-workers. Goldminers who were married and also older miners were more likely to experience occupational related health problems as compared to the unmarried and the relatively younger goldminers. At the contextual level, miners who worked on shift-based schedule and also miners who lived close to mine sites were more likely to experience occupational related health problems. Among the working conditions, goldminers who worked in good health conditions were less likely to experience occupational related health problems. Surprisingly, goldminers who rated their safety conditions as good were more likely to experience occupational related health problems.ConclusionGold miners are exposed to different health risk scenarios across subsectors and departments. These conditions need critical attention and action from industry stakeholders. Programs that promote self-care culture should be promoted, especially in the ASM subsector. PPE’s could be relied on for protection in the mining industry but they should be the last line of defense and not to replace preventive measures and actions.

Peer effects and parental leave of fathers

This paper explores peer effects in parental leave uptake between male coworkers in Sweden. Morespecifically, I use the first parental leave quota, introduced in 1995, to estimate the peer effects ...

Measuring the invisible: Development and multi‐industry validation of the Gender Bias Scale for Women Leaders

Measuring the invisible: Development and multi‐industry validation of the Gender Bias Scale for Women Leaders

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.

Gender and Choice over Co-workers: Experimental Evidence

We study whether choice over co-workers matters for performance in gender-diverse teams. We carried out a lab-in-the-field experiment where students were randomly assigned co-workers meant to help them perform on tests. Co-worker allocation was randomized on two dimensions: (1) gender and (2) student preference for that co-worker at baseline. We find that randomly chosen male co-workers reduce the performance of females (12% of the average score), while preferred male co-workers have a positive yet statistically insignificant effect (6% of the average score). These effects are heterogeneous across the gender stereotype of the questions and materialize even though the two types of male co-workers have the same average ability. To investigate the mechanism behind these effects, we randomly allocated hints as an additional source of information across questions. We find that some (but not all) of these differences are driven by difficulty in accessing those hints in the presence of random male co-workers.

Why Employment During and After COVID-19 Is a Critical Women's Health Issue.

Why Employment During and After COVID-19 Is a Critical Women's Health Issue.

Substantive Pay Equality: Tips, Commissions, and How to Remedy the Pay Disparities They Inflict

Empirical evidence demonstrates that racial and ethnic minorities tend to earn less in tips than their white coworkers and racial and ethnic minorities and women tend to earn less in commissions than their white, male coworkers. Moreover, a growing body of research suggests that neither tipping nor commissions are always a business necessity. However, neither courts nor litigants have recognized a disparate impact cause of action under Title VII of the Civil Rights Act of 1964 alleging that customer preference-based pay schemes like tipping and commissions cause employees to earn less because of their race or sex and cannot be justified as job related and consistent with business necessity. This Article articulates a novel litigation strategy for combating pay disparities wrought by tipping and commissions. First, it explains why the overwhelming majority of tipping and commission schemes that cause race- or sex-based pay disparities evidence a prima facie case of disparate impact under Title VII notwithstanding the commonly-held beliefs that Wal-Mart Stores, Inc. v. Dukes forecloses disparate impact review of policies that afford discretion over pay and cases like AFSCME v. Washington foreclose disparate impact scrutiny of policies that set pay based on multiple, complex factors (e.g., market forces, customer preferences). Second, because of a circuit split in defining the business necessity defense, this Article argues that employers in some jurisdictions would be unable to carry their burden of proving that tipping and commission schemes are a literal business necessity, as arguably required under Title VII by the Civil Rights Act of 1991. Third, this Article contends that Title VII’s defenses to disparate impact caused by merit systems or production-based earnings systems do not apply to tipping and commission schemes as they exist today because such schemes do not materially reflect employees’ merit or measure earnings based on the production of tangible things. Finally, this Article presents original, non-litigation alternatives to attacking such pay disparities. Most notably, it reconceptualizes Ricci v. DeStefano — an opinion regarded in much scholarship as a material roadblock to substantive workplace equality — as offering employers the option of ensuring substantive pay equality by offsetting race- or sex-based disparities in tips or commissions via disparate treatment (i.e., affirmative action). For instance, this Article contends that employers do not violate Title VII by offering pay or preferential treatment to racial and ethnic minorities who earn less in tips than their white coworkers because of race (e.g., more-desirable shifts or customers) as a “Ricci offset” to cure the disparate impact that the employer caused in the first place. For generations, employers have maintained tipping and commissions as facially-neutral, customer preference-based pay schemes which afford employees formal pay equality, but fail to guarantee pay untethered to customers’ racist and sexist preferences. This Article provides a litigation road-map and non-litigation alternatives to employees subjugated and discriminated against by such pay schemes. In doing so, it lays the groundwork for those employees to secure not just facially-neutral pay policies, but substantive pay equality.