From making do to making home : gender and housewifery on the Victorian goldfields
- Authors: Dernelley, Katrina
- Date: 2019
- Type: Text , Journal article
- Relation: Labour History Vol. , no. 117 (Nov 2019), p. 1-21
- Full Text: false
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- Description: Feminist historians have been strong advocates for the recognition of women's domestic lives, yet housework remains an underexplored area of labour history. Scholars of material culture have explored individual aspects of domestic life on the goldfields, particularly needlework; however, the broader focus has remained on women's activities outside the home. Although typically interpreted through narratives of masculine adventure, hardship and goldseeking, the goldfields were also domesticated landscapes. Both men and women consciously made attempts to create home, even when the concept of home was transitory. Commonly, the task of transforming an industrial landscape into a domestic one fell to women, who had been assigned the "natural" responsibility of household labour for centuries. The expectation was that women would attend to the daily labour-intensive work of creating and maintaining home.
Examining Nepalese forestry governance from gender perspectives
- Authors: Wagle, Radha , Pillay, Soma , Wright, Wendy
- Date: 2017
- Type: Text , Journal article
- Relation: International Journal of Public Administration Vol. 40, no. 3 (2017), p. 205-225
- Full Text: false
- Reviewed:
- Description: This article examines Nepalese forestry governance from gender perspectives. We argue that gendered institutional norms and values are associated with forest-governing institutions, such as forest bureaucracies, shaping the nature, and extent of women’s involvement in decision-making processes in the Nepalese forest bureaucracy. Studies on Nepalese forestry reveal that substantial progress has been made in forming policies and initiating activities for including women in forestry governance of Nepal; however despite this, gendered dynamics create difficulties for women to enter and progress in the forestry profession, thereby creating gendered employment territories through institutional, legislative, normative, and infrastructural measures. © 2017 Taylor & Francis Group, LLC.
Australasian university management, gender and life course issues
- Authors: Neale, Jenny , White, Kate
- Date: 2014
- Type: Text , Journal article
- Relation: Equality, Diversity and Inclusion Vol. 33, no. 4 (2014), p. 384-395
- Full Text: false
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- Description: Purpose - The purpose of this paper is to explore the issues arising for women and men in senior management in New Zealand and Australian universities where life course and career trajectories intersect, and analyses how the stereotypical masculinist culture of universities can create additional problems for women. Design/methodology/approach - The data presented here comes from 47 interviews undertaken with women (27) and men (20) senior managers - a total of 26 interviews from New Zealand universities and 21 from Australian universities. "Senior Management" was defined in this study as those academic managers with university wide responsibilities, who were currently in senior management positions. Findings - Life-course issues for women aspiring to senior management roles in universities are framed around hegemonic constructions of masculinity; notions of academic careers subsuming personal life in professional roles; and structural constraints making rational choice impossible for many women. Furthermore, the excessive hours worked in such roles equate with the definition of extreme jobs. The paper concludes that the way in which women and men in senior HE endeavour to balance work and family life differs but creates issues for them both. Research limitations/implications - The structure and operation of Australian and New Zealand universities make gender diversity and management difficult to operationalise, given the competing imperatives of work and other life course trajectories. It is crucial to reframe life course and career intersections are conceptualised to ensure that diversity can be maximised. Originality/value - This paper focuses on women and men in senior management positions in New Zealand and Australian universities, but the findings can be generalised to other countries with HE systems based on the British University model. In discussing how institutional culture affects the intersection of career and life course trajectories, this paper highlights the detrimental outcomes for individuals and the resultant lack of diversity in the sector. Copyright © 2014 Emerald Group Publishing Limited. All rights reserved.
Top university managers and affirmative action
- Authors: Carvalho, Teresa , Machado-Taylor, Maria , White, Kate
- Date: 2013
- Type: Text , Journal article
- Relation: Equity, diversity and inclusion: An International Journal Vol. 32, no. 4 (2013), p. 394-409
- Full Text: false
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- Description: Purpose – The purpose of this paper is to analyse if the existence of equal opportunity legislative frameworks and affirmative action programs make any difference to the way senior managers perceive the role of top university managers in influencing women's position in their institutions. A comparative study was therefore undertaken between a country with traditions in implementing AA in universities – Australia – and another which has no tradition in this domain – Portugal. Design/methodology/approach – A qualitative methodology was chosen to collect and analyse data. A total of 44 interviews with male and female university senior managers – 21 in Australia and 23 in Portugal – were conducted by the principal researcher in each country. Findings – When describing the role of top managers, gender equality was not often mentioned, suggesting that it may not be a topic on the current institutional political agenda either in Australia or in Portugal. When specifically asked about gender, respondents considered that Rectors and VCs in the two countries took opposite positions with Australian VCs being more aware of their role in improving gender equality. The study therefore concluded that the existence of equal opportunities frameworks and AA policies may have an influence in increasing top managers’ awareness of their roles in improving women's representation in management teams. Research limitations/implications – The research was restricted to public universities. In Portugal the system is more diverse and comparing HE with private and polytechnic institutions could provide important insights about senior managers’ roles in relation to improving women's position in HE. More in‐depth qualitative studies are needed, to obtain top managers’ perceptions of the variables that impact on their views and attitudes to women in senior management. Practical implications – This study provides new and innovative contributions to knowledge about the perceptions of senior managers of their top managers and their roles in eliminating gender discrimination and the influence of affirmative action in HE in these perceptions
Top university managers and affirmative action
- Authors: Carvalho, Teresa , White, Kate , Machado-Taylor, Maria
- Date: 2013
- Type: Text , Journal article
- Relation: Equality, Diversity and Inclusion Vol. 32, no. 4 (2013), p. 394-409
- Full Text: false
- Reviewed:
- Description: Purpose - The purpose of this paper is to analyse if the existence of equal opportunity legislative frameworks and affirmative action programs make any difference to the way senior managers perceive the role of top university managers in influencing women's position in their institutions. A comparative study was therefore undertaken between a country with traditions in implementing AA in universities - Australia - and another which has no tradition in this domain - Portugal. Design/methodology/approach - A qualitative methodology was chosen to collect and analyse data. A total of 44 interviews with male and female university senior managers - 21 in Australia and 23 in Portugal - were conducted by the principal researcher in each country. Findings - When describing the role of top managers, gender equality was not often mentioned, suggesting that it may not be a topic on the current institutional political agenda either in Australia or in Portugal. When specifically asked about gender, respondents considered that Rectors and VCs in the two countries took opposite positions with Australian VCs being more aware of their role in improving gender equality. The study therefore concluded that the existence of equal opportunities frameworks and AA policies may have an influence in increasing top managers' awareness of their roles in improving women's representation in management teams. Research limitations/implications - The research was restricted to public universities. In Portugal the system is more diverse and comparing HE with private and polytechnic institutions could provide important insights about senior managers' roles in relation to improving women's position in HE. More in-depth qualitative studies are needed, to obtain top managers' perceptions of the variables that impact on their views and attitudes to women in senior management. Practical implications - This study provides new and innovative contributions to knowledge about the perceptions of senior managers of their top managers and their roles in eliminating gender discrimination and the influence of affirmative action in HE in these perceptions. Originality/value - This paper contributes to the discussion on the advantages and disadvantages of using affirmative action programmes by analyzing a dimension which has not been explored - its impact on senior managers' perceptions of their role in promoting gender equality in HEIs.
A cross-cultural study in the UK and Australia of pay expectations and entitlements : A case of vanishing differences?
- Authors: Davidson, Marilyn , Wood, Glenice , Harvey, Jack
- Date: 2012
- Type: Text , Journal article
- Relation: Gender in Management Vol. 27, no. 3 (2012), p. 165-185
- Full Text: false
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- Description: Purpose: Previous US research has consistently revealed females reporting lower pay expectations and entitlements compared to their male counterparts. The purpose of this paper is to investigate whether these gender differences still exist, specifically in British and Australian business students, or whether there has been a generation shift in attitudes. Design/methodology/approach: Quantitative data were analysed from 481 (252 females and 229 males) university students, on their responses to what they "expected" to earn five years after graduation and what they thought they "deserved" to earn. Students from two British universities (n=285) and two Australian universities (n=196) participated. Findings: Results revealed that the presence of very high values (outliers) reported by a small proportion of male respondents led to apparent gender differences in perceived entitlement (deserved salary). However, appropriately modified analyses showed no significant gender differences in expected salary, deserved salary or salary difference. Differences were observed between countries; in the UK expectations and views on deserved salary were higher than those expressed in Australia. In addition, in both countries' students from higher ranking universities expected higher salaries and believed they deserved a higher salary. Research limitations/implications: The sample is restricted to University business students and may not generalise to other groups. Practical implications: Implications of these findings reflect on gender pay inequities, along with methodological issues for future research. Originality/value: This paper challenges the long-held view that, in general, males have more positive expectations of their future salaries than females. While this has been reported in the past, the paper illustrates that in a contemporary sample across two countries, the great majority of male and female students had very similar expectations for their future salary. The paper proposes some explanations that may account for this phenomenon. The only clear gender difference observed was the presence of a small proportion of males with extremely high salary expectations; the paper highlights the necessity for appropriate statistical analysis of such highly skewed data. © Emerald Group Publishing Limited.
Children's depression inventory: Invariance across children and adolescents with and without depressive disorders
- Authors: Gomez, Rapson , Vance, Alasdair , Gomez, Andre
- Date: 2012
- Type: Text , Journal article
- Relation: Psychological Assessment Vol. 24, no. 1 (2012), p. 1-10
- Full Text: false
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- Description: In the study, the authors examined the measurement (configural, factor loadings, thresholds, and error variances) and structural (factor variances, covariances, and mean scores) invariance of the Children's Depression Inventory (CDI; Kovacs, 1992) across ratings provided by clinic-referred children and adolescents with (N = 383) and without (N = 412) depressive disorders. Multiple-group confirmatory factor analysis of the Craighead, Smucker, Craighead, and Ilardi (1998) CDI model supported full measurement invariance and invariance for structural variances and covariances. Invariance for thresholds was also supported by multiple indicators multiple causes (MIMIC) procedures that controlled for the effects of age; sex; and the presence or absence of anxiety disorders, attention-deficit/hyperactivity disorder, and oppositional defiant/conduct disorders. The MIMIC analyses showed that for latent mean scores, the group with depressive disorders had higher scores, with at least medium effect sizes, for Self-Deprecation and Biological Dysregulation. The theoretical, psychometric, and clinical implications of the findings are discussed. © 2011 American Psychological Association.
A cross-cultural study into peer evaluation of women's leadership effectiveness
- Authors: Jogulu, Uma , Wood, Glenice
- Date: 2008
- Type: Text , Journal article
- Relation: Leadership and Organisational Development Vol. 29, no. 7 (2008), p. 600-616
- Full Text: false
- Reviewed:
- Description: The present paper is based on a cross-cultural exploration of middle managers in two diverse cultures and aims to focus on how the leadership styles of managerial women are perceived and evaluated. In particular, female and male peer evaluations of leadership effectiveness in Malaysia and Australia are to be explored.
- Description: C1
- Description: 2003006154
Gender stereotypical attitudes : Past, present and future influences on women's career advancement
- Authors: Wood, Glenice
- Date: 2008
- Type: Text , Journal article
- Relation: Equal Opportunities International Vol. 27, no. 7 (2008), p. 613-628
- Full Text: false
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- Description: The purpose of this paper is to describe a longitudinal study which followed up middle managers who had participated in a survey on attitudes to promotion eight years earlier. The aim was to contact a sample of these individuals to ascertain their current views on women's career advancement in management.
- Description: C1
- Description: 2003006152
Perceptions of effective leaders : Cross cultural influences
- Authors: Jogulu, Uma , Wood, Glenice
- Date: 2008
- Type: Text , Journal article
- Relation: International Journal of Knowledge, Culture and Change Management Vol. 8, no. 1 (2008), p. 113-120
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- Description: This paper suggests that values, attitudes and behaviours are strongly culture specific. Therefore, it is contended that if culture exerts an influence in behaviours and attitudes of people it will be evident in the way leadership is perceived or traits of effective leadership is distinguished in organisations around the world. In the Western leadership literature, effective leadership appears to be correlated with organisational performance and profitability, subordinate extra effort and subordinate satisfaction with the leader. The Western literature also suggests that the measure of effective leadership at an individual level involve rating “by subordinates, superiors and peers and leaders themselves” (Eagly, Karau, & Makhijani, 1995, p. 128). However, there is limited knowledge and specific details of leadership characteristics that may constitute effective leadership practices outside the West, nor how universal the Western theories and models may be beyond the Western settings. There is a need to expand the existing knowledge and findings to understand whether Western leadership behaviours and practices are acceptable, appropriate or relevant in other cultures. In order to address this broad topic, the present paper will explore the perceptions of effective leadership in two diverse cultures of Malaysia and Australia. The middle managers in four industry types participated in the present research and the study found differences within and between female and male middle managers in both countries in terms of how leadership effectiveness is perceived and evaluated.
- Description: C1
- Description: 2003006153
Career advancement in Australian middle managers : A follow-up study
- Authors: Wood, Glenice
- Date: 2006
- Type: Text , Journal article
- Relation: Women in Management Review Vol. 21, no. 4 (2006), p. 277-293
- Full Text: false
- Reviewed:
- Description: Purpose - The current study followed up middle managers who had participated in a survey on attitudes to promotion in 1996. The vast majority of the original sample had responded favourably to the question: "Do you want to obtain a senior management position during your managerial career?" In addition, respondents were asked "How confident are you that this will happen?" and "How soon do you feel this will happen?" The aim of this follow up qualitative study is to contact as many of these individuals as possible, to explore the outcome to these questions, and to track what has happened to them in their management careers over the past eight years. Design/methodology/approach - Interviews were conducted with 19 male and 11 female managers. Outcomes of promotion aspirations were sought, and factors that contributed to success and personal strategies that may have been set in place were explored, as were factors that had hindered their progress. In addition, views were sought on future aspirations for promotion. Findings - Results indicated gender differences in outcome of promotion, in both proportions of women achieving senior roles, and the time it took for males and females to obtain these promotions with more male middle managers achieving their promotion to senior roles, in less time, than their female colleagues. Practical implications - The findings were considered in relation to the ongoing career advancement of men and women in management, and in particular, the continuing disproportionate numbers of men and women in senior management roles. Originality/value - As a follow-up study, confirms that fewer female managers are being promoted to senior roles despite an obvious desire on their part such promotion and their confidence in obtaining it fairly quickly. © Emerald Group Publishing Limited.
- Description: C1
- Description: 2003001778
Childlessness and women managers : 'Choice', context and discourses
- Authors: Wood, Glenice , Newton, Janice
- Date: 2006
- Type: Text , Journal article
- Relation: Gender, Work and Organization Vol. 13, no. 4 (2006), p. 338-358
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- Description: Childlessness is increasing and might reflect acceptance of diversity, scope for individual choice and a creative 'social imaginary' about being feminine without being a mother. Childlessness also appears to have a contextual manifestation arising from the recognition that the long-hours work culture in many organizations does not support appropriate parenting. A qualitative study of Australian managers reveals the contradictory discourses of childlessness around enlightened equality, maternalism, an elusive, ideal 'work-life balance' and individualism. The article explores a contextually nuanced, dynamic, generative theory of agency which does not hinge on the mother-child dyad, in explaining women managers' choices to remain childless. © Blackwell Publishing Ltd 2006.
- Description: C1
- Description: 2003002074
Towards a third level of analysis in the work-life balance debate: Incorporating a 'society' perspective
- Authors: Zacharias, Nadine
- Date: 2006
- Type: Text , Journal article
- Relation: The international journal of knowledge, culture & change management Vol. 5, no. 8 (2006), p. 195-201
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- Description: The concept of ‘work-life balance’ has been researched from three main but largely separate perspectives: Business, individual and society. Much research has attempted to link ‘work-life balance’ initiatives to ‘bottom line’ performance and to make a ‘business case’ for their introduction. Studies that have focused on employees using ‘work-life balance’ policies have shown that the issues around a satisfactory combination of work and private life spheres are still mainly perceived as an individual (female) concern. It is only recently that the issues have been regarded as a phenomenon of broader social significance because the negative consequences of the increased inability of finding a ‘balance’ are becoming more and more obvious in Western societies. In this paper, I argue that the discussion around ‘work-life balance’ has to be more inclusive and needs to integrate the three perspectives to take the debate to a new level. The underlying theme is that of values, attitudes and beliefs that are held in organisations, individuals and societies and of the ways in which their interplay predicts the ability to achieve a personal ‘work-life balance’. It is argued that those values, attitudes and beliefs are innately gendered. By adding a ‘society’ perspective to the equation, in the form of a critical ‘gender lens’, it is possible to detect deeply held and widely shared assumptions within national cultures that create gendered social structures which currently hinder the reconciliation of work and private life spheres.
- Description: C1
- Description: 2003001776
What does it take to get to the top : Do middle and senior managers agree?
- Authors: Wood, Glenice
- Date: 2003
- Type: Text , Journal article
- Relation: Women in Management Review Vol. 18, no. 3/4 (2003), p. 122-131
- Full Text: false
- Reviewed:
- Description: Women constitute only approximately 3-5 per cent of Australian senior managers. One possible explanation of their failure to enter senior management in greater numbers is that women in management may have differing perceptions of the necessary prerequisites for promotion to senior roles. This study explored this possibility with 351 male and 156 female Australian middle managers, whose views were contrasted with senior managers’ perceptions. Gender differences in perception were found between middle managers and middle and senior managers in terms of the importance placed on personal qualities such as attractiveness, deference to superiors, likeability, personality, popularity and powerful allies (perceived charisma) as attributes considered necessary for achieving senior management promotion. In particular, female middle managers believed more strongly than their male counterparts, that senior managers would value the personal qualities encompassed in perceived charisma when considering middle managers for further promotion. However, senior managers did not consider this group of attributes to be important in promotion-seeking behaviour.
- Description: C1
- Description: 2003000613