The employment of women managers and professionals in an emerging economy: gender inequality as an organizational practice.
The study reported here uses the recent rapid growth in labor demand in an emerging economy to isolate the organizational forces determining the representation of women in high-skill jobs from labor supply factors. We test key predictions drawn from three theoretical perspectives: according to mark...
| Publicado en: | Administrative Science Quarterly Vol. 43; no. 3; pp. 538 - 566 |
|---|---|
| Autores principales: | , , |
| Formato: | Artículo |
| Publicado: |
Administrative Science Quarterly
September 1998
|
| Materias: | |
| Acceso en línea: | Ver este registro en EBSCOhost |
| fields | @attributes: recordID: 1 pdfLink: plink: https://search.ebscohost.com/login.aspx?direct=true&db=ssf&AN=507665059&site=ehost-live header: @attributes: shortDbName: ssf uiTerm: 507665059 longDbName: Social Sciences Full Text (H.W. Wilson) uiTag: AN controlInfo: bkinfo: jinfo: jid: 00018392 ASQ jtl: Administrative Science Quarterly issn: 00018392 maglogo: N pubinfo: dt: September 1998 vid: 43 iid: 3 pid: 224 pub: Administrative Science Quarterly artinfo: ui: 507665059 10.2307/2393675 ppf: 538 ppct: 28 formats: fmt: – @attributes: type: T – @attributes: type: P size: 1.5MB tig: atl: The employment of women managers and professionals in an emerging economy: gender inequality as an organizational practice. aug: au: Appold, Stephen J. Siengthai, Sununta Kasarda, John D. su: Women executives Women's employment Employment discrimination Women in the professions Organizational behavior Employee selection Foreign corporations Employment International business enterprises Personnel management Thailand Japan sug: subj: Thailand Japan Women executives Women's employment Employment discrimination Women in the professions Organizational behavior Employee selection Foreign corporations Employment International business enterprises Personnel management ab: The study reported here uses the recent rapid growth in labor demand in an emerging economy to isolate the organizational forces determining the representation of women in high-skill jobs from labor supply factors. We test key predictions drawn from three theoretical perspectives: according to market incentive theories, firms are motivated to use human resources, including high-skill women, optimally; according to cultural theories, core national values can affect organizational gatekeepers' practices, while social psychological studies suggest that employees' preference for social homophily can make discriminatory behavior efficient. Analysis of original survey data on 114 multinational firms headquartered in the U.S. and Japan and 40 domestic companies operating in Thailand shows ambiguous market incentives to firms and no impact of national values on the employment of women. The results point to male employees' preferences as the basis of gender inequality as an organizational practice. Reprinted by permission of the publisher. pubtype: Academic Journal doctype: Article src: R language: English refInfo: copyright: @attributes: flag: N holdings: @attributes: islocal: N |
|---|