Gender in Organizations: Are Men Allies or Adversaries to Women’s Career Advancement?

456 Pages·2014·2.58 MB·English

by  Ronald J. Burke

Gender in Organizations
Grahams HD:Users:Graham:Public:GRAHAM'S IMAC JOBS:14539 - EE - BURKE:BURKE 9781781955697 PRINT
Gender in
Organizations
Are Men Allies or Adversaries to Women’s
Career Advancement?
Edited by
Ronald J. Burke
Emeritus Professor of Organizational Studies, Schulich School
of Business, York University, Toronto, Ontario, Canada
Debra A. Major
Professor of Psychology and Associate Chair for Research,
Old Dominion University, Norfolk, Virginia, USA
Edward Elgar
Cheltenham, UK • Northampton, MA, USA
Grahams HD:Users:Graham:Public:GRAHAM'S IMAC JOBS:14539 - EE - BURKE:BURKE 9781781955697 PRINT
© Ronald J. Burke and Debra A. Major 2014
All rights reserved. No part of this publication may be reproduced, stored in a
retrieval system or transmitted in any form or by any means, electronic,
mechanical or photocopying, recording, or otherwise without the prior
permission of the publisher.
Published by
Edward Elgar Publishing Limited
The Lypiatts
15 Lansdown Road
Cheltenham
Glos GL50 2JA
UK
Edward Elgar Publishing, Inc.
William Pratt House
9 Dewey Court
Northampton
Massachusetts 01060
USA
A catalogue record for this book
is available from the British Library
Library of Congress Control Number: 2013946810
This book is available electronically in the ElgarOnline.com
Business Subject Collection, E-ISBN 978 1 78195 570 3
ISBN 978 1 78195 569 7
Typeset by Servis Filmsetting Ltd, Stockport, Cheshire
Printed and bound in Great Britain by T.J. International Ltd, Padstow
3
0
Contents
List of figures and tables vii
List of contributors viii
Acknowledgements x
Introduction – an overview of the book 1
Ronald J. Burke and Debra A. Major
PART I MEN SUPPORTING WOMEN – SETTING THE STAGE
1 Advancing women’s careers: why men matter 11
Ronald J. Burke and Debra A. Major
PART II MASCULINITY AND ITS DISCONTENTS
2 The gender role socialization of boys to men 55
Ronald F. Levant and Thomas J. Rankin
3 Taking the obvious apart: critical approaches to men,
masculinities, and the gendered dynamics of leadership 73
David L. Collinson and Jeff Hearn
4 The imperative for servant-leadership: reflections on the
(enduring) dysfunctions of corporate masculinity 93
Mark Maier
5 Relations, emotions and differences: re-gendering emotional
labour in the context of men doing care 118
Ruth Simpson
6 Men, masculinity, well-being, and health 133
Ronald J. Burke
7 The causes and consequences of workaholism 171
Shahnaz Aziz and Benjamin Uhrich
v
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vi Gender in organizations
PART III GENDERED ORGANIZATIONAL CULTURES
AND MALE PRIVILEGE
8 Gendered organizational cultures, structures and processes:
the cultural exclusion of women in organizations 193
Sarah Rutherford
9 Is this a man’s world? Obstacles to women’s success in male-
typed domains 217
Suzette Caleo and Madeline E. Heilman
10 Unspeakable masculinities in business schools 234
Elisabeth Kelan
11 Male backlash: penalties for men who violate gender
stereotypes 247
Corinne A. Moss-Racusin
12 Stereotype threat impacts on women in the workforce 270
Valerie N. Streets and Hannah-Hanh D. Nguyen
13 Barriers to women in science: examining the interplay between
individual and gendered institutional research cultures on
women scientists’ desired futures 291
Susan Schick Case and Bonnie A. Richley
14 Individual, organizational, and societal backlash against
women 335
Ronald J. Burke
PART IV MEN AS ALLIES: SIGNS OF PROGRESS
15 How can men and women be allies in achieving work–family
balance? The role of coping in facilitating positive crossover 365
Michael L. Litano, Dante P. Myers and Debra A. Major
16 Engaging men through inclusive leadership 385
Jeanine Prime, Mike Otterman and Elizabeth R. Salib
17 Preventing violence against women and girls 405
Michael Flood
Index 429
Figures and tables
FIGURES
8.1 A model of organizational culture 199
13.1 Key interconnecting events 308
13.2 Data structure 309
13.3 The post-doctoral experience transition zone 317
TABLES
4.1 Contrasting gendered paradigms of organization and
management 99
4.2 Contrasting paradigms of leadership 100
4.3 The performance case for servant-led organizations 111
11.1 Categories of gender stereotypes, with associated status
rankings and implications for backlash 252
13.1 Demographic data of sample 305
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Contributors
Shahnaz Aziz, East Carolina University, USA
Ronald J. Burke, York University, Canada
Suzette Caleo, New York University, USA
Susan Schick Case, Case Western Reserve University, USA
David L. Collinson, University of Lancaster, UK
Michael Flood, University of Woolongong, Australia
Jeff Hearn, Hanken School of Economics, Finland
Madeline E. Heilman, New York University, USA
Elisabeth Kelan, King’s College London, UK
Ronald F. Levant, University of Akron, USA
Michael L. Litano, Old Dominion University, USA
Mark Maier, Chapman University, USA
Debra A. Major, Old Dominion University, USA
Corinne A. Moss-Racusin, Skidmore College, USA
Dante P. Myers, Old Dominion University, USA
Hannah-Hanh D. Nguyen, University of Hawai’i at Mānoa, USA
Mike Otterman, Catalyst, New York, USA
Jeanine Prime, Catalyst, New York, USA
Thomas J. Rankin, University of Akron, USA
Bonnie A. Richley, Case Western Reserve University, USA
Sarah Rutherford, Rutherford Associates, UK
viii
Contributors ix
Elizabeth R. Salib, Catalyst, New York, USA
Ruth Simpson, Brunel University, UK
Valerie N. Streets, Old Dominion University, USA
Benjamin Uhrich, University of North Carolina, Charlotte, USA
Grahams HD:Users:Graham:Public:GRAHAM'S IMAC JOBS:14539 - EE - BURKE:BURKE 9781781955697 PRINT
Acknowledgements
I have been interested in supporting women’s career development and
advancement for over 25 years. My thinking has been influenced by
several female colleagues: Tamara Weir, Carol McKeen, Lyn Davidson,
Mary Mattis, Susan Vinnicombe and Debra Nelson. I appreciated and
benefitted from their support, encouragement and wisdom.
This is my second undertaking with Debra Major. Her suggestions
greatly improved the collection. Preparation of this collection was sup-
ported in part by York University. I thank Carla D’Agostino for her
assistance in linking with our contributors, Edward Elgar Publishing, and
managing my chapters. A special acknowledgement to Fran O’Sullivan at
Elgar for her continuing interest and support of our work.
I am proud that my son Jeff supports Leanne without reservation, and
Brendan does the same for Sharon.
Ronald J. Burke
Toronto
I feel fortunate that men have been allies in my career progress. As a first
generation college student pursuing her undergraduate degree, Steve
Kozlowski introduced me to the field of industrial/organizational (I/O)
psychology and the possibility of graduate study. As a doctoral student,
opportunities that I was afforded by Dan Ilgen and John Hollenbeck
positioned me well for career success. As a new assistant professor, I was
hired by a male department chair and welcomed into the I/O program by
a group of male colleagues. Now 21 years into my career, I benefit from
a male dean who supports my career goals. Of course, this is not to take
anything away from the numerous women who have also supported my
career as leaders, colleagues and mentors. Having spent time in male-dom-
inated work environments, I know first hand that the support of men can
be essential to women’s career advancement. I also know that not every
woman shares my positive experiences. I hope this volume contributes to
positive change for all women.
x