Women's Leadership

Marriage Structure and Resistance to the Gender Revolution in the Workplace

 In this article, we examine a heretofore neglected pocket of resistance to the gender revolution in the workplace: married male employees who have stay-at-home wives. We develop and empirically test the theoretical argument suggesting that such organizational members, compared to male employees in modern marriages, are more likely to exhibit attitudes, beliefs, and behaviors that are harmful to women in the workplace. To assess this hypothesis, we conducted four studies with a total of 718 married, male participants. We found that employed husbands in traditional marriages, compared to those in modern marriages, tend to (a) view the presence of women in the workplace unfavorably, (b) perceive that organizations with higher numbers of female employees are operating less smoothly, (c) find organizations with female leaders as relatively unattractive, and (d) deny, more frequently, qualified female employees opportunities for promotion.

URL: 
http://papers.ssrn.com/sol3/papers.cfm?abstract_id=2018259

Expanding Work-Life Perspectives: Talent Management in Asia

Despite increased interest, the topic of work-life effectiveness in Asia has remained relatively under-explored in the research literature, especially in terms of how to best implement work-life practices in different cultural contexts and within specific local economies.
 
Expanding Work-Life Perspectives: Talent Management in Asia contributes to our knowledge of how organizations can best implement work-life programs in the region by focusing on the experiences of 1,834 high-potential employees working in Asia for U.S.- or European-based multinational organizations.
URL: 
http://catalyst.org/publication/530/expanding-work-life-perspectives-talent-management-in-asia
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