Basics of qualitative research: Grounded theory procedures and techniques

Introduction 1. Woman's Place in Man's Life Cycle 2. Images of Relationship 3. Concepts of Self and Morality 4. Crisis and Transition 5. Women's Rights and Women's Judgment 6. Visions of Maturity References Index of Study Participants General Index

In a Different Voice. Psychological Theory and Women’s Development. Cambridge, MA (Harvard University Press) 1982.

http://science.sciencemag.org/content/sci/201/4359/899.2.full.pdf

Phenomenology of perception.

Men and Women of the Corporation

Bodies That Matter: On the Discursive Limits of “Sex”

Doing gender is a popular concept in studies on work and organizations that is used to show how gender is constructed through interactions in organizations. Recently researchers have also started looking at how gender can be undone. This article elucidates two understandings of doing gender based on ethnomethodological and poststructural and discursive approaches and shows how these theoretical approaches lead to diverging ways of undoing gender. These two approaches are critically explored by drawing on qualitative research with information communication technology workers. The article thereby examines how gender might be undone within both ethnomethodological and poststructural and discursive traditions. It makes a contribution towards understanding (un)doing gender approaches at work by highlighting the implications for research on gender, work and organization.

https://onlinelibrary.wiley.com/doi/pdf/10.1111/j.1468-0432.2009.00459.x

Gender Logic and (Un)doing Gender at Work

Although gender discrimination remains a feature of working life in many contexts, research on gender in organizations has shown that workplaces are often constructed as gender neutral. This poses an ideological dilemma for workers: how can they make sense of gender discrimination at work while presenting their workplace as gender neutral? This article explores that dilemma through an analysis of how information communication technology (ICT) workers talk about gender discrimination. Instead of denying gender discrimination, workers acknowledge it can happen but construct it as singular events that happened in the past and they place the onus on women to overcome such obstacles. Navigating the ideological dilemma around gender neutrality and discrimination, interviewees display what the article characterizes as gender fatigue. Copyright © 2009 ASAC. Published by John Wiley & Sons, Ltd.

Gender fatigue: The ideological dilemma of gender neutrality and discrimination in organizations

In this article, we use a sample of Norwegian quoted companies in the period of 2001–2010 to explore whether the gender quota requiring 40 % female directors on corporate boards changes the likelihood of women being appointed to top leadership roles as board chairs or corporate CEOs Our empirical results indicate that the gender quota and the resulting increased representation of female directors provide a fertile ground for women to take top leadership positions The presence of female board chairs is positively associated with female directors’ independence status, age and qualification, whilst the presence of female CEOs is positively related to the average qualification of female directors Firms with older and better educated female directors are more likely to appoint female board chairs The likelihood of female CEOs’ appointment increases with the percentage of independent directors and directors’ qualifications, especially those for female directors Furthermore, the gender gaps with respect to qualification, board interlocks and nationality between female and male board chairs vanishes after Norwegian companies’ full compliance to the quota in January 2008 However, the gender quota has no significant impact on the gender gaps between female and male directors after its full compliance Our article thereby contributes to understanding how gender quotas, presence of female directors, percentage of female directors on boards and other board characteristics can determine the gender of top leaders of organizations

The Gender Quota and Female Leadership: Effects of the Norwegian Gender Quota on Board Chairs and CEOs

‘Doing gender' is a much used term in research on gender, work and organizations. However, translating theoretical insight into empirical research is often a challenging endeavour. A lack of clarity with regard to the conceptualization and operationalization of key terms in turn often limits the theoretical and empirical purchase of a concept. The aim of this article is therefore to provide a systematization of empirical approaches to ‘doing gender'. This systematization leads to a topology of five themes that is derived from empirical research in the field. The five themes identified are structures, hierarchies, identity, flexibility and context specificity, and gradual relevance/subversion. Each theme explores a different facet of ‘doing gender'. This topology helps empirical researchers to be more specific about which aspects of ‘doing gender' they are referring to. This in turn can help to unfold the theoretical potential of the concept of ‘doing gender'.

/pdf/towards-a-topology-of-doing-gender-an-analysis-of-empirical-4xk8fw14fx.pdf

Towards a Topology of ‘Doing Gender’: An Analysis of Empirical Research and Its Challenges

Postfeminism remains a relatively unexplored concept for scholars in the area of gender and organizations. In this article we first provide theoretical perspectives on postfeminism and elaborate a critical approach to it. Postfeminism is seen as a concept, rather than an identification, that can assist in understanding the patterning of gender in the modern workplace. The second part of the article illustrates different discursive moves that we observed in our own research exploring how sexism is repudiated and how gender fatigue is enacted. This meta-theme is supported by four discursive moves: first, gender inequalities are routinely allocated to the past or, secondly, to other countries or contexts; third, women are seen as the advantaged sex; and fourth, the status quo is accepted as just how workplaces are. The article thereby makes a contribution to understanding the patterning of a postfeminist sensibility both theoretically and empirically in the work context.

/pdf/a-postfeminist-sensibility-at-work-2abxtnd47l.pdf

Elisabeth K. Kelan

Papers

Gender Logic and (Un)doing Gender at Work

Gender fatigue: The ideological dilemma of gender neutrality and discrimination in organizations

The Gender Quota and Female Leadership: Effects of the Norwegian Gender Quota on Board Chairs and CEOs

Towards a Topology of ‘Doing Gender’: An Analysis of Empirical Research and Its Challenges

A Postfeminist Sensibility at Work