A Treatise on the Family. G. S. Becker. Cambridge, MA: Harvard University Press. 1981. Gary Becker is one of the most famous and influential economists of the second half of the 20th century, a fervent contributor to and expounder of the University of Chicago free-market philosophy, and winner of the 1992 Nobel Prize in economics. Although any book with the word "treatise" in its title is clearly intended to have an impact, one coming from someone as brilliant and controversial as Becker certainly had such a lofty goal. It has received many article-length reviews in several disciplines (Ben-Porath, 1982; Bergmann, 1995; Foster, 1993; Hannan, 1982), which is one measure of its scholarly importance, and yet its impact is, I think, less than it may have initially appeared, especially for scholars with substantive interests in the family. This book is, its title notwithstanding, more about economics and the economic approach to behavior than about the family. In the first sentence of the preface, Becker writes "In this book, I develop an economic or rational choice approach to the family." Lest anyone accuse him of focusing on traditional (i.e., material) economics topics, such as family income, poverty, and labor supply, he immediately emphasizes that those topics are not his focus. "My intent is more ambitious: to analyze marriage, births, divorce, division of labor in households, prestige, and other non-material behavior with the tools and framework developed for material behavior." Indeed, the book includes chapters on many of these issues. One chapter examines the principles of the efficient division of labor in households, three analyze marriage and divorce, three analyze various child-related issues (fertility and intergenerational mobility), and others focus on broader family issues, such as intrafamily resource allocation. His analysis is not, he believes, constrained by time or place. His intention is "to present a comprehensive analysis that is applicable, at least in part, to families in the past as well as the present, in primitive as well as modern societies, and in Eastern as well as Western cultures." His tone is profoundly conservative and utterly skeptical of any constructive role for government programs. There is a clear sense of how much better things were in the old days of a genderbased division of labor and low market-work rates for married women. Indeed, Becker is ready and able to show in Chapter 2 that such a state of affairs was efficient and induced not by market or societal discrimination (although he allows that it might exist) but by small underlying household productivity differences that arise primarily from what he refers to as "complementarities" between caring for young children while carrying another to term. Most family scholars would probably find that an unconvincingly simple explanation for a profound and complex phenomenon. What, then, is the salient contribution of Treatise on the Family? It is not literally the idea that economics could be applied to the nonmarket sector and to family life because Becker had already established that with considerable success and influence. At its core, microeconomics is simple, characterized by a belief in the importance of prices and markets, the role of self-interested or rational behavior, and, somewhat less centrally, the stability of preferences. It was Becker's singular and invaluable contribution to appreciate that the behaviors potentially amenable to the economic approach were not limited to phenomenon with explicit monetary prices and formal markets. Indeed, during the late 1950s and throughout the 1960s, he did undeniably important and pioneering work extending the domain of economics to such topics as labor market discrimination, fertility, crime, human capital, household production, and the allocation of time. Nor is Becker's contribution the detailed analyses themselves. Many of them are, frankly, odd, idiosyncratic, and off-putting. …

A Treatise on the Family

Men and Women of the Corporation

https://cws.journals.yorku.ca/index.php/cws/article/download/14795/13847

Despite considerable advances in research and practice over the past three decades, cardiovascular disease and, in particular, coronary heart disease (CHD) remains the primary cause of premature death in the United States. This chapter will illustrate the various methods and concepts within health psychology that have been applied to further our understanding of the factors that contribute to CHD and the various prevention and intervention strategies used to reduce the risk of CHD morbidity and mortality. This chapter will first provide an overview of etiological considerations, including a definition of CHD and specification of risk factors. The remainder of the chapter will focus on “coronary-prone behavior pattern,” or the Type A behavior pattern, as it relates to the development and maintenance of CHD. As was discussed in Chapter 1, this behavior pattern represents the first well-defined psychological or behavioral risk factor in the history of risk factor research in health and illness. Therefore, the Type A behavior pattern will be emphasized, with a focus on (1) defining the pattern and presenting it in historical perspective, (2) describing the pattern and the methods used to measure and identify it, (3) reviewing the research validating the Type A construct and providing an overview of the psychological aspects of the behavior pattern, and (4) reviewing the psychophysiological

Coronary heart disease. Clinical, cinearteriographic and metabolic correlations.

This meta-analysis examined the extent to which stereotypes of leaders are culturally masculine. The primary studies fit into 1 of 3 paradigms: (a) In Schein's (1973) think manager-think male paradigm, 40 studies with 51 effect sizes compared the similarity of male and leader stereotypes and the similarity of female and leader stereotypes; (b) in Powell and Butterfield's (1979) agency-communion paradigm, 22 studies with 47 effect sizes compared stereotypes of leaders' agency and communion; and (c) in Shinar's (1975) masculinity-femininity paradigm, 7 studies with 101 effect sizes represented stereotypes of leadership-related occupations on a single masculinity-femininity dimension. Analyses implemented appropriate random and mixed effects models. All 3 paradigms demonstrated overall masculinity of leader stereotypes: (a) In the think manager-think male paradigm, intraclass correlation = .25 for the women-leaders similarity and intraclass correlation = .62 for the men-leaders similarity; (b) in the agency-communion paradigm, g = 1.55, indicating greater agency than communion; and (c) in the masculinity-femininity paradigm, g = 0.92, indicating greater masculinity than the androgynous scale midpoint. Subgroup and meta-regression analyses indicated that this masculine construal of leadership has decreased over time and was greater for male than female research participants. In addition, stereotypes portrayed leaders as less masculine in educational organizations than in other domains and in moderate- than in high-status leader roles. This article considers the relation of these findings to Eagly and Karau's (2002) role congruity theory, which proposed contextual influences on the incongruity between stereotypes of women and leaders. The implications for prejudice against women leaders are also considered.

Are leader stereotypes masculine? A meta-analysis of three research paradigms.

The 1990s - Women in Management and Business An Overview Occupational Stress and the Female Executive Acquiring "Appropriate" Managerial Skills Personality and Behaviour Resisting "Hurry Sickness" The Roles that Women Play Relationships at Work Blocked Promotion and Career Development Jumping Through Hoops Walking the Tightrope Between Work and Home Positive Approaches to Helping Women into Management

Shattering the Glass Ceiling: The Woman Manager

Women in Management - Ronald J Burke and Marilyn J Davidson Current Research Issues PART ONE: NEGATIVE EFFECTS OF ORGANIZATIONAL CULTURE An Introductory Overview of Women in Corporate Management - Barbara Parker and Ellen A Fagenson Gender Cultures - Su Maddock and Di Parkin How They Affect Men and Women at Work Managerial Sex Typing - Virginia E Schein A Persistent and Pervasive Barrier to Women's Opportunities PART TWO: ISSUES IN CAREER DEVELOPMENT Turnover of Female Managers - Jeanne M Brett and Linda K Stroh Career Development among Managerial and Professional Women - Ronald J Burke and Carol A McKeen Career Development in Male and Female Managers - Rob Goffee and Nigel Nicholson Convergence or Collapse? Gender Bias in the Selection and Assessment of Women in Management - Beverly Alimo-Metcalfe Women as Managerial Leaders - Margaret Ferrario PART THREE: GENDER AND RELATIONSHIPS AT WORK The Social Construction of Relationships among Professional Women at Work - Robin J Ely Gender Differences in Communication and Behaviour in Organizations - Susan Schick Case Women and Sexual Harassment - Jeanette N Cleveland Work and Well-Being in US Organizations Changing Men and Changing Managements - Jeff Hearn Social Change, Social Research and Social Action PART FOUR: HOME-WORK CONFLICTS Work-Family Conflict, Social Support and Well-Being - Jeffrey H Greenhaus and Saroj Parasuraman Role Tensions and Dual-Career Couples - Suzan Lewis Variations in Career and Family Involvement over Time - Mary Dean Lee Truth and Consequences PART FIVE: EQUAL OPPORTUNITY AND AFFIRMATIVE ACTION PROGRAMMES Organizational Initiatives in the USA for Advancing Managerial Women - Mary C Mattis Affirmative Action in Australian Organizations - Robin Kramar Implementing Equal Opportunity and Affirmative Action Programmes in Belgium, France and The Netherlands - Monique Chalude, Attie de Jong and Jacqueline Laufer Opportunity 2000 - Valerie Hammond Good Practice in UK Organizations

Women in management : current research issues

Women in Management

Currently there are over 11 million women employed in the UK, accounting for 49.5% of the workforce. However, despite increases in the number of women employed in the construction industry over the past decade, they still constitute only 13% of the industry's workforce. This means that construction continues to be the most male dominated of all the major industrial groups. A review is presented of the literature relating to the current position of women in the construction industry. It identifies and examines the barriers preventing women's entry into the industry, the subsequent barriers faced by those working within the construction industry, and initiatives committed to promoting equality for women and men in construction. These barriers arise from a number of sources including: the construction industry's image; career knowledge amongst children and adults; selection criteria and male dominated courses; recruitment practices and procedures; sexist attitudes; male dominated culture; and the work enviro...

Women in construction: The untapped resource

Examines a recent managerial sex typing research project. Results show that it is still very difficult for women to reach top managerial jobs and those who do are very much in the minority. The “glass ceiling” appears to be still intact although women are gaining some “middle” ground. Posits that “think manager – think male” should become “think manager – think qualified person!”

Marilyn J. Davidson

Papers

Shattering the Glass Ceiling: The Woman Manager

Women in management : current research issues

Women in Management

Women in construction: The untapped resource

Think manager, think male