Gender differences in the creation of different types of social capital : A multilevel study
TL;DR: Men were shown to be more effective in creating hard social capital, but, unexpectedly, women were not found to be the emotional specialists they often are thought to be.
About: This article is published in Social Networks.The article was published on 2006-01-01. It has received 165 citations till now. The article focuses on the topics: Social mobility & Social status.
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01 Jan 2013
TL;DR: Yang et al. as mentioned in this paper developed an integrated approach to understand the linkages between ecosystem services and human well-being, and examined complex policy effects on both ecosystem services (ES) and HWB.
Abstract: ECOSYSTEM SERVICES, HUMAN WELL-BEING, AND POLICIES IN COUPLED HUMAN AND NATURAL SYSTEMS By Wu Yang Over the past decades, human activities have led to unprecedented biodiversity losses and socioeconomic costs. Unless effective changes in policies, institutions, and practices are made, the deterioration is predicted to be even graver in the future. The fundamental challenge to reverse the situation for achieving both environmental and socioeconomic sustainability lies in improving the understanding and management of human-nature interactions. To address such challenge, this dissertation focuses on improving the understanding of linkages between ecosystem services (ES) and human well-being (HWB), and examining complex policy effects on both ES and HWB. Specific objectives are to: (1) develop an integrated approach to understand the linkages between ES and HWB; (2) understand the effects and underlying mechanisms of indirect and direct drivers, including group size, on collective action and ES management outcomes; (3) test the interaction effects of different policies on HWB; (4) understand the effects of payments for ecosystem services (PES) programs on both ES and HWB; and (5) examine the effects of the post-disaster reconstruction policy on both ES and
16 citations
TL;DR: It is argued that the gender gap in network-based job searching depends on the degree of legitimacy of gender status beliefs across institutional contexts, and that job searching is double embedded in social networks and in cultural institutions.
16 citations
Cites result from "Gender differences in the creation ..."
...When women do seek help from contacts, the help is more emotionally supportive and less task-oriented and job-related, compared to men (van Emmerik, 2006)....
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TL;DR: This article showed that women generally have less job authority than men and that human capital, family features and contextual factors cannot fully explain this gender authority gap. But they did not consider the role of gender stereotypes.
Abstract: Women generally have less job authority than men. Previous research has shown that human capital, family features and contextual factors cannot fully explain this gender authority gap. Another popu...
16 citations
Cites background from "Gender differences in the creation ..."
...Moreover, while studies comparing networks of men and women remain relatively scarce (Van Emmerik, 2006) there is evidence of gender differences in network diversity (but see Renzulli et al., 2000)....
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26 Jun 2007
TL;DR: In this paper, the authors identify gender differences in social networks as an important determinant of the relative perceived credibility of men and women and the opportunities for hire and promotion available to them.
Abstract: Drawing upon Cabrera and Thomas-Hunt's (2006) theoretical framework for the advancement of executive women, we identify gender differences in social networks as an important determinant of the relative perceived credibility of men and women and the opportunities for hire and promotion available to them. A review of the existing research literature on gender and social networks is presented and several potentially fruitful avenues for future research in this area are discussed.
16 citations
Cites background from "Gender differences in the creation ..."
...…many of the key differences in the social networks of men and women (Brass, 1985; Burt, 1998; Ibarra, 1992, 1997; Lincoln & Miller, 1979; McPherson & Smith-Lovin, 1987; McPherson et al., 2001; Mehra et al., 1998; Miller et al., 1981; Moore, 1990; Smith-Lovin & McPherson, 1992; van Emmerik, 2006)....
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...…1985; Burt, 1998; Ibarra, 1992, 1997; Lincoln & Miller, 1979; McPherson & Smith-Lovin, 1987; McPherson, Smith-Lovin, & Cook, 2001; Mehra, Kilduff, & Brass, 1998; Miller, Lincoln, & Olson, 1981; Moore, 1990; Smith-Lovin & McPherson, 1992; van Emmerik, 2006), clearly additional work is needed....
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...…in the way in which men and women translate social networks into tangible benefits (Burt, 1998; Ibarra, 1992, 1997; Lincoln & Miller, 1979; van Emmerik, 2006) and we will identify instances where existing research investigates or informs either the societal or organizational factors…...
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TL;DR: Results show that although facets of social capital were significant for both groups, they were not as strong in promoting better health as other characteristics, and only social trust was significantly associated with better health.
Abstract: A considerable body of literature has established a link between social capital and health. Although this research area has grown, very little of it has focused on the Latino population. Additionally, very few studies have examined whether investing resources in social capital should supersede investing in resources that create traditional forms of capital. Through structural equation modeling, this investigation focused on establishing a contextual investigation of social capital and health as it pertains to Latinos and non-Hispanic Whites. Utilizing nationally representative data from the 2000 Community Benchmark Survey, results show that although facets of social capital were significant for both groups, they were not as strong in promoting better health as other characteristics. In fact, only social trust was significantly associated with better health.
15 citations
Cites background from "Gender differences in the creation ..."
...The measures of social capital chosen for the current study reflect common distinctions found in the literature: structural and cognitive forms of social capital (Harpham, Grant, & Thomas, 2002; Grootaert & Van Bastelaer, 2002; Uphoff & Wijayaratna, 2000)....
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...Acculturation refers to the process whereby cultural learning takes place because of coming into contact with a new group or culture (Gordon, 1964; Marin, Sabogal, Vanoss Marin, Otero-Saogal, & Perez-Stable, 1987)....
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...Even though sources of social capital can be products of larger systems such as communities or countries, individual- or group-level social connections are also considered important sources (Bourdieu & Wacquant, 1992; Van Emmerik, 2006)....
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References
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TL;DR: In this paper, it is argued that the degree of overlap of two individuals' friendship networks varies directly with the strength of their tie to one another, and the impact of this principle on diffusion of influence and information, mobility opportunity, and community organization is explored.
Abstract: Analysis of social networks is suggested as a tool for linking micro and macro levels of sociological theory. The procedure is illustrated by elaboration of the macro implications of one aspect of small-scale interaction: the strength of dyadic ties. It is argued that the degree of overlap of two individuals' friendship networks varies directly with the strength of their tie to one another. The impact of this principle on diffusion of influence and information, mobility opportunity, and community organization is explored. Stress is laid on the cohesive power of weak ties. Most network models deal, implicitly, with strong ties, thus confining their applicability to small, well-defined groups. Emphasis on weak ties lends itself to discussion of relations between groups and to analysis of segments of social structure not easily defined in terms of primary groups.
37,560 citations
TL;DR: A new sex-role inventory is described that treats masculinity and femininity as two independent dimensions, thereby making it possible to characterize a person as masculine, feminine, or "androgynous" as a function of the difference between his or her endorsement of masculine and feminine personality characteristics.
Abstract: This article describes the development of a new sex-role inventory that treats masculinity and femininity as two independent dimensions, thereby making it possible to characterize a person as masculine, feminine, or "androgynous" as a function of the difference between his or her endorsement of masculine and feminine personality characteristics. Normative data are presented, as well as the results of various psychometric analyses. The major findings of conceptual interest are: (a) the dimensions of masculinity and femininity are empirically as well as logically independent; (6) the concept of psychological androgyny is a reliable one; and (c) highly sex-typed scores do not reflect a general tendency to respond in a socially desirable direction, but rather a specific tendency to describe oneself in accordance with sex-typed standards of desirable behavior for men and women. Both in psychology and in society at large, masculinity and femininity have long been conceptualized as bipolar ends of a single continuum; accordingly, a person has had to be either masculine or feminine, but not both. This sex-role dichotomy has served to obscure two very plausible hypotheses: first, that many individuals might be "androgynous" ; that is, they might be both masculine and feminine, both assertive and yielding, both instrumental and expressive—depending on the situational appropriateness of these various behaviors; and conversely, that strongly sex-typed individuals might be seriously limited in the range of behaviors available to them as they move from situation to situation. According to both Kagan (1964) and Kohlberg (1966), the highly sex-typed individual is motivated to keep his behavior consistent with an internalized sex-role standard, a goal that he presumably accomplishes by suppressing any behavior that might be con
7,984 citations
TL;DR: In this paper, the authors present an argument and evidence for a structural ecology of social capital that describes how the value of an individual's social capital to an individual is contingent on the number of people doing the same work.
Abstract: I present argument and evidence for a structural ecology of social capital that describes how the value of social capital to an individual is contingent on the number of people doing the same work. The information and control benefits of bridging the structural holes—or, disconnections between nonredundant contacts in a network—that constitute social capital are especially valuable to managers with few peers. Such managers do not have the guiding frame of reference for behavior provided by numerous competitors, and the work they do does not have the legitimacy provided by numerous people doing the same kind of work. I use network and performance data on a probability sample of senior managers to show how the value of social capital, high on average for the managers, varies as a power function of the number of people doing the same work.
3,376 citations
TL;DR: In this article, the authors present the results of a study on organizational cultures in twenty units from ten different organizations in Denmark and the Netherlands, which came from in-depth interviews of selected informants and a questionnaire survey of a stratified random sample of organizational members.
Abstract: Geert Hofstede University of Limburg Bram Neuijen University of Groningen Denise Davat Ohayv Institute for Research on intercultural Cooperation Geert Sanders University of Groningen This paper presents the results of a study on organizational cultures in twenty units from ten different organizations in Denmark and the Netherlands. Data came from in-depth interviews of selected informants and a questionnaire survey of a stratified random sample of organizational members. Data on task, structure, and control characteristics of each unit were collected separately. Quantitative measures of the cultures of the twenty units, aggregated at the unit level, showed that a targe part of the differences among these twenty units could be explained by six factors, related to established concepts from organizational sociology, that measured the organizational cultures on six independent dimensions. The organizational culture differences found resided mainly at the levei of practices as perceived by members. Scores of the units on the six dimensions were partly explainable from organizational idiosyncrasies but were also significantly correlated with a variety of task, structural, and control-system characteristics of the units.
3,294 citations
TL;DR: In this article, a framework is developed for conceptualizing the processes that occur between dominants and tokens, and three perceptual phenomena are associated with tokens: visibility, polarization, and assimilation, where tokens' attributes are distorted to fit preexisting generalizations about their social type.
Abstract: Proportions, that is, relative numbers of socially and culturally different people in a group, are seen as critical in shaping interaction dinamics, and four group types are identified in the basis of varying proportional compositions. "Skewed" groups contain a large preponderance of one type (the numerical "dominants") over another (the rare "tokens"). A framework is developed for conceptualizing the processes that occur between dominants and tokens. Three perceptual phenomena are associated with tokens: visibility (tokens capture a disproportionate awareness share), polarization (differences between tokens and dominants are exaggerated), and assimilation (tokens' attributes are distorted to fit preexisting generalizations about their social type). Visibility generates performance pressures; polarization leads dominants to heighten their group boundaries; and assimilation leads to the tokens' role entrapment. Illustrations are drawn from a field study in a large industrial corporation. Concepts are exten...
2,426 citations