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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TL;DR: In this article, the authors examined the ways in which participation in workplace reading groups facilitates women's networking within work organizations, in terms of both formal and informal as well as expressive and instrumental networking.
Abstract: Synopsis Drawing on the results of a small qualitative research project involving four work-based book groups—three in the UK and one in the USA—this article examines the ways in which participation in workplace reading groups facilitates women's networking within work organizations, in terms of both formal and informal as well as expressive and instrumental networking. It has long been recognized that women's employment progression is hampered, in part, by their exclusion from male-dominated networks. Taking a gendered approach to the analysis of workplace networking, this study suggests that book groups can function as an alternative to traditional old boys' networks, in some instances. Within the workplace, the collective reading of literature, I suggest, can potentially function as a means to extend the social as well as the more career-focused opportunities of its participants.
4 citations
TL;DR: In this paper, the role and nature of networking and career relationships in nonprofit sport organizations is perceived to impact career development, highlighting differences in perceptions of how networking is defined, the central role of mentors, the nature of relationships, and networking strategies.
Abstract: Purpose
Networking practices are considered to be an important career advancement strategy. However, little empirical research exists which provides understanding of this phenomenon as it relates to the differences in practices and experiences between genders. The purpose of this paper is to explore how the role and nature of networking and career relationships in nonprofit sport organizations is perceived to impact career development.
Design/methodology/approach
In total, 34 semi-structured interviews were conducted with male and female executives in a range of nonprofit organizations to elicit views, attitudes, and information regarding formal and informal networking strategies and practices employed in this context.
Findings
Findings highlight differences in perceptions of how networking is defined, the central role of mentors, the nature of networking relationships, and networking strategies. The authors found that there are various perceived barriers with regard to gender and organizational culture in sport national governing bodies (NGBs).
Research limitations/implications
Networking practice and policy implications are discussed for sport NGBs and other organizations. The authors offer recommendations for future research.
Originality/value
The project adds value to the understanding of the career advancement of women as it directly compares perceptions of men and women.
4 citations
TL;DR: In this article, perceived tenure security is recognized to affect the socioeconomic behaviours and wellbeing of informal settlement dwellers, and the provision of perceived security is centred on the developmen.
Abstract: Perceived tenure security is recognised to affect the socioeconomic behaviours and wellbeing of informal settlement dwellers. The provision of perceived tenure security is centred on the developmen...
4 citations
Dissertation•
17 Jan 2017
4 citations
Cites background from "Gender differences in the creation ..."
...Male scientists build larger networks of ties that provide access to productive resources and have greater access to the “old-boy” network of influential and resource-rich individuals (Feeney & Bozeman, 2008; van 29 Emmerik, 2006)....
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...…an impact on the size, the composition, and the relational properties of professional networks (Bozeman & Corley, 2004; Bozeman & Gaughan, 2011; van Emmerik, 2006) and that female scientists generally publish fewer articles than their male counterparts (Cole & Cole, 1973; Fox, 1983, 1991, 2005;…...
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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