Illuminating gendered organization assumptions
An important step in creating a family‐friendly organization: a case study
Bibliographic Data
| ID | 2171975 |
|---|---|
| Authors | Jennifer E Swanberg (0000-0002-9195-7144) |
| Year | 2004 |
| Volume | 7 |
| Issue | 1 |
| Pages | 3-28 |
| Publication date | 2004-04-01 |
| Peer Reviewed | Yes |
| Open Access | No |
| Type | ARTICLE |
| Venue | Community Work & Family (JOURNAL) |
| Journal identifiers | ISSN: 1366-8803 • E-ISSN: 1469-3615 |
| Publisher | Informa UK Limited (PUBLISHER • GB) |
| DOI | 10.1080/1366880042000200271 |
| OpenAlex | W1795992264 |
| Language | EN |
| Citations received | 19 |
| References cited | 15 |
One key to why organizations have been less successful at integrating a work–family agenda into their organizational cultures is that workplaces have failed to consider how gender assumptions influence workplace practices, policies and cultures. This paper presents a theoretical framework for considering how gender role assumptions have prevented organizational attempts to become family friendly. Further, this paper uses an organizational case study to illustrate this point. Specifically, a theory of gendered organizations is used to frame an analysis of 30 employee interviews. Data suggest that gendered organizational assumptions inherent to several workplace policies and practices contribute to employee strain associated with negotiating the demands of life on and off the job. Further, the findings show that these gendered organizational assumptions prevent organizations from developing workplace cultures responsive to employees' work, family and personal needs. A brief review of the interdisciplinary work–family field is presented, followed by a discussion of gendered organizations. Then, using interview data collected from management and 'front‐line' female and male workers employed at a municipal government, this paper examines how workplace practices, presumably gender neutral, affect employees and the organizational culture in which they work
Affect (linguistics · Business · Front line · Government (linguistics · Negotiation · Organizational commitment · Organizational culture · Political science · Public relations · Social science · Sociology · Work (physics · Engineering · Gender Diversity and Inequality · Gender, Feminism, and Media · Work-Family Balance Challenges
Work–Life, Diversity and Intersectionality
Health-Related Assistance Programs, Leadership Support, and Organizational Performance
Reaching for Low Hanging Fruit
Intimate Partner Violence, Employment,and The Workplace
Work‐family culture in academia
Fathers' use of extended parental leave
A Multilevel Grounded Theory of Quantitative Job Quality Among Mothers, Fathers and Childless Women and Men in a Gendered, Classed and Aged “Growth-Driven” Organisation
You Can Stand on Your Head and Still End Up with Lower Pay’
Who Gets to ‘Work Hard, Play Hard’? Gendering the Work–Life Balance Rhetoric in Canadian Tech Companies
Intimate Partner Violence and the Workplace
A composite life history of a mother in the military
Quality Jobs in the New Millennium
Gender Pay Gaps in U.S. Federal Science Agencies
Discourse or reality
Diversified Organizational Inequality Regimes and Ideal Workers in a "Growth-Driven," "Diverse," "Flexible" Australian Company
Post-Fordist Work
Gender and Organizational Culture
You care for your work; I'll care for your family
Serving men and mothers
The Discovery of Grounded Theory
Work-Family Backlash
Lower-Wage Workers and the New Realities of Work and Family
Basics of Qualitative Research
Individual and common components of the social environment at work and psychological well-being
The Work-Family Role System
Gendered Organizational Logic
Doing Difference
Hierarchies, Jobs, Bodies
Doing Gender
Negotiating Professionalism
| Unique citing works | 19 |
|---|---|
| Citations per year | 0,9 |
| Citation span | 2005 - 2024 (20) |
| Citation velocity | recent |
| Highly cited | No |
| Citation types | Neutral: 19 |