Clotilde Coron
Datos Biográficos
| ID | 4083453 |
|---|---|
| NOMBRE | Clotilde Coron |
| NOMBRES | Clotilde |
| APELLIDO | Coron |
| FIRMA | CORON C |
| AFILIACIONES | Université Paris-Saclay |
| ORCID | 0000-0001-8431-336X |
| VERIFICADO | Sí |
| TOTAL DE OBRAS | 15 |
| TOTAL DE CITAS | 12 |
| TOTAL COMO AUTOR | 15 |
| TOTAL COMO EDITOR | 0 |
| PRIMER AÑO DE PUBLICACIÓN | 2015 |
| AÑO MÁS RECIENTE DE PUBLICACIÓN | 2026 |
| ÍNDICE H | 2 |
Saving money, costing women
Hospital-at-Home (HaH) is increasingly promoted as a patient-centered and cost-effective alternative to conventional hospitalization. While its clinical and organizational benefits are well documented, less attention has been paid to the forms of work on which HaH relies and to their gendered implications. This article examines HaH as a situation where paid healthcare work is transformed into unpaid caregiving work, and analyzes how this process …
Dévoiler son orientation sexuelle au travail. Les enjeux spécifiques des lesbiennes tardives
Les études sur les personnes homosexuelles au travail se sont concentrées, notamment dans les pays anglosaxons, sur la question du dévoilement (ou « coming out »), avec des études quantitatives centrées sur les antécédents et conséquences du dévoilement. Peu de recherches qualitatives s’intéressent aux stratégies de dévoilement, en le réinscrivant dans le parcours sexo-affectif de la personne, et la plupart se focalisent sur les hommes gays. Dans…
How to do HRM with numbers? A performative lens on HR metrics, HR analytics and HR algorithms
This study examines the performativity of using numbers in the context of human resource management (HRM). We use performativity as a theoretical lens to understand how such quantification affects individuals and work. We theorise three performative effects of quantification based on multiple case studies using internal documents and semi‐structured interviews. To do this we analysed six HRM quantification projects (including cases of algorithmic…
The Organizational Lives of Numbers
Gender, sexual orientation and the pay gap
Purpose Previous research has measured wage inequalities based on gender and sexual orientation. However, although sexism and homophobia form the backdrop of these studies, no research has measured the role played by gender stereotypes and homophobia on the national level in these wage disparities. Most studies have been conducted in single countries, which prevents researchers from considering the effects of national values (such as gender stere…
How does gender diversity in top management teams affect carbon disclosure and its quality
Gender Stereotypes in Europe
Gender stereotypes are most often represented in the form of a one-dimensional scale, ranging from a traditional view to an egalitarian view, which does not adequately reflect the complexity of the corpus of representations on gender. Using the 2017 European Values Study, which has a breadth of indicators describing countries in terms of equality between women and men, the contribution of this article is twofold. First of all, it shows that gende…
Deviation from the ideal worker norm and lower career success expectations
The micro-politics of collective bargaining
What are the drivers of collective bargaining to achieve gender equality in companies? Although much research has been done on this question, answers tend to focus exclusively on the institutional perspective and to neglect the social and power relations at work. We address this deficiency in this article by taking a micro-political perspective. We trace the trajectory of a collectively bargained gender equality policy in a French company over 14…
The 'Gender Face' of Job Insecurity in France
Admittedly, women have a more precarious situation on the job market than men, which would suggest that they feel more insecure. However, literature on subjective job insecurity (JI) is contradictory about the effect of gender on JI. This could be explained by both individual characteristics and labour market gendered segregation - the companies in which women and men work do not have the same characteristics, particularly in terms of strategy an…
Quantifier les inégalités salariales
Les obligations des entreprises françaises en matière d’égalité professionnelle ont récemment fait l’objet d’un important renforcement, notamment en ce qui concerne l’égalité salariale entre les femmes et les hommes, avec la promulgation de la loi de 2006 sur la réduction de l’écart salarial. Le sujet de l’égalité salariale est propice à la quantification. Pour autant, les outils de quantification mobilisés par les entreprises peuvent être insuff…
Equal pay index for men and women
Several methods of calculation may be used to quantify the gender pay gap. The sociology of quantification shows how the construction of indicators may be employed to define certain notions. Literature on the performativity of quantification also highlights the effect that acts of calculation can have upon reality. This article combines these fields as it examines the illocutionary performative power of the ‘equal pay index’, which was developed …
What does “gender equality” mean? Social representations of gender equality in the workplace among French workers
Purpose This work deals with social representations of gender equality in the workplace. Little academic work deals with the way workers define gender equality. My research also deals with the implications of this definition in terms of policy implementation. Design/methodology/approach This work is based on a mixed-method approach. A quantitative study based on an online survey conducted in 2015 at a French company is mobilized to identify and m…
Le changement technologique
Le changement technologique stimule autant qu’il inquiète. L’arrivée des nouveaux outils numériques bouleverse notamment les modèles de consommation, les formes d’emploi et les conditions de travail, et pose de nombreux défis aux organisations comme aux individus. S’il est acquis que le changement technologique est un facteur déterminant de la croissance économique, il est non moins vrai qu’il peut aussi être un amplificateur, voire un catalyseur…
Quantifier l'influence totale de la famille d'origine sur le devenir scolaire et professionnel des individus
Les travaux visant à mesurer l’influence familiale sur les parcours scolaires et professionnels reposent principalement sur des données relatives à un individu et ses ascendants. Celles-ci réduisent l’influence du milieu familial à l’effet des caractéristiques mesurées dans les enquêtes, tels le diplôme et la profession de chacun des deux parents. La part de variance expliquée par ces variables fournit une estimation basse et biaisée de l’influen…
Quantifier l'influence totale de la famille d'origine sur le devenir scolaire et professionnel des individus
Les travaux visant à mesurer l’influence familiale sur les parcours scolaires et professionnels reposent principalement sur des données relatives à un individu et ses ascendants. Celles-ci réduisent l’influence du milieu familial à l’effet des caractéristiques mesurées dans les enquêtes, tels le diplôme et la profession de chacun des deux parents. La part de variance expliquée par ces variables fournit une estimation basse et biaisée de l’influen…
The micro-politics of collective bargaining
What are the drivers of collective bargaining to achieve gender equality in companies? Although much research has been done on this question, answers tend to focus exclusively on the institutional perspective and to neglect the social and power relations at work. We address this deficiency in this article by taking a micro-political perspective. We trace the trajectory of a collectively bargained gender equality policy in a French company over 14…
How to do HRM with numbers? A performative lens on HR metrics, HR analytics and HR algorithms
This study examines the performativity of using numbers in the context of human resource management (HRM). We use performativity as a theoretical lens to understand how such quantification affects individuals and work. We theorise three performative effects of quantification based on multiple case studies using internal documents and semi‐structured interviews. To do this we analysed six HRM quantification projects (including cases of algorithmic…
The 'Gender Face' of Job Insecurity in France
Admittedly, women have a more precarious situation on the job market than men, which would suggest that they feel more insecure. However, literature on subjective job insecurity (JI) is contradictory about the effect of gender on JI. This could be explained by both individual characteristics and labour market gendered segregation - the companies in which women and men work do not have the same characteristics, particularly in terms of strategy an…
What does “gender equality” mean? Social representations of gender equality in the workplace among French workers
Purpose This work deals with social representations of gender equality in the workplace. Little academic work deals with the way workers define gender equality. My research also deals with the implications of this definition in terms of policy implementation. Design/methodology/approach This work is based on a mixed-method approach. A quantitative study based on an online survey conducted in 2015 at a French company is mobilized to identify and m…
Quantifier l'influence totale de la famille d'origine sur le devenir scolaire et professionnel des individus
Les travaux visant à mesurer l’influence familiale sur les parcours scolaires et professionnels reposent principalement sur des données relatives à un individu et ses ascendants. Celles-ci réduisent l’influence du milieu familial à l’effet des caractéristiques mesurées dans les enquêtes, tels le diplôme et la profession de chacun des deux parents. La part de variance expliquée par ces variables fournit une estimation basse et biaisée de l’influen…
Le changement technologique
Le changement technologique stimule autant qu’il inquiète. L’arrivée des nouveaux outils numériques bouleverse notamment les modèles de consommation, les formes d’emploi et les conditions de travail, et pose de nombreux défis aux organisations comme aux individus. S’il est acquis que le changement technologique est un facteur déterminant de la croissance économique, il est non moins vrai qu’il peut aussi être un amplificateur, voire un catalyseur…
Quantifier les inégalités salariales
Les obligations des entreprises françaises en matière d’égalité professionnelle ont récemment fait l’objet d’un important renforcement, notamment en ce qui concerne l’égalité salariale entre les femmes et les hommes, avec la promulgation de la loi de 2006 sur la réduction de l’écart salarial. Le sujet de l’égalité salariale est propice à la quantification. Pour autant, les outils de quantification mobilisés par les entreprises peuvent être insuff…
Equal pay index for men and women
Several methods of calculation may be used to quantify the gender pay gap. The sociology of quantification shows how the construction of indicators may be employed to define certain notions. Literature on the performativity of quantification also highlights the effect that acts of calculation can have upon reality. This article combines these fields as it examines the illocutionary performative power of the ‘equal pay index’, which was developed …
What does “gender equality” mean? Social representations of gender equality in the workplace among French workers
Purpose This work deals with social representations of gender equality in the workplace. Little academic work deals with the way workers define gender equality. My research also deals with the implications of this definition in terms of policy implementation. Design/methodology/approach This work is based on a mixed-method approach. A quantitative study based on an online survey conducted in 2015 at a French company is mobilized to identify and m…
The 'Gender Face' of Job Insecurity in France
Admittedly, women have a more precarious situation on the job market than men, which would suggest that they feel more insecure. However, literature on subjective job insecurity (JI) is contradictory about the effect of gender on JI. This could be explained by both individual characteristics and labour market gendered segregation - the companies in which women and men work do not have the same characteristics, particularly in terms of strategy an…
Deviation from the ideal worker norm and lower career success expectations
The micro-politics of collective bargaining
What are the drivers of collective bargaining to achieve gender equality in companies? Although much research has been done on this question, answers tend to focus exclusively on the institutional perspective and to neglect the social and power relations at work. We address this deficiency in this article by taking a micro-political perspective. We trace the trajectory of a collectively bargained gender equality policy in a French company over 14…
How does gender diversity in top management teams affect carbon disclosure and its quality
Gender Stereotypes in Europe
Gender stereotypes are most often represented in the form of a one-dimensional scale, ranging from a traditional view to an egalitarian view, which does not adequately reflect the complexity of the corpus of representations on gender. Using the 2017 European Values Study, which has a breadth of indicators describing countries in terms of equality between women and men, the contribution of this article is twofold. First of all, it shows that gende…
How to do HRM with numbers? A performative lens on HR metrics, HR analytics and HR algorithms
This study examines the performativity of using numbers in the context of human resource management (HRM). We use performativity as a theoretical lens to understand how such quantification affects individuals and work. We theorise three performative effects of quantification based on multiple case studies using internal documents and semi‐structured interviews. To do this we analysed six HRM quantification projects (including cases of algorithmic…
The Organizational Lives of Numbers
Gender, sexual orientation and the pay gap
Purpose Previous research has measured wage inequalities based on gender and sexual orientation. However, although sexism and homophobia form the backdrop of these studies, no research has measured the role played by gender stereotypes and homophobia on the national level in these wage disparities. Most studies have been conducted in single countries, which prevents researchers from considering the effects of national values (such as gender stere…
Saving money, costing women
Hospital-at-Home (HaH) is increasingly promoted as a patient-centered and cost-effective alternative to conventional hospitalization. While its clinical and organizational benefits are well documented, less attention has been paid to the forms of work on which HaH relies and to their gendered implications. This article examines HaH as a situation where paid healthcare work is transformed into unpaid caregiving work, and analyzes how this process …
Dévoiler son orientation sexuelle au travail. Les enjeux spécifiques des lesbiennes tardives
Les études sur les personnes homosexuelles au travail se sont concentrées, notamment dans les pays anglosaxons, sur la question du dévoilement (ou « coming out »), avec des études quantitatives centrées sur les antécédents et conséquences du dévoilement. Peu de recherches qualitatives s’intéressent aux stratégies de dévoilement, en le réinscrivant dans le parcours sexo-affectif de la personne, et la plupart se focalisent sur les hommes gays. Dans…
Economics (9 obras) · Political science (9 obras) · Psychology (8 obras) · Sociology (7 obras) · Social Psychology (6 obras) · Gender Diversity and Inequality (4 obras) · Gender Studies (4 obras) · Labour economics (4 obras) · Computer Science (3 obras) · Demographic economics (3 obras)