Hans Doorewaard
Biographic Data
| ID | 223797 |
|---|---|
| NAME | Hans Doorewaard |
| GIVEN NAMES | Hans |
| FAMILY NAME | Doorewaard |
| SIGNATURE | DOOREWAARD H |
| AFFILIATIONS | Radboud University Nijmegen |
| VERIFIED | No |
| TOTAL WORKS | 13 |
| TOTAL CITATIONS | 163 |
| AUTHOR COUNT | 13 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1998 |
| LATEST PUBLICATION YEAR | 2014 |
| H-INDEX | 9 |
Supporting ‘superwomen’? Conflicting role prescriptions, gender-equality arrangements and career motivation among Dutch women physicians
Women physicians are confronted with incompatible gendered role prescriptions, whereby the role of the ‘ideal’ mother contrasts sharply with that of the ‘ideal’ physician. This study introduces four goal frames that reflect how women physicians internalize these conflicting role prescriptions and investigates the relationship between women’s goal frames and their career motivation. It also examines the relationship between gender-equality arrange…
Family ties: Migrant female business owners doing identity work on the public–private divide
This article contributes to the literature on identity work and small business studies, by identifying various forms of identity work of female business owners of Turkish and Moroccan descent in the Netherlands, in relation to two sets of identity regulations stemming from their families, regarding the norms of ‘being a good woman’ and ‘dealing with family support’. Identity work refers to the way subjects form, maintain, strengthen or revise con…
Discourses of ambition, gender and part-time work
The aim of this article is to unravel the gendered practices in ambition and challenge the hegemonic masculinity within it. Our findings are based on a qualitative study using focus groups in which Dutch men and women, full-timers and part-timers, constructed different meanings of ambition. The men and women in our study used three manifest discourses of ambition in the workplace, regarding individual development, mastery of the task, and upward …
Gender subtext revisited
Purpose This paper aims to examine if the notion of gender subtext is still a useful concept to study the implicit processes of gender distinctions in organizations. It also aims to confront the authors' earlier elaboration of the concept of gender subtext with recently developed insights on how organizational processes produce gender at work. Design/methodology/approach The paper reviews the literature that was used to develop the notion of gend…
Explaining career motivation among female doctors in the Netherlands: The Effects of Children, Views on Motherhood and Work-Home Cultures
The gender imbalance in senior medical positions is often attributed to an alleged lack of motivation on the part of female doctors, especially those with young children. Some researchers argue that an unsupportive work-home culture in the medical workplace also plays a role. This study investigates whether having children (and the age of the youngest child) affects female doctors' career motivation and whether this relationship is mediated by vi…
Representations of work—life balance support
This article explores how employers portray themselves as supporters of work—life balance (WLB) in texts found on 24 websites of 10 different companies. With a theoretical framework based on a critical reflection on strategic HRM, feminist studies of organizational culture and hegemonic power processes, we examine implicit and explicit messages of work, life, and WLB support. We study the cultural norms that can be distilled from these articulati…
Assessing Cross-National Invariance of the Three-Component Model of Organizational Commitment: A Six-Country Study of European University Faculty
This study examined cross-national invariance of Meyer and Allen’s three-component model of organizational commitment using samples of university faculty from six European countries. The analysis revealed strict factorial measurement invariance of affective, continuance, and normative organizational commitment constructs (AC, CC, and NC, respectively). While the samples failed to differ in AC and CC, substantial cross-national differences were fo…
Female Ethnicity: Understanding Muslim Immigrant Businesswomen in The Netherlands
Building on theories of intersectionality, in this article we develop the concept of female ethnicity in order to understand the meanings of femininity for Muslim immigrant businesswomen in the context of entrepreneurship. Through the notion of female ethnicity we analyse four life stories and illustrate the tensions these women encounter because of the interlaced working of gender and ethnicity as social categories of exclusion. In addition, we …
An International Comparison of the Effects of HRM Practices and Organizational Commitment on Quality of Job Performances among European University Employees
Work Orientations of Female Returners
Hakim's Preference Theory on the heterogeneity of the work-life preferences of women, and in particular its implicit assumption that a woman's preference to work or to stay at home is based on her personal choices, has frequently been criticized. Other researchers emphasize the constraining influence that a woman's personal, financial and family situation can have on her preferences. Our article aims at contributing to this debate by analysing th…
The Osmosis of Ideas: An Analysis of the Integrated Approach to IT Management from a Translation Theory Perspective
Compared to the critical success factors approach, Translation Theory, which is based on Callon/Latour's Actor-network Theory, presents an innovative and inspiring perspective of analyzing a particular management fashion: the so-called Integrated Approach to IT Management. We argue that the `translation' of this vision on IT management into the organizational discourse resembles more the process of `osmosis' than it does the process of `cloning'.…
Covered by Equality: The Gender Subtext of Organizations
This paper describes the results of an empirical study of the gender subtext in organizations. We examine the divergence of practice and impression of gender distinctions: gender inequality is still persistent in organizational practices while a dominant perception of equality occurs at the same time. Our analysis focuses on the processes (re)producing this divergence. We argue that both the persistency of gender inequality and the perception of …
Six of One and Half a Dozen of the Other: The Gender Subtext of Taylorism and Team‐based Work
This article analyses gendering processes in two distinct models of work organization. It is a widespread belief that, compared to hierarchical (Tayloristic) organizations, team‐based work offers opportunities for a high quality of working life to a broader range of employees, both men and women. Our research, however, suggests that gender inequality is (re)produced in both settings and results from the so‐called gender subtext. The gender subtex…
Representations of work—life balance support
This article explores how employers portray themselves as supporters of work—life balance (WLB) in texts found on 24 websites of 10 different companies. With a theoretical framework based on a critical reflection on strategic HRM, feminist studies of organizational culture and hegemonic power processes, we examine implicit and explicit messages of work, life, and WLB support. We study the cultural norms that can be distilled from these articulati…
Female Ethnicity: Understanding Muslim Immigrant Businesswomen in The Netherlands
Building on theories of intersectionality, in this article we develop the concept of female ethnicity in order to understand the meanings of femininity for Muslim immigrant businesswomen in the context of entrepreneurship. Through the notion of female ethnicity we analyse four life stories and illustrate the tensions these women encounter because of the interlaced working of gender and ethnicity as social categories of exclusion. In addition, we …
Family ties: Migrant female business owners doing identity work on the public–private divide
This article contributes to the literature on identity work and small business studies, by identifying various forms of identity work of female business owners of Turkish and Moroccan descent in the Netherlands, in relation to two sets of identity regulations stemming from their families, regarding the norms of ‘being a good woman’ and ‘dealing with family support’. Identity work refers to the way subjects form, maintain, strengthen or revise con…
Discourses of ambition, gender and part-time work
The aim of this article is to unravel the gendered practices in ambition and challenge the hegemonic masculinity within it. Our findings are based on a qualitative study using focus groups in which Dutch men and women, full-timers and part-timers, constructed different meanings of ambition. The men and women in our study used three manifest discourses of ambition in the workplace, regarding individual development, mastery of the task, and upward …
Work Orientations of Female Returners
Hakim's Preference Theory on the heterogeneity of the work-life preferences of women, and in particular its implicit assumption that a woman's preference to work or to stay at home is based on her personal choices, has frequently been criticized. Other researchers emphasize the constraining influence that a woman's personal, financial and family situation can have on her preferences. Our article aims at contributing to this debate by analysing th…
Six of One and Half a Dozen of the Other: The Gender Subtext of Taylorism and Team‐based Work
This article analyses gendering processes in two distinct models of work organization. It is a widespread belief that, compared to hierarchical (Tayloristic) organizations, team‐based work offers opportunities for a high quality of working life to a broader range of employees, both men and women. Our research, however, suggests that gender inequality is (re)produced in both settings and results from the so‐called gender subtext. The gender subtex…
Gender subtext revisited
Purpose This paper aims to examine if the notion of gender subtext is still a useful concept to study the implicit processes of gender distinctions in organizations. It also aims to confront the authors' earlier elaboration of the concept of gender subtext with recently developed insights on how organizational processes produce gender at work. Design/methodology/approach The paper reviews the literature that was used to develop the notion of gend…
Explaining career motivation among female doctors in the Netherlands: The Effects of Children, Views on Motherhood and Work-Home Cultures
The gender imbalance in senior medical positions is often attributed to an alleged lack of motivation on the part of female doctors, especially those with young children. Some researchers argue that an unsupportive work-home culture in the medical workplace also plays a role. This study investigates whether having children (and the age of the youngest child) affects female doctors' career motivation and whether this relationship is mediated by vi…
Supporting ‘superwomen’? Conflicting role prescriptions, gender-equality arrangements and career motivation among Dutch women physicians
Women physicians are confronted with incompatible gendered role prescriptions, whereby the role of the ‘ideal’ mother contrasts sharply with that of the ‘ideal’ physician. This study introduces four goal frames that reflect how women physicians internalize these conflicting role prescriptions and investigates the relationship between women’s goal frames and their career motivation. It also examines the relationship between gender-equality arrange…
Assessing Cross-National Invariance of the Three-Component Model of Organizational Commitment: A Six-Country Study of European University Faculty
This study examined cross-national invariance of Meyer and Allen’s three-component model of organizational commitment using samples of university faculty from six European countries. The analysis revealed strict factorial measurement invariance of affective, continuance, and normative organizational commitment constructs (AC, CC, and NC, respectively). While the samples failed to differ in AC and CC, substantial cross-national differences were fo…
An International Comparison of the Effects of HRM Practices and Organizational Commitment on Quality of Job Performances among European University Employees
Covered by Equality: The Gender Subtext of Organizations
This paper describes the results of an empirical study of the gender subtext in organizations. We examine the divergence of practice and impression of gender distinctions: gender inequality is still persistent in organizational practices while a dominant perception of equality occurs at the same time. Our analysis focuses on the processes (re)producing this divergence. We argue that both the persistency of gender inequality and the perception of …
Six of One and Half a Dozen of the Other: The Gender Subtext of Taylorism and Team‐based Work
This article analyses gendering processes in two distinct models of work organization. It is a widespread belief that, compared to hierarchical (Tayloristic) organizations, team‐based work offers opportunities for a high quality of working life to a broader range of employees, both men and women. Our research, however, suggests that gender inequality is (re)produced in both settings and results from the so‐called gender subtext. The gender subtex…
The Osmosis of Ideas: An Analysis of the Integrated Approach to IT Management from a Translation Theory Perspective
Compared to the critical success factors approach, Translation Theory, which is based on Callon/Latour's Actor-network Theory, presents an innovative and inspiring perspective of analyzing a particular management fashion: the so-called Integrated Approach to IT Management. We argue that the `translation' of this vision on IT management into the organizational discourse resembles more the process of `osmosis' than it does the process of `cloning'.…
Work Orientations of Female Returners
Hakim's Preference Theory on the heterogeneity of the work-life preferences of women, and in particular its implicit assumption that a woman's preference to work or to stay at home is based on her personal choices, has frequently been criticized. Other researchers emphasize the constraining influence that a woman's personal, financial and family situation can have on her preferences. Our article aims at contributing to this debate by analysing th…
Female Ethnicity: Understanding Muslim Immigrant Businesswomen in The Netherlands
Building on theories of intersectionality, in this article we develop the concept of female ethnicity in order to understand the meanings of femininity for Muslim immigrant businesswomen in the context of entrepreneurship. Through the notion of female ethnicity we analyse four life stories and illustrate the tensions these women encounter because of the interlaced working of gender and ethnicity as social categories of exclusion. In addition, we …
An International Comparison of the Effects of HRM Practices and Organizational Commitment on Quality of Job Performances among European University Employees
Representations of work—life balance support
This article explores how employers portray themselves as supporters of work—life balance (WLB) in texts found on 24 websites of 10 different companies. With a theoretical framework based on a critical reflection on strategic HRM, feminist studies of organizational culture and hegemonic power processes, we examine implicit and explicit messages of work, life, and WLB support. We study the cultural norms that can be distilled from these articulati…
Assessing Cross-National Invariance of the Three-Component Model of Organizational Commitment: A Six-Country Study of European University Faculty
This study examined cross-national invariance of Meyer and Allen’s three-component model of organizational commitment using samples of university faculty from six European countries. The analysis revealed strict factorial measurement invariance of affective, continuance, and normative organizational commitment constructs (AC, CC, and NC, respectively). While the samples failed to differ in AC and CC, substantial cross-national differences were fo…
Explaining career motivation among female doctors in the Netherlands: The Effects of Children, Views on Motherhood and Work-Home Cultures
The gender imbalance in senior medical positions is often attributed to an alleged lack of motivation on the part of female doctors, especially those with young children. Some researchers argue that an unsupportive work-home culture in the medical workplace also plays a role. This study investigates whether having children (and the age of the youngest child) affects female doctors' career motivation and whether this relationship is mediated by vi…
Gender subtext revisited
Purpose This paper aims to examine if the notion of gender subtext is still a useful concept to study the implicit processes of gender distinctions in organizations. It also aims to confront the authors' earlier elaboration of the concept of gender subtext with recently developed insights on how organizational processes produce gender at work. Design/methodology/approach The paper reviews the literature that was used to develop the notion of gend…
Family ties: Migrant female business owners doing identity work on the public–private divide
This article contributes to the literature on identity work and small business studies, by identifying various forms of identity work of female business owners of Turkish and Moroccan descent in the Netherlands, in relation to two sets of identity regulations stemming from their families, regarding the norms of ‘being a good woman’ and ‘dealing with family support’. Identity work refers to the way subjects form, maintain, strengthen or revise con…
Discourses of ambition, gender and part-time work
The aim of this article is to unravel the gendered practices in ambition and challenge the hegemonic masculinity within it. Our findings are based on a qualitative study using focus groups in which Dutch men and women, full-timers and part-timers, constructed different meanings of ambition. The men and women in our study used three manifest discourses of ambition in the workplace, regarding individual development, mastery of the task, and upward …
Supporting ‘superwomen’? Conflicting role prescriptions, gender-equality arrangements and career motivation among Dutch women physicians
Women physicians are confronted with incompatible gendered role prescriptions, whereby the role of the ‘ideal’ mother contrasts sharply with that of the ‘ideal’ physician. This study introduces four goal frames that reflect how women physicians internalize these conflicting role prescriptions and investigates the relationship between women’s goal frames and their career motivation. It also examines the relationship between gender-equality arrange…
Psychology (9 works) · Sociology (9 works) · Gender Diversity and Inequality (8 works) · Gender Studies (7 works) · Political science (7 works) · Social Psychology (6 works) · Work-Family Balance Challenges (6 works) · Computer Science (5 works) · Epistemology (5 works) · Gender Studies (5 works)