Networking with boundary spanners
A quasi‐case study on why women are less likely to be offered an engineering role
Bibliographic Data
| ID | 6058795 |
|---|---|
| Authors | Amanda Shantz (0000-0002-6469-2574, Kingston University), Katy Wright (0000-0002-1791-0401, Kingston University), Gary P Latham (0000-0001-5922-0321, University of Toronto), Gary Latham |
| Year | 2011 |
| Volume | 30 |
| Issue | 3 |
| Pages | 217-232 |
| Publication date | 2011-03-29 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Equal Opportunities International (JOURNAL) |
| Journal identifiers | ISSN: 1758-7093 • E-ISSN: 2040-7149 |
| Publisher | Emerald (PUBLISHER) |
| DOI | 10.1108/02610151111124950 |
| OpenAlex | W1533002341 |
| Language | EN |
| Citations received | 1 |
| References cited | 70 |
Purpose The purpose of this paper is to explore a potential mechanism through which gender segregation in the engineering profession is created and sustained. Specifically, boundary spanners for women and men were examined because they may be a source of valuable information to job seekers. Design/methodology/approach Applicant data for the role of a senior technical engineer ( n =100) from an engineering organisation in the UK were analyzed. Findings A logistic regression analysis showed that women applicants were significantly less likely than men to be offered a job as a senior engineer. A mediation analysis revealed that women did not use networking with boundary spanners as a primary job search tool, providing a partial explanation for why women are less likely to be hired in senior engineering roles. Originality/value This study uses a dataset collected in 2009 to widen the investigative lens of processes that influence hiring outcomes for women in a male‐stereotyped job, namely, engineering
Logistic regression · Mediation · Originality · Political science · Seekers · Social science · Sociology · Computer Science · Cultural Industries and Urban Development · Gender Diversity and Inequality · Mathematics · Psychology · Social Psychology · Work-Family Balance Challenges
Getting a Job
Structural Holes
Why Wages Don't Fall during a Recession
Women and Men at Work
The Role Of Context In Work Team Diversity Research
Organizational Socialization
Effects of networking on career success
Relationality in Organizational Research
Gendered Organizational Cultures
Recent Developments in Network Measurement
The measurement of psychological androgyny
The female leadership advantage
Social relations among managers
Networking your way through the organization
Encounters in social cyberspace
How Women Engineers Do and Undo Gender
Performing Women
Distorted Views Through the Glass Ceiling
Engineering Difference
Academic Women in the UK
A psychological process investigation for the effects of recruitment source and organization information on job survival
Networking behaviors and career outcomes
Mechanisms of control in the temporary help service industry
Headhunters in Local Government
Understanding Our Differences
The moderator–mediator variable distinction in social psychological research
The moderator-mediator variable distinction in social psychological research
Examining Empirical Evidence on Diversity Effects
Social capital, gender and careers
Informal Hiring and Income in the Labor Market
Why Not Ascription? Organizations' Employment of Male and Female Managers
The Social Context of Men's and Women's Job Search Ties
Consequences of Women's Formal and Informal Job Search Methods for Employment in Female-Dominated Jobs
The Strength of Weak Ties
| Unique citing works | 1 |
|---|---|
| Citations per year | 0,25 |
| Citation span | 2022 - 2022 (1) |
| Citation velocity | historical |
| Highly cited | No |
| Citation types | Neutral: 1 |