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Date Submitted: 01/26/2011 03:08 AM
Engendering Change: Organization Dynamics and Workplace Gender Desegregation 1975 – 2005
Matt L. Huffman University of California – Irvine
Philip N. Cohn University of North Carolina – Chapel Hill
Jessica Pearlman University of North Carolina – Chapel Hill
2010 by Johnson Graduate School, Cornell University.
Introduction
The segregation of jobs and occupations is a persistent feature of the labor market and the proximate cause of many forms of gender inequality
* The negative effects of gender segregation on women’s labor market opportunities such as lower wages and lower chance to get promoted to higher positions.
Many studies showed the relationship between the presence of female organizational leaders and reduced inequality. But, these studies have many limitations to be generalized
* The studies tended to be industry specific, cross sectional, or limited to specific labor markets or certain time periods.
New theory : How various organizational features have an impact on gender inequality?
* How the relationship between the presence of female organizational leaders and reduced inequality is conditional on organizational change
* How women’s access to organizational power structures is related to patterns of workplace inequality.
* Focuses on three key establishment-level characteristics
1. Women’s access to organizational power structures
2. Establishment size and growth
3. The effect of time on the organizational dynamics that affect gender desegregation
Establishment Size
Hypothesis 1 : The positive effect of women’s representation in management on the level of gender integration will be enhanced by establishment size.
Bureaucratization VS Formalization
Larger size may lead to the entrenchment of existing patterns of gender segregation
Size is positively correlated with the formalization of personnel policies and other practices, and formalization is thought to reduce gender-based ascription by...