A meta-analytic review of gender composition influencing employees' work outcomes: implications for human resource development.
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| Title: | A meta-analytic review of gender composition influencing employees' work outcomes: implications for human resource development. |
|---|---|
| Authors: | Cheung, HoKwan1, Goldberg, Caren B.2 caren@carengoldberg.com, Konrad, Alison M.3, Lindsey, Alex4, Nicolaides, Vias5, Yang, Yang6 |
| Source: | Human Resource Development International. Nov2020, Vol. 23 Issue 5, p491-518. 28p. 1 Diagram, 3 Charts. |
| Subject Terms: | *Interpersonal relations, Meta-analysis, Tokenism, Hegemony, Leadership |
| Abstract: | Drawing from Kanter's tokenism theory, the current meta-analysis provides a statistical synthesis of the research linking gender composition of the workplace to men and women's evaluative (leadership, rewards, and performance) and affective (interpersonal relationships, stress, and attitudes towards women) outcomes. In addition, we examine the moderating effect of task gender-type on these relationships. Evidence for simple gender composition effects was weak, with only men's interpersonal outcomes being associated with gender composition. In contrast, we found strong evidence supporting the moderating effect of task gender-type on these relationships for both sexes, across several of the outcomes. Notably, the strongest moderator effect was shown for men's leadership, with a clear pattern demonstrating that gender composition has a stronger positive effect on this outcome for men performing gender-neutral tasks, compared to men performing masculine tasks. This underscores the importance of task gender-type as a more powerful indicator of workplace gender norms than a numerical representation of men and women. Despite progress towards gender parity in the workplace, gender hegemony remains strong in male-typed tasks as they stand impervious to the effects of gender composition. Results are discussed in light of tokenism theory and its implications on designs of HRD interventions. [ABSTRACT FROM AUTHOR] |
| Copyright of Human Resource Development International is the property of Taylor & Francis Ltd and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.) | |
| Database: | Education Research Complete |
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| Header | DbId: ehh DbLabel: Education Research Complete An: 146393757 AccessLevel: 6 PubType: Academic Journal PubTypeId: academicJournal PreciseRelevancyScore: 0 |
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| Items | – Name: Title Label: Title Group: Ti Data: A meta-analytic review of gender composition influencing employees' work outcomes: implications for human resource development. – Name: Author Label: Authors Group: Au Data: <searchLink fieldCode="AR" term="%22Cheung%2C+HoKwan%22">Cheung, HoKwan</searchLink><relatesTo>1</relatesTo><br /><searchLink fieldCode="AR" term="%22Goldberg%2C+Caren+B%2E%22">Goldberg, Caren B.</searchLink><relatesTo>2</relatesTo><i> caren@carengoldberg.com</i><br /><searchLink fieldCode="AR" term="%22Konrad%2C+Alison+M%2E%22">Konrad, Alison M.</searchLink><relatesTo>3</relatesTo><br /><searchLink fieldCode="AR" term="%22Lindsey%2C+Alex%22">Lindsey, Alex</searchLink><relatesTo>4</relatesTo><br /><searchLink fieldCode="AR" term="%22Nicolaides%2C+Vias%22">Nicolaides, Vias</searchLink><relatesTo>5</relatesTo><br /><searchLink fieldCode="AR" term="%22Yang%2C+Yang%22">Yang, Yang</searchLink><relatesTo>6</relatesTo> – Name: TitleSource Label: Source Group: Src Data: <searchLink fieldCode="JN" term="%22Human+Resource+Development+International%22">Human Resource Development International</searchLink>. Nov2020, Vol. 23 Issue 5, p491-518. 28p. 1 Diagram, 3 Charts. – Name: Subject Label: Subject Terms Group: Su Data: *<searchLink fieldCode="DE" term="%22Interpersonal+relations%22">Interpersonal relations</searchLink><br /><searchLink fieldCode="DE" term="%22Meta-analysis%22">Meta-analysis</searchLink><br /><searchLink fieldCode="DE" term="%22Tokenism%22">Tokenism</searchLink><br /><searchLink fieldCode="DE" term="%22Hegemony%22">Hegemony</searchLink><br /><searchLink fieldCode="DE" term="%22Leadership%22">Leadership</searchLink> – Name: Abstract Label: Abstract Group: Ab Data: Drawing from Kanter's tokenism theory, the current meta-analysis provides a statistical synthesis of the research linking gender composition of the workplace to men and women's evaluative (leadership, rewards, and performance) and affective (interpersonal relationships, stress, and attitudes towards women) outcomes. In addition, we examine the moderating effect of task gender-type on these relationships. Evidence for simple gender composition effects was weak, with only men's interpersonal outcomes being associated with gender composition. In contrast, we found strong evidence supporting the moderating effect of task gender-type on these relationships for both sexes, across several of the outcomes. Notably, the strongest moderator effect was shown for men's leadership, with a clear pattern demonstrating that gender composition has a stronger positive effect on this outcome for men performing gender-neutral tasks, compared to men performing masculine tasks. This underscores the importance of task gender-type as a more powerful indicator of workplace gender norms than a numerical representation of men and women. Despite progress towards gender parity in the workplace, gender hegemony remains strong in male-typed tasks as they stand impervious to the effects of gender composition. Results are discussed in light of tokenism theory and its implications on designs of HRD interventions. [ABSTRACT FROM AUTHOR] – Name: AbstractSuppliedCopyright Label: Group: Ab Data: <i>Copyright of Human Resource Development International is the property of Taylor & Francis Ltd and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract.</i> (Copyright applies to all Abstracts.) |
| PLink | https://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=ehh&AN=146393757 |
| RecordInfo | BibRecord: BibEntity: Identifiers: – Type: doi Value: 10.1080/13678868.2020.1749493 Languages: – Code: eng Text: English PhysicalDescription: Pagination: PageCount: 28 StartPage: 491 Subjects: – SubjectFull: Interpersonal relations Type: general – SubjectFull: Meta-analysis Type: general – SubjectFull: Tokenism Type: general – SubjectFull: Hegemony Type: general – SubjectFull: Leadership Type: general Titles: – TitleFull: A meta-analytic review of gender composition influencing employees' work outcomes: implications for human resource development. Type: main BibRelationships: HasContributorRelationships: – PersonEntity: Name: NameFull: Cheung, HoKwan – PersonEntity: Name: NameFull: Goldberg, Caren B. – PersonEntity: Name: NameFull: Konrad, Alison M. – PersonEntity: Name: NameFull: Lindsey, Alex – PersonEntity: Name: NameFull: Nicolaides, Vias – PersonEntity: Name: NameFull: Yang, Yang IsPartOfRelationships: – BibEntity: Dates: – D: 01 M: 11 Text: Nov2020 Type: published Y: 2020 Identifiers: – Type: issn-print Value: 13678868 Numbering: – Type: volume Value: 23 – Type: issue Value: 5 Titles: – TitleFull: Human Resource Development International Type: main |
| ResultId | 1 |
