Emerald | Gender in Management: An International Journal | Table of Contents http://www.emeraldinsight.com/1754-2413.htm Table of contents from the most recently published issue of Gender in Management: An International Journal Journal en-gb Tue, 27 May 2014 00:00:00 +0100 2013 Emerald Group Publishing Limited editorial@emeraldinsight.com support@emeraldinsight.com 60 Emerald | Gender in Management: An International Journal | Table of Contents http://www.emeraldinsight.com/common_assets/img/covers_journal/gmcover.gif http://www.emeraldinsight.com/1754-2413.htm 120 157 Psychometric Evaluation of the "Men’s Polarized Gender Thinking Questionnaire (MPGQ)" http://www.emeraldinsight.com/journals.htm?issn=1754-2413&volume=29&issue=4&articleid=17109494&show=abstract <strong>Abstract</strong><br /><br /><B>Purpose</B> - The purpose of this research is to develop and validate a new measure of gender equality at male-dominated workplaces allowing quantitative analyses of men’s beliefs about gender-based inequality at work. <B>Design/methodology/approach</B> - The present paper examine a questionnaire developed from qualitative interviews based on grounded theory methodology and designed to assess men’s beliefs about gender inequality. A 23-item version of the Men’s Polarized Gender Thinking Questionnaire (MPGQ) was completed by a sample of 220 men from three different male-dominated organizations in Sweden. Recommended psychometric testing procedures were conducted. <B>Findings</B> - Confirmatory factor analysis supported a six-factor model of male attitudes to gender based inequality: different views on success, stereotypical gender roles – different jargons, benevolent sexism, conscious of gender order, conscious of the male norm system and strategies for gender equality at work. The final model showed acceptable fit to data. All six factors were positively intercorrelated.<B>Practical implications</B> - It was concluded that the MPGQ provides a useful tool for further studies of men’s sometimes polarized views of gender equality in male dominated workplaces. Hence, MPGQ may allow researchers and practitioners to go deeper in their understanding of persistent and often hidden gender based inequality at work. <B>Originality/value</B> - Equality plans are difficult to fulfill if people do not know on which subtle mechanisms the concept gender based inequality is founded. The MPGQ illustrates how they are manifested at a specific workplace. Because of the scarcity of this type of workplace measures, this study may make a contribution of concern to the literature. By measuring these sometimes polarized beliefs management strategies aiming at decreasing barriers to gender equality at work could become more accurate and efficient. Article literatinetwork@emeraldinsight.com (Bodil Bergman, Pernilla Larsman, Jesper Löve) Tue, 27 May 2014 00:00:00 +0100 Competence development and work-family conflict: professors and gender http://www.emeraldinsight.com/journals.htm?issn=1754-2413&volume=29&issue=4&articleid=17109480&show=abstract <strong>Abstract</strong><br /><br /><B>Purpose</B> - To understand how the development of teaching and research competencies affects graduate (MS and PhD level - called stricto sensu courses in Brazil) management professors' work-family relations.<B>Design/methodology/approach</B> - This research is a case study about work-family conflicts in academic careers. The data collection and analysis occurred during the period between June 2009 and January 2012. The population is composed of 45 professors: 33 men and 12 women, which respectively correspond to 73% and 27% of the professors in the programs. 11 female professors and 26 male professors were interviewed in this research. Analysis of work-family conflicts was performed by means of open questions based on three conflict dimensions: time, strain and behavior.<B>Findings</B> - Investment in the development of teaching competencies brings conflicts into work-family relations. Among the three conflict dimensions considered, time stood out. When the conflict dimension was analyzed, more specifically in terms of behavior, it was evident that men perceive the effects of work-family conflicts to a lesser extent, since women suffer more from the triple impact (work, family, studies).<B>Research limitations/implications</B> - Context of a sector within a determined place.<B>Practical implications</B> - This text highlights the importance and current of theme of gender and career for researchers and academy. Thus, this paper contributes so society can reflect on the roles men and women hold in the distribution of the responsibilities, highlighting the importance of balance their division between couples, in family routines and in childcare. Such balance can improve a family's life, providing better conditions so women can manage their careers. <B>Originality/value</B> - By selecting the graduate MS/PhD (stricto sensu) educational sector in particular, it was possible to learn the challenges, difficulties, achievements and limits inherent to the profession (professors), just as it was possible to verify existing conflicts, many times experienced and debated in organizational routines but not identified and shown by academic research in this sector. Article literatinetwork@emeraldinsight.com (Adriana Roseli Wünsch Takahashi, Mariane Lemos Lourenço, Josué Alexandre Sander, Carla Patricia da Silva Souza) Tue, 27 May 2014 00:00:00 +0100 Effects of Masculinity-Femininity on Quality of Work Life: Understanding the Moderating Roles of Gender and Social Support http://www.emeraldinsight.com/journals.htm?issn=1754-2413&volume=29&issue=4&articleid=17109487&show=abstract <strong>Abstract</strong><br /><br /><B>Purpose</B> - This paper attempts to understand the effects of gender, masculinity-femininity and social support from three sources (supervisor, co-worker and family) on the quality of work life (QWL) of an employee. In addition, the paper also tried to explore the moderating effects of gender and social support in the relationship between masculinity-femininity and QWL. Relevant background variables such as age, marital status, parental status, sector, etc. have been included as control variables in the study.<B>Design/methodology/approach</B> - Data were collected from a sample of 307 bank employees in India (208 males and 99 females) working in private and public sector banks using the purposive sampling technique. Prior permission was obtained from the relevant authorities. To test the hypotheses, t-tests and hierarchical regression analyses were performed. In addition, the Baron and Kenny (1986) approach was used to test the moderating effects of gender and social-support in the relationship between masculinity-femininity and QWL.<B>Findings</B> - Masculinity-femininity was not found to be significant predictor of QWL, while gender emerged as a significant predictor of QWL. Also, gender moderated the relationship between masculinity-femininity and QWL. All three sources of social support significantly predicted QWL. T-test results showed that female employees experienced better QWL than male employees. Furthermore, supervisory category employees and parent employees reported significantly better QWL than non-supervisory and non-parent employees. <B>Research limitations/implications</B> - India’s cultural orientation has definitely become more feminine with an overlap of the traditional gender roles of men and women becoming more common. Also, social support from any source helps to improve the QWL. Most importantly, the gender differences in QWL are due to the gender role orientations of the employee, rather than due to the biological differences between the two genders. With respect to the limitations of this study, the cross sectional nature of the study prevented establishment of causality. Distribution of gender in the sample was not equal which could have biased the results. Additionally, since the data were obtained only from frontline employees in banks, the findings are not generalizable to the entire population. <B>Practical implications</B> - The key implication for organizations is that employees with both masculine and feminine tendencies are required, in order to strike a balance between goal orientation and people orientation within the company. Also, employees should understand that their gender as well as their individual orientations towards masculinity or femininity will affect the dynamics of any interaction. Hence being aware of the tendencies that are typical of their gender role orientations both while dealing with themselves as well as while dealing with customers, colleagues or supervisors would help in improving the quality of their work, as well as their QWL, especially in customer service professions.<B>Originality/value</B> - This is one of the few studies that have tried to answer the "why" part of gender differences in QWL. In addition, this study also contributes to an understanding of the relative importance of different sources of social support in improving an employee’s QWL. Finally, this is the first study to understand the relationship between masculinity-femininity, social support, gender and QWL in the Indian context, where the overall cultural orientation towards gender roles is currently changing. Article literatinetwork@emeraldinsight.com (SARLAKSHA GANESH, Mangadu Paramasivam Ganesh) Tue, 27 May 2014 00:00:00 +0100 Race, Gender, Sexuality & Social Class: Dimensions of Inequality http://www.emeraldinsight.com/journals.htm?issn=1754-2413&volume=29&issue=4&articleid=17109489&show=abstract <strong>Abstract</strong><br /><br />Not available. Article literatinetwork@emeraldinsight.com (Rosario Undurraga) Tue, 27 May 2014 00:00:00 +0100