Metaphors Describing the Gendered Organization in the Career Advancement of Women: An Integrative Review

IF 3 Q2 MANAGEMENT
Sara Rocio Huaman-Morillo, Kara Lynette Vander Linden, Patrick Albert Palmieri
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Abstract

Worldwide, gender equality remains a barrier for women seeking career advancement in corporations. Despite the globalization of corporate social responsibility programs, women have not achieved positional parity with men within the managerial hierarchy. The purpose of this integrative review was to investigate the breadth of the gendered organization literature, summarize the evidence, and inform future research about the career advancement of women in privately owned and publicly traded corporations. Twelve databases were searched between January 1990 and December 2023 for published evidence. Of the 1914 documents screened, 55 articles were included in this review. The gendered organization literature is slowly evolving as a critical area for management research even though fully developed substantive and formal theories are lacking. However, gendered organizations can be conceptualized for theoretical development as a constellation of metaphors embedded in the corporate culture. These metaphors include firewalls, glass ceilings, glass cliffs, glass escalators, labyrinths, queen bees and beehives, and sticky floors. Notably, few intervention studies were reported in the literature. Corporate social responsibility programs had a surprisingly limited impact on eliminating deep-seated structural attributes contributing to gendered organizations. Therefore, management scholars need to engage in theoretical development and research to advance a comprehensive theory of the gendered organization, and studies should investigate why the identified metaphors continue to adversely impact the career advancement of women despite the presence of corporate social responsibility programs. Finally, existing evidence needs to be translated into intervention recommendations for policymakers and corporate leaders.
描述女性职业发展中性别组织的隐喻:综合评论
在全球范围内,性别平等仍然是女性在企业中寻求职业发展的障碍。尽管企业社会责任项目已经全球化,但女性在管理阶层中仍未实现与男性平起平坐。本综合综述旨在调查性别化组织文献的广度,总结证据,并为未来有关私营企业和上市公司中女性职业发展的研究提供参考。在 1990 年 1 月至 2023 年 12 月期间,我们在 12 个数据库中搜索了已发表的证据。在筛选出的 1914 篇文献中,有 55 篇文章被纳入本综述。性别化组织文献作为管理研究的一个重要领域正在缓慢发展,尽管还缺乏充分发展的实质性和正式理论。不过,性别化组织可以被概念化为企业文化中的一组隐喻,以促进理论发展。这些隐喻包括防火墙、玻璃天花板、玻璃悬崖、玻璃自动扶梯、迷宫、蜂王和蜂巢以及粘性地板。值得注意的是,文献中几乎没有关于干预研究的报道。企业社会责任计划对消除造成性别化组织的深层结构属性的影响有限,令人惊讶。因此,管理学者需要进行理论开发和研究,以推进关于性别化组织的综合理论,并应研究为何尽管存在企业社会责任项目,但已发现的隐喻仍对女性的职业发展产生不利影响。最后,需要将现有证据转化为对政策制定者和企业领导者的干预建议。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
4.80
自引率
10.00%
发文量
151
审稿时长
11 weeks
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