Is employee training really gender-neutral? Introducing a sex/gender-sensitive model of training

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2022-12-01 DOI:10.1016/j.hrmr.2021.100890

Ingeborg Kroese

引用次数: 5

Abstract

This integrative literature review reflects on the discourse in training theory and practice that employee training is gender-neutral. In a review of 78 multidisciplinary empirical studies from across the world, 90% of studies show that sex/gender impacts the work environment of training participants, their characteristics, interaction with the training design, and/or training outcome. This suggests that a gender-neutral approach to training may not reflect the reality of sex/gender differences; hence, there is a need for reflectivity on the role of sex/gender in training theory and practice to ensure that employee training is inclusive and equitable. This review introduces a sex/gender-sensitive model of training to guide future research and practice, including the recommendation to move beyond decontextualised, binary sex-category based research towards a situated and intersectional understanding of the multiple aspects of sex and gender in training.

查看原文本刊更多论文

员工培训真的不分性别吗?采用对性别/性别问题敏感的培训模式

这篇综合文献综述反映了培训理论和实践中的话语，即员工培训是性别中立的。在对来自世界各地的78项多学科实证研究的回顾中，90%的研究表明，性别/性别影响培训参与者的工作环境、他们的特点、与培训设计的互动和/或培训结果。这表明，对培训采取性别中立的做法可能不能反映性别/性别差异的现实;因此，有必要在培训理论和实践中反思性别/社会性别的作用，以确保员工培训具有包容性和公平性。本综述介绍了一种对性别/性别敏感的培训模式，以指导未来的研究和实践，包括建议超越非情境化的、二元性别类别为基础的研究，转向对培训中性别和性别的多个方面进行定位和交叉理解。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.