Investments in a Sustainable Workforce in Europe最新文献_第2页

A sustainable workforce in Europe 欧洲可持续的劳动力

Investments in a Sustainable Workforce in Europe Pub Date : 2019-06-11 DOI: 10.4324/9781351105323-1

T. van der Lippe

引用次数: 1

Do female managers improve women’s promotional opportunities? 女性管理者是否改善了女性的晋升机会?

Investments in a Sustainable Workforce in Europe Pub Date : 2019-06-11 DOI: 10.4324/9781351105323-12

M. V. Hek, Anja‐Kristin Abendroth

{"title":"Do female managers improve women’s promotional opportunities?","authors":"M. V. Hek, Anja‐Kristin Abendroth","doi":"10.4324/9781351105323-12","DOIUrl":"https://doi.org/10.4324/9781351105323-12","url":null,"abstract":"This chapter investigates whether female managers improve the promotional opportunities of women in organizations. More specifically, we analyze whether the perceived promotional opportunities of female and male workers are affected by the proportion of female managers in the organization, and by being supervised by a female manager. We propose opposing hypotheses stating that female managers are either change agents who actively improve the opportunities of female workers, or ‘cogs in the machine' who do not affect, or even hamper, the promotional opportunities of female workers. The worker–manager linked data from the European Sustainable Workforce Survey allows a rigorous test of these hypotheses. Analyses show that women do not perceive more or fewer promotional opportunities when they work in an organization with a high proportion of female managers, nor when they are supervised by a female manager. Gender differences in perceived promotional opportunities are mainly driven by the arranging of men and women into different teams within organizations, which indicates that female managers at low and high levels are not able to abolish sorting-based gender inequality within organizations.","PeriodicalId":308261,"journal":{"name":"Investments in a Sustainable Workforce in Europe","volume":"47 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-06-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127799536","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 1

The institutional context of a sustainable workforce 可持续劳动力的制度背景

Investments in a Sustainable Workforce in Europe Pub Date : 2019-06-11 DOI: 10.4324/9781351105323-2

K. Begall, A. Doorne-Huiskes

引用次数: 2

Which older workers participate in which personnel policies? 哪些年长员工参与哪些人事政策?

Investments in a Sustainable Workforce in Europe Pub Date : 2019-06-01 DOI: 10.4324/9781351105323-6

Jelle Lössbroek, J. Schippers, Bram Lancee, Stefan Szücs

{"title":"Which older workers participate in which personnel policies?","authors":"Jelle Lössbroek, J. Schippers, Bram Lancee, Stefan Szücs","doi":"10.4324/9781351105323-6","DOIUrl":"https://doi.org/10.4324/9781351105323-6","url":null,"abstract":"In response to the aging of the European labor market population, organizations have implemented various personnel policies that potentially contribute to older workers’ prolonged and productive working lives. Little is known, however, about who uses which of these policies. This chapter studies which older workers (within organizations offering them) are most likely to participate in two of the most frequently implemented policies: flexibility and phasing-out policies. It relies on both the employee’s and the employer’s perspective to investigate two cost–benefit related arguments: older workers’ age and their job compatibility with certain personnel policies. The study also tests the importance of two attitudinal considerations: gender roles and managerial agism. The results indicate that cost–benefit considerations are important drivers of policy uptake among older workers. Among workers aged 50+, older age still increases the likelihood of participating in phasing-out policies. High status workers’ jobs are more compatible with flexibility policies, and workers in physical jobs are more likely to use phasing-out policies. The expectations for attitudinal considerations were not confirmed. Managerial agism does not influence participation in either measure and, surprisingly, older women show lower use of flexibility policies than older men, which may point to a selection effect.","PeriodicalId":308261,"journal":{"name":"Investments in a Sustainable Workforce in Europe","volume":"2 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122198154","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 3