Gender Work and Organization最新文献_第3页

Two Faces of the Anti-Inclusion Neoconservative Coin in Brazil: Neoliberalism and Far-Right 巴西反包容新保守主义硬币的两面：新自由主义和极右翼

IF 3.3 1区社会学

Gender Work and Organization Pub Date : 2026-08-01 Epub Date: 2026-04-11 DOI: 10.1111/gwao.70156

Eloisio Moulin de Souza

{"title":"Two Faces of the Anti-Inclusion Neoconservative Coin in Brazil: Neoliberalism and Far-Right","authors":"Eloisio Moulin de Souza","doi":"10.1111/gwao.70156","DOIUrl":"https://doi.org/10.1111/gwao.70156","url":null,"abstract":"Brazil has recently experienced the resurgence of the far-right, a movement that has also occurred in other countries around the world. Given this context, this article seeks to understand the factors that enabled the union among neoliberalism, neoconservatism, and the far-right in Brazil, demonstrating that in times of economic crisis the neoliberal ideology, in its search for the restoration of economic gains, adheres without any examination of conscience to an anti-minority inclusion agenda. However, this anti-inclusion agenda in Brazil is not just a result of economic aspects and it is necessary to comprehend the domination-exploitation structure patriarchy-racism-capitalism present in Brazilian society to comprise this phenomenon. This anti-inclusion agenda is clearly manifested in the fight against public policies by far-right governments aimed at the LGBTQIA+ and women population, such as the Bolsonaro government in Brazil. It is concluded that the anti-inclusion policies promoted by the alliance of neoliberalism, neoconservatism, and the far-right have an effect on democracy, the LGBTQIA+ population, and women. The governmental policies of inclusion in Brazil need to disrupt with the dominant neoliberalism, far-right ideologies, and the structure of domination-exploitation patriarchy-racism-capitalism to be actual.","PeriodicalId":48128,"journal":{"name":"Gender Work and Organization","volume":"33 5","pages":"1778-1790"},"PeriodicalIF":3.3,"publicationDate":"2026-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/gwao.70156","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148652518","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Academia, My Abusive Lover 学术界，我的虐待情人

IF 3.3 1区社会学

Gender Work and Organization Pub Date : 2026-08-01 Epub Date: 2026-04-01 DOI: 10.1111/gwao.70147

Steffi Siegert

引用次数: 0

Whose Time Counts? A Commentary on Temporal Injustice and Crip Time 谁的时间最重要？时间的不公平与时间的不公平

IF 3.3 1区社会学

Gender Work and Organization Pub Date : 2026-08-01 Epub Date: 2026-04-26 DOI: 10.1111/gwao.70174

Shumaila Yousafzai

{"title":"Whose Time Counts? A Commentary on Temporal Injustice and Crip Time","authors":"Shumaila Yousafzai","doi":"10.1111/gwao.70174","DOIUrl":"https://doi.org/10.1111/gwao.70174","url":null,"abstract":"<div>\u0000 \u0000 Time comes a wooing for each of us long before we encounter the vocabulary to name what it does. Chronos, in Greek mythology, devours his children, a reminder that time is not a neutral backdrop but a force that disciplines and decides what survives. Contemporary organizations institutionalize their own version of Chronos through promotion clocks, responsiveness norms, and performance cycles that reward speed, continuity, and linear progression. Yet time is unequally distributed. Women and girls perform approximately 16 billion hours of unpaid care work each day globally, and the gender gap in unpaid work is projected to persist for decades. Institutional clocks are designed for uninterrupted bodies and uninterrupted careers, while many lives are structured by care, disability, bureaucratic sequencing, and fluctuating capacity. This commentary advances temporal injustice as an inequality regime through which tempo, continuity, and responsiveness are converted into merit. Drawing on crip theory, the commentary positions crip time as an analytic lens that exposes how ableist temporal expectations are embedded in standards of productivity, legitimacy, and merit. The temporal injustice, crip time, and gender nexus is developed through four dimensions: chrononormativity and temporal structuring; gendered care and the privatization of temporal costs; bureaucratic time and organizational checkpoints; and embodied accumulation and temporal cartographies.\u0000 </div>","PeriodicalId":48128,"journal":{"name":"Gender Work and Organization","volume":"33 5","pages":"1613-1621"},"PeriodicalIF":3.3,"publicationDate":"2026-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/gwao.70174","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148652445","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

How Can the Attrition of Black Women in the Workplace Be Explained Through Perceptions of Unmet Psychological Needs? 如何通过对未满足心理需求的认知来解释黑人女性在工作场所的流失？

IF 3.3 1区社会学

Gender Work and Organization Pub Date : 2026-08-01 Epub Date: 2026-04-11 DOI: 10.1111/gwao.70151

Tyechia Veronica Paul, Jennifer R. Bishop, Allona S. Murry

{"title":"How Can the Attrition of Black Women in the Workplace Be Explained Through Perceptions of Unmet Psychological Needs?","authors":"Tyechia Veronica Paul, Jennifer R. Bishop, Allona S. Murry","doi":"10.1111/gwao.70151","DOIUrl":"https://doi.org/10.1111/gwao.70151","url":null,"abstract":"This article investigates the perception of unmet psychological needs on the focal phenomenon of Black women's voluntary turnover in US organizations. It does so through a multifaceted analysis of the needs of Black women in the workplace and proposes actionable ways for employers to reduce turnover amongst their Black female employees. Black women need work flexibility and work experiences that are free from bias, such as macro- and microaggressions. It is crucial that organizations work to address and correct the injustices Black women face and support them when they experience bias at work. This research bridges a gap between theory and practice by presenting underpinning management theories and concepts, including Maslow's hierarchy, job embeddedness theory, and intersectionality. It proposes incorporating a unique set of needs, based on the collective experience of Black women in the workplace that must be satisfied to reduce turnover among Black women. This article contributes to the theoretical framework by presenting a modified theorization specifically of Black women's needs, underpinned by existing foundational needs theories, which have not previously considered the unique needs of employees of different cultures, genders, or ethnicities. Additionally, this paper proposes how organizations can minimize the attrition of Black women by valuing Black women's culture, meeting the unique motivational needs of Black women, and being more flexible to nonconformance to White standards.","PeriodicalId":48128,"journal":{"name":"Gender Work and Organization","volume":"33 5","pages":"1742-1759"},"PeriodicalIF":3.3,"publicationDate":"2026-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/gwao.70151","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148652464","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

“Strong Woman Is Always Considered a Threat”: Gender Injustice and Epistemic Exclusion in Hindi Drama Series Scoop (2023) “女强人总是被认为是一种威胁”：印度剧《独家新闻》（2023）中的性别不公正和认知排斥

IF 3.3 1区社会学

Gender Work and Organization Pub Date : 2026-08-01 Epub Date: 2026-04-07 DOI: 10.1111/gwao.70146

Abhijit Maity

{"title":"“Strong Woman Is Always Considered a Threat”: Gender Injustice and Epistemic Exclusion in Hindi Drama Series Scoop (2023)","authors":"Abhijit Maity","doi":"10.1111/gwao.70146","DOIUrl":"https://doi.org/10.1111/gwao.70146","url":null,"abstract":"<div>\u0000 \u0000 This article examines structures of gender injustice and epistemic exclusion in professional spaces by referring to Jigna Vora's arbitrary detention and its representation in the Hindi-language drama series Scoop (2023). Vora, once a reputed female journalist, was framed in a nexus of media, police, and politics. The analysis reveals how the subversive presence of a “strong woman” in scooping and crime reporting generates a disciplinary response against her. Using feminist discourse analysis and the theory of epistemic injustice, the article conceptualizes epistemic exclusion and examines layers of discrimination that are instrumentalized to exclude, marginalize, and victimise subversive gender role in a particular social and organizational context. The analysis also explores residual subtlety within the discourse of epistemic injustice by drawing on primary and secondary resistance that come into play while situating Vora's subversive role as a female reporter. Primary resistance comes through actions performed by those who intrude into the hegemonic social system, trying to dismantle its power structure and legitimacy. It is an action or counter-episteme working against that of a larger existing one. Secondary resistance is what obstructs the primary resistance and comes from those in dominant positions who try to victimize, exclude, and silence the intruding subjects so that the hegemonic epistemic hierarchy remains intact.\u0000 </div>","PeriodicalId":48128,"journal":{"name":"Gender Work and Organization","volume":"33 5","pages":"1720-1728"},"PeriodicalIF":3.3,"publicationDate":"2026-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148652510","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Counting Women, Keeping Men in Power? Willingness–Ability–Authority in Family Firms 统计女性，让男性继续掌权？家族企业的意愿-能力-权威

IF 3.3 1区社会学

Gender Work and Organization Pub Date : 2026-08-01 Epub Date: 2026-05-07 DOI: 10.1111/gwao.70161

Natalia Vershinina, Marco Mismetti, Paola Rovelli, Cristina Bettinelli, Giovanna Campopiano

{"title":"Counting Women, Keeping Men in Power? Willingness–Ability–Authority in Family Firms","authors":"Natalia Vershinina, Marco Mismetti, Paola Rovelli, Cristina Bettinelli, Giovanna Campopiano","doi":"10.1111/gwao.70161","DOIUrl":"https://doi.org/10.1111/gwao.70161","url":null,"abstract":"This commentary unsettles the “add-women-and-stir” perspective and re-centers gendered power in family firms as a question of governance, not headcounts. We see family firms as gendered regimes where kinship, ownership, and succession intertwine with broader societal gender norms to maintain patriarchal settlements. Building on feminist analyses of patriarchy and hegemonic masculinity, we advance a willingness–ability–authority framework to illuminate how managers and family members navigate gender equality in these organizations. We argue that willingness tends to be shaped by masculinity-contest norms that frame equality work as status-threatening, whereas ability can be constrained by kin coalitions, heir-first legitimacy, and informal governance structures. We argue that discourses of ESG and “family values” risk remaining symbolic unless reforms meaningfully redistribute decision rights over pay, promotion, and succession. In this commentary, we set an agenda for future research around (i) the “ideal-heir” scripts, (ii) feminized glue work that sustains legitimacy without jurisdiction, (iii) temporal dynamics of rupture and return across generations, and (iv) intersectional variation across class, ethnicity, religion, and family forms. We suggest the value of feminist methodologies in research on family firms through institutional ethnography, memory-work, and participatory action research, in order not only to map chains of ruling but also to co-produce institutionally grounded interventions. This commentary calls for shifting from counting women to examining the governance arrangements that structure authority, and therefore moves the field toward genuinely gender-equitable family firms aligned with SDG 5.","PeriodicalId":48128,"journal":{"name":"Gender Work and Organization","volume":"33 5","pages":"1622-1631"},"PeriodicalIF":3.3,"publicationDate":"2026-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/gwao.70161","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148652515","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Unmothered at Work: Organizational Silence Around Reproductive Loss 工作中没有母亲：组织对生育损失的沉默

IF 3.3 1区社会学

Gender Work and Organization Pub Date : 2026-08-01 Epub Date: 2026-04-17 DOI: 10.1111/gwao.70158

Katrina M. Brownell

{"title":"Unmothered at Work: Organizational Silence Around Reproductive Loss","authors":"Katrina M. Brownell","doi":"10.1111/gwao.70158","DOIUrl":"https://doi.org/10.1111/gwao.70158","url":null,"abstract":"An identity transition refers to changes in self-concept that can result from professional or personal shifts. Although organizations increasingly support institutionally legible and culturally normative nonwork transitions, others remain professionally stigmatized or culturally unspeakable. This raises important questions about how employees navigate institutionally unrecognized nonwork transitions—such as reproductive loss—amid organizational silence. To investigate this question, I draw on 3 years of autoethnographic data spanning multiple losses and organizations. I find that organizational silence not only produces cross-domain identity dissonance—a type of identity strain that arises when continuity is required in one domain despite profound disruption in another—but also creates conditions for agency to emerge. Embodied experience provides a channel for this identity work by drawing an anticipated self into the present and making the end of an anticipated transition difficult to contain across domains. This study advances identity transition research by offering new insights into how employees manage profound personal disruption in the workplace.","PeriodicalId":48128,"journal":{"name":"Gender Work and Organization","volume":"33 5","pages":"1819-1842"},"PeriodicalIF":3.3,"publicationDate":"2026-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/gwao.70158","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148652505","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Doubting Commitment—Uncovering Window Dressing in a Technical University 怀疑承诺——揭露科技大学的粉饰

IF 3.3 1区社会学

Gender Work and Organization Pub Date : 2026-08-01 Epub Date: 2026-04-08 DOI: 10.1111/gwao.70159

Kai Lo Andersson

引用次数: 0

An Exploration of the Inter-Sectional Identity of Black Female Leaders in the UK: A Shotterian Study 英国黑人女性领袖的跨部门身份探索：一项短期研究

IF 3.3 1区社会学

Gender Work and Organization Pub Date : 2026-08-01 Epub Date: 2026-04-05 DOI: 10.1111/gwao.70131

Rita G. Klapper, Paul J. Upham, Sven Kuenzel

{"title":"An Exploration of the Inter-Sectional Identity of Black Female Leaders in the UK: A Shotterian Study","authors":"Rita G. Klapper, Paul J. Upham, Sven Kuenzel","doi":"10.1111/gwao.70131","DOIUrl":"https://doi.org/10.1111/gwao.70131","url":null,"abstract":"This study investigates the experience of Black female leaders in UK business and the narratives of their lived experience of marginalization. Drawing principally on the rather small UK-focused literature on this topic as context, as well as some of the much larger international literature, methodologically we use the approach to qualitative inquiry developed by John Shotter. Shotter argued strongly for understanding human experience from the inside, in a social constructivist form of phenomenological investigation that views “data gathering” in such contexts as a dialog between the researcher and the subject. The main research question is: How do Black female leaders in the UK understand and experience the barriers and challenges of being marginalised in contemporary business? One of our main contributions of this research is the methodological shift: by advocating for Shotter's “withness/withinness” thinking, we encourage a shift away from objectifying marginalized subjects as research objects, towards co-created meaning-making. In addition, we contribute to academic discourse by proposing new insights that both reaffirm and challenge existing paradigms relating to, for example, the nuanced distinction between “glass” and “concrete ceilings” in conventional feminist leadership discourse. The data analysis identified three key themes relating to the intersectional identity of black female leaders, two of which represent the internal dimensions of the intersectional identity of these black leaders: (a) “The Perception of Difference” and (b) “the Perception of Self.” The structural dimension of intersectional identity focuses on the “individual–organization relationship”. Both internal and structural dimensions are part and parcel of intersectional identity of black female leaders.","PeriodicalId":48128,"journal":{"name":"Gender Work and Organization","volume":"33 5","pages":"1692-1706"},"PeriodicalIF":3.3,"publicationDate":"2026-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/gwao.70131","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148652470","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Fix Thyself: Un/Doing Confidence in Women's Entrepreneurship 修正自己：对女性创业的信心

IF 3.3 1区社会学

Gender Work and Organization Pub Date : 2026-08-01 Epub Date: 2026-04-14 DOI: 10.1111/gwao.70155

Lara Pecis, Elisabeth K. Kelan

{"title":"Fix Thyself: Un/Doing Confidence in Women's Entrepreneurship","authors":"Lara Pecis, Elisabeth K. Kelan","doi":"10.1111/gwao.70155","DOIUrl":"https://doi.org/10.1111/gwao.70155","url":null,"abstract":"Are women at work really lacking confidence? Recent books and videos addressing women's presumed lack of confidence suggest that women can achieve success if they work on their confidence. This is also true for women entrepreneurs, who are regularly encouraged to be more confident than they appear to be. In this paper, we explore how confidence is articulated and how it operates to shape women entrepreneurs in a triple-layered innovation ecosystem context comprising women entrepreneurs, innovation hub managers, and policy managers. Thereby, we move beyond the individual subject (the woman entrepreneur) to problematize the context in which confidence is constructed as essential for women entrepreneurs. Drawing on interview, text, and video analysis, we show that confidence is ingrained in postfeminist neoliberal discourses of masculine entrepreneurship, which operate in the innovation system and function to individualize women's responsibility for addressing the challenges they encounter. Yet, we show that confidence is a discourse that is often resisted by women through collective practices of care, resistance to unkind practices, and by collectivizing the need to “fix thyself.”","PeriodicalId":48128,"journal":{"name":"Gender Work and Organization","volume":"33 5","pages":"1791-1805"},"PeriodicalIF":3.3,"publicationDate":"2026-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/gwao.70155","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148652472","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0