- List of Figures
- List of Tables
- List of Contributors
- Theorizing Gender-and-Organization: Changing Times…Changing Theories?
- Disturbing Thoughts and Gendered Practices: A Discursive Review of Feminist Organizational Analysis
- Organizations as Symbolic Gendered Orders
- Was will der Mann?
- Feminism, Post-Feminism, and Emerging Femininities in Entrepreneurship
- ‘Meaning That Matters’: An Organizational Communication Perspective on Gender, Discourse, and Materiality
- Female Advantage: Revisited
- The Rocky Climb: Women’s Advancement in Management
- Leadership: A Matter of Gender?
- Negative Intra-Gender Relations between Women: Friendship, Competition, and Female Misogyny
- Sex, Gender, and Leadership: What Do Four Decades of Research Tell Us?
- Gendered Constructions of Merit and Impression Management within Professional Service Firms
- Gender and Careers: Obstacles and Opportunities
- The Glass Cliff: Examining Why Women Occupy Leadership Positions in Precarious Circumstances
- Power and Resistance in Gender Equality Strategies: Comparing Quotas and Small Wins
- Sexual Harassment in the Workplace
- Organizational Culture, Work Investments, and the Careers of Men: Disadvantages to Women?
- Challenging Gender Boundaries: Pressures and Constraints on Women in Non-Traditional Occupations
- Contextualizing Men, Masculinities, Leadership, and Management: Gender/Intersectionalities, Local/Transnational, Embodied/Virtual, Theory/Practice
- Masculinities in Management: Hidden, Invisible, and Persistent
- Masculinity and Sexuality at Work: Incorporating Gay and Bisexual Men’s Perspectives
- Doing Gender Differently: Men in Caring Occupations
- Masculinity in the Financial Sector
- Masculinities in Multinationals
Abstract and Keywords
The following chapter explores the nature of women’s negative intra-gender social relations, offering new insights into gendered organizations and how gendered organizing processes impact upon social interactions and relationships between women. We theorize women’s negative intra-gender relations by fusing theory in the areas of doing gender well and differently (Mavin and Grandy 2011); gendered contexts; homophily (Lazarsfeld and Merton 1954) and homosociality (Gruenfeld and Tiedens 2005); women’s intra-gender competition (Campbell, 2004), and processes of female misogyny (Mavin, 2006a, b), as complex interlocking gendered practices and processes (Acker 2009). Our contribution is a conceptual framework of women’s intra-gender relations, which reveals under-researched, often hidden forms of gender in action. We extend the theoretical development of women’s negative relations by recognizing that they have the power to limit the potential for homosocial and homophilous relations between women and conclude by offering questions to guide future research agendas.
Sharon Mavin is Professor of Organization and Human Resource Management at Newcastle Business School, Northumbria University, UK. Her research interests focus upon doing gender well and differently; women’s intra-gender relations and management careers; leadership, identity, and emotion work in organization management. Sharon is Co-editor of Gender in Management: An International Journal and has recent publications in Gender Work and Organization, Organization, International Journal of Management Reviews, Gender in Management: An International Journal, and the British Journal of Management.
Jannine Williams is Lecturer in Organizational Behaviour at Newcastle Business School, Northumbria University, UK. Her research interests encompass processes of organizing; categories of social relations and constructions of difference, particularly disability and gender; women’s intra-gender relations and friendship at work; career studies with a focus upon boundaryless careers. She has co-edited a book Deaf Students in Higher Education: Current Research and Practice and published in the International Journal of Management Reviews.
Gina Grandy is Associate Professor with the Commerce Department, Ron Joyce Centre for Business Studies at Mount Allison University located in New Brunswick, Canada. Her research focuses upon competitive advantage, leadership, identity, organizational change, gender, and stigmatized occupations. Gina has published in such journals as Organization, Gender, Work and Organization, Journal of Management Studies, Gender in Management: An International Journal, Qualitative Research in Organizations and Management: An International Journal, The Learning Organization, and Journal of Strategy and Management.
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