- 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
This chapter maps theoretical perspectives forming the conceptual contours of the gender and organization literature as it has taken shape over the last forty years. Our concern is with the trajectory of this literature and how it has changed-or not-with the purpose of reclaiming the social change potential that marked its beginning. As we see it, the necessary motivating condition for the continued existence of this literature is the persistence of sex/gender inequality in organizations and society. We argue that this persistence is an outcome-a manifestation-of various social dynamics and social processes changing over time, which requires understanding the changing conditions of its reproduction. It also requires asking what theoretical premises about gender-and-organization may be needed now? Which may require rethinking or abandoning? At the end we address the changing contours of inequality under current global circumstances, which require new theorizing. Renewed focus on social change may provide a much needed impetus for re-examining relationships between scholarly production and its effects in 'the real world'.
Marta B. Calás is Professor of Organization Studies and International Management in the Department of Management at the Isenberg School of Management, University of Massachusetts, Amherst and adjunct faculty in the Women, Gender, and Sexuality Studies Department at the same university. She received the SAGE Award for distinguished scholarly contribution from the Gender, Diversity and Organization division of the Academy of Management. With colleagues from the UK, she was part of the founding editorial team of the interdisciplinary journal Organization, serving in the capacity of editor for more than 15 years.
Linda Smircich is Professor of Organization Studies in the Department of Management at the Isenberg School of Management, University of Massachusetts, Amherst. She received the SAGE Award for distinguished scholarly contribution from the Gender, Diversity and Organization division of the Academy of Management. With colleagues from the UK, she was part of the founding editorial team of the interdisciplinary journal Organization, serving in the capacity of editor for more than 15 years.
Evangelina Holvino is President of Chaos Management, Ltd and an Affiliate Research Faculty at the Center for Gender in Organizations at the Simmons School of Management, Boston, MA, USA. She has over twenty-five years of experience as an organizational consultant, educator, and action researcher in the United States and internationally. Her conceptual and empirical work uses intersectionality and transnational feminist theories to study the simultaneity of race, gender, class, ethnicity, sexuality, and nation in organizations. She currently leads a research grant on the applications of the simultaneity model of social differences in teaching and management.
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