Search

Despite continued interest in gender (in)equality at work, Canadian research on gender occupational segregation stopped in the early 2000s. We revisit gender occupational segregation trends using newly developed harmonized occupational categories which resolve temporal changes in occupational classifications. Our analysis of the 1991-2016 Canadian Census Masterfiles finds gender occupational segregation, whether measured by the index of dissimilarity or Gini index, has steadily decreased since the 1990s. Yet the pace of its decline has slowed since 2000. This can be explained by the diminishing changes in vertical segregation, measured by inequality in earnings across occupations. Our results contribute to an ongoing debate about a stalled gender revolution. We also suggest new topics for future study. Malgre l'interet soutenu pour l'inegalite entre les sexes au travail, les recherches canadiennes sur la segregation professionnelle entre les sexes ont cesse au debut des annees 2000. Nous reexaminons les tendances en matiere de segregation professionnelle entre les sexes a l'aide de categories professionnelles harmonisees nouvellement developpees qui resolvent les changements temporels dans les classifications professionnelles. Notre analyse des fichiers principaux du recensement canadien de 1991 a 2016 revele que la segregation professionnelle entre les sexes, qu'elle soit mesuree par l'indice de dissimilarite ou l'indice de Gini, a diminue de facon constante depuis les annees 1990. Pourtant, le rythme de son declin a ralenti depuis 2000. Cela peut s'expliquer par la diminution des changements dans la segregation verticale, mesuree par l'inegalite des revenus entre les professions. Nos resultats contribuent au debat en cours sur l'enlisement de la revolution du genre. Nous suggerons egalement de nouveaux sujets d'etude pour l'avenir., INTRODUCTION The second half of the 20th century was transformative for Canada's women and men. Declining fertility rates and smaller family sizes followed the end of the 'baby boom' years [...]

When choosing careers and jobs, we tend to focus on interests (what I enjoy), skills (what I am good at), personality (what environments match my traits), and values (what is […]

Sexual assault results in psychological, physical, and financial consequences for survivors. The distress caused by sexual assault can lead to work-related consequences such as loss of productivity, lost wages, or a decline in job performance. Work-related consequences or other assault-related factors may lead survivors to disclose to someone in their workplace. Research has examined help-seeking, disclosure, and social reactions, but has neglected to study disclosure and social reactions in survivors' places of employment as well as the impact of workplace social reactions on survivor recovery. Using a community sample of interviews with 28 sexual assault survivors, we explored the experiences of workplace disclosure among a subsample of 6 survivors who disclosed in the workplace. Specifically, we explored survivors' reasons for disclosure, the social reactions received, and how this affected their recovery using thematic analysis. Results reveal that workplace disclosure is driven by feeling like they had no choice but to disclose or lose their job, akin to the concept of compelled disclosure. Survivors received positive and negative social reactions that affected their recovery and employment status. We conclude with a discussion of implications for research, workplace policy, and employer practices based on our findings. With preliminary findings suggesting that compelled disclosure may apply to the workplace context, we make recommendations for further research on workplace disclosure with a more diverse sample of survivors from a variety of workplaces. Future research should also consider the role of institutional betrayal when examining workplace responses to survivors., Author(s): Katherine Lorenz [sup.1] , Erin O'Callaghan [sup.2] Author Affiliations: (1) grid.253563.4, 0000 0001 0657 9381, Department of Criminology and Justice Studies, California State University-Northridge, , 18111 Nordhoff St., 91330, [...]

Workplace racism threatens organizational health and individual employee well-being. This mixed-methods study asks a sample of child welfare workers (n=309) to share their experiences of workplace racism. Analysis explores themes [...]

Ganesh Prasad Pokhariyal has taught at the University of Nairobi since 1974. He was professor of Mathematics and head of Applied & Industrial Mathematics and still supervises Ph.D. students online. He earned his M.Sc. (Mathematics) and M.Sc. (Physics) from Allahabad University, and his Ph.D. in General Theory of Relativity and D.Sc. in General Relativity and Differential Structures from Banaras Hindu University. He has widely published in the area of General Relativity, Differential Geometry, HIV/AIDS and other Biological Modeling, Finance, and Social Science Systems Modeling., This paper introduces the dimensions of spirituality and the contribution of spiritual paths in attaining happiness, which at the workplace results in enhanced performance. The study is to analyze the [...]

In today's competitive environment, businesses must rely on innovative ideas to build their core competencies and gain a competitive advantage, or suffer great market share losses. It is for this reason that many studies have explored employee creativity and empowering leadership. Previous studies have focused on empowering leadership as a managerial behavior that fosters employee creativity. However, since such studies implicitly assumed that work environments are congruent with employee creativity, they overlooked contextual factors that are not necessarily ideal for employee creativity. This study theoretically examines how contextual factors, specifically those that potentially hinder employee creativity, affect the relationship between empowering leadership and creative process engagement, with the help of the interactionist perspective and the social information processing theory. Following the theoretical review, we provide a theoretical model that implies that beyond well-meaning empowering efforts by leaders, there are other factors, such as social effects and mismatches between management's messages and their behaviors, that impede employee creativity. This, in effect, implies that managers should not only look to empowering leadership as a sure way to improve employee creativity within the organization, but that they must also evaluate employee perceptions about the contextual factors toward the efforts of their supervisors., INTRODUCTION To accommodate rapidly changing markets, many firms now need to continually develop new products or services. In such a business climate, many firms regard employee creativity as one of [...]

As postsecondary outcomes of adolescents with Autism Spectrum Disorder (ASD) are poor, there is a need for programs that aim to improve employment and education outcomes. This study employed a grounded theory approach to explore the key factors contributing to successful work placement experience and the perceived benefits of these placements from the perspective of adolescents with ASD (n = 5), their parents (n = 6) and employers (n = 6). Key factors contributing to success include preparing for the workplace, harnessing strengths and interests and developing work related skills, while the benefits include insight into the workplace, recognising and realising potential, working as a team and the pathway ahead. The findings articulate a framework which could underpin future transition interventions for adolescents with ASD., Author(s): Elinda Ai Lim Lee [sup.1] [sup.2] , Melissa H. Black [sup.1] [sup.2] , Tele Tan [sup.2] [sup.3] , Torbjorn Falkmer [sup.1] [sup.2] [sup.4] , Sonya Girdler [sup.1] [sup.2] Author [...]