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首页> 外文期刊>Journal of Management >'Opting Out' or 'Pushed Out'? Integrating Perspectives on Women's Career Equality for Gender Inclusion and Interventions
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'Opting Out' or 'Pushed Out'? Integrating Perspectives on Women's Career Equality for Gender Inclusion and Interventions

机译：“选择退出”还是“推出”？妇女职业平等中的性别融合和干预综合观点

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This paper integrates the rapidly growing literatures on the individual and organizational factors that contribute to women's career equality. We organize studies into three research perspectives: career preference, gender bias, and work-family explanations. These literatures diverge on whether women opt out or are pushed out of leadership positions in organizations. Further, the interconnectedness of these pushes and pulls and micro-macro linkages are not well-integrated. This creates a lack of clarity about what scholars should study and what practices organizations should implement. We define women's career equality as an individual and organizational phenomenon involving the degree to which women (a) have equal access to and participation in career opportunities, and (b) experience equal intrinsic and extrinsic work and nonwork outcomes compared to men. We bridge the interdisciplinary divides by developing an integrative multi-level model of women's career equality. We propose that individuals' career perceptions and experiences are embedded in social contexts reflecting the climate for gender inclusion and interact with these contexts to shape women's career equality outcomes. The climate for gender inclusion has three dimensions: fairness, leveraging talent, and workplace support. We identify coalescing themes to stimulate future research, including attention to national socio-economic influences, improving metrics and measurement of gender inclusion climate, multi-level career equality outcomes, a joint focus on implicit and explicit bias, and designing cross-disciplinary interventions for experiments. In order to foster theory-based research that is linked to practice, we suggest implementing and scientifically evaluating comprehensive workplace interventions that integrate perspectives and levels.
机译：本文结合了迅速增长的有关促进妇女职业平等的个人和组织因素的文献。我们将研究分为三个研究视角：职业偏好，性别偏见和工作家庭解释。这些文献在妇女是退出还是被退出组织的领导职务方面存在分歧。此外，这些推动和拉动与微观宏链接之间的相互联系还不够好。这就使得学者应该学习什么以及组织应该采取什么实践缺乏明确性。我们将妇女的职业平等定义为一种个体和组织现象，涉及妇女（a）在平等程度上获得和参与职业机会，以及（b）与男性相比享有同等的内在和外在工作以及非工作成果的程度。我们通过建立妇女职业平等的综合多层次模型来弥合跨学科鸿沟。我们建议将个人的职业观念和经验嵌入反映社会性别融合环境的社会环境中，并与这些环境互动以塑造女性的职业平等成果。性别包容的气氛具有三个方面：公平，利用人才和工作场所的支持。我们确定合并主题以刺激未来的研究，包括关注国家社会经济影响，改善性别包容性气候的指标和度量，多层次的职业平等成果，共同关注内隐和显性偏见以及设计跨学科干预措施实验。为了促进与实践相关的基于理论的研究，我们建议实施和科学评估综合了观点和水平的综合性工作场所干预措施。

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