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Occupational Sex Segregation (occupational + sex_segregation)

Distribution by Scientific Domains
Humanities and Social Sciences100%

Selected Abstracts

MEASURING OCCUPATIONAL SEX SEGREGATION: ACADEMIA IN AUSTRALIAN UNIVERSITIES, 1989 TO 2000

ECONOMIC PAPERS: A JOURNAL OF APPLIED ECONOMICS AND POLICY, Issue 3 2002
JUDITH RICH
First page of article [source]

The Impact of Occupational Sex Segregation on Family Businesses: The Case of American Harness Racing

GENDER, WORK & ORGANISATION, Issue 4 2006
Elizabeth A. Larsen
Previous research on occupational sex segregation agrees that the workplace is not an isolated world but instead influences, and is influenced by, other spheres of social life. Identifying specific social factors both internal and external to the workplace, and how these may interact, can provide deeper insights into how occupational sex segregation is created and maintained. This study focuses on individual family businesses in American harness horse racing, a previously unexamined and highly sex-segregated industry, and provides insights in how vertical and horizontal sex segregation may develop in family businesses. The findings show how the belief that married couples cannot debate and resolve work-related conflicts without undue strain on their personal relationship leads some of these couples to organize their work into gendered tasks and workspaces, contributing to the maintenance of vertical segregation in the trainer position. The implications for segregation of other solutions, such as operating separate businesses, or working for another business, are less clear. [source]

Occupational Sex Segregation and Part-time Work in Modern Britain

GENDER, WORK & ORGANISATION, Issue 2 2001
Louisa Blackwell
It is often argued that women's full-time work is becoming less gender segregated, while their part-time work becomes more so. This article looks cross-sectionally and longitudinally at the relationship between occupational sex segregation and part-time work. An innovative application of segregation curves and the Gini index measures segregation between women full-timers and men and between women part-timers and men. Both fell between 1971 and 1991, as did overall occupational sex segregation. These results were used to contextualize a longitudinal analysis showing how shifts between full-time and part-time hours affected women's experiences of occupational sex segregation and vertical mobility. Human capital explanations see full-time and part-time workers as distinct groups whose occupational choices reflect anticipated family roles. The plausibility of this emphasis on long-term strategic planning is challenged by substantial and characteristic patterns of occupational mobility when women switch between full-time and part-time hours. The segmented nature of part-time work meant that women who switched to part-time hours, usually over child rearing, were often thrown off their occupational path into low-skilled, feminized work. There was some ,occupational recovery' when they resumed full-time work. [source]

The Impact of Occupational Sex Segregation on Family Businesses: The Case of American Harness Racing

GENDER, WORK & ORGANISATION, Issue 4 2006
Elizabeth A. Larsen
Previous research on occupational sex segregation agrees that the workplace is not an isolated world but instead influences, and is influenced by, other spheres of social life. Identifying specific social factors both internal and external to the workplace, and how these may interact, can provide deeper insights into how occupational sex segregation is created and maintained. This study focuses on individual family businesses in American harness horse racing, a previously unexamined and highly sex-segregated industry, and provides insights in how vertical and horizontal sex segregation may develop in family businesses. The findings show how the belief that married couples cannot debate and resolve work-related conflicts without undue strain on their personal relationship leads some of these couples to organize their work into gendered tasks and workspaces, contributing to the maintenance of vertical segregation in the trainer position. The implications for segregation of other solutions, such as operating separate businesses, or working for another business, are less clear. [source]

Occupational Sex Segregation and Part-time Work in Modern Britain

GENDER, WORK & ORGANISATION, Issue 2 2001
Louisa Blackwell
It is often argued that women's full-time work is becoming less gender segregated, while their part-time work becomes more so. This article looks cross-sectionally and longitudinally at the relationship between occupational sex segregation and part-time work. An innovative application of segregation curves and the Gini index measures segregation between women full-timers and men and between women part-timers and men. Both fell between 1971 and 1991, as did overall occupational sex segregation. These results were used to contextualize a longitudinal analysis showing how shifts between full-time and part-time hours affected women's experiences of occupational sex segregation and vertical mobility. Human capital explanations see full-time and part-time workers as distinct groups whose occupational choices reflect anticipated family roles. The plausibility of this emphasis on long-term strategic planning is challenged by substantial and characteristic patterns of occupational mobility when women switch between full-time and part-time hours. The segmented nature of part-time work meant that women who switched to part-time hours, usually over child rearing, were often thrown off their occupational path into low-skilled, feminized work. There was some ,occupational recovery' when they resumed full-time work. [source]