Barriers to Workplace Advancement Experienced by Native Americans

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Asian Parents and Their College Age Children: Examining Family Influence on Careers

There is a significant amount of literature on the role of family for Asian Americans\u27 career development process. However, there is limited research examining how both Asian and Asian American college students and their parents view the role of family influence on careers. The primary purpose of this study was to examine the congruence of family influence on careers among Asian and Asian American parent and their college age children dyads, specifically examining congruence of acculturation, cultural values, and intergenerational conflict among the dyads. There were 30 Asian and Asian American parent and college age child dyads. Multiple regression analyses were conducted to examine the relationships between these variables. Results of the regression analyses suggested that congruence of acculturation, cultural values, and intergenerational conflict predicted congruence of the family expectations aspect of family influence. Implications for theory, intervention, and research are discussed

Increases in salience of ethnic identity at work: the roles of ethnic assignation and ethnic identification

To better understand how ethnicity is actually experienced within organisations, we examined reported increases in ethnic identity salience at work and responses to such increases. Thirty British black Caribbean graduate employees were interviewed about how and when they experienced their ethnic identity at work. The findings demonstrated that increased salience in ethnic identity was experienced in two key ways: through ‘ethnic assignation’ (a ‘push’ towards ethnic identity) and ‘ethnic identification’ (a ‘pull’ towards ethnic identity). We explore how and when ethnic assignation and ethnic identification occur at work, and their relevance to how workplaces are experienced by this group of minority ethnic employees. The findings suggest the need for further research attention to the dynamic and episodic nature of social identity, including ethnic identity, within organisations, and to the impact of such increases in salience of social identities on behaviour at work

Women over 40, foreigners of color, and other missing persons in globalizing mediascapes: understanding marketing images as mirrors of intersectionality

Media diversity studies regularly invoke the notion of marketing images as mirrors of racism and sexism. This article develops a higher-order concept of marketing images as “mirrors of intersectionality.” Drawing on a seven-dimensional study of coverperson diversity in a globalizing mediascape, the emergent concept highlights that marketing images reflect not just racism and sexism, but all categorical forms of marginalization, including ableism, ageism, colorism, fatism, and heterosexism, as well as intersectional forms of marginalization, such as sexist ageism and racist multiculturalism. Fueled by the legacies of history, aspirational marketing logics, and an industry-wide distribution of discriminatory work, marketing images help to perpetuate multiple, cumulative, and enduring advantages for privileged groups and disadvantages for marginalized groups. In this sense, marketing images, as mirrors of intersectionality, are complicit agents in the structuration of inequitable societies

Women expatriates: a research history

This chapter traces the history and provides a critical review of the extant literature on women's participation in expatriation. It begins by reviewing the literature from the 1980s, examining Nancy J. Adler's seminal work and how her three key 'myths' (relating to supply and demand, namely that women do not want international careers, organizational reluctance to send women abroad and presumed lack of host country acceptance of women expatriates) provide explanations for their minimal expatriate representation (just 3 per cent in the early 1980s) and set the scene for over three decades of female expatriate research. The following three sections examine the female expatriate literature on these themes in depth and in so doing provide analysis at the individual, organizational and societal levels. They preview: evidence concerning the individual choices that women make and the effect of family constraints upon these; organizational decision-making, particularly in relation to expatriate selection; and the effects of societal cultures (at home and abroad) on women's expatriate participation. These issues are framed theoretically, set within the global context, and within women's participation in international management, more generally. While women's expatriate representation has increased over the years, women still remain in the minority, comprising around one-fifth of the expatriate population today (Brookfield, 2012). This proportion has changed little over the last decade, suggesting that this may represent the limit of female international assignment participation

Women Expatriates: A Research History

This chapter traces the history and provides a critical review of the extant literature on women’s participation in expatriation. It begins by reviewing the literature from the 1980s, examining Nancy J. Adler’s seminal work and how her three key ‘myths’ (relating to supply and demand, namely that women do not want international careers, organizational reluctance to send women abroad and presumed lack of host country acceptance of women expatriates) provide explanations for their minimal expatriate representation (just 3 per cent in the early 1980s) and set the scene for over three decades of female expatriate research. The following three sections examine the female expatriate literature on these themes in depth and in so doing provide analysis at the individual, organizational and societal levels. They preview evidence concerning the individual choices that women make and the effect of family constraints upon these; organizational decision-making, particularly in relation to expatriate selection; and the effects of societal cultures (at home and abroad) on women’s expatriate participation. These issues are framed theoretically, set within the global context, and within women’s participation in international management, more generally. While women’s expatriate representation has increased over the years, they still remain in the minority, comprising around one-fifth of the expatriate population today (Brookfield, 2012). This proportion has changed little over the last decade, suggesting that this may represent the limit of female international assignment participation. Men dominate expatriation in countries such as Japan. Although firms based in the Asia-Pacific are beginning to send more women on assignment (Anon, 2007), where considerable participation by Japanese and other Asian organizations is included in survey data, for example ORC Worldwide (2007), female expatriate participation is lower (Thang, MacLachlan and Goda, 2002). By comparison, Asia-Pacific headquarters-based organizations comprise only a small percentage of respondents in Brookfield’s (2012) survey which records higher female expatriation. The academic research into women’s expatriation reflects the predominance of Western women from North America, Europe and Australasia going on assignment (Shortland and HUTCHINGS 9781781955024 (M3343) (G).indd 18 15/01/2014 11:08 Women expatriates: A research history 19 Altman, 2011) and hence the experiences of female expatriates from these regions form the main focus of this chapter. However, moving beyond Adler’s themes, this chapter also examines institutional factors and their impact on women’s entry into, and support within, expatriate roles. The chapter concludes with a critical review of what we actually know about women expatriates (surprisingly little after 30 years) (Shortland and Altman, 2011). It includes the effects of organizational interventions, the changing nature of expatriate assignments and gendered issues that potentially hinder or alternatively facilitate women’s international mobility, ending with a call for theoretically framed further research

Self-stereotyping and vocational choice among Asian Americans

The underlying purpose of this study was to examine how the social portrayal of Asian Americans, with social identity as the moderator, may impact their career preferences for Investigative/Realistic professions. The role of Asian Americans\u27 self-efficacy in math/science was also explored in the self-stereotyping process. Asian American undergraduate students of all majors were recruited electronically. Professors of Engineering and other science departments from the University of California, Riverside, Irvine, and Los Angeles were contacted via email and were asked to assist with recruitment by forwarding the message to students. In total, 162 Asian American students clicked on the web link to the online survey, but 60 did not begin the survey at all

The Economics of Gender in China

China’s rapid socio-economic development has achieved remarkable equalizing conditions between men and women in the aspects of health, education and labor force participation, but the glass ceiling phenomenon has become more prominent. The book develops a cross-disciplinary paradigm, with economics at its core, to better understand gender in China and women in management in the Chinese business context. The theoretical perspective integrates the knowledge and evidence from cognate disciplinary strands, such as economics, sociology, management studies, and the Chinese literature, into one unified framework. In-depth interviews with managers in China’s largest enterprises complement the theoretical perspective with rich empirical details to examine women’s managerial experiences and career choices. The book’s argument sheds light on the power of stereotypes that specify women’s roles in the family, organization, and society. It shows that understanding the socio-psychological and organizational dynamics of stereotyping in the Chinese context, as well as how Chinese women make career decisions, recognizing and deploying these expectations, provides new perspectives on the underrepresentation of women among business leaders in China. The book offers multi-disciplinary evidence on the economics of gender in China that is highly relevant for gender studies in general, and across a number of subject areas, and it can be used in any setting as an introductory reference