What Effect Does the Media Have on Women in the Workplace?

Young people are influenced by what the media presents to them. Role models are also important to young people as they give a basis that reaching specific goals are possible. Thus, how professional and managerial women are presented in films could affect the future work goals of young women.Knowledge Mobilization at York York’s Knowledge Mobilization Unit provides services for faculty, graduate students, community and government seeking to maximize the impact of academic research and expertise on public policy, social programming, and professional practice. This summary has been supported by the Office of the Vice-President Research and Innovation at York and project funding from SSHRC and CIHR. [email protected] www.researchimpact.c

Does Workplace Bullying Affect Work Output?

Some forms of workplace bullying are hard to identify. It is important that young workers know what the different types of bullying are and how it can affect them. This paper gives details on types of bullying and how bullying can be interpreted.Knowledge Mobilization at York York’s Knowledge Mobilization Unit provides services for faculty, graduate students, community and government seeking to maximize the impact of academic research and expertise on public policy, social programming, and professional practice. This summary has been supported by the Office of the Vice-President Research and Innovation at York and project funding from SSHRC and CIHR. [email protected] www.researchimpact.c

Legal Assistance to Women’s Rights to Housing, Land and Property in Syria

This paper aims to enhance the understanding of the Women’s Housing, Land and Property (HLP) Rights in Syria as a crucial pillar to ensure social and economic development and increase the enjoyment of human rights. The paper explores two perspectives to address women’s HLP needs: gender and legal aid services. It also addresses challenges in accessing land that women face in prescribed gender roles, unequal power dynamics, and traditional norms that deny women the chance to access land adequately. To this end, the paper presents the results of desk reviews of the national and international studies that revealed the importance of addressing HLP Rights of women in the post-conflict context to prevent increasing poverty and vulnerability faced by women although it has not focused on the Syrian context directly. The paper provides an analysis of the legal framework used to support interventions on the access to HLP rights by displaced Syrian women. Contrary to what has been assumed, the laws alone are insufficient to guarantee equal access to HLP Rights, when structural gender inequality compromises women’s HLP Rights. This paper may constitute the object of future studies that could investigate the association between HLP Rights and sustainable development. A complex and inclusive approach needs to be adopted by engaging the relevant authorities, community, and international organisations to promote gender justice in addressing women’s HLP Rights and contribute to peacebuilding, sustainable return and reinforcing the rule of law

Gender and leadership aspiration:Interpersonal and collective elements of cooperative climate differentially influence women and men

Female leaders remain a minority. Because leadership aspiration is a predictor of advancement, understanding stimulating conditions is important. A neglected perspective is the impact of organizational climate. We propose that cooperative climate can engender individuals’ motivation to contribute to the organization through leadership, and that leadership aspiration of women and men is differentially sensitive to interpersonal and collective aspects of cooperative climate. We argue that women are more disposed toward relational self-construal and men toward collective self-construal, and hence women's leadership aspiration is more influenced by the interpersonal element of cooperative climate whereas men's leadership aspiration by the collective element of cooperative climate. Results of a survey of N = 404 employed men and women supported both hypotheses

Gender and leadership aspiration: The impact of work-life initiatives

Despite the increase in female leaders, women still remain a minority. As aspiration, defined as the interest for achieving a leadership position, is one predictor of advancement, it is important to understand conditions fostering female leadership aspiration. Because women face more domestic and child care responsibilities, we predict that there is an interaction between gender and work–life initiatives. These initiatives help employees balance their work and private life through simplifying the integration and diminishing tension between the two spheres. Because the work–life interface poses greater challenges for women, we hypothesize that work–life initiatives have a stronger influence on women's leadership aspiration. Results of a survey of N = 402 employed men and women supported this hypothesis. The interaction effect of gender and work–life initiatives on leadership aspiration was positive, implying that women's leadership aspiration is more influenced by work–life initiatives. Our other hypothesis which states that work–life initiatives—regardless of gender—are positively related to leadership aspiration was supported. Hence, men's leadership aspiration also was positively influenced by the availability of such initiatives. This study suggests that by implementing work–life initiatives, such as flexible work arrangements, leaves of absence, or on-site child assistance, organizations may encourage leadership aspiration for both genders. Our data show that the interaction effect of gender and work–life initiatives was positively related to leadership aspiration, but this may particularly hold true for women

Leveraging the macro-level environment to balance work and life: an analysis of female entrepreneurs' job satisfaction

This study investigates the interactive effect of female entrepreneurs’ experience of work–life imbalance and gender-egalitarian macro-level conditions on their job satisfaction, with the prediction that the negative linear relationship between work–life imbalance and job satisfaction may be buffered by the presence of women-friendly action resources, emancipative values, and civic entitlements. Data pertaining to 7,392 female entrepreneurs from 44 countries offer empirical support for these predictions. Female entrepreneurs who are preoccupied with their ability to fulfill both work and life responsibilities are more likely to maintain a certain level of job satisfaction, even if they experience significant work–life imbalances, to the extent that they operate in supportive macro-level environments

Facilitating class discussions around current and controversial issues: ten recommendations for teachers

Facilitating productive class discussions is one of the most challenging tasks facing college educators, especially when potentially divisive issues are discussed. The author shares ten recommendations derived from teaching a course on current and controversial managerial issues via conversational learning. Excerpts from student comments are included to demonstrate the appropriateness of these recommendations. These recommendations are applicable to conversations across subjects and are meant to encourage college teachers to experiment with conversational learning in their own classrooms

The man behind the woman: a qualitative study of the spousal support received and valued by executive women

Little is known about the spousal support received by married executive women and the support behaviors that they value. This article details the results of a qualitative study of 20 senior and executive-level women, with the aim of understanding their received and valued spousal support. An inductive typology was developed through semistructured interviews of the supportive behaviors deemed general, most valued, and least valued, as well as those behaviors perceived as being unsupportive, across six categories: emotional support, help with household, help with family members, career support, esteem support, and husbands' career and lifestyle choices. This article concludes by contextualizing the results relative to existing research, discussing study implications and limitations, and presenting recommendations