Emotional Androgyny: A Preventive Factor of Psychosocial Risks at Work? (original) (raw)
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Women and men at work: Analyzing occupational stress and well-being from a gender perspective
2015
Research in Occupational Health Psychology (OHP) demonstrates that different (work and non-work) environmental and individual characteristics might affect workers’ well-being. However, these findings have been generalized to both women and men. Both women’s and men’s occupational health merit scientific attention, as researchers need to consider the effect of gender on how occupational health issues are experienced, expressed, defined, and addressed. It thus seems important to expand on current knowledge within the discipline of OHP by including Gender Studies (GS). The aim of this paper is once the theoretical framework is established, to summarize the main factors that have been found empirically to describe psychosocial health differences/similarities between women and men at work. Finally some advices are given about a new agenda for future research and intervention in the field of OHP that takes the gender perspective into account.
International Journal of Environmental Research and Public Health
Objective: Work is a key domain of life in which gender inequality can manifest, yet gender is rarely the explicit focus of research seeking to understand exposure to stressors. We investigated this research gap in two studies. Methods: Study 1 was a systematic review of the relationship between gender and key stressors (e.g., high demands, poor support, lack of clarity and control). From a total of 13,376,130 papers met our inclusion criteria. Study 2 was a cross-sectional study that included 11,289 employees nested within 71 public organisations (50.6% men). Through a latent profile analysis, we investigated the profiles of stressors separately from men and women. Results: The systematic review revealed that, for all stressors, a significant proportion of studies found no significant gender differences, and the review found mixed evidence of greater exposure for both men and women. The results of Study 2 revealed that both genders could be optimally represented by three psychosoci...
2016
Research in Occupational Health Psychology (OHP) demonstrates that different (work and non-work) environmental and individual characteristics might affect workers’ well-being. However, these findings have been generalized to both women and men. Both women’s and men’s occupational health merit scientific attention, as researchers need to consider the effect of gender on how occupational health issues are experienced, expressed, defined, and addressed. It thus seems important to expand on current knowledge within the discipline of OHP by including Gender Studies (GS). The aim of this paper is once the theoretical framework is established, to summarize the main factors that have been found empirically to describe psychosocial health differences/similarities between women and men at work. Finally some advices are given about a new agenda for future research and intervention in the field of OHP that takes the gender perspective into account.
Does Sex in Managerial Positions Really Matter? Differences in Work-Related Feelings and Behaviors
Psychology Research and Behavior Management, 2021
The aim of the current study was to test hypotheses regarding differences in workrelated feelings (ie, dejection, anxiety, anger, and happiness) and behaviors (aggressive, avoidance-passive, and proactive) between males and females, managers and nonmanagers, and male and female managers. Methods: This survey-based study included a total of 3019 respondents, consisting of 502 managers and 2517 employees working in non-managerial positions. Data were collected using two questionnaires developed by the authors: the scale of work-related affective feelings (WORAF) and the scale of work-related behaviors (WORAB). Results: The results revealed significant differences between managers and non-managers, with managers being happier in their jobs and exhibiting more proactive behaviors. However, there were no differences in work-related feelings or work-related behaviors between males and females in the total sample of respondents or in the group of employees holding managerial positions. Conclusion: In terms of work-related feelings and behaviors, there are no sex differences among working people. However, some differences between managers and non-managers were observed.
International Journal of Environmental Research and Public Health, 2013
This study aims to analyse whether any differences exist between the genders with respect to the effect of perceived Job Demands, Control and Support (JDCS model) on how individuals reach high levels of job stress. To do this, the perceived risk of suffering an illness or having an accident in the workplace is used as an outcome measure. The study is based on the First Survey on Working Conditions in Andalusia, which has a sample of 5,496 men and 2,779 women. We carry out a multi-sample analysis with structural equation models, controlling for age and sector. The results show that the generation of job stress has a different pattern in men and women. In the case of men, the results show that only one dimension of the job demands stressor is significant (quantitative demands), whose effect on job stress is weakened slightly by the direct effects of control and support. With women, in contrast, emotional and intellectual aspects (qualitative demands) are also statistically significant. Moreover, social support has a greater weakening effect on the levels of job stress in women than in men. These results suggest that applying the JDCS model in function of the gender will contribute to a greater understanding of how to reduce the levels of job stress in men and women, helping the design of more effective policies in this area.
In contemporary times, workplace stress is a constituent of employees' and organizations' everyday practices. Workplace stress involves alterations in a worker's physical or mental condition s arising from workplaces that create elevated challenges. Workplace stress has several antecedents ranging from a toxic work settings, negative workloads, isolation, hours of work, role conflict, role ambiguity, career development hurdles, and complicated relationships with others at work, bullying, harassment, and organizational climate. It also has corollaries like enhanced absenteeism, organizational dysfunction, and reduced work efficiency. This study examines the possible gender disparities in workplace stress antecedents, manifestation and corollaries using 300 respondents employed in diverse industries in Nigeria. Intervention strategies are discussed to help managers provide support and intervention to employees coping with workplace stress.
The role of gender in workplace stress: a critical literature review
Health Education Journal, 2005
Objective The aim of this review was to evaluate research relating to the role of gender in the level of workplace stress. A further aim was to review literature relating to stressors of particular relevance to working women. These stressors included, multiple roles, lack of career progress and discrimination and stereotyping. Design Systematic review. Method Major databases were searched in order to identify studies investigating gender and workplace stress. A range of research designs were included and no restrictions were made on the basis of the occupations of the participants. Results Much of the research indicated that women reported higher levels of stress compared to men. However, several studies reported no difference between the genders. Furthermore, the evidence for the adverse effects of multiple roles, lack of career progress and discrimination and stereotyping was inconsistent. Conclusion The current review concluded that the evidence regarding the role of gender in workplace stress and stressors was inconsistent. Limitations of the research were highlighted and implications for practice were discussed.
2010
We present an analysis of archive data collected using the ASSET (Cartwright & Cooper, 2002) from a stratified sample of employees (N ϭ 2,005) working in higher education institutions in the United Kingdom in 2003. We hypothesized that employees working in gender-incongruent roles would report higher levels of work-related stress, poorer health, and lower organizational commitment compared with those working in gender-congruent roles. Interpreted in accordance with the role strain hypotheses, we found that women working in genderincongruent roles reported significantly higher (p Ͼ .01) levels of stress, higher levels of minor ill-health problems, and lower levels of perceived commitment from their organizations compared with all other employees. Conversely, men who worked in gender-incongruent roles often reported the lowest levels of stress. The implications of these findings are discussed with reference to women's progression in U.K. higher education.
Organizational Consequences Of Emotional Labour In Mangenent
Applied Studies In Agribusiness And Commerce, 2011
Emotional labour, as a self-contained field of research, is only three decades old. This study aims to summarize key findings from investigations of the last ten years in an attempt to provide a reference for interpretation of organizational emotions and the organizational aspects of emotional labour. It makes no secret of its aim being to call the attention of anybody dealing with people as workforce that work no longer has only physical or mental aspects, but an emotional dimension as well. Most often this latter dimension lives an independent life. Normally, it is not regulated, tracked, appreciated or rewarded properly, which might send a message to employees that it is not really important. However, emotional labour is a concomitant of most professions and jobs. Where it is not given any conscious consideration by either the employer nor its employees, numerous opportunities of making it easier or improving it may be lost.