Author : Mark David Easton
Publisher :
ISBN 13 :
Total Pages : pages
Book Rating : 4.:/5 (133 download)
Book Synopsis Gender-Pay Inequality and Organizational Culture by : Mark David Easton
Download or read book Gender-Pay Inequality and Organizational Culture written by Mark David Easton and published by . This book was released on 2015 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: According to sociologists, more female-concentrated occupations pay less mainly because societal culture devalues work associated with women. But less clear is how much the cultural context of the work organization fosters or suppresses this devaluation. This question is vital because pay and work are not formally linked at the occupation level, but at job level - through a formal workplace practice known as job evaluation. And as researchers often note, the outcomes of this practice are ultimately influenced by organizational culture. Drawing from the literature on gendered organizations, organizational culture, job evaluation, and stereotyping theory, this dissertation examines whether organizations with more masculine cultures have intensified levels of devaluation in their job-reward systems - reflecting the logic that more masculine cultures prescribe wider status differences between what is stereotyped as masculine and feminine. The analysis draws from a confidential dataset linking over 50 thousand jobs to 68 separate government organizations of a single country. Main findings suggest that while the statistical effect of organizational culture is modest, the amount of devaluation in an organization's job-reward system intensifies in more female-concentrated jobs that are located in more masculine organizational cultures. Further, in some instances, the traditional framework of job evaluation might encourage gender stereotypes to manifest as pay inequalities that benefit more female-concentrated jobs. But this counterintuitive form of inequality is largely masked in more masculine organizational cultures. Collectively, this dissertation contributes to a more organizational-cultural understanding of pay determination by considering how the cultural context of work organizations influences formal organizational activities that were intended to be gender neutral. It also contributes to the more recent gendered-organizations literature that has become increasingly concerned with the impact of organizational context on gender inequalities, and to some of the more recent social-psychological literature concerned with the impact of background effects on stereotyping outcomes.