Feminism's marginal problem: Women in management

Contemporary feminism has, from its inception, been ambivalent in its responses to the issue of women in management. On the one hand, feminists have recognised as a problem the limited numbers of women in management and the barriers that they encounter. They have promoted the development of programs such as affirmative action with, arguably, greater, or lesser success. At the same time, there has been a reluctance by some feminists to attach too much importance to the issue, given the manifestly more severe forms of discrimination encountered by other groups of women. According to this view, the problems of a privileged elite are a lesser priority, that is, marginal to more pressing feminist concerns.

This paper is based on research into career success predictors. It draws on work on culture and models of change in higher education to show that while interventions such as legislation granting maternity leave are significant initiatives to be strongly supported, the impact of such policies is mediated by the social rules of the organisation. These rules are a corollary of enduring value structures which are embedded in organisational cultures.

Research findings showed that the value systems, and especially the social rules which operate within organisations impact on men and women's career success differently. This research provides valuable insights into the mechanisms operating at several levels (at the organisational level as well as at the level of individual women) which tend to construct women as marginal in management.

Seeking to understand the marginality experienced by women in management has benefits that extend well beyond improving the lot of individual women managers. This is because better conceptualisations of marginality and, concomitantly, power in organisations can provide leverage for more far reaching changes for women generally.

Uncommon ground : white women in aboriginal history (Book review)

Book review of "Uncommon ground : white women in aboriginal history" by Anna Cole, Victoria Haskins, & Fiona Paisley.

Theorising men's violence towards women in refugee families : towards in intersectional feminist framework

Violence against women perpetrated by male partners, or ex-partners. is one of the most concerning and prevalent public health issues in the world today and is a major cause of injury and mental illness among women and children. Violence against women occurs in most societies irrespective of culture, socio-economic status or religion. Nevertheless, it has been identified that immigrant and refugee women are particularly at risk in cases of domestic violence (Easteal 1996: Narayan 1997; Human Rights Watch 2000; Walter 2001: Perilla 2003: Kang Kahler & Tesar 2003:). To make sense of this issue. we articulate an intersectional feminist framework that we used to analyse the results of an empirical investigation of men's violence against women in refugee families in Melbourne. II)

Although this research has investigated the complex field of domestic violence, culture. trauma and historical and contemporary disadvantage, it has a fundamental prerequisite standing that regardless of past and current experiences; men must take responsibility for their violence against women. Our concern is to understand how male domination manifests itself within each culture and emerging, changing cultures in the diaspora, to explore the connections with men's violence against women within the unique domain of the refugee experience.

Intake of B vitamins in childhood and adult life in relation to psychological distress among women in a British birth cohort

Background : Lower levels of B vitamins (particularly folate, vitamin B12 and vitamin B6) may be associated with psychological distress. Little is known about the impact of childhood nutrition on psychological distress in adult life.

Objective : We investigated whether prospectively measured childhood and adult dietary intakes of thiamin, riboflavin, niacin, folate, vitamin B6 and vitamin B12 were related to the psychological distress of women in mid-age, taking into account socio-economic, behavioural and lifestyle factors.

Design : Prospective data were collected from a cohort of 636 British women followed up since their birth in 1946. Participants completed a 28-item, scaled version of the General Health Questionnaire (GHQ-28) to measure psychological distress at age 53 years. Dietary intakes in childhood (at age four) were determined by 24h recall and in adulthood (at age 36, 43 and 53 years) by a 5d food record.

Results : Low dietary vitamin B12 intake at age 53 was associated with higher psychological distress at that age. Women in the lowest third of vitamin B12 intake in adulthood had a higher GHQ-28 score compared with those in the highest third (percentage change, adjusted regression coefficient, 21 (95% CI 3, 39)). There were no other significant associations between dietary B vitamin intake in childhood or adulthood and psychological distress in the cohort.

Conclusions : Overall, there is evidence that intake of vitamin B12 at age 53 is related to adult psychological distress but there is no evidence for the effects of other adult B vitamin intakes or childhood intakes on psychological distress.

Women in international assignments in multinational enterprises

Research in the US, Europe and Australia shows that women's participation in international assignments is low. This book seeks to understand why this is the case. A conceptual framework of the factors related to the participation of women in international assignments was developed. Areas covered include the organisational environment, interpersonal factors and support, individual variables, characteristics and repatriation factors. Three studies were conducted using international assignees, repatriates and human resource managers. The conceptual framework was empirically supported by the three studies. It is anticipated that this knowledge will assist women, HR managers and the HR function to develop selection systems, environments and attitudes that are supportive of women participating in international assignments in MNEs. The research should be useful to practitioners, and academics who are interested in the field of international human resource management, and to women considering participating in an international assignment.

The role of leadership theory in raising the profile of women in management

Purpose: To consider how leadership theories have helped or hindered raising the profile of women in management and leadership roles.

Design/methodology/approach: This paper traces the earlier leadership theories through to the contemporary research on transactional and transformational leadership styles and offers a viewpoint on how each theory has contributed, or otherwise, to an awareness and acceptance of women in management and leadership roles.

Findings:  In 1990, research began to report gender differences in leadership styles with female managers being seen in positive terms as participative, democratic leaders. More recent work reports that women are believed to exhibit more transformational leadership style than their male colleagues, and this is equated with effective leadership.

Research limitations/implications:  All of the earlier theories on leadership excluded women and this exacerbated the problem of women not being seen as an appropriate fit in a management or leadership role. Recent findings clearly describe that the transformational qualities of leadership that women exhibit are required by the flatter organisational structures of today. Therefore, a more positive outcome for women advancing to senior roles of management or leadership may be observed in the future.

Originality/value:  The paper reviews the major leadership theories, and links these to a timeframe to illustrate how women were not visible in a management context until relatively recently. Such an omission may have contributed to the continuing low numbers of women who advance to senior management and leadership roles.

'I am, by God, fit for high positions' : on the political role of women in al-Andalus

Narrating and explaining the fairly emancipated women in al-Andalus has been fraught with ambiguity for the approximately one century of scholarship on the subject. There has been much stereotyping depending upon the investigator's particular perspective. This paper clarifies the roles of Andalusian women in political relations from the Muslim Conquest in 711 through the fall of Granada in 1492. The interpretations used in historiography pit a traditionalist trend, in which continuity from the pre 1slamic past is stressed, against the anti-continuist trend, in which an Oriental culture of the Muslims added the distinctive features of Iberian character today. In order to evaluate the two historiographic approaches, the contributions of seven prominent women are presented and evaluated for their social contexts during the eight centuries of al-Andalus. Comparisons are then made to prominent women in other political contexts within the Arab world in order to evaluate the strength of the two competing historiographic perspectives.