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Background Today's organizations are facing an increasing need of competent global managers. International experience is thus often a requirement in order to reach positions within top management. Expatriate assignments, whereby an employee relocates to work in another country for a longer period of time is a common way to gain international competence. However, the typical expatriate has traditionally been a man and still today, women are underrepresented in international management. Pressure from society on gender equality challenges organizations to increase their number of female expatriates. In order to explain the low share of female expatriates, prior research has foremost focused on the woman as an individual in the expatriation process rather than the organization's impact. Therefore we see a need of investigating how the organization and its underlying gendered substructures affect female expatriates. Purpose The purpose of the study is to investigate how gendered substructures in an organization influence the prospects of female expatriates. Methodology The study is based on a qualitative approach and builds upon interviews and focus groups conducted in two Swedish MNCs. A deductive approach has been used, whereby gendered organizational theory creates the framework of this study. Conclusion The result from our study shows that gendered substructures influence the prospects for women to take on expatriate assignments. This can be seen in the vertical segregation within organizations, the lack of role models and a higher pressure on women in managerial positions. Contribution This study is important since it stresses the organization's role on women's prospects for expatriate assignments. Furthermore it highlights the complexity of gender equality work in organizations and gives its contributions to further research within the field.

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This project is a case study on the vertical and horizontal occupational structures of physical therapy and how gender attitudes on opportunities can influence one’s workplace satisfaction. The theoretical perspective is based upon a gendered organizational theory and organizational justice operating in a latent manner through gendered opportunities on workplace satisfaction. Horizontal segregation (location and specialty) has been linked to gender essentialism, while vertical hierarchy (work continuity, earnings, and supervisory duties) has also been linked to male primacy. Workers’ perceived attitudes about opportunities for women (promotions and jobs) can potentially influence the outcome of job satisfaction. The 2004 Physical Therapy Labor Force Survey was examined for potential bias using a sample of physical therapists (PTs) from the 2000 US Census PUMS 5 percent sample. Using the 2004 survey data for salaried PTs, two dependent variables were generated via factor analysis (intrinsic rewards and well-being) from a 10-item workplace attitudes scale. Regression analyses on these models by gender revealed specific associations among the explanatory variables and the workplace attitude factors. Women who selected the response “promotion opportunities worse for women” on average had lower intrinsic reward and well-being factor scores (compared to those selecting no difference). Yet, men who chose “job opportunities better for women” on average had lower well-being scores (compared to men reporting no difference); this was not shown to be the case for intrinsic rewards for men. In general, the results of this research suggest that female respondents with the perception that women have less chance for promotion than en tended to lower their job satisfaction. However, male respondents who perceived that women have a greater chance of jobs than men tended to have reduced job satisfaction scores. The results for women were in both domains of satisfaction (intrinsic rewards and well-being), whereas those for men were only for well-being. Job satisfaction is affected by the social structure (vertical and horizontal), gender, and attitudes about opportunities in physical therapy associations among the explanatory variables and the workplace attitude factors.

Racism, sexism, and other forms of oppression are consequential to Black women's mental health. The current research examines the psychological impact of gendered racism, which is oppression on the basis of both gender and race, and the extent to which gendered racial identity may buffer the association between gendered racism and psychological distress (i.e., anxiety and depressive symptoms) among U.S. Black women. The study includes a sample of 150 Black women (at least 18 years of age or older, mean age = 39.11) recruited using Qualtrics panel service. Women were administered measures of gendered racism, gendered racial identity, and mental health (i.e., anxiety and depression). Data was analyzed through a series of bivariate correlations and moderation analyses using PROCESS macro. Results revealed that gendered racial identity did not moderate the association between gendered racism and mental health. This study advances our understanding of the oppression Black women contend with on the basis of their race and gender and offers insight about the factors that may mitigate the psychological impact of this phenomenon on Black women.

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archives@tulane.edu / This article argues that medical discourse attempted to establish gender and sexual behavior while determining women’s roles in society in nineteenth-century Cuba. Examining popular and medical journals, women’s periodicals, and health manuals, it illustrates how doctor’s preoccupations with women’s bodies reflected social anxieties over the sexual repercussions of shifting fashions, the moral impact of education and the need to biologically differentiate between black and white women. Medical emphasis on racial and gender differences mirrored social anxieties over control of female sexuality and the increased importance of motherhood and maternity as a symbol of a well-organized society. The article foregrounds the importance of examining medicine through a gender lens to highlight how doctors normalized cultural and social assumptions about race and gender in the nineteenth century. It illuminates how nineteenth-century medical conceptualizations provided a rationalization of gender, race and class differences steeped in Cuban assumptions about power. / 1 / Daylín P. López

This thesis is a study of selected themes in feminist rethinkings of the political. It explores connections between specific interpretations of the meanings and boundaries of the political, the problems of exclusion and the imagination of non-exclusionary alternatives. It traces, and responds to, shifts in these interconnected concerns that have transpired over the last three decades as feminists in western liberal democracies have moved from a preoccupation with gendered oppression, to relations of identity and difference more broadly conceived. The contrasting perspectives of Moira Gatens and Anne Phillips on political exclusion and their preferred political futures are discussed. Gatens' preferred future is a 'polymorphous, polyvocal and polyvalent body politic' but the institutional forms of that polity and its relation to actually existing liberal democracy are uncertain. Phillips apparently has more modest aspirations; for increased political presence for the politically marginalised (especially women); and for a revitalisation of the deliberative component of democracy. Although Phillips appears to hold the trump card of immediate practical relevance, the thesis questions this assumption. It argues that feminist analysis can only benefit from increased conversation between such divergent feminist responses to the problem of political exclusion. But further, it concludes that the least 'practical' may sometimes be the most important components of feminist rethinkings of the political / Doctor of Philosophy (PhD)

This study approaches the study of organisational communication in the Australian public sector by focussing on the gendered nature of the organisation, and presenting results from the grass roots or 'native' level (Gregory, 1983). The theoretical framework of this study draws on a diverse range of philosophical viewpoints, ranging from organisational communication and culture approaches, sociological perspectives, public sector research, and uniquely Australian conceptualisations of gender within the public sphere. This study introduces a new way of conceiving feminist bureaucrats (femocrats), in terms of their relationships with 'natives' within public sector organisations. Difficulties in identifying a distinctly Australian organisational communication arena result from both the paucity of organisational communication, grass roots, and public sector research, and because of the problematic task of assimilating 'bits' of divergent theories, with often incompatible views to inform one comprehensive theoretical framework. The results of focus group and individual interviews suggest that a 'managerial' culture exists both within and externally to public sector organisations. This managerialism originates from within patriarchal and masculine organisational structures, and from a shift of workplace practices where a public service model has been replaced by a more private sector, bottom line, results orientation. While the 'natives' in this study are not representative of all public sector employees, their discourse provides a glimpse into the concerns of grass roots members of organisations, a view that is significant in its absence from organisational communication research, particularly in the Australian context.

The Artical is about gender issue of nationalism.