Under de senaste decennierna har den vertikala segregeringen på arbetsmarknaden och den låga representationen av kvinnor på chefsbefattningar fått stor uppmärksamhet. Den här studien syftar till att undersöka könsskillnader i upplevda interna avancemangsmöjligheter, där ett delsyfte har varit att undersöka om närmaste chefens kön korrelerar med upplevda avancemangsmöjligheter för män och kvinnor. Den teoretiska ståndpunkten utgår från vanliga förklaringar till könsskillnader i lön och avancemangsmöjligheter: homosocial reproduktion, diskriminering och new home economics. Studien baseras på datamaterial från Levnadsundersökningen 2010, där urvalet består av män och kvinnor med en anställning och som är i åldrarna 20 till 60 år. Resultatet visar att en större andel män än kvinnor upplever att de har stora interna avancemangsmöjligheter. Vid justering för klass, humankapitalfaktorer och arbetsrelaterade faktorer i en multivariat regressionsanalys visar resultatet inte på några signifikanta skillnader mellan könen i upplevda avancemangsmöjligheter. Vid separata regressioner för en manlig närmaste chef och en kvinnlig närmaste chef visar resultatet däremot att det existerar könsskillnader i upplevda interna avancemangsmöjligheter vid en kvinnlig närmaste chef, där kvinnor har lägre sannolikhet att uppleva stora interna avancemangsmöjligheter, justerat för olika humankapitalfaktorer och arbetsrelaterade faktorer. Anmärkningsvärt är dock att det inte går att finna några signifikanta skillnader i upplevda interna avancemangsmöjligheter mellan kvinnor och män vid en manlig närmaste chef, justerat för olika humankapitalfaktorer och arbetsrelaterade faktorer.

My thesis argues that textually embedded intimacy and exclusivity between men opens up ethical problems concerning the use of education and persuasive powers—the ability to reconfigure vice as virtue, to argue a case for transgressions, and to navigate political, economic, and social spheres for personal self-advancement. My argument is based first on the proposition that masculine elite friendship in the early modern period is situated in specific pedagogical practices, engagement with particular rhetorical manuals and classical texts, and manipulation of texts which determine the affectionate, ‘textual', nature of these relationships. From this, I propose, second, that a hermeneutic process of rhetorical and poetic composition and exclusionary understanding is embedded within these textual relationships. From these two propositions, I analyse the textual surface of homosocial relationships in order to ask questions about ethical dilemmas concerning the forms of power they represent. How can an enclosed system of affection be useful for political, social, or financial advancement by making a vice (self-interest) of a virtue (fidelity), a dubious idea in the early modern period? How are homosocial networks developed and depicted through an engagement with their own textuality? Are they shown as transgressive and dangerous in further marginalizing those who are not privy to the system of textual exchange between men? The creation of homosocial male friendships is predicated on the idea that there are shared texts and methodologies for internalizing ideas from classical sources (imitatio) and for using these as starting points for the creation of arguments (inventio) to suit social, political, and even domestic situations. I focus on fictitious relationships developed in early modern English drama—as playwrights represent masculine discourse, textual knowledge, and rhetorical techniques. The friendships and fellowships in these dramatic productions contain questions about the use of masculine networks in socio-political and economic navigation.

This is a study of continuity and change in middle-class conceptions of ideal manhood. My theoretical cues are the notions of the male as an unproblematised and genderless norm, masculinity as homosocial, and George L. Mosse’s use of countertypes. Notions of passions, youth, and character were important throughout the century. If young men could learn to master the dangerous passions especially in the precarious period of youth, they would develop character. If men instead gave in to the passions, they would fall and become countertypes. Meanwhile, young men lived according to another notion, that young men should have their fling. The meaning of manhood also changed over time. In the decades around 1800, manhood meant to lead a life which would be beneficial to society as a whole. Another ideal, that of the man of the world, was founded on urbane manners as a tactic to further one’s career. By mid-century, the ideal of the self-made man came to the fore. The homosocial world of business was now seen as a good way to mould manly characters. In the last decades of the century, moralists criticized the sexual double standard and male sexuality. To remain chaste until marriage became a central mark of manhood. Autobiographers, however, reveal that to many men, Don Juan was a hero rather than a villain. The notion that men were genderless and that masculinity was not a subject of discussion cannot be sustained. Masculinity was indeed the subject of intense discussions. Meanwhile, neither moralists nor autobiographers shed critical light on married, adult men. The problem was how young men should best be guided into an adult position of legitimate power; that position of power in itself was not problematised. While most masculinities were homosocial, this was not exclusively so. Countertypes were more complex than what Mosse allows for. Men who had taken ideal manhood too far could be countertypes, and at times men endorsed ideals which meant unmanliness to moralists.

Syftet med detta arbete är att undersöka socialdemokraternas organisering av medelklassen och tjänstemännen i Karlstad under mitten av 1900-talet och varför det startades en socialdemokratisk tjänstemannaförening i Karlstad. Grunden till arbetet baseras på källmaterial i form av mötesprotokoll, samt års och verksamhetsberättelser från Karlstads socialdemokratiska tjänstemannaförening. Karlstad arbetarekommun och Karlstads kvinnoklubb. Detta källmaterial har granskats kvalitativt för att presentera majoriteten av resultatet men även en kvantitativ analys har genomförts för att presentera medlemsutvecklingen inom tjänstemannaföreningen. Tjänstemännen var den grupp i samhället som växte mest under mitten av 1900-talet vilket förklarar den snabbt växande socialdemokratiska tjänstemannaföreningen. Efter en snabb medlemstillväxt följdes en liten minskning av medlemmar vilket sedan stabiliseras och skiftar fram till slutet av 60-talet då en snabb nedgång får organisationen på fall och resulterar i upplösning år 1972. Eftersom kvinnliga tjänstemän också ökade i antal under 1900-talet kommer detta arbete även att analysera hur de kvinnliga medlemmarna visar sig. Medlemmarna inom tjänstemannaföreningen har granskats ur ett manligt, homosocialt perspektiv för att förstå bristen på kvinnliga medlemmar i den socialdemokratiska tjänstemannaföreningen. Tjänstemännen har även analyserats med hjälp av tre teorier om tjänstemännens klasstillhörighet för att undersöka vilken förklaringsmodell som bäst passar in på källmaterialet och för att förklara varför tjänstemännen inom socialdemokraternas föreningar startar en egen socialdemokratisk tjänstemannaförening år 1948. Arbetet undersöker också varför organisationen hade en snabbt växande medlemsutveckling. / The purpose of this thesis is to analyze the social democrat’s organization of the middle class and the working official’s in Karlstad during the mid-2000 century and to analyze the female participation within the working official’s social democratic organization. The foundations of this work are based on meeting minutes, protocols, annual reports and business stories from the working official’s social democratic organization, the social democratic women club and from the social democratic working municipality. These sources have been analyzed qualitatively to provide most of the results, but the members have been analyzed with a quantitative method to explain the member development within the working official’s social democratic organization. The working officials was the group of people in society that grew the most during the mid-2000 century which explains the rapid growth of the working official’s organization within the social democrats. After a rapid growth the organization has a small decline in members but stabilizes until a rapid decline in members during the late sixties which results in the fall of the organization 1972. Since females within the working-officials also rose in numbers during the 2000 century this thesis will also describe the women roles within the working official’s social democratic organization. The members of the working official’s organization have been analyzed with a male homosocial view to understand the shortage of women in the organization. The working officials have also been observed with three different theories about the working official’s class affiliation to help explain which model of explanation fits to the source materials and help explain why the working officials within the social democrats parts from the main party to create their own organization in 1948. This Thesis also examines why the organization had such a rapid membership growth.

No description available.

No description available.

Syftet med denna studie är att öka förståelsen för hur rekryterare hanterar svårigheten att bedöma kandidater under anställningsintervjuer. Studiens empiriska material har samlats in genom ett kvalitativt tillvägagångssätt där sju semistrukturerade intervjuer har genomförts. Intervjupersonerna arbetar med rekrytering i Stockholms län och använder anställningsintervjuer som metod i rekryteringsprocessen. Med hjälp av tidigare forskning och teorier som förklarar likhetseffekten, homosocial reproduktion, haloeffekten samt hur en kompetensbaserad rekrytering går till visar resultatet av studien att intervjupersonernas bedömning av kandidater till stor del baseras på den “personkemi” som uppstår mellan rekryterare och kandidat vid ett första möte. Enligt tidigare forskning tenderar bedömning av kandidater baserat på ett första intryck att å ena sidan utesluta potentiellt starka kandidater och å andra sidan resultera i felrekrytering. Intervjupersonerna var medvetna om denna problematik och har därför utvecklat egna tekniker för att undvika fallgroparna som gör att de riskerar att “döma boken efter omslaget”. / The purpose of this study is to increase the understanding of how recruiters handle the difficulty of assessing candidates during job interviews. The empirical material of the study was gathered based on a qualitative approach by which seven semi structured interviews were conducted. The interviewees are recruiting staff in Stockholm County who uses job interviews as a method in the recruitment process. With support by previous research and theory which explains the similar attraction theory, homosocial reproduction, the law of effect and recruitment based on qualifications, the results of the study show that the interviewees assessment of candidates are largely based on “the chemistry” created between the recruiter and the candidate during their first meeting. However, according to previous research, this is an approach that on one hand tends to exclude potentially strong candidates, and on the other hand could result in a recruitment gone wrong. The interviewees were aware of this issue, and have therefore developed their own techniques to avoid the pitfalls which puts them in risk to “judge the book by its cover”.

The study collected occupational data from the 99 National Collegiate Athletic Association (NCAA) Division I membership institutions head athletic directors. The purpose of this study was to identify common professional preparation and occupational characteristics among NCAA Division I athletic directors. Through issuing an electronic survey, the current study identified common characteristics and themes among Division I athletic directors specifically within the socio-demographical background, educational background, professional experience and career progression, and career and job satisfaction. The study also provided demographic information about the participant’s institutional athletic department. The necessity of this study is not due directly to the current lack of current literature and research within the collegiate administration, rather in reference to literature examining the athletic administration occupational field. The study provides an occupational framework in regards to the career progression, training, and characteristics of NCAA Division I athletic director career field. The study’s purpose was to examine the career growth of NCAA Division I athletic directors, as well as evaluate the demographic and socio-demographics characteristics of the NCAA Division I athletic director. The research and data collected from the study’s participants provided the author the opportunity to create a profile of the athletic administration career field and more specifically, the detailed qualities sought in a NCAA Division I athletic director. The results from the study are beneficial to aspiring persons that wish to work in the field of collegiate athletics administration by correlating common occupational framework for educational requirements, professional experience and years necessary to gather the appropriate experience and also to identify an overview of the job and career satisfaction common among current NCAA Division I athletic directors. In doing so, the study utilized homosocial reproduction as its theoretical framework. The study’s results concluded that the field of athletic administration, and specifically NCAA Division I athletic directors are disproportionally white males (89% white, 90% male), and further examined the educational and professional background characteristics and experiences which lead to this occupational characteristic.

What do executives do, and how do their actions impact on the company’s results? Questions such as these are constantly targeted in leadership research. Despite thousands of reports in the field, there is no consensus on what the concept of leadership entails. Nor can companies and organisations be said to have a clear idea of what executives actually do. Nevertheless, the investments in leadership development seem to indicate that executives are considered vital to the company’s results. The vague notions about what executive work entails, together with assumptions concerning their importance to the company or organisation, lend a certain magical aura to their work. In this study, executives are regarded as a professional category, and are consequently examined with a qualitative method whereby the professionals begin by reflecting in writing on their skills, and then take part in a group discussion on their skills based on their written reflections. This method, known as the dialogue seminar method, has been used on other professional categories with good results. Since executives have not previously been studied in terms of their skills, the results have been compared to leadership research. Leadership studies with a gender perspective have shown that gender impacts on the likelihood of obtaining and practising executive positions and skills. Therefore, the results of this study have also been analysed from a gender perspective. The skills of executives and other staff are described as the capacity to follow rules, i.e. interpreting rules and then applying them in concrete situations. A rule says nothing about how it should be followed, however. If the way in which a rule should be followed were to be described in a rule, another rule would be needed to describe how that rule should be followed, and so on, ad infinitum. Thus, rules must be interpreted as something that requires access to an “archive” of examples. One specific executive skill consists of developing co-workers’ rule-following skills. For executives, following the rules involves making decisions based on tacit knowledge. Tacit knowledge, in turn, is based on an inner vision of what is taking place right now in the organisation, and what is crucial to customers, employees, the organisation and the world at large. It also includes understanding people’s urges, thoughts, needs, wishes, and what they are saying. Tacit knowledge develops in the interplay between reflecting over examples and taking strategic action. Decision-making situations can often be unclear and contradictory. Therefore the executive’s skills must include the ability to handle uncertainty in three different ways. The first is by being honest about the fact that all decisions cannot be made, and that some decisions take time. The second is explaining to employees that an organisation cannot be entirely regulated by guidelines, and that judgement in the form of reflected experience is therefore a crucial element in all action. The third is coping with the fact that an executive position does not automatically entail being able to make the right decision. Thus, the executive must accommodate uncertainty in the world at large, the employees’ uncertainty, and his or her own uncertainty. Empirical analysis also highlights another aspect of executive skills. Executives need to be fast, not merely in the sense of having a high work capacity, but in the sense of never saying no or questioning deliveries. Above all, comparisons with leadership research reveal differences in the interpretation of empirical data. The way in which executives follow rules, for instance, is also described in research on leadership, but only as a phenomenon linked with unusual situations, as when executives need to take emergency action in unforeseen circumstances, or make decisions in cases that are not covered by the general rules, rather than as a day-to-day occurrence. Similarly, there is a difference in perspectives on handling uncertainty. In leadership research, this is described as the executive dealing with something that has gone wrong and putting it right. In the study at hand, the concept is expanded, to demonstrate that the executive’s actions can involve accommodating the worries that this uncertainty breeds within the organisation. Empirical data do not show any differences in the descriptions of the executive skills of women and men. Women and men practise these executive skills similarly. Men’s tendency to identify themselves with senior management, however, is interpreted as a sign of homosocial structures in the organisation. The fact that men are more ambivalent than women faced with the opportunity and responsibility of promoting change consequently indicates that admittance into a homosocial structure restricts their freedom of action. There is a difference, however, between the executive skills of women and men in that women, unlike men, have to relate to the issue of their own gender. Their approach to this can vary between two leadership discourses; one that is gender-neutral, and one where gender is significant. Women’s knowledge of how gender is constructed in organisations, in leadership and in other structures and processes, is thus included in the tacit knowledge that comprises their skills. Keywords: executive, manager, management, leadership, gender, skills, tacit knowledge, follow rules, breaking rules, rules, decision-making, accommodate uncertainty, homosocial structures. / Vad en chef gör och vilken betydelse chefens agerande har för företagets resultat är frågor som ständigt sysselsätter ledarskapsforskare. Men trots många tusen studier finns det inom forskningen inte någon gemensam uppfattning om vad begreppet ledarskap innebär. Inte heller inom företag och organisationer finns någon tydlig bild av vad chefer egentligen gör. Däremot visar till exempel satsningar på ledarutveckling att cheferna uppfattas som mycket viktiga för företagets resultat. Otydligheten i vad chefers arbete innebär tillsammans med föreställningen om chefens betydelse för företag och organisationer resulterar i att bilden av chefers arbete får inslag av magi. I den här studien ses chefskap som ett yrke och undersöks därför med en kvalitativ metod som innebär att yrkesutövare först skriftligt reflekterar över sitt yrkeskunnande och sedan i grupp diskuterar yrkeskunnandet utifrån de skriftliga reflektionerna. Metoden som kallas dialogseminariemetoden har använts i andra yrkesgrupper än chefer med goda resultat. Eftersom chefers yrkeskunnande inte tidigare undersökts som yrkeskunnande har resultaten jämförts med ledarskapsforskning. Att kön har betydelse för förutsättningarna att få och att utöva chefskap visas i ledarskapsforskning med könsperspektiv. Därför har även studiens resultat analyserats ur detta forskningsperspektiv. Yrkeskunnande för såväl chefer som medarbetare beskrivs som regelföljande det vill säga att tolka regler och därefter agera i en konkret situation. En regel säger ingenting om hur den ska följas. Om följandet av en regel skulle beskrivas i en regel skulle följandet av denna regel behöva beskrivas i en regel och så vidare i all oändlighet. Istället måste regler tolkas något som kräver tillgång till ett ”bibliotek” av exempel. Ett specifikt yrkeskunnande för chefer är att utveckla medarbetarnas yrkeskunnande i form av regelföljande. För chefer innebär regelföljande att fatta beslut utifrån tyst kunskap. Den tysta kunskapen bygger på en inre bild av vad som händer just nu i verksamheten och är viktigt för kunder, medarbetare, organisation och omvärld. Samt en förståelse för vad människor drivs av, tänker, behöver, önskar och säger. Den tysta kunskapen byggs upp i ett växelspel mellan reflektion över exempel och ett strategiskt agerande. Ofta är beslutssituationerna otydliga och motstridiga. Det innebär att chefens yrkeskunnande innebär att härbärgera osäkerhet på tre olika sätt. Det första genom att stå för att alla beslut inte kan fattas och att vissa inte kan fattas snabbt. Det andra genom att tydliggöra för medarbetarna att verksamheten inte går att fullt ut styra med regelverk och att omdöme i form av reflekterad erfarenhet därför är en viktig del i allt handlande. Det tredje genom att hantera insikten om att chefspositionen inte automatiskt innebär att det går att fatta rätt beslut. Chefen härbärgerar således omvärldens osäkerhet, medarbetarnas osäkerhet och den egna osäkerheten. I analys av empirin framkommer också en annan aspekt av chefers yrkeskunnande. Chefer måste vara snabba, inte bara i betydelsen att ha hög arbetskapacitet utan också som att aldrig säga nej till eller ifrågasätta leveranser. Jämförelsen med ledarskapsforskning visar framför allt på skillnader i tolkningen av empirin. Chefers regelföljande beteende beskrivs till exempel även inom ledarskapsforskningen. Men där beskrivs det som något som sker ibland, att chefen gör en brandkårsutryckning när något oväntat händer eller fattar beslut i de fall som inte hanteras av regelverken, inte som något som sker ständigt. På samma sätt finns en skillnad i synen på hanterandet av osäkerhet. Det beskrivs inom ledarskapsforskningen som att chefen hanterar det som gått fel och ställer allt till rätta. I denna studie utvecklas begreppet genom att visa att hanterandet för chefen kan innebära att härbärgera den oro osäkerheten medför i organisationen. Empirin visar inte några skillnader mellan kvinnor och män i beskrivningarna av chefers yrkeskunnande. Kvinnor och män utövar chefskap på samma sätt. Männens identifikation med högre chefer tolkas dock som tecken på homosociala strukturer i organisationen. Att männen är mer ambivalenta än kvinnorna till både möjligheten och det egna ansvaret för att driva förändring innebär då att upptagande i en homosocial struktur begränsar handlingsutrymmet. Däremot finns det en skillnad mellan kvinnors och mäns yrkeskunnande som chefer på så sätt att kvinnor till skillnad från män måste förhålla sig till sitt kön. Kvinnorna väljer att hantera detta genom att växla mellan två ledarskapsdiskurser; en könsneutral och en där kön har betydelse. Kvinnornas kunskap om hur kön görs i organisationer, i konstruktionen av ledarskap såväl som i övriga strukturer och processer, är således en del i den tysta kunskap som utgör deras yrkeskunnande. / <p>QC 20120514</p>

This dissertation explores the reoccurrence of Mary Shelley’s Frankenstein within twentieth-century American novels. While the inaccurate 1931 film version by James Whale remains the best known adaptation of Frankenstein, I argue that Willa Cather, Ralph Ellison, Toni Morrison, and Chuck Palahniuk return to Shelley’s 1818 novel to critique racist and misogynistic responses to anxieties about gender and racial power in the age of industrial consumer culture. In doing so, I extend existing scholarship on the American Gothic to demonstrate that The Professor’s House, Invisible Man, Beloved, and Fight Club represent a specifically Shelleyan Gothic tradition in twentieth-century American literature. My project draws upon influential feminist and postcolonial readings of Frankenstein and on the theoretical work of Eve Kosofsky Sedgwick and later critics who have developed her theory to show how the twentieth-century novels echo themes and motifs from Shelley’s novel to critique the destructive effects of male homosociality. Each novel contains a protagonist that resembles Victor Frankenstein and responds to historically specific anxieties about gender, race, and industrial technoscience by creating a doppelgänger who enables participation in a homosocial bond that is initially empowering but proves destructive to women, racial minorities, and eventually the creature and creator figures themselves. My reading reveals unexpected similarities between Cather’s The Professor’s House and Palahniuk’s Fight Club. Cather’s novel appears to glorify Tom Outland as the ideal masculine hero but ultimately reveals him to be a monstrous doppelgänger who acts out the Professor’s oppressive impulses; similarly, Fight Club seems to romanticize the male violence instigated by the doppelgänger figure Tyler Durden but actually echoes Shelley’s critique of male homosociality as monstrous. My reading also reveals previously overlooked similarities between Invisible Man and Beloved, both of which feature a black protagonist who surprisingly resembles Victor Frankenstein by creating a doppelgänger to challenge his or her disempowerment by the structures of white male homosociality but end up emulating the destructive homosocial structures they critique. My dissertation shows how all of these writers share Shelley’s critique yet move beyond it by offering alternatives to the destructive cycle of violence, embodied in each case by a female figure who resists or reclaims the position of the abject other in the homosocial triangle.