Suchergebnisse

PurposeThe purpose of this paper is to analyse management and employee experiences of gender divisions at work and to reflect on gender boundaries using the method of democratic dialogue. It also considers the use of experiences in efforts supporting workplace democracy.Design/methodology/approachFinnish action research project sought to promote both gender equality and democratic dialogue. Content analysis is applied on group discussions on promoting gender equality at work.FindingsGender divisions in organizations were widely recognized. Challenges arose from the incompatibility of images of gender and gendered images of work. Participants' perspectives varied depending on their hierarchical position.Research limitations/implicationsDemocratic dialogue provides tools to approach sensitive topics that need special attention in promoting gender equality.Practical implicationsWork organizations need to use forums that bring together management and employee perspectives with a gender‐sensitive approach to support workplace democracy.Originality/valueThe paper shows that, to enable change, the understandings of gender and gender equality have to be negotiated on the local level and in a way that connects to participants' realities and experiences.

The Finnish Defence Forces (FDF) have, in accordance with other public sector organizations in the Nordic countries, undergone many change processes in this millennium. Changes in the FDF have been related to government savings and more recently the fluctuating security environment. The purpose of the study is to show how these change processes have meant somewhat different things to men and women in the FDF, and these differences have an intersectional character. In order to explain, how potent experienced changes are in explaining the concerns of the personnel, and how they possibly interact with gender, age and personnel group, we analyzed survey data by using logistic regression. The survey was addressed to all salaried personnel of the FDF in 2015. The analysis showed that the logic of the examined, personally experienced, organizational changes deepened divisions produced by civil/military and gender hierarchies.

Purpose
– Addressing the challenges expressed by organization researchers and Leslie McCall with her conceptual framework of intercategorical analysis, this paper contributes to the methodological debate on intersectionality. The purpose of this paper is to explore intersectionality on the organizational level in the Finnish defence forces (FDF). In the paper, the authors explore how the interactions between categories of gender, age, and position in the organization explain the concerns of employees in the changing military organization. Furthermore, the authors also investigate the types of intersectional mechanisms behind the empirical observations.


Design/methodology/approach
– The logistic regression analysis is based on a survey addressed to the whole salaried personnel in the FDF in 2011 (n=8,093, response rate being 54 per cent).


Findings
– In line with McCall's (2005) intercategorical approach, the analysis shows that the plain examination of main effects of the variables will not suffice, but the interaction effects of the variables must also be examined. The analysis indicates that even though women in general experienced more concerns, gender does not alone explain the concerns expressed by the members of the FDF, but age and especially personnel group are significant in understanding configurations of positions in relation to the organizational change process.


Research limitations/implications
– The methodological limitation of the study is that although the data were large, it was not possible to conduct three-ways analysis, because of the size of some groups.


Originality/value
– The study offers a noteworthy addition to the rare research of practising intersectionality in the conceptual framework using quantitative methods.