Suchergebnisse

Intro -- Preface -- Contents -- About the Editors -- Chapter 1: Gender, Work, and Health: Some Introductory Thoughts -- 1.1 Introduction -- 1.2 Understanding Gender and its Relationship to Health -- 1.3 Gender and Occupational Health and Safety: Policy and Practice -- 1.4 Gender and the Labour Market and Employment Patterns -- 1.5 Gender, Work and Health -- 1.5.1 Work-Related Stress and Mental Health -- 1.5.2 Physical Health -- 1.6 Gender, Unpaid Domestic Labour and Duties, and Health -- 1.7 Gender Differences in Health: Different Exposure or Vulnerability? -- 1.7.1 Different Exposure or Vulnerability: The Evidence-Base -- 1.7.2 Limitations of the Two Theories -- 1.8 Conclusions -- References -- Chapter 2: Creating Inclusion to Leverage Workforce Diversity from a Work Characteristics Perspective -- 2.1 Inconclusive Effects of Workforce Diversity in Organisations -- 2.2 Antecedents of Individual Inclusion Experience -- 2.2.1 How Workforce Diversity Shapes the Work Environment -- 2.2.2 How Work Characteristics Influence the Experience of Inclusion -- 2.3 Consequences of Diversity and Inclusion for Employee Well-being and Performance -- 2.4 Feedback Loops: Influencing the Work Environment and Diversity through Healthy, Productive, and Highly Included Employees -- 2.5 Conclusion -- References -- Chapter 3: Work-Life Balance and Gender: Challenging Assumptions and Unravelling Complexity -- 3.1 Setting the Scene: The Changing Nature of Work and Domestic Roles -- 3.2 What Is Work-Life Balance? Different Meanings to Different People -- 3.3 `Balance´, Work and Gender: A Complex Interplay -- 3.3.1 Challenging Assumptions: Are Work-Life Balance Issues `Worse´ for Women? -- 3.3.2 Law, Policy, Work-Life Balance and Gender -- 3.4 Life-Course Perspectives on Work-Life Balance and Gender -- 3.5 Future Challenges for Investigating Work-Life Balance and Gender.

AbstractCorporate social responsibility (CSR) research has been largely interested in answering the question of why more women at work is good for business, leaving unattended the question of how to achieve this, and how feminist theories can be integrated with this purpose. This paper puts forward some conceptual propositions for advancing these questions by examining the linkages between the doing and undoing gender concepts from the feminist organization studies, and the role of CSR. The paper follows a conceptual approach to develop and support propositions. We propose that gender strategies will vary in organizations according to what CSR orientation they assume (compliance or proactive CSR), and how they navigate the un/doing gender continuum. By doing so, a two‐axis model is portrayed and four specific gender strategies identified. The model can support research aiming at exploring how CSR can be a tool for achieving gender equality at work, and managers looking at implementing or evaluating their gender responsible strategies.

Work-related psychosocial hazards are recognised as a key priority in the future of work. Even though European Union (EU) legislation requires employers to assess and manage all types of risks to workers' health and safety associated with all types of hazards in the work environment, it does not include clear reference to psychosocial risks and work-related stress. In several EU member states, there is now more specific legislation on psychosocial risks that clarifies employer responsibilities. The aim of this study is to explore whether the introduction of specific legislation on psychosocial risks and/or work-related stress is related to organisations implementing action plans to prevent work-related stress, and in turn, better psychosocial working conditions (job demands and resources), and less reported work-related stress in the workforce. It does so by comparing EU member states and candidate countries that have introduced more specific legislation to those that have not, conducting multilevel modelling analysis by linking two representative European-level datasets, the 2014 employer European Survey of Enterprises on New & Emerging Risks and the 2015 employee European Working Conditions Survey. Findings indicate that the presence of specific national stress legislation is associated with more enterprises having a work-related stress action plan. The existence of action plans was found to be associated with increased job resources but not decreased job demands. Furthermore, only in those countries with specific national legislation on stress, job resources were found to be associated with less reported stress through the existence of organisational action plans. Findings lend support to the argument for more specific legislation on psychosocial risks/work-related stress in the EU. However, they also raise questions on whether current interventions implemented at organisational level to deal with work-related stress may be geared more towards the development of individual resources and less towards ...