Handbook on Well-Being of Working Women.

Intro -- Contents -- Part I: Introduction -- 1: Uncovering the Complexities of the Relationship Between Women and Well-Being in the Workplace: An Introduction -- Part I - Introduction -- Part II - Gender, Social Group Hierarchy, and Well-Being of Working Women -- Part III - Women Leaders and Well-Being -- Part IV - Professional Context and the Well-Being of Working Women -- Part V - Public Policy, Organizational Policy and Societal Influences on the Well-Being of Working Women -- Part VI - Cross-Cultural and Country-Specific Context and the Well-Being of Working Women: A Global Perspective -- Part VII - Epilogue -- Conclusion -- References -- Part II: Gender, Social Group Hierarchy, and Well-Being of Working Women -- 2: Workplace Discrimination and the Wellbeing of Minority Women: Overview, Prospects, and Implications -- Introduction -- Discrimination and Wellbeing in the Workplace -- Discrimination and Health Influences -- Resource Deficits and Illness Vulnerability -- Minority Women and Discrimination -- Tokenism and Stereotypes -- Workplace Harassment -- Minority Women, Discrimination and Wellbeing -- Organizational and Individual Interventions for Minority Women Wellbeing -- Organizational Level -- Individual Level -- Conclusion -- References -- 3: Fat Women Need Not Apply: Employment Weight Discrimination Against Women -- Fat Women Need Not Apply: Weight Discrimination in Employment Against Women -- Research on Weight Discrimination in Employment -- Perceived Employment Discrimination -- Weight-Related Wage Penalty -- Legal Protection -- Weight Prejudice -- Employer Justifications -- Practical Implications -- Future Research Directions -- Conclusion -- References -- 4: Countering Heteronormativity -- Lesbians and Wellbeing in the Workplace -- Introduction and Background -- Sexual Orientation and Research in the Organisational Context.

Queer Performance and Lesbian Identity -- Experiences of Butch Lesbians in Negotiating Identity in the Interview Context -- Intersectionality -- Conclusions and Directions for Further Research -- Suggested Further Reading -- References -- 5: "Women Like You Keep Women Like Me Down": Understanding Intergenerational Conflict and Work-Life Balance from a Discourse Perspective -- A Communication Perspective -- Work-Life Balance -- Life Cycle Theory -- Generational Differences Around Work-Life Balance -- Deconstructing Intergenerational Discord: Preliminary Findings -- Revisiting the Context for Conflict: The Gendered Workplace -- Expanding the Research Agenda for Work-Life -- Rethinking Intergenerational Conflict as Rejection of the Gendered Workplace -- Self-Employment -- A Partial Return to the Workforce -- Rejection of Current Workplace -- Conclusion -- References -- 6: Sexual Harassment: Undermining the Wellbeing of Working Women -- Definitions of Sexual Harassment -- United States Legal Definition -- Legal Definitions Across National Contexts -- Definitions in Social Science -- Prevalence of Sexual Harassment -- Prevalence by Nation -- Prevalence by Gender -- Implications for Working Women's Wellbeing -- Contextual Influences on Sexual Harassment -- Power -- Organizational Culture and Tolerance for Sexual Harassment -- Reporting and Retaliation -- Sexual Harassment Training Programs -- National Culture -- Future Directions -- Conclusion -- References -- 7: Understanding Mental Disorders in Women in the Workplace to Mitigate Deleterious Effects -- Introduction -- Understanding the Constructs -- Operationalization - Mental Illness -- Operationalization - Stress -- Who Is Affected -- Gender -- Culture -- Socioeconomic Status -- Occupation -- How Does It Happen -- Workload and Work Pace -- Role Stressors -- Career Concerns -- Work Scheduling.

Interpersonal Relationships -- Bullying -- Job Content and Control -- Gender Inequality -- Prevalence of Workplace Mental Illness -- Affective Disorders -- Anxiety Disorders -- Psychotic Disorders -- Substance Abuse -- Personality Disorders -- Other Conditions of Interest -- Economic Cost of Workplace Mental Illness -- Intervention -- Individual Approach -- Collective Approach -- Application -- Cost-Benefit Analysis -- Future Research Considerations -- Conclusion -- References -- 8: Women and Work Stress: More and Different? -- Introduction -- A Woman's World: The Pattern of Female Participation in the Workforce -- Occupational Stress -- Stress and Different Occupations -- Sex Differences -- Extreme Jobs -- Working Intensely and Workaholism -- Role Conflict and Work-Family Pressures -- Sexual Harassment and Discrimination -- Summing Up: Are Women Specifically Disadvantaged? -- Women in Management and Stress -- Workload and Senior Managers -- Special Challenges -- Reducing Stress and Increasing Well-Being: Organizational Based Initiatives and Individual Coping Strategies -- Work Experiences -- Workplace Flexibility -- The Importance of Role Models for Women -- Gender Bilingual Cultures -- Both Women and Men Benefit from Supportive Organizational Cultures -- Intervention and Policy Implications -- Conclusion -- Future Research -- References -- 9: The Gender Pay Gap and the Wellbeing of Working Women -- The State of the Gender Pay Gap -- Motherhood Penalties, Maternal Walls, and Work-Life Balance -- The Gender Pay Gap and Women's Subjective Wellbeing: Are Women Less Happy Because They Are Paid Less? -- The Gender Pay Gap and Women's Objective Wellbeing -- Economic Security -- Older Age -- Health -- Job Stability -- Conclusion -- References -- Part III: Women Leaders and Well-Being -- 10: Gender Bias Against Female Leaders: A Review.

Bias Against Female Leaders -- Bias Against Leadership Style -- Bias Associated with Competence and Likeability -- Bias in Male Dominated Environments -- Bias Associated with Queen Bee Syndrome -- Bias Associated with Glass Cliff -- Kernel of Truth? -- Reducing Bias -- Feminization of the Management Role -- Summary and Directions for Future Research -- References -- 11: Does the Presence of Women in Management Impact Gender Inequality? -- Introduction -- Women's Status in Management: The Glass Ceiling and Beyond -- Female Managers and Gender Inequality -- How Might Female Managers Matter? -- Why Female Managers Might Not Matter -- The Empirical Evidence -- Conclusion -- References -- 12: In the Company of Women: The Well-Being Consequences of Working with (and for) Other Women -- Relational Demography: Sex Effects in Groups -- I Like Working with People Like Me -- Show Me the Money -- Trading the Old Shoe for a New Manolo? -- Relational Demography: Sex Effects in Dyads -- Will You Mentor Me? -- When the Boss Is a Woman -- Why Women Don't Support Women -- Why Can't You Be More Like a Woman? -- I'm Here in the Spotlight -- Relational Demography: Sex Effects Across Levels -- Implications for Working Women and Their Organizations -- The Emerging Research Agenda -- Conclusion -- References -- 13: Constrained by Emotion: Women, Leadership, and Expressing Emotion in the Workplace -- Proscriptions Against Masculine Emotion -- Penalties for Feminine Emotion -- Too Much Emotion and Too Little Control -- Emotional Boundaries -- Consequences of Denying Women Emotional Control and Appropriateness -- Status, Gender, and Emotion -- Intersections of Gender, Emotion Expression, and Race -- Conclusion -- References -- 14: The Purpose and Place of Mentoring for Women Managers in Organisations: An Australian Perspective -- Introduction.

Women's Under-Representation in Management Worldwide -- Theoretical Categorisations of Mentoring -- Empirical Research Exploring the Impact of Mentoring on Women Manager's Career Development -- Illustrations of Current Programs for Women in Australia -- Programs Provided by Professional Associations -- Government Departments That Provide Programs for Women Staff -- Critical Issues That Impact on Women Managers in Mentoring Relationships -- Developmental Vs Sponsorship Mentoring -- Formal Vs Informal -- Diversity Vs Same-Group Mentoring -- Face-to-Face Mentoring Vs E-Mentoring -- Conclusion -- References -- 15: French Women Entrepreneurs' Leadership Practices and Well-­Being in a High-Growth Context -- Introduction -- Literature Review and Research Question -- Transformational and Authentic Leadership: Refinements of the Notion of Positive Leadership -- The Effects of Positive Authentic Leadership on Well-Being -- Authentic Transformational Leadership and Women Entrepreneurs -- Women Entrepreneur Leaders and Strategies with Regard to Social Norms and Expectations -- An Overview of French Women Entrepreneurs -- Composite Sketch of Women Entrepreneurs -- Research Question -- Methodology -- Results -- The "End" of the Heroic Leader in Favor of a Collective Authentic Leadership -- A Focus on the Team -- The Demise of the Leader as Hero: Toward an Authentic/Positive Type of Leadership -- Centrality of Values in the Leadership Process -- Absolute Coherence in Managerial Practices and Organizational Structure -- The Valorization of Human Capital: The Importance of Helping Employees to Grow -- Sharing and Transparency with Employees Regarding Strategy -- Stakeholder Management: Relationships Based on Trust and Sustainability -- Discussion -- Authentic Leadership and Well-Being at Work -- Conclusion -- Appendix 1: WEG Index Methodology -- References.

Part IV: Professional Context and the Well-Being of Working Women.

Description based on publisher supplied metadata and other sources.

Electronic reproduction. Ann Arbor, Michigan : ProQuest Ebook Central, 2024. Available via World Wide Web. Access may be limited to ProQuest Ebook Central affiliated libraries.