دانلود رایگان مقاله لاتین تنظیم زمان بازیگران سازمانی با هنجار نهادی از سایت الزویر
عنوان فارسی مقاله:
تنظیم زمان برای جاه طلبی: چگونه بازیگران سازمانی با هنجارهای نهادی که بر رشد حرفه ای کارگران نیمه وقت تأثیر می گذارند مشارکت می کنند
عنوان انگلیسی مقاله:
Timing ambition: How organisational actors engage with the institutionalised norms that affect the career development of part-time workers
سال انتشار : 2016
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بخشی از مقاله انگلیسی:
2. Literature review
In this section, we present a review of the literature on parttime workers’ career development and the explanations that have been given for the scholarly findings on this subject. We identify three gaps in the literature and explain how we intend to address these gaps in our empirical study. 2.1. Part-time workers’ career development relative to their career ambition While part-time work is supposed to support the reconciliation of work and private life and thus foster diversity, inclusion, and gender equality in organisations (Bleijenbergh, De Bruijn, & Bussemaker, 2004; Lee et al., 2000; Ryan & Kossek, 2008), it is also considered to negatively affect workers’ career development (Edwards & Robinson, 1999, 2001; Hoque & Kirkpatrick, 2003; Lane, 2000, 2004; Román, 2006; Tomlinson, 2006); also because part-time workers are predominantly women, part-time work is also considered to have a negative impact on gender equality. The research on part-time work has shown that professionals who work part-time have less access to career development opportunities than full-time workers (e.g., Durbin & Tomlinson, 2010, 2014; Edwards & Robinson, 2001; Lane, 2004; MacDermid et al., 2001). For example, due to the availability requirements that are commonly associated with these positions (cf., Edwards & Robinson, 2001; Lee et al., 2000), part-time workers may have less access to managerial positions. Additionally, ‘hegemonic work place cultures’ (Tomlinson, 2006: 83) and, more specifically, stereotyped views on part-time workers’ career ambition (e.g., Benschop et al., 2013; Dick, 2010; Pas et al., 2011; Sools et al., 2007; Tomlinson, 2006) may restrict part-time workers’ career development. A common explanation for part-time workers’ limited career development is that working reduced hours amounts to lower career ambition (cf., Pas et al., 2011), a lack of career orientation, lower levels of commitment to work and career (Dick, 2010, 2015; Hochschild, 1997; Tomlinson, 2006), and a more ‘home-centred’ orientation (Walsh, 1999: 179). Hence, it has been suggested that part-time workers are less interested in having a career (see also Benschop et al., 2013; Eagly & Steffen, 1986; Hakim, 1998; Lane, 2004; Smithson, 2005; Sools et al., 2007), and this has been found for part-time working men even more than for part-time working women (cf., Eagly & Steffen, 1986; Smithson, 2005; Vinkenburg, Van Engen, Coffeng, & Dikkers, 2012). Although normative perceptions regarding part-time workers are persistent, several studies have shown that part-time workers do not consider working reduced hours to imply reduced career ambition. For example, from her study on full-time and part-time working nurses, Lane (2004: 259) concluded that “part-time female nurses do not ‘invest less' in their careers in terms of qualifications and experience than their full-time counterparts. Neither are part-time nurses relatively ‘uncommitted' to their careers compared to full-time nurses”. Similarly, Tomlinson’s (2006) study on women part-time workers’ career transitions in the UK showed that part-time women workers in the hospitality service sector may ‘accept’ rather than ‘prefer’ the lack of career development that is associated with part-time work, which indicates that part-time work does not necessarily imply a reduced commitment to work, nor a reduced level of work or career ambition. These results confirm earlier findings by MacDermid et al. (2001: 311) that the majority of the women part-time workers in their study “had given up some upward mobility in their careers, usually in the short term” to be able to take care of their children. They generally showed satisfaction with this ‘tradeoff’, but they also indicated that their performance did not suffer – in fact it even improved – after switching from full-time to part time work (MacDermid et al., 2001). Their supervisors, however, were shown to have doubts about the possibilities for the career development of part-time workers. In fact, they considered it impossible to fulfil jobs in the higher echelons of the organisation while working reduced hours (MacDermid et al., 2001). In a related vein, Durbin and Tomlinson (2010) showed that part-time women managers in the UK voice frustration concerning the perceived lack of career opportunities and access to high-quality management jobs
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