GENDER GAP IN

EMPLOYMENT. US PROCCED
BY FEMALE SUPER VISOR

EDWIN ESTILLORE MARZO

RHEA ROSE CA-AS
JAMES NATHANIEL MORENO
BERNADETH CAMPAAN
QUENCY MISON
1. gender gap in earnings and rewards remains persistent
across many professional and managerial work contexts.
In these settings, where there are few objective criteria
for performance and organizational mechanisms are
weak, we propose that personal political values can serve
as a powerful influence on whether supervisors reduce or
enhance inequalities in performance-based rewards .
We develop theory about how political liberalism versus
conservatism affects supervisors’ perceptions and
allocative decision-making. Combining internal personnel
and billings data with publicly available political donation
records in a large law firm, we test the effect of political
ideology among supervising law firm partners on the
performance-based bonuses awarded to male and female
subordinate lawyers.

Web source: https://journals.aom.org/doi/full/10.5465/amj.2016.0179

Title: Bringing the Boss’s Politics In: Supervisor Political Ideology and the
Gender Gap in Earnings
Author: Apharma joshi
2. First, they find that having more women in management
reduces the gender earnings gap for jobs with low
qualifications, but not those with high qualifications.
Second, they find that while men’s compensation is
positively affected by having a male supervisor, women
with a female supervisor do not receive such an
advantage. Finally, they find that human resources
practices and job-level qualifications moderate the
association between gendered power and gender
earnings inequalities. Integrating women into managerial
and supervisory roles does not automatically reduce
gender inequalities; its impacts are contingent on
organizational context.

Web source: https://doi.org/10.1177/0019793916668530

Title: women access to power and the gender earning gap
Author: Silvia Melzer
3.Resultsindicated that a supervisor’s gender did indeed
influence subordinates’ perceptions of their job, and the
differences were attributed to the different leadership
styles men and women frequently use in the workplace.
Overall, subordinates who had female supervisors
perceived greater interpersonal aspects in their jobs,
while subordinates who had male supervisors perceived
greater structure in their jobs.

Web source: https://doi.org/10.1108/09649420010325744

Title: Supervisor gender, leadership style, and perceived job design
Author: Lynn Godkin
4. Supervisors are increasingly required to support
employees in their learning and career development.
This study investigated relationships between
supervisor support activities and their subordinates'
career and organizational commitment. Findings
suggested that employees who saw their supervisors
as giving them trust and the authority to do the job
were more committed to their organization, as were
those who perceived their supervisors to engage in
feedback and goal-setting. This suggested the potential
organizational benefits of performance feedback from
managers and the importance of supervisors
developing the confidence and skills to delegate
effectively and have trust in their subordinates.

Web source: https://doi.org/10.1080/13594320042000016

Title: The role of the supervisor in career and organizational commitment
Author: Jennifer M. Kidd
5. Supervisor-subordinate similarity affects a number of
workplace outcomes, but the effect of similarity in
work-family values is not well understood. Our sample
consisted of 209 participants (121 female and 88 male)
from a range of occupations. A structural model was
tested in which subordinate perceptions of supervisor
work-family value similarity predicted increased
supervisor support and reduced family conflict, with an
indirect effect through these variables to job
satisfaction. Higher work-family conflict and lower job
satisfaction had significant paths to emotional
exhaustion, as a key indicator of burnout. Structural
equation modeling indicated a good fit to the model
for both men and women.

Web source: https://psycnet.apa.org/doi/10.1037/1072-5245.13.1.45

Title: Supervisor and subordinate work-family values
Author: Schmidt Helen
 6. Few studies have examined the relationship between
mentoring and associated antecedents of the AOC of IT
employees, and none has examined these relationships
for public-sector workforces. The research finds that
when both psychosocial and career mentoring are
considered, only psychosocial mentoring was
significant in predicting the AOC of state government
IT employees. When considering just LMX, it was
significant in predicting AOC. Neither psychosocial
mentoring nor career mentoring was significant in
predicting AOC if LMX is also considered. No gender
differences were found for any of the variables
examined.

Web source: https://doi.org/10.1177/0734371X07311703

Title: The Role of Mentoring and Supervisor Support for State IT Employees'
Affective Organizational Commitment
 Author: Margaret F. Ried

7. The present study examines the relationship between

a variety of organizational support factors and work–
family outcomes, as well as gender differences in these
relationships. A random sample of 229 working adults
completed phone surveys, and multiple regression
analysis was used to test the proposed relationships.
Results showed that certain types of support may
differentially benefit women and men, highlighting the
value of having a supervisor and organization
supportive of work–family balance. For example,
having a supportive work–family supervisor was
related to lower negative work–family spillover and
intent to quit for women, and higher job satisfaction
for men. Telecommuting use, on the other hand, was
more beneficial for men than women in our sample.
Given these findings, organizations should be aware
that certain forms of support—particularly supervisor
work–family support—may benefit men and women
through different mechanisms.

Web source: https://doi.org/10.1177/0192513X15585809

Title: Organizational Support Factors and Work–Family Outcomes: Exploring
Gender Differences
 Author: Malissa A. Clark

8. talent shortage and underrepresentation of women in

logistics emphasize the need to assess the logistics
work culture. As logistics practitioners face round-the-
clock job pressures, work–family conflict presents one
such opportunity for study. Consequently, the purpose
of this paper is to assess the impact of supervisors and
mentoring on work interference with family (WIF) and
subsequent job satisfaction and intent to leave
logistics.

Web source: https://doi.org/10.1108/IJPDLM-12-2017-0389

Title: Supervisor and mentoring effects on work-family conflict in logistics
Authors: Michael J. Maloni
 9. Guaranteeing the rights of women and giving them
opportunities to reach their full potential is critical not
only for attaining gender equality, but also for meeting
a wide range of international development goals.
Empowered women and girls contribute to the health
and productivity of their families, communities, and
countries, creating a ripple effect that benefits
everyone

Web source: https://l.facebook.com/l.php?u=https%3A%2F

%2Fwww.peacecorps.gov%2Feducators%2Fresources%2Fglobal-issues-gender-
equality-and-womens-empowerment%2F%3Ffbclid
%3DIwAR1vvPNlpTZdiXg9zzjHP1vUjUukVDuKbWroAf8cCjTY-
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Kti7MPlISZdhRfFE97J0yS9SbJmgkW8P4NLgcymHZSrEetyjp57kEnxi6-
NetFj0VXfwO8DUqhg8c5xx9HBBEcmE0wo9zw6FEiquyFn495up09c59J_ct1R3CgW
X7lQ
Title: Global Issues: Gender Equality and Women’s Empowerment
Author: Paul D. Coverdell
10. Women are always and everywhere less likely than
men to commit criminal acts. The experts disagree,
however, on a number of key issues: Is the gender gap
stable or variant over time and across space? If there is
variance, how may it best be explained? Are the causes
of female crime distinct from or similar to those of
male crime? Can traditional sociological theories of
crime explain female crime and the gender gap in
crime? Do gender-neutral or gender-specific theories
hold the most explanatory promise? In this chapter we
first examine patterns of female offending and the
gender gap. Second, we review the “gender equality
hypothesis” as well as several recent developments in
theorizing about gender differences in crime. Third, we
expand on a gendered paradigm for explaining female
crime first sketched elsewhere. We conclude with
recommendations for future work.

web source: https://doi.org/10.1146/annurev.soc.22.1.459

title: Gender and Crime: Toward a Gendered Theory of Female Offending
author: Darrell Steffensmeier`
11. The numbers of women in medical school and in
medical training have increased dramatically and are
near 50% overall, but the number of women who
advance to senior and leadership positions is not
nearly this high. There are many reasons why the
number of women in leadership roles in academic
medicine has not kept pace with the number of
women entering the field of medicine. Two popular
themes are the glass ceiling (referring to an invisible
barrier to advancement) and the leaky pipeline (the
loss of women faculty along the path, or pipeline, to
advancement).

Web source: https://doi.org/10.1016/j.jacr.2016.08.026

Title: Women in Leadership: Why So Few and What to Do About It
Author: Christina M. Surawicz MD
12. A change is needed in the way companies approach leadership
development, which currently results in the reproduction of male
leaders similar to those of the previous generation. At present, many
women do not develop to their full potential -- a serious waste in the
war for talent. Managing diversity and developing tomorrow's diverse
leaders are key tasks for leadership in UK organisations. This paper
considers the important role of women-only training in the
development of the females in the next generation of leaders, and in
the enhancement of their careers. The authors believe that in addition
to, and not as a substitute for, other leadership courses and support
mechanisms such as mentoring and coaching, women-only training
enables women to clarify their leadership ambitions, recognise their
leadership strengths and access leadership positions.

Web source: https://doi.org/10.1080/714023846

Title: Women-only management training: An essential part of women's
leadership development
Author: Susan val
 13. This preface article highlights the Issue’s overall
problem, purpose, the approach used, and its
relevance to human resource development (HRD) and
practice. It introduces relevant literature and provides
a brief introduction of each Issue article. The Issue in
general explores various topics that directly influence
the career decisions, challenges, experiences, and
opportunities of women in postsecondary settings.
Each article shares results of research studies or
conceptual frameworks and also outlines specific
implications for practice.

Web source: https://doi.org/10.1177/1523422311436299

Title: Women and Leadership in Higher Education: Current Realities, Challenges,
and Future Directions
Authors: Susan R. Madsin
14. although the increasing focus on female leadership
in both the popular press and scholarly literature is
relatively recent, women's leadership is not. Women
have traditionally played a role in civic and cultural
arenas and now have a greater opportunity to bring
their particular leadership strengths to a broad range
of organizations. The current paper reports on a case
study about participants’ attitudes after participating
in a leadership seminar series program for female
graduate students at a university in the Northeast.

Web source: https://doi.org/10.1002/jls.21316

Title: Female Graduate Students’ Attitudes After Leadership Training
Author: Susan Granthant
15. This article presents a comprehensive perspective of
leadership development that addresses the unique needs of
women in organizations. The authors propose 7 categories of
leadership development practice and examine the
opportunities and obstacles in each of these practices for
women. The authors offer recommendations for consulting
psychologists and human resources professionals targeted to
female clients and to organizational practices in order to
advance women's leadership development. Finally, the
authors discuss the overarching themes emanating from their
research and implications for women and leadership
development. (PsycInfo Database Record (c) 2022 APA, all
rights reserved)

Web source: https://psycnet.apa.org/doi/10.1037/a0014093

Title: Women's leadership development strategic practices for women and
organizations.
Author: Hopkins, M. M., O'Neil, D. A., Passarelli, A., & Bilimo ria, D.
 16. Women continue to be under‐represented at higher levels
of management in organisations and on boards throughout
Western industrialised countries despite more than 30 years
of government policies and organisational practices designed
to redress this imbalance. The problem is how to ensure that
more women make it to senior positions. This paper seeks to
explore one approach to advancing women's careers through
a women‐only development program designed for those
identified as high‐potential leaders.

Web source: https://www.emerald.com/insight/publication/issn/0142-5455

Title: Advancing women's careers through leadership development programs
Author: Marilyn Clarke
17. A crucial leadership gap exists in today’s healthcare system. Women are
missing in top leadership roles in healthcare, yet they are well suited for these
leadership positions. Women make up the majority of students in medical
schools and in graduate health administration programs (Aud, Hussar, Kena,
Bianco, Frohlich, Kemp, & Tahan, 2011; Lantz, 2008; Matus, 2003). The research
literature regarding the gender gap in healthcare provides a framework to gain
a better understanding of that gap, and thus help to define the research
questions that are addressed. These questions revolve around the reasons for
the persistence of the leadership gap in healthcare and the leadership
challenges that this sector faces. Following this, the business case and strategies
for increasing women in the top leadership ranks of healthcare are defined.

Web source:
https://www.scirp.org/html/2-2330052_46384.htm
Title: The Leadership Gap: Ensuring Effective
Healthcare Leadership Requires Inclusion of Women at the Top.
Author: Paula Bobrowski
18. Women's Leadership Development Institute revealed three patterns of
response as these women identified what they perceived to be their “most
defining moment:” (a) someone speaking potential, sometimes as succinctly as
a single sentence, into their lives, leading to a reframing of self-perception; (b)
encountering a person or situation that resulted in reframing the participant's
understanding of leadership in ways that allowed these women to begin
perceiving themselves as leaders; and (c) experiencing a situation that led to
feeling compelled to stand up for a conviction or strong belief.

Web source:
https://www.tandfonline.com/doi/abs/10.1080/15363750903182177
Title:
Women’s Leadership Development: A Study of Defining Moments

Author:
Karen A. Longman
19. There is still no question that we do not have enough women leaders in
politics, business, government, education, nonprofits, and other settings and
sectors around the globe (Adler, 2015; Goryunova, Scribner, & Madsen, 2017)
although hundreds of studies have documented the benefits of having women
in top management and leadership positions in any type of organization and in
society (Madsen, 2015). In addition, it is clear that gender and other types of
diversity are vital in today’s world for groups and organizations to thrive.

Web source:
https://www.researchgate.net/
profile/Maureen_Andrade/publication/325914582_Unconscious_Gender_Bias_Implications_for_Women's_Leader
ship_Development

Title: U N C O N S C I O
U S G E N D E R B I A S : I M P L I C A T I O N S F O R W O M E N ’ S LEADERSHIP DEVELOPMENT

Author: SUSAN R. MADSEN

20. Men and women experience unique obstacles on becoming a leader (Ely,
Ibarra, & Kolb, 2011). Distinctive neurological, psychological, and interactive
qualities influence how men and women process information, connect with one
another, and develop as a leader (Ruderman & Ohlot , 2005). To promote the
development of women leaders, some organizations have created women’s
only leadership development (WOLD) programs to allow women the
opportunity to experience a collaborative and supportive leadership learning
environment and learn from a majority position (Debe, 2011; Ely, et al., 2011).

Web source:
https://journalofleadershiped.org/wp-content/uploads/2019/02/17_1_brue.pdf
Title:
Leadership Role Identity Construction in Women’s Leadership Development
Programs
Author:
Krystal L. Brue
21. Over 11 million women employed in the UK, accounting for almost 50% of
the work force. However, despite increase in the number of women employed
in the construction over the past decade, they still constitute only 9% of the
work force (Construction Industry Training Board, 2003 as quoted in
Amaratunga et al., 2006). The scenario in developing countries is equally or
more dismal. It is a concern and studies in these areas have been invaluable in
pinpointing the factors militating against the participation of more women in
the construction work place, and in particular, the recruitment into construction
professions (Agapiou, 2002 as quoted in Amaratunga et al., 2006). Issues
regarding lack of women in construction have been made more prominent
due to the potential skill shortage facing the industry. It has attracted
government and industry wide attention with focus on studying the issues
leading to less participation by women in the construction industry and in
finding ways of resolving these issues.

Web source:

Title:
Web source:
https://www.researchgate.net/
Author:
Title:

Issues and challenges for women in

construction industry: Global as well as
Indian perspective

Author:
Vanita Ahuja
22. Gender discrimination was at play then when
women were excluded from construction projects in
Britain and unskilled men were often promoted over
skilled women. The construction industry of most
countries is one of the largest sector in terms of
number of people employed continuously as a result
of the constant construction done at all levels from
initial phase to the maintenance. This industry like
others has in past times been male dominated but has
slowly seen the inclusion of the female gender with
the dawn of modernity and the evolution of human
perceptions and reasoning.

Website Source:

https://scholarzest.com/

Title:

A REVIEW OF THE CHALLENGES OF WOMEN IN THE

CONSTRUCTION INDUSTRY

Author:
Sheila Mofesola Adeniji
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