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Annotated Bibliography: Gender Equality in the Workplace

Mulder, R, et al. "Workplace Mobbing and Bystanders' Helping Behaviour Towards Victims: The Role of Gender, Perceived Responsibility and Anticipated Stigma by Association." International Journal of Psychology, vol. 49, no. 4, n.d., pp. 304-312. EBSCOhost, libproxy.udayton.edu/login?url= http://search.ebscohost.com/login.aspx?direct=true&db=edswss&AN=000339093800010&site=eds-live. Mulder et al. acknowledge that mobbing in the workplace is responsible for negative consequences on the victim, which are normally associated with psychological and psychosomatic pain. Workplace mobbing involves the continued antisocial behaviors towards a victim of any gender who may definitely find it difficult to defend him/her from (304). The study found out that when meditating during a mobbing incidence, the responsibility conditions posed general negative effect on the helping intention for women compared to that of men. Additionally, the study by Mulder et al. concluded that the women who are bystanders of a mobbing incidence appear to be more sympathetic and anger towards the responsible person due to their situations of fewer intentions to help the victim (310).

Garcia, Ruben J. "From North to South Country: Race, Gender, Immigration, and the Role of Unions in the Sanitized Workplace." Thomas Jefferson Law Review, vol. 29, no. 1, Fall2006, pp. 55-64. EBSCOhost, libproxy.udayton.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=24178408&site=eds-live. The paper by Garcia has discussed the appropriateness of sexual behavior in a workplace by questioning if the sexually-charged employment essentially disadvantages females or if sanitizing the place of work sexuality affects gender equality. The work of Garcia is based on a paper by Professor Schultz which advocates for healthy sexuality in the workplace, especially in the area of leadership. The author acknowledges that from the viewpoint of an organized labor, it is not clearly defined if a less sanitized place of work would assist labor unions in uniting the number of women into high ranks (59). Sexual harassment laws in organizations are only provided to adhere to the rules of labor unions and gender activists and not to serve its right purpose of protecting women against harassment. Garcia concludes by stating that though the intention of an employee is to seek power at his/her workplace, it is very unlikely for women to win large numbers of leadership roles in sanitized organizations (64).

Chen, Chien-Yu, Hsiao-Yen Mao, and An-Tien Hsieh. "Role ambiguity, employee gender, and workplace friendship." Psychological reports 110.3 (2012): 719-730. The resource by Chen et al. focuses on the importance of friendships in the workplace while relating this workplace friendship with the work roles. However, the gender of the employees is responsible for controlling the relationship between work duties and friendships. Chen et al. identified that workplace friendships are results of work relationships especially during the sharing of resources, supporting the objectives of the employer while conflicting ideas and unequal distribution of resources, on the other hand, are responsible for breaking workplace friendships (719). Therefore, when an employee is unable to understand his work roles while integrating it with the friend role, it is likely that the workplace friendship would fail to develop. In conclusion, the role ambiguity is associated with having a negative impact on the performance of female gender.

Samnani, Al-Karim, Sabrina Deutsch Salamon, and Parbudyal Singh. "Negative affect and counterproductive workplace behavior: The moderating role of moral disengagement and gender." Journal of business ethics 119.2 (2014): 235-244. The paper by Samnani et al. has focused on understanding the individual’s degree of experiences in counterproductive workplaces behaviors, and the role of gender in such behaviors. The paper thus found out that predicting the high negative impact on women with a big moral detachment is responsible for their counterproductive workplace behavior. However, the paper used the relations theory to conclude that since women have the ability to maintain effective personal relationships with each other, they are able to avoid counteractive workplace behaviors compared to their male counterparts (238). It should be noted that female workers have the ability to pay more attention when differentiating between the ethical and unethical behaviors in the workplace compared to men.

Schieman, Scott and Taralyn McMullen. "Relational Demography in the Workplace and Health: An Analysis of Gender and the Subordinate-Superordinate Role-Set." Journal of Health and Social Behavior, no. 3, 2008, p. 286. EBSCOhost, libproxy.udayton.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=edsjsr&AN=edsjsr.27638757&site=eds-live. Scieman and Taralyn have related the role of relational geography and effect it has on the supervisor sub ordinate's mental health. The purpose of the journal was to determine how gender roles and positions would affect the mental health of a worker. The result of the study was that females who were found working under a male supervisor were more satisfied than those that were working with other women. The authors suggest that for employers to ensure that their workforce is in the right status of the mind, they should ensure that gender similarities within the supervisors and subordinates should be related to a more satisfactory level of mental health for the workers. Thus if women are more productive when working under men of whom they share gender similarities, organizations should consider allowing women to work under men, while the men should learn how to become more mentally healthy when working under both genders’