Gender inequity and the need to study change

The SAGE Handbook of New Approaches in Management and Organization

Volumn , Issue , 2008, Pages 552-

  Martin, Joanne ^a   Meyerson, Debra ^b  

^a STANFORD UNIVERSITY   (United States)

^b STANFORD UNIVERSITY   (United States)

Author keywords

[No Author keywords available]

Indexed keywords

EID: 84949741615     PISSN: None     EISSN: None     Source Type: Book    
DOI: 10.4135/9781849200394.n94     Document Type: Chapter

References (6)

1. Blackburn, R. Jarman, J. Brooks, B. ’The puzzle of gender segregation and inequality: A cross-national analysis’European Sociological Review 16 119-135 (2000)doi:10.1093/esr/16.2.119 http://dx.doi.org/10.1093/esr/16.2.119
2. Ely, R. and Meyerson, D.(2000a) ’Theories of gender in organizations: A new approach to organizationalanalysis and change’, in B. Staw and R. Sutton (eds), Research in Organizational Behavior. Greenwich, CT: JAI Press. pp. 105-153.
3. Ely, R. Meyerson, D. ’Advancing gender equity in organizations: The challenge and importanceof maintaining a gender narrative’Organization, 7 589-608 (2000b)doi:10.1177/135050840074005 http://dx.doi.org/10.1177/135050840074005
4. Martin, J. and Meyerson, D.(1998) ’Women and power: Conformity, resistance, and dis-organized co-action’, in R. Kramer and M. Neale (eds), Power, Politics, and Influence, Newbury Park, CA: Sage. pp. 311-348.
5. Martin, J. and O’Neill, O. (Forthcoming) ’Reconceptualizing resistance to gender equity: A cross-institutionalapproach’. Stanford University. Manuscript in preparation.
6. Meyerson, D.(2001) Tempered Radicals: How People Use Difference to Inspire Change at Work. Boston, MA: Harvard Business School Press.