Gendered norms at work: new perspectives on work environment and health

Intro -- Contents -- Chapter 1: On Equal Terms? Gendering Labour Markets, the Organisation of Work, and the Well-Being of Employees -- 1.1 Introduction -- 1.2 Empirical Approaches to Gender, Work Environment, and Health -- 1.3 Theoretical Perspectives -- 1.4 Chapters in This Volume -- References -- Part I: Working Conditions -- Chapter 2: Classification of Work: An Approach to the Exploration, Understanding, and Prevention of Gender Differences in Work... -- 2.1 Introduction -- 2.1.1 Labour Statistics -- 2.1.2 Occupational Health Research -- 2.1.3 Gender Studies of Working Conditions -- 2.2 A Contextual and Multilevel Approach to Explore How Inequalities in Working Life Are Created -- 2.2.1 Structuration and Inequality Regime Theories -- 2.3 An Alternative Classification of Work -- 2.3.1 Analysing Strategy in Search for How Inequalities Are Created -- 2.4 How Industry-Specific Knowledge on Gender and Work Environment Can Be Applied -- 2.5 Conclusions -- References -- Chapter 3: Psychosocial Working Conditions for Women and Men in Industries with Different Types of Production and Gender Compo... -- 3.1 Introduction -- 3.1.1 Psychosocial Working Conditions in a Gendered Context -- 3.1.2 Work Factors Expected to Vary by Industry -- 3.1.3 Work Factors Expected to Vary by Gender and Gender Composition -- 3.2 Aim -- 3.3 Data Material and Analytical Strategy -- 3.4 Results -- 3.4.1 Work Factors Expected to Vary by Industry -- 3.4.1.1 High Job Demands -- 3.4.1.2 Poor Decision Authority -- 3.4.1.3 Exposure to Threats and Violence -- 3.4.1.4 Sexual Harassment from Clients and Others -- 3.4.2 Work Factors Expected to Vary by Gender and Gender Composition -- 3.4.2.1 Poor Social Support by Managers -- 3.4.2.2 Poor Social Support by Colleagues -- 3.4.2.3 Sexual Harassment by Managers and Colleagues -- 3.4.2.4 Gender-Based Harassment -- 3.4.2.5 Bullying.

3.5 Discussion -- 3.5.1 Work Factors Expected to Vary by Industry -- 3.5.1.1 High Job Demands in the Female-Dominated Education, Health, and Social Care -- 3.5.1.2 Poor Decision Authority in Female-Dominated Education, and Health and Social Care -- 3.5.1.3 Exposure to Violence and Sexual Harassment by Service Users -- 3.5.2 Work Factors Expected to Vary by Gender and Gender Composition -- 3.6 Implications for Research and Practice -- 3.7 Conclusion -- Appendix -- A.1 Variables -- A.2 Tables -- References -- Chapter 4: A Multilevel Approach to Understanding Job Demands and Resources in Healthcare -- 4.1 Mental Health Issues and Their Relation to Work and Gender -- 4.2 The Job Demands-Resources Model -- 4.2.1 Healthcare Working Conditions -- 4.3 The Necessity for a Multilevel Approach in Research on Demands and Resources -- 4.4 Interventions to Target Demands and Resources -- 4.4.1 Individual Interventions -- 4.4.2 Organizational Interventions -- 4.4.3 Multilevel Interventions -- 4.5 Interventions at Multiple Levels: Methodological and Practical Issues -- 4.6 Conclusion -- References -- Chapter 5: Managing Care Work in Times of Austerity: Gendered Working Conditions for Managers -- 5.1 Introduction -- 5.2 Gendered Work Organizations -- 5.3 New Public Management -- 5.4 Data and Methodology -- 5.5 Large Working Groups: Mainly in Women-Dominated Industries -- 5.6 Large Working Groups and Minimal Administrative Support -- 5.7 Autonomous Working Groups -- 5.8 Frequent Restructuring Under Public Scrutiny -- 5.9 Top-Down Communication -- 5.10 A Balanced Budget: The Top Priority -- 5.11 Room for Manoeuvre: High Level of Personal Responsibility, Stress, and a Culture of Positivity -- 5.12 Concluding Remarks -- References -- Part II: Organisation of Work -- Chapter 6: Invisible Workers: On Digitalisation in Home Care Work from a Gender and Technology Perspective.

6.1 Introduction -- 6.2 Methodology -- 6.3 Care Work and Gender -- 6.4 Home Care Work in Sweden -- 6.5 Digitalisation in Home Care -- 6.6 Digitalisation and Home Care Workers´ Control over Work -- 6.7 Home Care Workers´ Lack of Influence in Digitalisation -- 6.8 Invisible Home Care Workers in a Digitalised Workplace -- References -- Chapter 7: Organising Auditing, Person-Centred Care and Competence in Swedish Residential Care Homes -- 7.1 Introduction -- 7.2 Swedish Elder Care: The Case of Residential Care Homes -- 7.2.1 Characteristics of Swedish Residential Care Homes -- 7.2.2 Care Work and Work Environment -- 7.3 Feminist Ethics of Care versus New Public Management -- 7.4 Material and Method -- 7.5 Findings -- 7.5.1 Auditing: Quality or Control? -- 7.5.2 Person-Centred Care: For Both Workers and Residents? -- 7.5.3 Formal Training and Caring Skills in the Era of Marketisation: Re-professionalism or De-caring? -- 7.6 Discussion -- 7.7 Conclusion -- References -- Chapter 8: Gender Differences in the Impact of Work Hours on Health and Well-Being -- 8.1 Shift Work -- 8.1.1 Shift Work and Well-Being -- 8.1.1.1 Sleep, Fatigue and Accident Risk -- 8.1.1.2 Health -- 8.1.2 Potential Mechanisms -- 8.1.2.1 Gender Roles -- 8.1.2.2 Biological Factors -- 8.1.2.3 Working Conditions -- 8.1.2.4 Shift Schedules -- 8.1.3 Conclusions on Shift Working -- 8.2 Flexible Work Hours -- 8.2.1 Variability -- 8.2.2 Flexibility -- 8.2.3 Potential Mechanisms -- 8.2.3.1 Work-Life Interference and Recovery -- 8.2.3.2 Gender Roles -- 8.2.4 Conclusions on Flexible Work Hours -- 8.3 Long Weekly Work Hours -- 8.4 General Conclusions -- References -- Chapter 9: The Interplay Between Gendered Norms and New Public Management Strategies in the Shaping of Homecare Services´ Work... -- 9.1 Introduction -- 9.2 Theoretical Framework -- 9.2.1 New Public Management from Different Angles.

9.2.2 Gender and Gender Equality in the Work Environment -- 9.2.3 Changes in Homecare Service Work Organisations -- 9.2.4 To Manage Organisational Shortcomings -- 9.3 Data and Methods -- 9.4 Examples from Practice -- 9.4.1 A Balancing Act -- 9.4.2 Doing Gender and the Organisational Work Environment -- 9.4.3 Emotional Labour and Inadequate Work Descriptions -- 9.4.4 A Work Environment Sensitive to the Employees´ Needs -- 9.4.5 Lack of Organisational Values -- 9.5 Three Different Organisational Dilemmas -- 9.6 Conclusions -- References -- Part III: Violence and Conflicts -- Chapter 10: `Don´t Let It Get to You.´ Gendering Workplace Violence in Disability Services in Sweden -- 10.1 Introduction -- 10.2 Swedish Disability Services -- 10.3 Analytical Framework -- 10.4 Data and Methods -- 10.5 Gendering Workplace Violence in Swedish Disability Services -- 10.5.1 The Violent Client -- 10.5.2 The Worker´s Fault -- 10.5.3 Organisational Problems -- 10.6 Challenging or Maintaining Normalisation of Workplace Violence? -- References -- Chapter 11: The Concept of Intragroup Conflict in Relation to Gender and Well-Being in Women-Dominated Work -- 11.1 Introduction -- 11.2 Intragroup Conflicts and Employee Well-Being in Welfare Occupations -- 11.3 Intragroup Conflict and Gender -- 11.4 Data and Methods -- 11.5 The Concept of Intragroup Conflict: An Empirical Analysis -- 11.5.1 Who: A Positional War Between Groups of Allies -- 11.5.2 What: Different Opinions Leading to High-Quality Work -- 11.5.3 How: The Process of Building Routines -- 11.5.4 Conflicts as Destructive Phenomena in Women-Dominated Workplaces -- 11.5.5 Limitations and Future Directions -- 11.6 Conclusion -- References -- Index.