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The career impacts of women managing women

Author

Listed:
  • Jane Hurst

    (School of Management, Massey University, Auckland, New Zealand)

  • Sarah Leberman

    (Office of the Assistant Vice-Chancellor Research, Academic and Enterprise, Massey University, Palmerston North, New Zealand)

  • Margot Edwards

    (School of Management, Massey University, Auckland, New Zealand)

Abstract

Our study examines the interconnection between women’s workplace hierarchical relationships and their career decisions using relational cultural theory (RCT) and the kaleidoscope career model (KCM). The findings suggest that the quality of these relationships directly and indirectly affect women’s careers, particularly when the relationship is perceived as negative. This research critiques and extends the KCM by adding an important relational component. Balance is extended to include the impact women’s hierarchical relationships have on personal and family wellbeing, particularly where it is viewed as negative, disempowering and lacking in mutuality. Challenge is extended to include the additional demands presented by a negative hierarchical relationship, along with the opportunity it provides for learning and growth. Our research makes the case for greater personal and organisational awareness of the connection between women’s hierarchical relationships and potential career impacts as one mechanism to support the careers of women.

Suggested Citation

  • Jane Hurst & Sarah Leberman & Margot Edwards, 2018. "The career impacts of women managing women," Australian Journal of Management, Australian School of Business, vol. 43(1), pages 132-151, February.
    • Handle: RePEc:sae:ausman:v:43:y:2018:i:1:p:132-151
    DOI: 10.1177/0312896217701981
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    References listed on IDEAS

    as
    1. Dworkin, Terry Morehead & Maurer, Virginia & Schipani, Cindy A., 2012. "Career mentoring for women: New horizons/Expanded methods," Business Horizons, Elsevier, vol. 55(4), pages 363-372.
    2. Jasmin Joecks & Kerstin Pull & Karin Vetter, 2013. "Gender Diversity in the Boardroom and Firm Performance: What Exactly Constitutes a “Critical Mass?”," Journal of Business Ethics, Springer, vol. 118(1), pages 61-72, November.
    3. Lucifora, Claudio & Vigani, Daria, 2016. "What If Your Boss Is a Woman? Work Organization, Work-Life Balance and Gender Discrimination at the Workplace," IZA Discussion Papers 9737, Institute of Labor Economics (IZA).
    4. Cristian L. Dezsö & David Gaddis Ross, 2012. "Does female representation in top management improve firm performance? A panel data investigation," Strategic Management Journal, Wiley Blackwell, vol. 33(9), pages 1072-1089, September.
    5. Kurtulus, Fidan Ana & Tomaskovic-Devey, Donald, 2012. "Do Women Top Managers Help Women Advance? A Panel Study Using EEO-1 Records," IZA Discussion Papers 6444, Institute of Labor Economics (IZA).
    Full references (including those not matched with items on IDEAS)

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    Keywords

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    JEL classification:

    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • M14 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Corporate Culture; Diversity; Social Responsibility

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