The development of positive work identities of women in male-dominated jobs
| dc.contributor.advisor | Bosch, Anita | en_ZA |
| dc.contributor.advisor | Boros, Smaranda | en_ZA |
| dc.contributor.author | Konadu-Osei, Obaa Akua | en_ZA |
| dc.contributor.other | Stellenbosch University. Faculty of Economic and Management Sciences. University of Stellenbosch Business School. | en_ZA |
| dc.date.accessioned | 2023-03-07T10:42:43Z | |
| dc.date.accessioned | 2023-05-18T07:06:49Z | |
| dc.date.available | 2023-03-07T10:42:43Z | |
| dc.date.available | 2023-05-18T07:06:49Z | |
| dc.date.issued | 2023-03 | |
| dc.description | Thesis (PhD)--Stellenbosch University, 2023. | en_ZA |
| dc.description.abstract | ENGLISH SUMMARY: This dissertation explores how women1 build positive work identities in male-dominated jobs within a collectivist context. The exploratory nature of the dissertation necessitated a qualitative research approach, which is also commensurate with my relational orientation regarding ontology and epistemology. Three objectives, which form the basis of the three separate but interrelated studies, guide this dissertation. As such, specific research strategies, namely a systematic review and case studies, were utilised to achieve the objectives of the three studies. The first study (Chapter 4:) explores how local epistemologies can be utilised in conducting contextsensitive work identity research in the South African context. The methodological choices of 68 publications on work identity were analysed through a systematic review. The review contends that an either-or-neither approach to methodology selection is a false dilemma, and advances suggestions for complementing and integrating Western and local epistemologies. The outcome of this study shaped the methodological choices of the remainder of the research. The second study (Chapter 5:) explored how women navigate dominant identities in the workplace and create alternative ways of existing, using the case of 15 women in blue-collar roles in three companies in male-dominated industries in South Africa. A Deleuze–ubuntu theoretical frame was used to conceptualise identity in a collectivist context, explore minority identities, and understand the disruption of norms towards social transformation. Using in-depth, semi-structured interviews, the findings show that women employ various strategies, broadly categorised as sustaining identities, divesting identities, and counterattacking negative behaviour. However, within these strategies, women balance between adopting major or owning minor identities, simultaneously rejecting and/or differentiating from elements of both. The study concluded that the identity work process does not conform to a ‘zero sum’, but, rather, a kaleidoscope of processes that offer fluid and non-linear strategies towards new pathways of being and becoming. The third study (Chapter 6:) explored formal and informal workplace structures that support women’s upward career mobility and foster the development of positive identities. Through semi-structured interviews, 22 work colleagues of the blue-collar women workers in Chapter 5: were engaged. Through thematic and document analysis, data were analysed. The findings show that support mechanisms formally rendered by companies were identified and categorised as: commitment from management, equality of opportunities (structures), and equality of opportunities (processes), whereas informal support was either technical, relational, or personal. Despite the positive impact of colleagues’ support on women’s upward career mobility, informal support tends to offer paternalistic help rather than tools that enable women to succeed in the workplace. Although this dissertation does not claim generalisability, the findings significantly contribute to literature on identity, gender and work, and organisational behaviour. The overall contributions of the dissertation include the following: a) the either-or-neither approach to selecting a research methodology is a false dilemma, and that, researchers can benefit from a fusion of conventional and contextually sensitive epistemologies; b) identity work is a kaleidoscope of processes that present fluid, non-linear, and adaptable strategies aimed at making new pathways and alternatives for these women; and c) organisational policies on diversity and inclusion may remain aspirational if organisational culture and norms continue to perpetuate negative stereotypical views about women’s competencies. The dissertation shows that, for women in male-dominated industries in collectivist contexts, building positive work identities hinges on both interpersonal and intrapersonal identity resources. The benefits thereof enhance the individual’s self-efficacy and workplace relationships, as well as organisational outcomes. | en_ZA |
| dc.description.abstract | Hierdie proefskrif ondersoek hoe vroue2 in kollektivistiese verband positiewe werkidentiteite in manlik oorheerste beroepe bou. Die ondersoekende aard van die proefskrif het ’n kwalitatiewe benadering vereis, wat ook met my relasionele benadering ten opsigte van ontologie en epistemologie strook. Die proefskrif het drie doelwitte, wat terselfdertyd as grondslag dien vir die drie afsonderlike dog onderling verwante studies. Daarom is spesifieke navorsingstrategiee, naamlik ’n stelselmatige oorsig en gevallestudies, gebruik om die doelwitte van die drie studies te bereik. Die eerste studie (Chapter 4:) ondersoek hoe plaaslike epistemologiee gebruik kan word om kontekssensitiewe navorsing oor werkidentiteit in Suid-Afrikaanse verband te onderneem. Die metodologiekeuses van 68 publikasies oor werkidentiteit is met behulp van ’n stelselmatige oorsigontleed. Die oorsig dui daarop dat ’n een-of-geen-benadering tot metodologiekeuse ’n vals dilemma is, en voorstelle vir aanvulling met en die integrasie van Westerse en plaaslike epistemologiee word gevolglik gemaak. Die uitkoms van hierdie studie was bepalend vir die metodologiekeuses in die res van die navorsing. Die tweede studie (Chapter 5:) bestudeer hoe vroue dominante identiteite in die werkplek hanteer en alternatiewe bestaanswyses skep aan die hand van die geval van 15 vroue in bloukraagposte by drie maatskappye in manlik oorheerste nywerhede in Suid-Afrika. ’n Deleuziaanse teoretiese raamwerk van ubuntu is gebruik om identiteit in kollektivistiese verband te konseptualiseer, minderheidsidentiteite te ondersoek, en die ontwrigting van norme in die strewe na sosiale transformasie te verstaan. Semigestruktureerde diepteonderhoude toon dat vroue van verskeie strategiee gebruik maak, wat oor die algemeen geklassifiseer kan word as identiteitshandhawing, identiteitsaflegging, en teenaanvalle teen negatiewe gedrag. Binne hierdie strategiee probeer vroue egter ’n middeweg vind tussen die aanvaarding van hoofidentiteite en die handhawing van mindere identiteite deur tegelyk elemente van albei te verwerp en/of daarvan af te wyk. Die studie kom tot die gevolgtrekking dat die proses van identiteitswerk nie ’n ‘nulsomspel’ is nie, maar eerder ’n kaleidoskoop van prosesse wat vloeibare en nielineere strategiee bied vir nuwe maniere van wees en word. Die derde studie (Chapter 6:) ondersoek formele en informele werkplekstrukture wat vroue se beroepsopgang ondersteun en die ontwikkeling van positiewe identiteite aanmoedig. Vir die studie is semigestruktureerde onderhoude met 22 kollegas van die bloukraagvrouewerkers in Chapter 5: gevoer. Die data is met behulp van tematiese en dokument-analise ontleed. Die studie bring aan die lig dat maatskappye bepaalde formele ondersteuningsmeganismes beskikbaar stel, wat geklassifiseer kan word as ’n verbintenis deur die bestuur, gelyke geleenthede (strukture) en gelyke geleenthede (prosesse). Daarteenoor is informele ondersteuning meestal tegnies, relasioneel of persoonlik. Al het kollegas se ondersteuning die vroue se beroepsopgang positief beinvloed, bied informele ondersteuning meestal paternalistiese bystand eerder as gereedskap wat vroue in staat stel om sukses in die werkplek te behaal. Hoewel hierdie proefskrif nie op veralgemeenbaarheid aanspraak maak nie, lewer die bevindinge ’n aansienlike bydrae tot die literatuur oor identiteit, gender en werk, en organisatoriese gedrag. Die hoofbydraes van die proefskrif sluit in a) dat die een-of-geen-benadering tot die keuse van ’n navorsingsmetodologie ’n vals dilemma is, en dat navorsers kan baat vind by ’n kombinasie van konvensionele en kontekssensitiewe epistemologiee; b) dat identiteitswerk uit ’n kaleidoskoop van prosesse bestaan wat vroue vloeibare, nielineere en aanpasbare strategiee vir nuwe roetes en alternatiewe bied; en c) dat organisatoriese beleid oor diversiteit en insluiting waarskynlik woorde op papier sal bly indien organisatoriese kultuur en norme die negatiewe stereotipes oor vroue se vaardighede laat voortbestaan. Die proefskrif toon dat die kollektivistiese bou van positiewe werkidentiteite deur vroue in manlik oorheerste nywerhede van sowel interpersoonlike as intrapersoonlike identiteitshulpbronne afhang. Dit hou ’n aantal voordele in, waaronder groter individuele selfdoeltreffendheid, beter werkplekverhoudings, en veral ook beter organisatoriese uitkomste. | af_ZA |
| dc.description.version | Doctorate | |
| dc.format.extent | xix, 289 pages : illustrations (some color), maps, includes annexures | |
| dc.identifier.uri | http://hdl.handle.net/10019.1/127148 | |
| dc.language.iso | en_ZA | en_ZA |
| dc.publisher | Stellenbosch: Stellenbosch University | |
| dc.rights.holder | Stellenbosch University | |
| dc.subject.lcsh | Identity development | en_ZA |
| dc.subject.lcsh | Women blue collar workers | en_ZA |
| dc.subject.lcsh | Discrimination in employment | en_ZA |
| dc.subject.name | UCTD | |
| dc.title | The development of positive work identities of women in male-dominated jobs | en_ZA |
| dc.type | Thesis | en_ZA |
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