University of Stellenbosch Business School (USB)

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Browsing University of Stellenbosch Business School (USB) by browse.metadata.advisor "Boros, Smaranda"

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    The development of positive work identities of women in male-dominated jobs
    (Stellenbosch: Stellenbosch University, 2023-03) Konadu-Osei, Obaa Akua; Bosch, Anita; Boros, Smaranda; Stellenbosch University. Faculty of Economic and Management Sciences. University of Stellenbosch Business School.
    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.