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Göçmen Kadın Çalışanların İş Yaşam Dengesine Kavramsal Bir Yaklaşım

Year 2019, Volume: 4 Issue: 2, 175 - 187, 18.10.2019

Abstract











Bu araştırma makro-toplumsal,
mezo-örgütsel ve mikri- bireysel düzeylerin göçmen kadın çalışanların iş yaşam
doyumunu oluşturmadaki rolünü göstermeyi amaçlamaktadır. Bahsedilen bu amaca
ulaşabilmek için bu çalışma, göçmen kadın çalışanların iş yaşam dengesi
literatürünü kurumsal ve kesişimsel yaklaşımları da dahil ederek kavramsal bir
yaklaşım benimsemektedir. Böylece bu çalışma, iş-yaşam dengesi kavramını
derinleştirmekte ve göçmen kadın çalışanların iş yaşam dengelerini
şekillendiren mekanizmaları göstermektedir. Makro- toplumsal düzeyde bu çalışma
ataerkillik, ekonomi ve politika kurumları ve onların göçmen kadın çalışanlar
için nasıl dışlayıcı bir iş çevresi oluşturduğunu ileri sürmektedir.
Mezo-örgütsel düzeyde çalışma, etnik köken, toplumsal cinsiyet ve dini
azınlıkları örgütlerde ayrımcı yaklaşımlarla karşılaşmaları ile özellikle düşük
nitelikli olan göçmen kadın çalışanların kötü çalışma koşullarında nasıl
çalıştıklarını dikkate almaktadır. Mikro-bireysel düzeyde, çalışma göçmen kadın
çalışanlar için sermayeleri bir güç kaynağı olarak değerlendirmektedir ve neden
önemli olduğunu belirtmektedir. Sonuç olarak, bu çalışma gelecek çalışmalara
hem iş yaşam dengesi kavramını hem de literatürde nadir olduğundan dolayı
göçmen kadın çalışanların deneyimlerini derinleştirmek için öneriler
sunmaktadır.

References

  • Adisa, T. A, Mordi, C., ve Osabutey, E. (2017) Exploring the implications of the influence of organisational culture on work-life balance practices: evidence from Nigerian medical doctors. Personnel Review, 46, 3, 454-473.
  • Adya, M.P. (2008), ‘Women at Work, Differences in IT Career Experiences and Perceptions between South Asian and American Women,’ Human Resource Management, 47, 3, Fall, 601 – 635.
  • Ali, F., Malik, A., Pereira, V., ve Al Ariss, A. (2017). A relational understanding of work-life balance of Muslim migrant women in the west: future research agenda. The International Journal of Human Resource Management, 28(8), 1163-1181.
  • Alvesson, M. ve Deetz, S. (2000) Doing Critical Management Research: London: Sage.
  • Aybars, A. I. (2007) Work-life balance in the EU and leave arrangements across welfare regimes. Industrial Relations Journal, 38, 6, 569-590.
  • Battilana, J. ve D’aunno, T. (2011) 'Institutional work and the paradox of embedded agency', in Lawrence, T., Suddaby, R. and Leca, B. (eds.) Institutional Work: Actors and Agency in Institutional Studies of Organizations. 2nd edn. Cambridge: Cambridge University Press, pp. 31-58.
  • Benach, J., Muntaner, C., Chung, H. ve Benavides, F. G. (2010). Immigration, employment relations, and health: Developing a research agenda. American Journal of Industrial Medicine, 53(4), 338-343.
  • Benton, M. ve Nielsen, A. (2013). Integrating Europe’s Muslim minorities: Public anxieties. policy responses. Migration Policy Institut. Retrieved from www.migrationpolicy.org.
  • Brough, P., Timms, C., O’Driscoll, M. P., L. S. ve Lo, (2014) Work-life balance: a longitudinal evaluation of a new measure across Australia and New Zealand workers. The International Journal of Human Resource Management, 25, 19, 2724-2744.
  • Canan-Sokullu, E. (2017). İngiltere’nin AB İle İmtihanı: Siyasal Söylemlerde Avrupa-Şüpheciliğin Evrimi ve Brexit. EURO Politika, (2017 Özel Sayı), 11-34.
  • Chandra, V. (2012). Work–life balance: Eastern and western perspectives. The International Journal of Human Resource Management, 23(5), 1040-1056.
  • Chinwuba, N. N. (2015) Human identity: Child rights and the legal framework for marriage in Nigeria. Marriage & Family Review, 51, 305–336.
  • Chung, H. ve Lippe, T. (2018). Flexible Working, Work–Life Balance, and Gender Equality: Introduction. Social Indicators Research, 1-17.
  • Clark, S. C. (2000) Work/family border theory: a new theory of work/family balance. Human Relations, 53, 747-770.
  • Dacin, M.T., Ventresca, M.J. and Beal, B.D. (1999) 'The embeddedness of organizations: Dialogue & directions', Journal of Management, 25(3), pp. 317-356.
  • Engels, F. (1884) The Origin of the Family, Private Property and the State. Untermann, E. Trans. Chicago: Charles H. Kerr & Co.
  • Essers, C. ve Benschop, Y. (2009). Muslim businesswomen doing boundary work: The negotiation of Islam, gender and ethnicity within entrepreneurial contexts. Human Relations, 62, 403–423.
  • Facio, A. (2013) What is patriarchy? Http://www.learnwhr.org/wp-content/uploads/D-Facio-What-is-Patriarchy.pdf. (Erişim tarihi 12/07/19).
  • Fearfull, A. ve Kamenou, N. (2006). How do you account for it? A critical exploration of career opportunities for and experiences of ethnic minority women. Critical Perspectives on Accounting, 17, 883–901.
  • Gelfand, M. J. ve Knight, A. P. (2005). Cross-cultural perspectives on work-family conflict. In: S. A. Y. Poelmans (Ed.). Work and Family: An International Research Perspective. London: Lawrence Erlbaum, 401-415.
  • Gregory, A ve Milner, S. (2009) Editorial: Work-life balance: A matter of choice? Gender, Work and Organisation, 16, 1, 1-13.
  • Hari, A. (2016) Who gets to ‘work hard, play hard’? gendering the work-life balance rhetoric in Canadian tech companies. Gender, Work and Organisation, 24, 2, 99-114.
  • Hodgson, G.M. (2000) 'What is the essence of institutional economics?', Journal of economic issues, 34(2), pp. 317-329.
  • Ituma, A., Simpson, R., Ovadje, F., Cornelius, N. ve Mordi, C. (2011) Four domains of careers success: how managers in Nigeria evaluate career outcomes. International Journal of Human Resource Management, 22, 17, 3638-3660.
  • Ivanova, M. R. (2017) Institutional investors as stewards of the corporation: Exploring the challenges to the monitoring hypothesis. Business Ethics: A European Review, 26, 2, 175-188.
  • King, R. (2002). Towards a new map of European migration. International journal of population geography, 8(2), 89-106.
  • Kinnunen, U. and Mauno, S. (1998) Antecedents and outcomes of work-family conflict among employed women and men in Finland. Human Relations, 51, 2,157-177.
  • Kumashiro, K. K. (1999). Supplementing normalcy and otherness: Queer Asian American men reflect on stereotypes, identity, and oppression. International Journal of Qualitative Studies in Education, 12(5), 491-508.
  • Lerner, G. (1989) The Creation of Patriarchy. New York: Oxford University Press.
  • Matsui, T., Ohsawa, T. ve Onglatco, M. (1995) Work-family conflict and the stress-buffering effects of husband support and coping behavior among Japanese married women. Journal of Vocational Behavior, 47, 178-192.
  • Meyer, J., Rowan, B. ve Scott, W. R. (1983). Organizational Environments. Beverly Hills.
  • Mordi, C., Mmieh, F., ve Ojo, S. I. (2013) An exploratory study of managers’ perspective of worklife balance in Nigeria: A case analysis of the Nigerian banking sector. Thunderbird International Business Review, 55, 1, 55-75.
  • Nkomo, S. ve M. Stewart (2006). ‘Diverse identities in organi- zations’. In S. R. Clegg, C. Hardy, T. B. Lawrence and W. R. Nord (eds), The Sage Handbook of Organization Studies, 2nd edn., pp. 520–540. London: Sage.
  • Nwagbara, U. ve Akanji, B. O. (2012) The impact of work-life balance on the commitment and motivation of Nigerian women employees. International Journal of Academic Research in Business and Social Sciences, 2, 3, 38-47.
  • Ozbilgin, M. F. ve Woodward, D. (2004). ‘Belonging’ and ‘otherness’: Sex equality in banking in Turkey and Britain. Gender, Work & Organization, 11(6), 668-688.
  • Özdevecioğlu, M. ve Doruk, N. Ç. (2009). Organizasyonlarda İş-Aile ve Aile İş Çatışmalarının Çalışanların İş ve Yaşam Tatminleri Üzerindeki Etkisi. Erciyes Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, (33), 69-99.
  • ÖZKAN, Ç. (2019). İş-Aile ve Aile-İş Çatışması: Üniversite Personeli Üzerine Bir Araştırma (Work-Family. Journal of Tourism and Gastronomy Studies, 7,1, 574- 596.
  • Pateman, C. (1988) The Sexual Contract. Cambridge: Polity Press.
  • Patton, M. Q. (2015) Qualitative Research and Evaluation Methods: Integrating Theory and Practice. (4th ed.) Los Angeles: Sage.
  • Pio, E., & Essers, C. (2014). Professional migrant women decentring otherness: A transnational perspective. British Journal of Management, 25(2), 252-265.
  • Proudford, K. and S. Nkomo (2006). ‘Race and ethnicity in organizations’. In A. Konrad, P. Prasad and J. Pringle (eds), Handbook of Workplace Diversity, pp. 323–344. London: Sage.
  • Purdie-Vaughns, V., & Eibach, R. P. (2008). Intersectional invisibility: The distinctive advantages and disadvantages of multiple subordinate-group identities. Sex Roles, 59(5-6), 377-391.
  • Rajadhyaksha, U. and Bhatnagar, D. (2000) Life role salience: a study of dual-career couples in the Indian Context. Human Relations, 53, 4, 489-511.
  • Robson, C. (2002) Real World Research (2nd ed.). Oxford: Blackwell.
  • Sang, K., Al‐Dajani, H., & Özbilgin, M. (2013). Frayed careers of migrant female professors in British academia: An intersectional perspective. Gender, Work & Organization, 20(2), 158-171.
  • Saunders, M., Phillip, L., ve Thornhill, A. (2012) Research Methods for Business Students. (6th ed.). Harlow: Pearson.
  • Scott, W.R. (2013) Institutions and organizations: Ideas, interests, and identities. London: Sage Publications.
  • Staines, G. L. (1980) Spillover versus compensation: A review of the literature on the relationship between work and non-work. Human Relations, 33, 2, 111-129.
  • Sultana, A. (2011) Patriarchy and women’s subordination. The Arts Faculty Journal, June-July.
  • Syed, J., & Özbilgin, M. (2009). A relational framework for international transfer of diversity management practices. The International Journal of Human Resource Management, 20(12), 2435-2453.
  • Syed, J., & Pio, E. (2010). Veiled diversity? Workplace experiences of Muslim women in Australia Asia Pacific Journal of Management, 27, 115–137.
  • Tabassum, R. (2012) Gender inequality in mental health: a review from the south Asian context. Bangladesh Journal of Medical Science, 16, 2, 203-206.
  • Tatli, A., ve Özbilgin, M. F. (2012). An emic approach to intersectional study of diversity at work: A Bourdieuan framing. International Journal of Management Reviews, 14(2), 180-200.
  • Uddin, M. R., Hoque, N., Mamun, A. M. A., and Uddin, M. S. (2013) Work-Life Balance: A Study on Female Teachers of Private Education Institutions of Bangladesh. European Journal of Business and Management, 5, 13, 10-17.
  • Ulutaş, Ç. Ü. (2015). İş ve Aile Yaşamını Uzlaştırma Politikaları: Türkiye’de Yeni Politika Arayışları. Ankara Üniversitesi SBF Dergisi, 70(3), 723-750.
  • Volpe, E. H., ve Murphy, W. M. (2011). Married professional women's career exit: integrating identity and social networks. Gender in Management: An International Journal, 26(1), 57-83.
  • Walby, S. (1990) Theorising Patriarchy. London: Balckwell.
  • Warner, L.R. (2008) A best practices guide to intersectional approaches in psychological research. Sex Roles, 59, 454–63.

A Conceptual Approach to Work-Life-Balance of Migrant Women Employees

Year 2019, Volume: 4 Issue: 2, 175 - 187, 18.10.2019

Abstract











This
research aims at demonstrating what the role of macro-societal,
meso-organisational and micro-individual levels in creating a work-life balance
of migrant women employees are. In order to achieve the aforementioned aim,
this study adopts a conceptual approach that includes the literature on the
work-life balance of migrant women employees by considering institutional and
intersectionality approaches. Thus, this study extends the concept of work-life
balance and demonstrates the institutional mechanisms in shaping the work-life
balance of migrant women employees. In macro-societal level, this study raises
the institutions of patriarchy, politics and economics and their role in
creating an exclusionary workplace for migrant women employees. In
meso-organisational level, the study considers ethnicity, gender and religious
minorities as dimensions for facing discriminatory approaches from
organisations and how migrant women employees work in a lousy working
condition, especially unskilled ones. In micro- individual level, the study
considers capitals as a power source for migrant women employees and shows why
they are critical. As a conclusion, based on the conceptual approach, this
study provides suggestions for future research in order to both extend the
conceptual understanding of work-life balance and experience of migrant women
employees since this approach is scarce in the literature.

References

  • Adisa, T. A, Mordi, C., ve Osabutey, E. (2017) Exploring the implications of the influence of organisational culture on work-life balance practices: evidence from Nigerian medical doctors. Personnel Review, 46, 3, 454-473.
  • Adya, M.P. (2008), ‘Women at Work, Differences in IT Career Experiences and Perceptions between South Asian and American Women,’ Human Resource Management, 47, 3, Fall, 601 – 635.
  • Ali, F., Malik, A., Pereira, V., ve Al Ariss, A. (2017). A relational understanding of work-life balance of Muslim migrant women in the west: future research agenda. The International Journal of Human Resource Management, 28(8), 1163-1181.
  • Alvesson, M. ve Deetz, S. (2000) Doing Critical Management Research: London: Sage.
  • Aybars, A. I. (2007) Work-life balance in the EU and leave arrangements across welfare regimes. Industrial Relations Journal, 38, 6, 569-590.
  • Battilana, J. ve D’aunno, T. (2011) 'Institutional work and the paradox of embedded agency', in Lawrence, T., Suddaby, R. and Leca, B. (eds.) Institutional Work: Actors and Agency in Institutional Studies of Organizations. 2nd edn. Cambridge: Cambridge University Press, pp. 31-58.
  • Benach, J., Muntaner, C., Chung, H. ve Benavides, F. G. (2010). Immigration, employment relations, and health: Developing a research agenda. American Journal of Industrial Medicine, 53(4), 338-343.
  • Benton, M. ve Nielsen, A. (2013). Integrating Europe’s Muslim minorities: Public anxieties. policy responses. Migration Policy Institut. Retrieved from www.migrationpolicy.org.
  • Brough, P., Timms, C., O’Driscoll, M. P., L. S. ve Lo, (2014) Work-life balance: a longitudinal evaluation of a new measure across Australia and New Zealand workers. The International Journal of Human Resource Management, 25, 19, 2724-2744.
  • Canan-Sokullu, E. (2017). İngiltere’nin AB İle İmtihanı: Siyasal Söylemlerde Avrupa-Şüpheciliğin Evrimi ve Brexit. EURO Politika, (2017 Özel Sayı), 11-34.
  • Chandra, V. (2012). Work–life balance: Eastern and western perspectives. The International Journal of Human Resource Management, 23(5), 1040-1056.
  • Chinwuba, N. N. (2015) Human identity: Child rights and the legal framework for marriage in Nigeria. Marriage & Family Review, 51, 305–336.
  • Chung, H. ve Lippe, T. (2018). Flexible Working, Work–Life Balance, and Gender Equality: Introduction. Social Indicators Research, 1-17.
  • Clark, S. C. (2000) Work/family border theory: a new theory of work/family balance. Human Relations, 53, 747-770.
  • Dacin, M.T., Ventresca, M.J. and Beal, B.D. (1999) 'The embeddedness of organizations: Dialogue & directions', Journal of Management, 25(3), pp. 317-356.
  • Engels, F. (1884) The Origin of the Family, Private Property and the State. Untermann, E. Trans. Chicago: Charles H. Kerr & Co.
  • Essers, C. ve Benschop, Y. (2009). Muslim businesswomen doing boundary work: The negotiation of Islam, gender and ethnicity within entrepreneurial contexts. Human Relations, 62, 403–423.
  • Facio, A. (2013) What is patriarchy? Http://www.learnwhr.org/wp-content/uploads/D-Facio-What-is-Patriarchy.pdf. (Erişim tarihi 12/07/19).
  • Fearfull, A. ve Kamenou, N. (2006). How do you account for it? A critical exploration of career opportunities for and experiences of ethnic minority women. Critical Perspectives on Accounting, 17, 883–901.
  • Gelfand, M. J. ve Knight, A. P. (2005). Cross-cultural perspectives on work-family conflict. In: S. A. Y. Poelmans (Ed.). Work and Family: An International Research Perspective. London: Lawrence Erlbaum, 401-415.
  • Gregory, A ve Milner, S. (2009) Editorial: Work-life balance: A matter of choice? Gender, Work and Organisation, 16, 1, 1-13.
  • Hari, A. (2016) Who gets to ‘work hard, play hard’? gendering the work-life balance rhetoric in Canadian tech companies. Gender, Work and Organisation, 24, 2, 99-114.
  • Hodgson, G.M. (2000) 'What is the essence of institutional economics?', Journal of economic issues, 34(2), pp. 317-329.
  • Ituma, A., Simpson, R., Ovadje, F., Cornelius, N. ve Mordi, C. (2011) Four domains of careers success: how managers in Nigeria evaluate career outcomes. International Journal of Human Resource Management, 22, 17, 3638-3660.
  • Ivanova, M. R. (2017) Institutional investors as stewards of the corporation: Exploring the challenges to the monitoring hypothesis. Business Ethics: A European Review, 26, 2, 175-188.
  • King, R. (2002). Towards a new map of European migration. International journal of population geography, 8(2), 89-106.
  • Kinnunen, U. and Mauno, S. (1998) Antecedents and outcomes of work-family conflict among employed women and men in Finland. Human Relations, 51, 2,157-177.
  • Kumashiro, K. K. (1999). Supplementing normalcy and otherness: Queer Asian American men reflect on stereotypes, identity, and oppression. International Journal of Qualitative Studies in Education, 12(5), 491-508.
  • Lerner, G. (1989) The Creation of Patriarchy. New York: Oxford University Press.
  • Matsui, T., Ohsawa, T. ve Onglatco, M. (1995) Work-family conflict and the stress-buffering effects of husband support and coping behavior among Japanese married women. Journal of Vocational Behavior, 47, 178-192.
  • Meyer, J., Rowan, B. ve Scott, W. R. (1983). Organizational Environments. Beverly Hills.
  • Mordi, C., Mmieh, F., ve Ojo, S. I. (2013) An exploratory study of managers’ perspective of worklife balance in Nigeria: A case analysis of the Nigerian banking sector. Thunderbird International Business Review, 55, 1, 55-75.
  • Nkomo, S. ve M. Stewart (2006). ‘Diverse identities in organi- zations’. In S. R. Clegg, C. Hardy, T. B. Lawrence and W. R. Nord (eds), The Sage Handbook of Organization Studies, 2nd edn., pp. 520–540. London: Sage.
  • Nwagbara, U. ve Akanji, B. O. (2012) The impact of work-life balance on the commitment and motivation of Nigerian women employees. International Journal of Academic Research in Business and Social Sciences, 2, 3, 38-47.
  • Ozbilgin, M. F. ve Woodward, D. (2004). ‘Belonging’ and ‘otherness’: Sex equality in banking in Turkey and Britain. Gender, Work & Organization, 11(6), 668-688.
  • Özdevecioğlu, M. ve Doruk, N. Ç. (2009). Organizasyonlarda İş-Aile ve Aile İş Çatışmalarının Çalışanların İş ve Yaşam Tatminleri Üzerindeki Etkisi. Erciyes Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, (33), 69-99.
  • ÖZKAN, Ç. (2019). İş-Aile ve Aile-İş Çatışması: Üniversite Personeli Üzerine Bir Araştırma (Work-Family. Journal of Tourism and Gastronomy Studies, 7,1, 574- 596.
  • Pateman, C. (1988) The Sexual Contract. Cambridge: Polity Press.
  • Patton, M. Q. (2015) Qualitative Research and Evaluation Methods: Integrating Theory and Practice. (4th ed.) Los Angeles: Sage.
  • Pio, E., & Essers, C. (2014). Professional migrant women decentring otherness: A transnational perspective. British Journal of Management, 25(2), 252-265.
  • Proudford, K. and S. Nkomo (2006). ‘Race and ethnicity in organizations’. In A. Konrad, P. Prasad and J. Pringle (eds), Handbook of Workplace Diversity, pp. 323–344. London: Sage.
  • Purdie-Vaughns, V., & Eibach, R. P. (2008). Intersectional invisibility: The distinctive advantages and disadvantages of multiple subordinate-group identities. Sex Roles, 59(5-6), 377-391.
  • Rajadhyaksha, U. and Bhatnagar, D. (2000) Life role salience: a study of dual-career couples in the Indian Context. Human Relations, 53, 4, 489-511.
  • Robson, C. (2002) Real World Research (2nd ed.). Oxford: Blackwell.
  • Sang, K., Al‐Dajani, H., & Özbilgin, M. (2013). Frayed careers of migrant female professors in British academia: An intersectional perspective. Gender, Work & Organization, 20(2), 158-171.
  • Saunders, M., Phillip, L., ve Thornhill, A. (2012) Research Methods for Business Students. (6th ed.). Harlow: Pearson.
  • Scott, W.R. (2013) Institutions and organizations: Ideas, interests, and identities. London: Sage Publications.
  • Staines, G. L. (1980) Spillover versus compensation: A review of the literature on the relationship between work and non-work. Human Relations, 33, 2, 111-129.
  • Sultana, A. (2011) Patriarchy and women’s subordination. The Arts Faculty Journal, June-July.
  • Syed, J., & Özbilgin, M. (2009). A relational framework for international transfer of diversity management practices. The International Journal of Human Resource Management, 20(12), 2435-2453.
  • Syed, J., & Pio, E. (2010). Veiled diversity? Workplace experiences of Muslim women in Australia Asia Pacific Journal of Management, 27, 115–137.
  • Tabassum, R. (2012) Gender inequality in mental health: a review from the south Asian context. Bangladesh Journal of Medical Science, 16, 2, 203-206.
  • Tatli, A., ve Özbilgin, M. F. (2012). An emic approach to intersectional study of diversity at work: A Bourdieuan framing. International Journal of Management Reviews, 14(2), 180-200.
  • Uddin, M. R., Hoque, N., Mamun, A. M. A., and Uddin, M. S. (2013) Work-Life Balance: A Study on Female Teachers of Private Education Institutions of Bangladesh. European Journal of Business and Management, 5, 13, 10-17.
  • Ulutaş, Ç. Ü. (2015). İş ve Aile Yaşamını Uzlaştırma Politikaları: Türkiye’de Yeni Politika Arayışları. Ankara Üniversitesi SBF Dergisi, 70(3), 723-750.
  • Volpe, E. H., ve Murphy, W. M. (2011). Married professional women's career exit: integrating identity and social networks. Gender in Management: An International Journal, 26(1), 57-83.
  • Walby, S. (1990) Theorising Patriarchy. London: Balckwell.
  • Warner, L.R. (2008) A best practices guide to intersectional approaches in psychological research. Sex Roles, 59, 454–63.
There are 58 citations in total.

Details

Primary Language Turkish
Journal Section Articles
Authors

Erhan Aydın 0000-0003-2530-9058

Publication Date October 18, 2019
Published in Issue Year 2019 Volume: 4 Issue: 2

Cite

APA Aydın, E. (2019). Göçmen Kadın Çalışanların İş Yaşam Dengesine Kavramsal Bir Yaklaşım. Akademik İzdüşüm Dergisi, 4(2), 175-187.

The publication rights of the articles accepted for publication and all kinds of copyrights in the published articles belong to the journal. No copyright is paid to the author.