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Date sent:              Fri, 27 Sep 2002 12:40:04 +0100
Send reply to:          joanna brewis <[log in to unmask]>
From:                   joanna brewis <[log in to unmask]>
Subject:                EURAM 2003 - call for papers - Gender,
                management and work/ family interface
To:                     [log in to unmask]

With apologies for cross-postings. Please also address any
correspondence to Sturla Hreinsson [[log in to unmask]].

---------------------------
3RD ANNUAL EURAM CONFERENCE
MILAN, ITALY APRIL 3-5 2003

CALL FOR PAPERS

GENDER, MANAGEMENT AND WORK/FAMILY INTERFACE

CONVENORS

Professor Steven Poelmans, Ph.D.
Department of Organizational Behaviour
IESE Business School
Avenida Pearson 21
08034 Barcelona, Spain
Tel: +34 93 253 42 00
Fax: +34 93 253 43 43
[log in to unmask]

Professor Jeff Hearn, Ph.D.
Management and Organization
Swedish School of Economics and Business Administration
PO Box 479 Helsinki
FIN-00101 Finland
Tel: +358 9 431 33206
Fax: +358 9 431 33275
[log in to unmask]

SYNOPSIS
This track brings together two previously established EURAM conference
streams: the Work/Family stream begun at the 2001 Barcelona
conference, and the Gender in Management Stream, begun at the 2002
Stockholm conference. This joint stream thus continues the work from
these two successful streams, as agreed by the stream participants
there. During the founding meeting of the Work/Family stream in
Barcelona, the KAIROS network, a collaborative European research
network of leading work/family scholars, was established (see
www.iese.edu/kairos or contact Steven Poelmans
[[log in to unmask]]). At the Stockholm conference it was decided
to create an email list and special interest group on Gender in
Management issues to act as a contact point for researchers to keep up
to date with current issues in the area of gender and management
(contact Adelina Broadbridge [[log in to unmask]]).

This track nicely fits the overall EURAM conference theme of
diversity, with our track looking at the presence of both men and
women in organisations, and gender relations more generally, within an
international context. Although we are interested in papers from
different parts of the world, we are especially interested in papers
highlighting the European case. The main dual theme of this year's
track is: "Gendered structures and gendered change in management and
organisation " and "Creating work-personal life integration in the
organisation", emphasising change processes needed to make a
transition from a formally family-friendly firm to a an organisation
that truly supports the integration of work and personal life.

With the influx of qualified women in the European labour force over
the past decades, dual-earner families are now the norm. But policies
are mostly designed for traditional families. The economic, social,
and demographic consequences for the individual, its family, the
organisation, and society in general are difficult to oversee but
impossible to ignore. Some of the consequences that affect well being
that have been described are: - Individual level: work-family
conflict, strain, health problems - Family level: marital problems and
divorce - Organisational level: turnover, absenteeism, career
interruptions, lack of mobility; - Societal level: Inequality in
employment opportunities, the degradation of family time, resulting in
educational problems in children and low fertility rates.

Meanwhile gendered structures and processes in management and
organisation have shown themselves remarkably resistant to change.
This is especially so at the highest levels of management, which
remain very much men's domains. Our first and highest-level objective
with this track is to generate insights that can help policy makers to
prevent these problems that affect the lives of many European
citizens. Specifically we want to offer scientifically tested
solutions to create policies, practices, workplace cultures and
guidelines for their implementation that can help governments and
organisations to create a better quality of life for their workforce.

The central question of this track is: how to transform organisations
and management, and their cultural and structural settings, from being
based on traditional assumptions about the gendered power, the gender
division of labour, and the separation of work and family, towards
being based on the empowerment of women and men and the facilitation
of their optimum contributions in both spheres of life? This
necessitates making women's and men's family and work equally visible,
legitimate and valued.

The general objectives of this track are:
- To get a better understanding of the gendered structures and
processes of management and organisations; - To develop deeper
analysis of the process of creating family-friendly workplace
cultures; - To identify effective strategies to achieve
family-friendliness in organisations; - To promote / communicate /
influence organisations, managements and governments in developing
actions that support employees in their caring responsibilities; - To
analyse and promote progressive and egalitarian changes in gender
relations in management and organisations. - To achieve these
objectives, we especially encourage papers that address the themes of
the gender and work/family stream:

o GENDER: The gender structuring of management and organizations,
gender processes within the conduct of management, women in
management, and men in management, the presence, absence and
development of policies on gender, gender equality and equal
opportunities throughout corporations, intersections of gender and
other social divisions, such as age, ethnicity, sexuality in these
issues, cross-cultural and transnational research on these issues,
gender questions in management theory and management research, the
specificity of European contributions to gender in management, and
impact of European gender systems on management, theoretical analysis
of gender in management and organizations,

o WORK/FAMILY: The driving factors and barriers in the development of
organisations towards a family-friendliness. This implies the study of
the internal processes, the development of agendas, strategies, plans,
guidelines, the involvement of different parties, the barriers, the
managerial assumptions and prejudices, managerial values,
decision-making processes and criteria, and promotion efforts. This
includes both the diffusion of practices cross-nationally within the
same multinational company, as well as the development of a
family-friendly culture within one subsidiary of the company; The
costs and benefits for organisations and employees of (a) having
family-friendly policies and / or practices, and (b) the process of
change - i.e. of creating a family-friendly culture, studies that
compare and contrast legal and cultural frameworks of the different
member states and their influence on the adoption of work/life
policies and culture at the organisational level, studies that compare
and contrast organisational structures, policies, and cultures and
their influence on the adoption of work/life policies and culture;
studies that compare and contrast work/life policies and programmes,
and their efficiency in reducing work/life conflict and strain; the
internal processes, such as strategy and policy diffusion across
departments and from headquarters to subsidiaries, internal
communication and politics, and resistance to change that may hinder
or facilitate the creation of a family-responsible culture and of
citizenship culture; middle managers, their assumptions, prejudices,
theories-in-practice, practices, leadership styles, and its influence
on the actual utilisation by employees of work/life policies; the
consequences of the presence and absence of work/life policies and
culture for organisational performance, and for organisational
behaviour, well-being, and employees' experience of work-family
conflict.

TRACK FORMAT
In addition to the traditional paper sessions, we will repeat the
successful formula of workshops, in which participants have open
discussions, facilitated by leading scholars on topics related to
gender, management and work/family research. We aim at 7 paper
sessions and 3 workshops, each consisting of three presentations.

SUBMISSION OF PAPERS

Contributions to the stream on gender, management and work/family
interface can be of two kinds: „h Abstracts of full papers (max 2
pages); „h Themes for workshops (max 5 pages);

The deadline for submission is November 1st 2002. This deadline is not
negotiable. No author can submit more than two proposals. Abstracts of
papers should be submitted electronically to Sturla Hreinsson

[[log in to unmask]] who will organize the blind peer reviews. Only
full research papers (maximum 3 pages), and workshop proposals
(maximum 5 pages) can be submitted. Papers of high quality that do not
exactly fit a specific track but deal with the general themes of the
conference should be sent for submission to: [log in to unmask]

Those who want to submit a paper should e-mail it electronically in
Word-format, Arial, 12 points. The following information is required:
1. First, separate page: Title of paper (max 10 words); Author(s):
Name, Academic affiliation/position(s), Academic address (surface
mail), and E-mail address. 2. Second/third separate pages: Abstract in
Arial, 12 points. The abstract should deal with the main topic of the
paper. It should not contain more than 500 words.

All further information: [log in to unmask]



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