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Investigating the Non-Gendered Recruitment Characteristics of Mining Firms in Ghana: The Role of Sociocultural, Psychosocial and Organizational Design Factors
Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, Arbetsvetenskap.
Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, Arbetsvetenskap.ORCID-id: 0000-0003-0147-0680
Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, Arbetsvetenskap.ORCID-id: 0000-0002-1357-4500
2016 (Engelska)Ingår i: Business and Management Quarterly Review, ISSN 2180-2777, Vol. 7, nr 3/4, s. 38-51Artikel i tidskrift (Refereegranskat) Published
Abstract [en]

This paper explores the influencing dynamics of psychosocial, cultural and organizational design factors on the non-gendered characteristics of employee recruitment in firms operating in the Ghanaian mining industry that constrains the employability of women. A conceptual framework linking psychosocial, cultural, and organizational design to recruitment processes was developed to guide the study. Quantitative data was collected in four mining firms in Ghana using a questionnaire. The collated data was firstly factor analyzed to establish the predictiveness of the conceptual model components’ indicators. This was followed by an analysis of the conceptual model for “model goodness fit” using the AMOS–based structural equation modeling approach. The results showed that the non-gendered characteristics of employees’ recruitment in mining firms in Ghana, constrains the employability of women, is influenced directly and positively by the firms organizational designs, which is in turn influenced directly by the firms’ psychosocial and sociocultural factors. The study also showed that the non-gendered recruitment characteristic of the firms is influenced indirectly, but positively by the firms’ psychosocial factors, and negatively by other sociocultural factors. By implication, the study provides knowledge that can be used to understand the rationale behind the non-gendered characteristics of employee recruitment in Ghanaian mines and the influencing roles of organizational design factors as well as psychosocial and cultural factors. Mining firms can use this knowledge in developing gendered recruitment policies to enhance future recruitment of all qualified human resource, irrespective of gender.

Ort, förlag, år, upplaga, sidor
Malaysia, 2016. Vol. 7, nr 3/4, s. 38-51
Nyckelord [en]
Women, Recruitment characteristic, Organizational design, Psychosocial factors, Sociocultural factors, Ghanaian mining firms
Nationell ämneskategori
Tillämpad psykologi Socialt arbete Socialpsykologi Företagsekonomi Produktionsteknik, arbetsvetenskap och ergonomi
Forskningsämne
Industriell produktionsmiljö; Genus och teknik
Identifikatorer
URN: urn:nbn:se:ltu:diva-62857OAI: oai:DiVA.org:ltu-62857DiVA, id: diva2:1086546
Projekt
Rufai's Doctoral Research work
Anmärkning

Validerad; 2017; Nivå 1; 2017-04-04 (andbra)

Tillgänglig från: 2017-04-03 Skapad: 2017-04-03 Senast uppdaterad: 2019-09-11Bibliografiskt granskad
Ingår i avhandling
1. Shifting Gender Dynamics In Multinational Ghanaian Mine Jobs: Narratives on Organizational and Sociocultural Barriers
Öppna denna publikation i ny flik eller fönster >>Shifting Gender Dynamics In Multinational Ghanaian Mine Jobs: Narratives on Organizational and Sociocultural Barriers
2017 (Engelska)Doktorsavhandling, sammanläggning (Övrigt vetenskapligt)
Abstract [en]

Gender is one of the central organizing principles around which social and corporate innovation revolves. The multinational Ghanaian mining is dominated by men and masculinity cultures. To gain an adequate understanding of this phenomenon, it is prudent to explore its gendered nature. This thesis reflects consciously upon the pre-entry, organizational and sociocultural barriers affecting the effective participation of women in mine jobs. And beyond the barriers, it examines what changes have occurred, occasioning a shift in gender dynamics, leading to an increasing number of women participation in the industry? The current thesis adopts a case study method, deploying a mix of quantitative and qualitative approaches; administered questionnaires, conducted individual interviews, observations, archival documents, and focus group discussions with respondents in four mining companies and a mining and technology university in Ghana. The AMOS–based structural equation modeling approach was used to analyze the quantitative data, while thematic and discourse analysis was employed in analyzing the qualitative narratives of the respondents. Results of the thesis point to the social construction of gender in science, engineering and technology education as a pre-entry barrier. Also, a complex web of male-dominance, gender bias, role models and mentorship constraints, coupled with unfriendly family work policies were noted organizational barriers. In furtherance, common prejudices, perceptions and stereotyped notions of gender roles in the mines constituted noted sociocultural factors constraining effective participation of women in mine work. However beyond the pre-entry, organizational and sociocultural barriers, the current thesis intuits a phenomenon of a ‘women’s revolution’ in the mines, witnessing collective efforts from Women in Mining Ghana as well as the mine workers’ organizations and allied institutions adopting gender strategic measures, such as the ‘ore solidarity,’ gender mainstreaming in admission programmes as well as gender-driven mining initiatives aimed at re-engineering or striking a shift in gender dynamics in the mine jobs of Ghana. Consequently, the classic and continuous male-dominance in Ghanaian mines constitute a considerable concern for mine work organizational development, with practical implications for the mining industry, employment, and  labor relation practices as well as public policy in Ghana. Therefore, affirmative action is recommended for gender deconstruction and promotion of gender democracy. Indeed this move for inclusivity will engender poverty eradication work towards achieving organizational modernization, their global competitiveness and an assurance for gender-driven social innovative mining.

Ort, förlag, år, upplaga, sidor
Luleå: Luleå University of Technology, 2017. s. 169
Serie
Doctoral thesis / Luleå University of Technology 1 jan 1997 → …, ISSN 1402-1544
Nyckelord
gender and technology, psychosocial structures, enrolment regimes, organizational barriers, stereotype notions on gender roles, shifting gender dynamics, sustainability, social innovation, multinational Ghanaian mines
Nationell ämneskategori
Produktionsteknik, arbetsvetenskap och ergonomi
Forskningsämne
Genus och teknik
Identifikatorer
urn:nbn:se:ltu:diva-63356 (URN)978-91-7583-910-3 (ISBN)978-91-7583-911-0 (ISBN)
Disputation
2017-06-16, A 1545, House A, Lulea, 11:37 (Engelska)
Opponent
Handledare
Tillgänglig från: 2017-05-15 Skapad: 2017-05-15 Senast uppdaterad: 2019-09-13Bibliografiskt granskad

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http://bmqruitm.blogspot.com/http://www.myjurnal.my/public/browse-journal-view.php?id=476

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Kilu, Rufai HarunaSanda, Mohammed-AminuUdén, Maria

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Tillämpad psykologiSocialt arbeteSocialpsykologiFöretagsekonomiProduktionsteknik, arbetsvetenskap och ergonomi

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