The Strongest Link: Legitimacy of Top Management Diversity, Sex Stereotypes and the Rise of Women in Human Resource Management 1995 – 2004

Astrid Reichel; Julia Brandl; Wolfgang Mayrhofer

doi:10.5771/0935-9915-2010-3-332

Contents
- Chapter Expand | CollapseAuthorsPage
- 221–224 Titelei/Inhaltsverzeichnis 221–224
- 225–228 Editorial: Enlarging the Focus on the Role of Competencies, Abilities, and Personality in Management Research Holger Steinmetz, Christian Schwens, Rodrigo Isidor, Rüdiger Kabst Holger Steinmetz, Christian Schwens, Rodrigo Isidor, Rüdiger Kabst 225–228
- 229–243 The Influence of Personality on Students’ Career Decisiveness – A Comparison between Chinese and German Economics and Management Students Marjaana Gunkel, Christopher Schlaegel Marjaana Gunkel, Christopher Schlaegel 229–243
- 244–262 Individual Characteristics of Work Council Members – Empirical Evidence Susi Störmer Susi Störmer 244–262
- 263–291 How to Assess Global Management Competencies: An Investigation of Existing Instruments Joost Bücker, Erik Poutsma Joost Bücker, Erik Poutsma 263–291
- 292–307 Investing in Human Resource Planning: An International Study Erik Døving, Odd Nordhaug Erik Døving, Odd Nordhaug 292–307
- 308–331 Does Outsourcing Result in the Outsourcing of Technological Competencies? An Empirical Analysis of the Effect of Vertical Specialization on the Technological Competence Base of Firms Michael Stephan Michael Stephan 308–331
- 332–352 The Strongest Link: Legitimacy of Top Management Diversity, Sex Stereotypes and the Rise of Women in Human Resource Management 1995 – 2004 Astrid Reichel, Julia Brandl, Wolfgang Mayrhofer Astrid Reichel, Julia Brandl, Wolfgang Mayrhofer 332–352
- 353–371 Managerial Cultural Intelligence and Small Business in Canada María Teresa de la Garza Carranza, Carolyn P. Egri María Teresa de la Garza Carranza, Carolyn P. Egri 353–371
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mrev management revue , page 332 - 352

The Strongest Link: Legitimacy of Top Management Diversity, Sex Stereotypes and the Rise of Women in Human Resource Management 1995 – 2004

Autoren

Astrid Reichel Julia Brandl Wolfgang Mayrhofer

DOI
- doi.org/10.5771/0935-9915-2010-3-332
- ISSN: 0935-9915
- ISSN online: 1861-9908
Abstract

Over the last decades, HRM scholars associated the inclusion of women into HRM with the occupation’s loss of status. Such views have difficulties to explain more recent developments in Europe that show a co-evolution of feminization and status increase of HRM. In this article, we review these developments and offer an explanation that accounts for them. Linking neo-institutional arguments with literature on sex stereotypes, we suggest that allocating women to HRM offers a solution for organizations to deal with growing demands for enhancing diversity within top management without giving up the traditional division of female and male work. We show how the patterns of the inclusion of women into HRM in 11 European countries between 1995 and 2004 support this explanation.
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