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Call for Papers

for a Special Issue of the International Journal of Management Reviews (IJMR)

Towards an Integrated Theory of Gender,

Time and Organisations

Submission window: 1^st - 30^th January 2024

Special Issue Guest Editors

·         Andri Georgiadou, University of Nottingham, UK - andri.georgiadou@nottingham.ac.uk

·         Yamila Martin-Ferlaino, Universidad de Buenos Aires, Argentina - Yamila.Martin@economicas.uba.ar

·         Eleni Damianidou, European University of Cyprus, Cyprus - E.Damianidou@external.euc.ac.cy

·         Grace Gao, Northumbria University, UK - g.gao@northumbria.ac.uk

·         Nasima M. H. Carrim, University of Pretoria, South Africa - nasima.carrim@up.ac.za

Introduction

This special issue aims to foster a discussion about the complex entanglement of gender, time, and inclusion in organisations. The aim is to stimulate a dialogue about the complex ways in which gender and time intersect and impact inclusion in organisational settings. The call is open to scholars from various disciplines and theoretical perspectives who are interested in exploring the gendered impact of time on inclusion in organisations. The special issue is seeking literature review papers that explore how different conceptions of time affect individual, relational, and organisational gendered experiences at work. Additionally, the call emphasises the need to investigate how these conceptions of time can either promote, ensure, or hinder inclusion management in the organisation.

The intersection of time, organisations, and gender is an essential area of inquiry in management and organisation literature. Time plays a crucial role in the experience of work, the organisation of work, and the perception of its meaning, with gender being a defining factor in this context (Rafnsdóttir & Heijstra, 2013; Devetter, 2009). For example, gender division in family and work life leads to different genders spending their time differently, highlighting the significance of discussing the structuring of time and time consciousness in the pursuit of gender equality (Bryson, 2007). The impact of organisational cultures centred around the masculine ideal of the "aggressive, always-available, commitment-free employee" on individuals' autonomy and inclusion is widely acknowledged, emphasising the significance of context and time constraints in research on inclusion (Georgiadou & Damianidou, 2023).

Moreover, the practice of 'long hours' and the shift from clock-time to task-oriented work is increasingly prevalent in organisations. This has substantial impacts on employees' health, psychological wellbeing, and inclusion, hindering initiatives aimed at promoting a sense of belonging in the organisation (Georgiadou & Antonacopoulou, 2021). Additionally, singles face "time-biases" in the workplace, as employers assume they have more time available for work than those with families (Wilkinson et al., 2017). The study of temporal regimes and orders, such as "waiting," "queuing," and "wasting time," as examined by Kinneret Lahad, advances our understanding of how hierarchies are created that separate individuals and locations into those who matter and those who do not, those who have arrived and those who have not (Lahad, 2012, 2017). Such regimes give space meaning through social-political developmental logic of how time should progress.

The efficient implementation of gender equality and inclusive organisational practices necessitates an understanding of the ways in which time is perceived, valued, utilised, and evaluated. This is due to the fact that marginalised populations, such as women, frequently face time poverty, as they are more likely to undertake unpaid domestic labour, especially in contemporary workplace arrangements. This restricts their ability to work extended hours or participate in decision-making processes, thereby depriving them of the opportunity to be viewed as "ideal workers" (Giurge, Whillians, & West, 2020). When women attempt to work as many hours as men, they often do so at the expense of their mental well-being, as they lack enough leisure time of sufficient quality. As a result, individuals with caregiving responsibilities increasingly perceive themselves as pressed for time, as stress is amplified not just by the amount of unpaid and paid work they undertake, but also by the intensity of their time use (Menzies & Newson, 2008).

Research has demonstrated that organisational cultures that prioritise embedded masculine values and assumptions can impose a time squeeze on individuals, reducing their autonomy and significantly affecting their health and well-being, thereby obstructing any efforts to foster inclusion and a sense of belonging within the organisation (Georgiadou & Antonacopoulou, 2021). Georgiadou and Damianidou (2024) have introduced the concept of "timeism," which refers to the utilisation of time abundance as a criterion for selecting those deemed suitable for sponsorship in the workplace and a tool for excluding employees who do not conform to the conventional masculine archetype of the aggressive, constantly available, commitment-free employee. Time inequality in unpaid labour is an important gauge of gender inequality and, therefore, exclusion.

Furthermore, the ongoing COVID-19 pandemic and the ensuing turbulent socioeconomic conditions have significantly impacted employees' work experiences worldwide, highlighting the necessity for novel organisational and management strategies that are characterised by empathy, determination, flexibility, and a more humane attitude that recognises and respects employee needs (Georgiadou, Magrizos & Roumpi, 2021). Thus, understanding the interconnections of time, organisations, and gender is critical for developing effective management and organisation literature that promotes inclusive practices and gender equality. The efficient implementation of gender equality and inclusive organisational practices necessitates an understanding of the ways in which time is perceived, valued, utilised, and evaluated. This is due to the fact that marginalised populations, such as women, frequently face time poverty, as they are more likely to undertake unpaid domestic labour, especially in contemporary workplace arrangements. This restricts their ability to work extended hours or participate in decision-making processes, thereby depriving them of the opportunity to be viewed as "ideal workers" (Giurge, Whillians, & West, 2020). When women attempt to work as many hours as men, they often do so at the expense of their mental well-being, as they lack enough leisure time of sufficient quality. As a result, individuals with caregiving responsibilities increasingly perceive themselves as pressed for time, as stress is amplified not just by the amount of unpaid and paid work they undertake, but also by the intensity of their time use (Menzies & Newson, 2008).

Hence, an interdisciplinary approach is required to address the complex and interconnected issues arising from the intersection of time, organisations, and gender, including how individuals experience and perceive time in organisations, the impact of different conceptions of time on inclusion and cultural and institutional environments, and critical factors underlying the unequal distribution of time poverty across social and demographic groups. This research can inform personal, organisational, and public policies aimed at ensuring inclusion in the space of time, as well as explore the role of technology in breaking patterns of inequality between genders. Finally, the pandemic has brought new challenges to the interplay between time, gender, and inclusion, highlighting the significance of understanding the unspoken/tacit organisational cultural rules that impact time and gender experiences.

Submission guidelines

Manuscripts should follow the Author Guidelines set out by the International Journal of Management Reviews available at: https://onlinelibrary.wiley.com/page/journal/14682370/homepage/ForAuthors.html  

Additionally, see also the Editorials at the site below:

https://onlinelibrary.wiley.com/page/journal/14682370/homepage/editorials

Manuscripts should be submitted online via https://mc.manuscriptcentral.com/ijmr highlighting that you wish to be considered for the Special Issue 'Towards an Integrated Theory of Gender, Time and Organisations'.

References

Bryson, V. (2007). Gender and the politics of time: Feminist theory and contemporary debates. Policy Press.

Devetter, F. X. (2009). Gender differences in time availability: Evidence from France. Gender, Work & Organization, 16(4), 429-450.

Georgiadou, A., & Antonacopoulou, E. P. (2021). Leading through social distancing: The future of work, corporations and leadership from home. Gender, Work & Organization, 28(2), 749-767.

Georgiadou, A., & Damianidou, E. (2024). Timeism. in Mills, J.H., Mills, A.J., & Bendl, R. Elgar Encyclopedia of Gender and Management. Edward Elgar Publishing.

Georgiadou, A., Magrizos, S., & Roumpi, D. (2021). Inclusion in the COVID-19 Era. 14^th International Conference on Equality, Diversity and Inclusion, EDI 2021, Bern, Switzerland.

Giurge, L. M., Whillans, A. V., & West, C. (2020). Why time poverty matters for individuals, organisations and nations. Nature Human Behaviour, 4(10), 993-1003.

Menzies, H., & Newson, J. (2008). Time, stress and intellectual engagement in academic work: Exploring gender difference. Gender, Work & Organization, 15(5), 504-522.

Rafnsdóttir, G. L., & Heijstra, T. M. (2013). Balancing work–family life in academia: The power of time. Gender, Work & Organization, 20(3), 283-296.

Shi, W., & Prescott, J. E. (2012). Rhythm and entrainment of acquisition and alliance initiatives and firm performance: A temporal perspective. Organization Studies, 33(10), 1281-1310.

Kind regards,

Andri

Dr. Andri Georgiadou, MCIPD, FHEA, PhD, MSc, MBA, PgCert, BSc |

Associate Professor, Nottingham University Business School

Departmental External Engagement Director (OB/HRM)

Director of MSc Human Resource Management and Organisation (CIPD accredited)

Director, Equality Inclusion Diversity Center

Associate Editor Gender, Work & Organization (GWO)

Call for papers: Towards an Integrated Theory of Gender, Time and Organisations (IF: 8.1)

IHRM Webinar: Global Strategies, Local Connections: Navigating Gender Diversity Management

Featured in: 'Timeism' – what is it?

Latest publication:

Georgiadou, A. and Damianidou, E. (forthcoming): 'Timeism'. In J. Helms Mills, A.J. Mills, K.S. Williams & R. Bendl. (Eds.), Encyclopedia of Gender and Management. Cheltenham: Elgar.