Publications by Dr. Mahan Poorhosseinzadeh
Papers by Dr. Mahan Poorhosseinzadeh
Gender issues, Mar 1, 2024
Labour and industry: A journal of the social and economic relations of work, Jan 2, 2022
Routledge eBooks, Aug 22, 2023
Routledge eBooks, Jul 6, 2022
The concept of talent management has attracted most of the researchers’ attention in recent years... more The concept of talent management has attracted most of the researchers’ attention in recent years. As human capital has been known as the most critical element of competitive advantage, most organizations around the world have grasped the importance of talent management. Talent management does not have one face, so various organizations implement it with their unique strategy. However, there are some basics they need to follow as their primer steps that lead them to better understanding and implementing of talent management. In the current economic downturn, not only there is a high demand for talents but also it is very tough to attract, deploy, develop and retain talents in the organizations as well as implementing an effective succession plan. Nevertheless, most of the organizations implement talent management in their organization but there are a lot of unknown issues that need to be investigated. The main purpose of this study is to investigate the determinants of successful ta...
Labour & Industry: a journal of the social and economic relations of work, 2018
British Journal of Management, 2020
The gender gap is higher at the top end of the earnings distribution. Private-sector senior execu... more The gender gap is higher at the top end of the earnings distribution. Private-sector senior executives inhabit a male-dominated milieu with high regulation distance. Women here have the highest skills and labor market power, yet they also experience one of the highest internal gender pay gaps. The pay of chief executive officers (CEOs) is shaped by institutions and norms that include four crucial, male-dominated ideas about care and family responsibilities, the “ideal manager,” social behavior, and pay expectations. These norms create gendered performance assessments and opportunities, and access to power resources. The intersection of regulation distance and male domination means pay and conditions are set largely independent of external constraints, but heavily influenced by norms that, along with the social capital male CEOs possess, enable high-level gender gaps.
The notion of women’s representation in leadership and decision-making positions has been the foc... more The notion of women’s representation in leadership and decision-making positions has been the focus of persistent interest in Australia since the first equity review was conducted as part of the Royal Commission into Australian Government Administration in 1975. Today, despite three decades of extensive legislation to address gender equity and the disadvantaged position of women in the labour market, women are still underrepresented in senior positions in Australian organisations. Only 16.5 percent of CEOs, 29.7 per cent of key management personnel (KMP), and 30.4 per cent of general manager positions are held by women. The representation of women gradually decreases when moving up management levels, and the gap between male and female ratios increases with the levels of management. This PhD study focuses on the underrepresentation of women in senior positions in Australia. It explores the experiences of both women and men in senior management positions in two Australian organisatio...
Diversity, Affect and Embodiment in Organizing
British Journal of Management , 2020
This paper contributes to the on‐going debate on men's overrepresentation in executive positions.... more This paper contributes to the on‐going debate on men's overrepresentation in executive positions. Drawing on semi‐structured interviews with male senior managers in two Australian organizations, this paper aims to problematize men's privilege in senior positions by uncovering the different forms of hegemonic masculinity that legitimize men as the ideal candidates for executive positions. Using Joan Acker's concept of the ‘ideal worker’ as a starting point, this paper aggregates these criteria to develop a new concept of the ‘ideal executive’. The model of the ‘ideal executive’ reveals how decision‐makers (mostly male) control executive position allocation, construct the barriers to entry and define the criteria for an ideal candidate for such a position. Candidates who desire to be considered for an executive position need to conform to this ‘ideal’, which has been influenced and shaped by male executives. Patriarchal power structures, particularly careerism and entrepreneurialism, are investigated with a focus on the ways in which they contribute to the construction of the ideal executive and consequently inhibit women's career progression into senior positions. We conclude that masculinities are now more sophisticated and encompass newer forms that account for changes in societal norms.
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Publications by Dr. Mahan Poorhosseinzadeh
Papers by Dr. Mahan Poorhosseinzadeh