Women's employment status in two Japanese retail stores in Hong Kong

    Research output: Journal PublicationsJournal Article (refereed)

    4 Citations (Scopus)

    Abstract

    Examines the employment status of women employees working for two Japanese department stores in Hong Kong. Empirical evidence reveals that Japanese expatriate managers bring sexist cultural values, which discriminate against women in the host‐country environment, because a majority of local female employees are employed in lower hierarchical positions at the bottom of the organizational and managerial pyramid, while male employees occupy most of the professional and managerial positions at the top. Discusses the situation in which female employees are likely to be discriminated against by senior management from the perspectives of horizontal and vertical job segregation. Identifies four major categories of constraints arising from the company’s human resource management (HRM) policies and practices leading to the subordinated employment position of women ‐ recruitment and selection, job assignment and promotion, training and development and remuneration. Posits that these HRM policies and practices are influenced by the Japanese preconception of women and the characteristics of the retail industry.
    Original languageEnglish
    Pages (from-to)150-157
    Number of pages8
    JournalWomen in Management Review
    Volume12
    Issue number4
    DOIs
    Publication statusPublished - 1 Jan 1997

    Fingerprint

    women's employment
    Hong Kong
    female employee
    human resource management
    employee
    remuneration
    department store
    segregation
    promotion
    manager
    Women's employment
    Retail stores
    Employment status
    Employees
    industry
    management
    evidence
    Values
    Human resource management

    Cite this

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    title = "Women's employment status in two Japanese retail stores in Hong Kong",
    abstract = "Examines the employment status of women employees working for two Japanese department stores in Hong Kong. Empirical evidence reveals that Japanese expatriate managers bring sexist cultural values, which discriminate against women in the host‐country environment, because a majority of local female employees are employed in lower hierarchical positions at the bottom of the organizational and managerial pyramid, while male employees occupy most of the professional and managerial positions at the top. Discusses the situation in which female employees are likely to be discriminated against by senior management from the perspectives of horizontal and vertical job segregation. Identifies four major categories of constraints arising from the company’s human resource management (HRM) policies and practices leading to the subordinated employment position of women ‐ recruitment and selection, job assignment and promotion, training and development and remuneration. Posits that these HRM policies and practices are influenced by the Japanese preconception of women and the characteristics of the retail industry.",
    author = "WONG, {Mei Ling, May}",
    year = "1997",
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    language = "English",
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    Women's employment status in two Japanese retail stores in Hong Kong. / WONG, Mei Ling, May.

    In: Women in Management Review, Vol. 12, No. 4, 01.01.1997, p. 150-157.

    Research output: Journal PublicationsJournal Article (refereed)

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    AB - Examines the employment status of women employees working for two Japanese department stores in Hong Kong. Empirical evidence reveals that Japanese expatriate managers bring sexist cultural values, which discriminate against women in the host‐country environment, because a majority of local female employees are employed in lower hierarchical positions at the bottom of the organizational and managerial pyramid, while male employees occupy most of the professional and managerial positions at the top. Discusses the situation in which female employees are likely to be discriminated against by senior management from the perspectives of horizontal and vertical job segregation. Identifies four major categories of constraints arising from the company’s human resource management (HRM) policies and practices leading to the subordinated employment position of women ‐ recruitment and selection, job assignment and promotion, training and development and remuneration. Posits that these HRM policies and practices are influenced by the Japanese preconception of women and the characteristics of the retail industry.

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