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Väljer män män?: en kvalitativ studie i stereotypisering och homosocialit
University of Gävle, Faculty of Education and Business Studies, Department of Business and Economic Studies.
University of Gävle, Faculty of Education and Business Studies, Department of Business and Economic Studies.
2015 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
Abstract [sv]

Sammanfattning

Titel: Väljer män män? - En kvalitativ studie i stereotypisering och homosocialitet.

Nivå: C-uppsats i företagsekonomi

Författare: Sara Moatamid och Annsofie Donoyan

Handledare: Kristina Mickelsson och Pär Vilhelmson

Datum: 2016-01-11

Bakgrund och syfte: Tidigare forskning belyser att det saknas forskning som fokuserar på vad som ligger bakom den ojämna könsfördelningen och vilken roll rekryteringsprocessen har i detta. Syftet med denna studie är att öka förståelse för vad kön har för betydelse i rekryteringsprocessens urvalssteg med utgångspunkt från homosociala och stereotypa strukturer som bildas på organisationen.

Metod: Studien har ett hermeneutiskt perspektiv som utgångspunkt samt en abduktiv forskningsansats. Den empiriska datainsamlingen utgår från en kvalitativ metod i form av semistrukturerade intervjuer. Tidigare forskning bygger på vetenskapliga artiklar och det empiriska kapitlet bygger på tre huvudteman som utvecklats utifrån tidigare forskning.

Slutsats: Fältstudien har uppvisat upprepade spår av homosocialitet och stereotypisering på samtliga, studerade organisationer trots tron om att jämställdheten är på väg mot rätt riktning. De intervjuade företagen var inte medvetna om de indirekta valen och bedömningarna som skedde under rekryteringsprocessens tre utvalda steg. Detta ses som ett organisatoriskt problem då organisationen inte tar tillvara på all kompetens, kvinnlig såväl som manlig.

Förslag till fortsatt forskning: Studiens bidrag belyser att stereotypisering och homosocialitet sker stegvis under rekryteringsprocessen. Vi anser att det är viktigt med mer forskning kring ledarskapstänket kopplat till dessa två faktorer. Det finns ytterst lite forskning kring hur rekryterarna resonerar vid chefsanställning. Majoriteten av forskningen belyser vad rekryterare gör för val och hur rekryteringsprocessen går till, men inte hur ledarskapsresonemangen har skett kring varje beslut. Studiens bidrag: Det teoretiska bidraget belyser att kön har stor betydelse i rekryteringsprocessens tre utvalda steg och stereotypisering samt homosocialitet återspeglas tydligt genom hela processen. Ur ett praktiskt perspektiv föreslås det att granska jobbannonser ur ett genusperspektiv innan de publiceras samt att våga uppmärksamma homosocialitet och stereotypisering som ett problem.

Nyckelord: Rekrytering, intern rekrytering, kompetens, stereotyp, genus, homosocialitet.

Abstract [en]

Title: Does men choose men? – A qualitative studie in stereotyping and homosociality.

Level: Final assignment for Bachelor Degree in Business Administration

Author: Sara Moatamid and Annsofie Donoyan

Supervisor: Kristina Mickelsson and Pär Vilhelmson

Date: 2016-01-11

Aim: Prior investigations show that there is no research that focuses on the true reason

behind the gender disparities and what role that the recruitment process is playing in this.

The purpose of this study is to increase the understanding of what the significance gender

has in the recruitment process, starting from homosociality and stereotyped structures that

take shape in the organization.

Method: As a starting point, the study has a hermeneutic perspective and an abuctive

research approach. The empirical data collection is based on a qualitative approach in the

form of semi-structured interviews. Previous research is based on scientific articles and

the empirical chapter is based on three main themes in the recruitment process.

Conclusions: The field study has shown repeated traces of homosociality and

stereotyping in all the studied organizations, despite the belief that gender equality is

heading toward the right direction. The interviewed companies were not aware of the

indirect selections and assessments that had occurred during the recruitment process. This

is seen as an organizational problem when the organization does not take advantage of all

the expertise, female as well as male.

Suggesstions for future research: The study's contribution highlights that the

stereotyping and homosociality is shown gradually during the recruitment process. We

believe that it is important to conduct more research on the leadership mindset linked to

these two factors. There is very little research on how the recruiters are forming their

judgement during the process of an employment of a new executive. The majority of the

research highlights what recruiters choose and how the recruitment process works but not

how the reasoning regarding leadership has been around every decision.

Contribution of the thesis: The theoretical contribution highlights that gender has great

significance in the recruitment process, also that stereotyping and homosociality is clearly

reflected throughout the process. From a practical perspective, it is proposed to review

job postings from a gender perspective before they are published and to have the courage

to pay attention to homosociality and stereotyping as a problem.

Key words: Recruitment, internal recruitment, competence, stereotypes, gender,

homosociality.

Place, publisher, year, edition, pages
2015. , 69 p.
Keyword [sv]
Genus, kvinnligt ledarskap, stereotypisering, homosocialitet, manlig och kvinnlig kompetens
National Category
Business Administration
Identifiers
URN: urn:nbn:se:hig:diva-21162OAI: oai:DiVA.org:hig-21162DiVA: diva2:899419
Subject / course
Business administration
Educational program
Business administration
Examiners
Available from: 2016-02-10 Created: 2016-02-01 Last updated: 2016-02-10Bibliographically approved

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