Add wos sample results library

02-data/intermediate/wos_sample/69e8553c0f650040be225df2bcd3d95e-ozbilgin-mf-and-woo/info.yaml

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+abstract: 'The struggle for sex equality at work has largely been achieved in the
+
+  developed world, it is claimed. The number of well-qualified young women
+
+  entering white-collar employment and achieving promotion to first-line
+
+  and middle management positions now matches or exceeds their male peers.
+
+  Many young women have high career aspirations and argue that sex
+
+  discrimination no longer exists. However, this perception is
+
+  over-optimistic. Major sex inequalities persist at senior management
+
+  level in the salaries and benefits offered to female and male staff and
+
+  in access to certain favoured occupations and sectors of employment.
+
+  Questionnaires, interviews and documentary evidence from three Turkish
+
+  and six British banks and high street financial organizations showed
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+  that their claimed commitment to equal opportunities by sex was not
+
+  matched by their practices. Members of managerial elites (who were
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+  almost exclusively male) held firm views about the characteristics of
+
+  `the ideal worker'', which informed organizational ideologies, including
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+  human resource policies and practices concerning recruitment and
+
+  promotion. They also permeated organizational cultures, which affected
+
+  employees'' working practices and experiences. The outcome of these
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+  internal negotiation processes was to differentiate between a favoured
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+  group of staff seen as fully committed to the companies'' values, who
+
+  were promoted and rewarded, and an `out'' group, whose members were
+
+  denied these privileges. This distinction between `belonging'' and
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+  `otherness'' is gendered not only along the traditional lines of class,
+
+  age, sexual orientation, religion and physical ability but also along
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+  the new dimensions of marriage, networking, safety, mobility and space.
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+  Despite local and cross-cultural differences in the significance of
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+  these factors, the cumulative disadvantage suffered by women staff
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+  seeking career development in the industry was remarkably similar.'
+affiliation: 'Ozbilgin, MF (Corresponding Author), Queen Mary Univ London, Ctr Business
+  Management Human Resource Management, Mile End Rd, London E1 4NS, England.
+
+  Queen Mary Univ London, Ctr Business Management Human Resource Management, London
+  E1 4NS, England.
+
+  Napier Univ, Res Off, Edinburgh EH10 5DT, Midlothian, Scotland.'
+author: Ozbilgin, MF and Woodward, D
+author-email: 'm.ozbilgin@gmul.ac.uk
+
+  D.Woodward@napier.ac.uk'
+author_list:
+- family: Ozbilgin
+  given: MF
+- family: Woodward
+  given: D
+da: '2023-09-28'
+doi: 10.1111/j.1468-0432.2004.00254.x
+eissn: 1468-0432
+files: []
+issn: 0968-6673
+journal: GENDER WORK AND ORGANIZATION
+keywords: 'sex equality; financial services sector; Turkey; Britain; belonging and
+
+  otherness; banking'
+keywords-plus: WOMEN
+language: English
+month: NOV
+number: '6'
+number-of-cited-references: '65'
+orcid-numbers: 'Ozbilgin, Mustafa F/0000-0002-8672-9534
+
+  '
+pages: 668-688
+papis_id: 2aafa3eee139bbbc02d68f4c56225230
+ref: Ozbilgin2004belongingotherness
+researcherid-numbers: 'Ozbilgin, Mustafa F/A-1343-2008
+
+  Ozbilgin, Mustafa/H-1398-2012'
+times-cited: '65'
+title: '`belonging'' and `otherness'': Sex equality in banking in Turkey and Britain'
+type: Article
+unique-id: WOS:000224511600004
+usage-count-last-180-days: '0'
+usage-count-since-2013: '41'
+volume: '11'
+web-of-science-categories: Management; Women's Studies
+year: '2004'