<?xml version="1.0" encoding="UTF-8"?><xml><records><record><source-app name="Biblio" version="7.x">Drupal-Biblio</source-app><ref-type>17</ref-type><contributors><authors><author><style face="normal" font="default" size="100%">Teresa Carvalho</style></author><author><style face="normal" font="default" size="100%">Rui Santiago</style></author></authors></contributors><titles><title><style face="normal" font="default" size="100%">Gender as a “strategic action”: New Public Management and the professionalisation of nursing in Portugal</style></title><secondary-title><style face="normal" font="default" size="100%">Equal Opportunities International</style></secondary-title></titles><dates><year><style  face="normal" font="default" size="100%">2009</style></year><pub-dates><date><style  face="normal" font="default" size="100%">25 September 200</style></date></pub-dates></dates><urls><web-urls><url><style face="normal" font="default" size="100%">https://www.emerald.com/insight/content/doi/10.1108/02610150910996434/full/html</style></url></web-urls></urls><volume><style face="normal" font="default" size="100%">28</style></volume><pages><style face="normal" font="default" size="100%">609–622</style></pages><language><style face="normal" font="default" size="100%">eng</style></language><abstract><style face="normal" font="default" size="100%">&lt;p&gt;&lt;span style=&quot;font-size:12px&quot;&gt;&lt;span style=&quot;font-family:lucida sans unicode,lucida grande,sans-serif&quot;&gt;Purpose -&amp;nbsp;&lt;/span&gt;&lt;/span&gt;&lt;span style=&quot;font-size:12px&quot;&gt;&lt;span style=&quot;font-family:lucida sans unicode,lucida grande,sans-serif&quot;&gt;The purpose of this paper is to explore the way gender may be used as an instrument to avoid New Public Management (NPM) potential processes of deprofessionalisation in nursing.&lt;/span&gt;&lt;/span&gt;&lt;/p&gt;

&lt;p&gt;&lt;span style=&quot;font-size:12px&quot;&gt;&lt;span style=&quot;font-family:lucida sans unicode,lucida grande,sans-serif&quot;&gt;Design/methodology/approach -&amp;nbsp;&lt;/span&gt;&lt;/span&gt;&lt;span style=&quot;font-size:12px&quot;&gt;&lt;span style=&quot;font-family:lucida sans unicode,lucida grande,sans-serif&quot;&gt;In total, 83 nurses with managerial duties were interviewed in autonomous and corporate public hospitals in Portugal.&lt;/span&gt;&lt;/span&gt;&lt;/p&gt;

&lt;p&gt;&lt;span style=&quot;font-size:12px&quot;&gt;&lt;span style=&quot;font-family:lucida sans unicode,lucida grande,sans-serif&quot;&gt;Findings -&amp;nbsp;&lt;/span&gt;&lt;/span&gt;&lt;span style=&quot;font-size:12px&quot;&gt;&lt;span style=&quot;font-family:lucida sans unicode,lucida grande,sans-serif&quot;&gt;Nurses used gender as an argument to legitimate their presence in management, and in this way, to keep their control over the profession. Gender stereotypes were used to legitimate their position in two different ways. Firstly, nurses reproduced and reinforced gendered inequality by supporting their male colleagues careers. Secondly, they valorised their feminine skills sustaining that women were in better position to manage hospitals as an extended role from the private domain.&lt;/span&gt;&lt;/span&gt;&lt;/p&gt;

&lt;p&gt;&lt;span style=&quot;font-size:12px&quot;&gt;&lt;span style=&quot;font-family:lucida sans unicode,lucida grande,sans-serif&quot;&gt;Research limitations/implications -&amp;nbsp;&lt;/span&gt;&lt;/span&gt;&lt;span style=&quot;font-size:12px&quot;&gt;&lt;span style=&quot;font-family:lucida sans unicode,lucida grande,sans-serif&quot;&gt;The paper uses a sample from only one country and care must be taken when extrapolating conclusions to the wider population.&lt;/span&gt;&lt;/span&gt;&lt;/p&gt;

&lt;p&gt;&lt;span style=&quot;font-size:12px&quot;&gt;&lt;span style=&quot;font-family:lucida sans unicode,lucida grande,sans-serif&quot;&gt;Practical implications -&amp;nbsp;&lt;/span&gt;&lt;/span&gt;&lt;span style=&quot;font-size:12px&quot;&gt;&lt;span style=&quot;font-family:lucida sans unicode,lucida grande,sans-serif&quot;&gt;Acknowledges the way NPM reinforces gender stereotypes and contributes to redefine professionalism.&lt;/span&gt;&lt;/span&gt;&lt;/p&gt;

&lt;p&gt;&lt;span style=&quot;font-size:12px&quot;&gt;&lt;span style=&quot;font-family:lucida sans unicode,lucida grande,sans-serif&quot;&gt;Originality/value -&amp;nbsp;&lt;/span&gt;&lt;/span&gt;&lt;span style=&quot;font-size:12px&quot;&gt;&lt;span style=&quot;font-family:lucida sans unicode,lucida grande,sans-serif&quot;&gt;Recognition of the complexity and diversity of gender issues in the organisational context and in the structuration of professional legitimacy.&lt;/span&gt;&lt;/span&gt;&lt;/p&gt;
</style></abstract><issue><style face="normal" font="default" size="100%">7</style></issue><section><style face="normal" font="default" size="100%">609</style></section></record></records></xml>