{"id":5938,"date":"2026-10-19T09:48:12","date_gmt":"2026-10-19T09:48:12","guid":{"rendered":"https:\/\/phd.hi.is\/doktorsvorn\/doktorsvorn-i-kynjafraedi-laufey-axelsdottir\/"},"modified":"2026-10-19T09:48:12","modified_gmt":"2026-10-19T09:48:12","slug":"doktorsvorn-i-kynjafraedi-laufey-axelsdottir","status":"publish","type":"phd_defence","link":"https:\/\/phd.hi.is\/en\/doktorsvorn\/doktorsvorn-i-kynjafraedi-laufey-axelsdottir\/","title":{"rendered":"Doktorsv\u00f6rn \u00ed kynjafr\u00e6\u00f0i &#8211; Laufey Axelsd\u00f3ttir"},"content":{"rendered":"<div class=\"field-items\">\n<div class=\"field-item even\" property=\"content:encoded\">\n<p><strong>Heiti ritger\u00f0ar: <\/strong>Kynju\u00f0 valdatengsl \u00ed \u00e6\u00f0stu stj\u00f3rnunarst\u00f6\u00f0um. Starfs\u00fer\u00f3un, kynjakv\u00f3tar og kynjajafnv\u00e6gi \u00ed fj\u00f6lskyldu\u00e1byrg\u00f0 (e. Gendered Power Relations in Top Management. Career Progression, Gender Quotas, and Gender-Balanced Family Responsibility)<\/p>\n<p><strong>Doktorsefni:<\/strong> Laufey Axelsd\u00f3ttir<\/p>\n<p><strong>Andm\u00e6lendur:<\/strong> Dr. Siri Terjesen, pr\u00f3fessor og fr\u00e6\u00f0ima\u00f0ur vi\u00f0 American University, Management Dept. og pr\u00f3fessor vi\u00f0 Norwegian School of Economics, og dr. Cathrine Seierstad, lektor \u00ed al\u00fej\u00f3\u00f0legri mannau\u00f0sstj\u00f3rnun vi\u00f0 University of London, School of Business and Management.<\/p>\n<p><strong>Lei\u00f0beinandi: <\/strong>Dr. \u00deorger\u00f0ur Einarsd\u00f3ttir, pr\u00f3fessor \u00ed kynjafr\u00e6\u00f0i vi\u00f0 Stj\u00f3rnm\u00e1lafr\u00e6\u00f0ideild H\u00e1sk\u00f3la \u00cdslands.<\/p>\n<p>A\u00f0rir \u00ed <strong>doktorsnefnd<\/strong> eru dr. Gu\u00f0bj\u00f6rg Linda Rafnsd\u00f3ttir, a\u00f0sto\u00f0arrektor v\u00edsinda og pr\u00f3fessor \u00ed f\u00e9lagsfr\u00e6\u00f0i vi\u00f0 F\u00e9lagsfr\u00e6\u00f0i-, mannfr\u00e6\u00f0i- og \u00fej\u00f3\u00f0fr\u00e6\u00f0ideild H\u00e1sk\u00f3la \u00cdslands, og dr. Sigtona Halrynjo, fr\u00e6\u00f0ima\u00f0ur vi\u00f0 Institutt for samfunnsforskning, Oslo.<\/p>\n<p><strong>Doktorsv\u00f6rninni st\u00fdrir:<\/strong> Dr. Maximilian Conrad, deildarforseti Stj\u00f3rnm\u00e1lafr\u00e6\u00f0ideildar<\/p>\n<p><strong>Efnis\u00e1grip: <\/strong>Vi\u00f0fangsefni ranns\u00f3knarinnar er kynja\u00f3jafnv\u00e6gi \u00ed \u00e6\u00f0stu st\u00f6\u00f0um atvinnul\u00edfsins \u00e1 \u00cdslandi. Markmi\u00f0i\u00f0 er a\u00f0 varpa lj\u00f3si \u00e1 hvernig kynju\u00f0 valdatengsl \u00ed samf\u00e9laginu hafa \u00e1hrif \u00e1 t\u00e6kif\u00e6ri kvenna og karla \u00ed atvinnul\u00edfinu me\u00f0 \u00fev\u00ed a\u00f0 rannsaka vi\u00f0horf til kynjakv\u00f3ta (e. gender quotas), starfs\u00fer\u00f3un og fj\u00f6lskyldu\u00e1byrg\u00f0 stj\u00f3rnenda. \u00c1hersla er \u00e1 a\u00f0 skapa \u00feekkingu sem h\u00e6gt er a\u00f0 n\u00fdta til a\u00f0 stu\u00f0la a\u00f0 auknu kynjajafnv\u00e6gi \u00ed \u00e6\u00f0stu stj\u00f3rnunarst\u00f6\u00f0um.<\/p>\n<p>Ranns\u00f3knin byggir \u00e1 eigindlegum og megindlegum g\u00f6gnum. \u00c1samt \u00fev\u00ed a\u00f0 n\u00fdta opinber g\u00f6gn eins og \u00feingskj\u00f6l og bla\u00f0agreinar \u00fe\u00e1 eru eru n\u00fdtt spurningalistag\u00f6gn og unni\u00f0 \u00far vi\u00f0t\u00f6lum vi\u00f0 \u00e6\u00f0stu stj\u00f3rnendur \u00ed fyrirt\u00e6kjum.<\/p>\n<p>Ni\u00f0urst\u00f6\u00f0ur ranns\u00f3knarinnar s\u00fdna a\u00f0 kynju\u00f0 valdatengsl \u00ed samf\u00e9laginu hafa \u00fdtt undir l\u00f3\u00f0r\u00e9tta kynjaskiptingu \u00e1 vinnumarka\u00f0num og stu\u00f0la\u00f0 a\u00f0 \u00f3l\u00edkum t\u00e6kif\u00e6rum fyrir konur og karla \u00ed atvinnul\u00edfinu. Til a\u00f0 stu\u00f0la a\u00f0 auknu kynjajafnv\u00e6gi er mikilv\u00e6gt a\u00f0 afbyggja karll\u00e6ga menningu innan fyrirt\u00e6kja me\u00f0 breyttu verklagi vi\u00f0 r\u00e1\u00f0ningar og auknu kynjajafnv\u00e6gi \u00ed fj\u00f6lskyldu\u00e1byrg\u00f0. Kynjakv\u00f3tar hafa n\u00fa \u00feegar haft \u00e1hrif \u00e1 kynju\u00f0 valdatengsl \u00ed stj\u00f3rnum \u00fear sem konum hefur fj\u00f6lga\u00f0. Aftur \u00e1 m\u00f3ti benda ni\u00f0urst\u00f6\u00f0urnar til \u00feess a\u00f0 stj\u00f3rnendur s\u00e9u andsn\u00fanir frekari \u00e1hrifum kynjakv\u00f3ta og minnkar s\u00fa andsta\u00f0a smit\u00e1hrif yfir \u00ed framkv\u00e6mdastj\u00f3rnir fyrirt\u00e6kja. Engu a\u00f0 s\u00ed\u00f0ur s\u00fdnir ranns\u00f3knin hvernig kynjakv\u00f3tar g\u00e6tu skapa\u00f0 vettvang fyrir sl\u00edkar breytingar \u00fear sem breytt kynjatengsl geta stu\u00f0la\u00f0 a\u00f0 jafnari t\u00e6kif\u00e6rum fyrir konur og karla.<\/p>\n<p><strong>Abstract: <\/strong>This research explores the persistent inequality in top management positions in Iceland and aims to understand how gendered power relations in the society influence women\u2019s and men\u2019s opportunity structure in the economy by examining gender quotas, career progression, and family responsibility. The study aims to produce knowledge that can be utilized to support more gender balance in top-management positions, thus to challenge the status quo.\u00a0<\/p>\n<p>The research draws on both qualitative and quantitative data. Parliamentary documents and newspaper articles are analysed, as well as survey and interview data with top managers.<\/p>\n<p>The results shows how gendered power relations in the society have supported vertical gender segregation in the economy, and contributed to women\u2019s and men\u2019s dissimilar opportunities in organizations. The findings stress the need to deconstruct the male culture by addressing the companies\u2019 recruitment procedures and support more equal family responsibilities between women and men. The gender quotas have already impacted the gendered power relations on company boards by increasing the number of women on the boards. However, the findings indicate that the managers may be resisting further impact from the quotas into executive management. Nevertheless, the research illustrates how the quotas might create a platform of security from which further changes could come, as changing gender relations can provide gendered opportunities.<\/p>\n<p>\u00a0<\/p>\n<p>\u00a0<\/p>\n<\/div><\/div>","protected":false},"featured_media":1032,"template":"","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"_phd_date_start":"2019-01-21T14:00:00+00:00","_phd_date_end":"2019-01-21T16:00:00+00:00","_phd_location":"A\u00f0albygging H\u00e1t\u00ed\u00f0asal H\u00e1sk\u00f3la \u00cdslands","_phd_admission":"A\u00f0gangur \u00f3keypis","_phd_thesis_title":"Kynju\u00f0 valdatengsl \u00ed \u00e6\u00f0stu stj\u00f3rnunarst\u00f6\u00f0um. 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