Business Commons^™

Ch 16 Kulik Trainingchapter 2019-05-23 Final.Pdf, Carol T. Kulik, Mara Olekalns, Ruchi Sinha

Mara Olekalns

Male Breadwinner Ideology And The Inclination To Establish Market Relationships: Model Development Using Data From Germany And A Mixed-Methods Research Strategy, Michaela Haase, Ingrid Becker, Alexander Nill, Clifford J. Shultz Ii, James W. Gentry

Clifford J Shultz

A pattern found in many marketing systems, “male breadwinning,” is contingent upon overlapping and shared ideologies, which influence the economic organization and thus the type and number of relationships in those systems. Implementing a mixed-methods research methodology, this article continues and extends previous work in macromarketing on the interplay of markets, ideology, socio-economic organization, and family. A qualitative study illuminated the main ideologies behind male breadwinning and a model was developed to advance the theoretical analysis of the phenomenon of male breadwinning. An experiment in the form of a vignette study was subsequently designed and administered. The qualitative study and …

Introduction To A Special Issue On Inequality In The Workplace (“What Works?), Pamela S. Tolbert, Emilio J. Castilla

Pamela S Tolbert

[Excerpt] While overt expressions of racial and gender bias in U.S. workplaces have declined markedly since the passage of the original Civil Rights Act and the creation of the Equal Employment Opportunity Commission a half century ago (Eagly and Chaiken 1993; Schuman, Steeh, Bobo, and Krysan 1997; Dobbin 2009), a steady stream of research indicates that powerful, if more covert forms of bias persist in contemporary workplaces (Greenwald and Banaji 1995; Pager, Western, and Bonikowski 2009; England 2010; Heilman 2012). In line with this research, high rates of individual and class-based lawsuits alleging racial and gender discrimination suggest that many …

Is It Me Or Her? How Gender Composition Evokes Interpersonally Sensitive Behavior On Collaborative Cross-Boundary Projects, Michele Williams, Evan Polman

Michele Williams

This paper investigates how professional workers’ willingness to act with interpersonal sensitivity is influenced by the gender and power of their interaction partners. We call into question the idea that mixed-gender interactions involve more interpersonal sensitivity than all-male interactions primarily because women demonstrate more interpersonal sensitivity than do men. Rather, we argue that the social category “women” can evoke more sensitive behavior from others such that men as well as women contribute to an increase in sensitivity in mixed-gender interactions. We further argue that the presence of women may trigger increased sensitivity such that men can also be the recipients …

Is It Me Or Her? How Gender Composition Influences Interpersonally Sensitive Behavior On Collaborative Cross-Boundary Projects, Michele Williams

Michele Williams

This paper investigates how professional workers’ willingness to act with interpersonal sensitivity is influenced by the gender and power of their interaction partners. We call into question the idea that mixed-gender interactions involve more interpersonal sensitivity than all-male interactions primarily because women demonstrate more interpersonal sensitivity than do men. Rather, we argue that the social category “women” can evoke more sensitive behavior from others such that men as well as women contribute to an increase in sensitivity in mixed-gender interactions. We further argue that the presence of women may trigger increased sensitivity such that men can also be the recipients …

Does Consistency Pay? The Effects Of Information Sequence And Content On Women’S Negotiation Outcomes, Carol T. Kulik, Mara Olekalns, Emma T. Swain

Mara Olekalns

Women are usually perceived as warm or competent, but rarely both. This research investigates how the sequence and content of warmth-relevant relational information and competence-relevant performance information affects female negotiators’ social (perceptions of their warmth and competence) and economic outcomes. Female employers (but not male employers) rated a negotiating female employee as high warmth when they received relational information first and were able to discount the employee’s competence with a team-based relational attribution (E1) or when they received performance information first and were convinced the employee’s warm behavior was genuine (E2). The sequence and content of warmth-relevant and competence-relevant information …

Sweet Little Lies: Social Context And The Use Of Deception In Negotiation, Mara Olekalns, Carol T. Kulik, Lin Chew

Mara Olekalns

Social context shapes negotiators’ actions, including their willingness to act unethically. In this research, we test how three dimensions of social context – dyadic gender composition, negotiation strategy, and trust – interact to influence one micro-ethical decision, the use of deception, in a simulated negotiation. To create an opportunity for deception, we incorporated an indifference issue – an issue that had no value for one of the two parties – into the negotiation. Deception about this issue was least likely to be affected by trust or negotiation strategy in all-male dyads, suggesting that dyads with at least one female negotiator …

Natural Born Peacemakers? Gender And The Resolution Of Conflict, Mara Olekalns

Mara Olekalns

Two males sit apart, staring at each other from the corners of their eyes. A female approaches one and takes him by the arm, pulls him towards the other male. She alternates between the two and eventually brokers peace. In a different scenario, two males are again in conflict. A third male inserts himself between them, screaming at them or physically separating them to prevent the conflict from escalating. He keeps them separate and harangues them into submission (De Waal, 2009). Female as peacemaker, male as peacekeeper. These examples fit with our intuitions about how gender might shape the way …

The Relationships Among Gender, Work Experience, And Leadership Experience In Transformational Leadership, Jennifer Y. Mak, Chong W. Kim

Jennifer Y Mak

Transformational leadership is an organizational leadership theory centered around "the ability to inspire and motivate followers to achieve results greater than originally planned and for internal reward" The investigation into transformational leadership began in the mid-1980s with a number of influential publications by Bass (1985), Bennis and Nanus (1985), Kouzes and Posner (1987) and Tichy and Devanna (1986). In the 1980s, the study of transformational leadership was focused on case-based research (Conger, 1999). By late 1990s, a substantial body of empirical investigations on transformational leadership had been conducted.

The Relationships Among Gender, Work Experience, And Leadership Experience In Transformational Leadership, Jennifer Y. Mak, Chong W. Kim

Chong W. Kim

Transformational leadership is an organizational leadership theory centered around "the ability to inspire and motivate followers to achieve results greater than originally planned and for internal reward" The investigation into transformational leadership began in the mid-1980s with a number of influential publications by Bass (1985), Bennis and Nanus (1985), Kouzes and Posner (1987) and Tichy and Devanna (1986). In the 1980s, the study of transformational leadership was focused on case-based research (Conger, 1999). By late 1990s, a substantial body of empirical investigations on transformational leadership had been conducted.

Contemporary Innovation And Entrepreneurship Concepts, Journal Of Entrepreneurship, Management And Innovation, Vol. 8, Issue 4, Anna Ujwary-Gil

Anna Ujwary-Gil

This collection of articles constitutes an important review of innovativeness concepts in micro and macro perspectives and innovation capital measurement as well as organizational learning, modeling and problem-solving, age management or female entrepreneurship. Employees and their innovative behavior are of crucial importance for the organization’s market success. The article provided by researchers from HIVA- KULeuven and CESO-KULeuven contributed to the discussion on how organizations can become more learning and flexible through innovative involvement of their employees. The research also emphasized the significance of distinguishing between various categories of employees (blue versus white-collar workers) in the context of variables used in …

Negotiating The Gender Divide: Lessons From The Negotiation And Organizational Behavior Literatures, Carol Kulik, Mara Olekalns

Mara Olekalns

Employment relationships are increasingly personalized, with more employment conditions open to negotiation. Although the intended goal of this personalization is a better and more satisfying employment relationship, personalization may systematically disadvantage members of some demographic groups. This disadvantage is evident for women, who routinely negotiate less desirable employment terms than men. This gender-based gap in outcomes is frequently attributed to differences in the ways that men and women negotiate. We review the negotiation research demonstrating that women are systematically disadvantaged in negotiations and the organizational behavior research examining the backlash experienced by agentic women. We use the Stereotype Content Model …

Locating Sociological Concepts In Business Games, Dylan Kissane, Helen Roux-Fontaine

Dylan Kissane

"This article describes one strategy for demonstrating the value of sociological concepts to business students by adopting a cross-discipline approach to a business game at a French-American business school. This strategy proved effective in allowing a social science professor to demonstrate the practical implications of two concepts – gender and race – to undergraduate students while simultaneously allowing an international management professor to demonstrate how cross-cultural teams should be managed in order to work effectively. This article first explains the Ecotonos business game; secondly, it explains the crucial debriefing process for the business game and demonstrates how sociological concepts can …

Effects Of Disability, Gender, And Level Of Supervision On Ratings Of Job Applicants, Bradford S. Bell, Katherine J. Klein

Bradford S Bell

Using ratings of hypothetical job applicants with and without a disability obtained from both fulltime workers (n = 88) and undergraduates (n = 98), we examined the effects of disability (paraplegia, epilepsy, clinical depression, or non-disabled), gender, and nature of the job (supervisory or non-supervisory) on five job-relevant dependent measures. Contrary to our hypothesis, applicants with a disability were rated significantly higher in activity and potency than applicants without a disability. Further, also contrary to our predictions, gender and job type did not moderate the relationship between disability and applicant ratings. Post-hoc analyses revealed a significant gender by job type …

Gender And The Relationship Between Perceived Fairness Of Pay/Promotion And Job Satisfaction

L. A. Witt

No abstract provided.