Social and Behavioral Sciences Commons^™

Female Ceos And Investment Efficiency In The Vietnamese Market, Jun Myung Song, Chune Young Chung

Sim Kee Boon Institute for Financial Economics

This paper proposes female CEOs’ overconfidence and risky behavior stem from gender stereotype threats. With two subsamples in Vietnam—firms in the Northern and Southern regions–we empirically show that female CEOs in the North, where there is less gender stereotype, tend to overinvest relative to male CEOs. However, in the South, they are indifferent. Additional analysis reinforces the main finding that female CEOs from the North tend to take more risks even when dealing with market volatility and uncertainty (e.g., the COVID-19 pandemic). Such risky behaviors of female CEOs in the North do not deteriorate firm value but instead, possibly improve …

Enhancing The Representation Of Women: How Gender Diversity Signals And Acknowledgement Affect Attraction To Men-Dominated Professions, Thomas P. Depatie, Anmol Sachdeva, Comila Shahani-Denning, Rebecca Grossman, Kevin P. Nolan

Personnel Assessment and Decisions

While organizations around the world recognize the importance of gender diversity and inclusion, many struggle to reach gender parity (Sneader & Yee, 2020). Particularly, women account for less than 15% of all sworn police officers (Donohue Jr, 2020). Considering signaling theory and novel research in organizational impression management, we examined the utility of various recruitment messaging techniques for attracting women job seekers to professions dominated by men, at both a consulting firm and law enforcement agency. Women evaluating consulting firm materials perceived greater behavioral integrity and were subsequently more attracted to the organization if recruitment messages included both high gender …

Covid-19 Pandemic Impact Report At The University Of New Mexico, Lisa A. Marchiondo, Shannon Sanchez-Youngman, Teagan Mullins, Naila V. Decruz-Dixon, Melanie E. Moses, Julia Fulghum

ADVANCE Reports

This report outlines four overarching issues that the COVID-19 pandemic raised or amplified for faculty, based on a survey of full-time faculty on the main campus of the University of New Mexico in Spring 2022. Some of the issues identified existed before the pandemic, which further exacerbated challenges and inequities. Results based on faculty gender, race/ethnicity, and job title are provided.

The report contains multiple recommendations for each of the four core issues that will assist individual faculty and improve campus climate and culture. Recommendations are often applicable to multiple issues, so we provide an appendix that cross-lists recommendations between …

Gendered Language And Entrepreneurial Joiners, Mihwa Seong

Electronic Thesis and Dissertation Repository

This dissertation explores the impact of gendered language in start-up job advertisements on the perceived attractiveness of start-ups among individuals (‘joiners’) interested in working for new firms. While entrepreneurship research has established the prominent role of entrepreneurial joiners in start-ups and the importance of building a gender-diverse team, we know relatively less about how start-ups can attract more women joiners. This dissertation seeks to investigate whether women’s ratings of the attractiveness of joining start-ups increases significantly when start-ups use more feminine language in place of male-centric gendered language. Compared to men, I theorize that women are more sensitive to the …

Gender, Bottom-Line Mentality, And Workplace Mistreatment: The Roles Of Gender Norm Violation And Team Gender Composition, Kenneth Tai, Kiyoung Lee, Eugene Kim, Tiffany D. Johnson, Wei Wang, Michelle K. Duffy, Seongsu Kim

Research Collection Lee Kong Chian School Of Business

Although gender has been identified as an important antecedent in workplace mistreatment research, empirical research has shown mixed results. Drawing on role congruity theory, we propose an interactive effect of gender and bottom-line mentality on being the target of mistreatment. Across two field studies, our results showed that whereas women experienced more mistreatment when they had higher levels of bottom-line mentality, men experienced more mistreatment when they had lower levels of bottom-line mentality. In another field study, using round-robin survey data, we found that team gender composition influenced the degree to which the adoption of a bottom-line mentality by female …

Understanding Librarian Transformational And Transactional Leadership Capabilities Through The Lens Of Students Response While Spending Time In University Library, Naveed Saif, Sadaqat Ali, Imrab Shaheen, Salman Ayaz

Library Philosophy and Practice (e-journal)

The current study tries to understand the prospective of students about librarian leadership approach during their time spent in university main library. In this regard librarian transformational leadership attributes (Articulating Vision, Individualized consideration, Group Goal, Idealized Influence) as well as transactional approach (Contingent Reward, Contingent Punishment) was assessed through the students response based on age, gender differences and their background from three different campuses. In this regard data was analyzed through SPSS via one sample t-test and ANOVA as well as regression analysis. Findings depict that students perceive librarian transformational and transactional leadership on the basis of different characteristics. Similarly …

Improving Networking Supports For Women In The Workplace, Karen E. Pennesi, Javier Alvarez Vandeputte, Zsofia Agoston, Rawand Amsdr

Anthropology Publications

This report describes findings from research on networking activities and strategies among women in executive and leadership positions in Canadian organizations. The project was carried out by graduate student researchers in collaboration with the Women's Executive Network. Networking is defined as the creation and maintenance of a community of diverse interests, through in-person and online engagements, that can be mobilized for the benefit of oneself or other members of one’s network. We found that the shift to primarily online networking activities due to COVID-19 removed some existing barriers related to age, gender and location, while introducing others related to family …

Under What Conditions Do Individuals Report Discrimination In The Workforce?, Vanessa L. Salinas

Student Publications

This study consists of evaluating the report of discrimination in the workplace regarding gender, race, and sexual orientation. It also explores the perceived discrimination and believed discrimination against African Americans regarding race and gender because they can influence or provide more information for the reports of discrimination in the workforce. Additionally, it evaluates if it is better for a man to work and a woman to stay home to see what groups are most and least likely to have these perceptions. The purpose is to investigate all of these regression equations and consider intersectionality. Intersectionality is one of the main …

Conclusion: Female Leaders Using Coercive Power Motivate Subordinates, Mary Kovach

The Journal of Values-Based Leadership

This manuscript advances prior research (Blau, 1964; Elangovan & Xie, 1999; French & Raven, 1959; Goodstadt & Hjelle, 1973; Hegtvedt, 1988; Randolph & Kemery, 2011; Zigarmi, Peyton Roberts, & Randolph, 2015) and capitalizes on supervisory skills using power dynamics within the workplace, by investigating employee effort resulting from gender dissimilar supervisor-employee dyads and employee locus of control. To offer a more focused approach, this is an evaluation specifically on reward and coercive power derived from French and Raven’s (1959) five power bases. This manuscript proposes that the motivation levels of employees change, based on their locus of control and gender. …

Covid-19 And Work-Family Conflict: A Gendered Lens Required For Developing Organizational Benefits And Programs, Qendresa Isniqi

All Graduate Theses, Dissertations, and Other Capstone Projects

The COVID-19 pandemic significantly impacted people's work and family lives. The work-family conflict has seen an increase with the onset of the pandemic as families have found themselves in complex roles such as family sustainers, teachers for their children, and family caregivers while quarantined with the same individuals for months. Concurrently there have been expectations grown from the employers to introduce effective programs or services to support employees so that an expected amount of productivity is maintained while also maintaining a sense of care for their employees. Some of the strategies suggested in the literature include flexible scheduling, leadership communication, …

Fake It Till You Make It With Your Boss? Surface Acting In Interactions With Leaders, Xiaoxiao Hu, Yujie Zhan, William P. Jimenez, Rebecca Garden, Yi Li

Psychology Faculty Publications

Due to its influence on important workplace outcomes, surface acting has drawn increasing attention from researchers in recent years. Most of the research in this area has focused on employees’ interactions with individuals external to the organization, such as customers and clients (Bolton, 2005; Grandey et al., 2013). With the current study, we contribute to and extend the literature by focusing on employees’ leader-directed surface acting and examining how leader-directed surface acting (i.e., faking positive emotions and suppressing negative emotions in interactions with one’s leader) relates to leader ratings of employee task performance. Data collected from 414 employees and 103 …

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

Mara Olekalns

Disability, Gender And Race: Does Educational Attainment Reduce Earning Disparity For All Or Just Some?, David C. Baldridge, Mukta Kulkarni, Beatrix Eugster, Richard Dirmyer

Personnel Assessment and Decisions

Although interest in research on persons with disabilities has grown steadily, these individuals continue to encounter workplace discrimination and remain marginalized and understudied. We draw on human capital and discrimination theories to propose and test hypotheses on the effects of educational attainment on earnings (in)equality for persons with disabilities and the moderating influence of gender and race using 885,950 records, including 40,438 persons with disabilities from the American Community Survey 2015 (United States Census Bureau, 2015). Consistent with human capital theory, we find that persons with disabilities benefit from greater educational attainment, yet consistent with disability discrimination theories, we find …

Emotional Intelligence: The Effect On Social Media Use, Interpersonal Violence, And Gender, Gail Grabczynski

Scholar Week 2016 - present

This study investigated the relationship between Emotional Intelligence (EI), social media use, interpersonal violence and gender. EI is a relatively new topic of research that has been of interest to many organizations due to the proposition that EI assists in the development of individuals. With the proliferation of social media, interpersonal violence and women in the workforce, a determination of a relationship between EI and those variables was warranted. The study was conducted at a small private Christian university. An online survey was administered to 123 sophomores. This study was a cross-sectional quantitative design, that utilized three established instruments to …

Senior Executives’ Basic Psychological Need Satisfaction And Psychological Well-Being: Is It Different At The Top?, Marcus B. Mueller, Geoff P. Lovell

WCBT Faculty Publications

Senior executives’ decisions can have a substantial impact on their own lives, their families, their organizations’ workers and employees, and society. This quantitative study (1) investigated the relationship between basic psychological need satisfaction (BPNS) at work and psychological well-being (PWB) in 142 senior executives as antecedent of their decision making and (2) compared the results to two other managerial level samples of 260 managers and 445 employees. The results have implications for theory and practice. Our findings contribute the new theoretical perspectives of differences in the relationship between BPNS at work and PWB by managerial level and senior executives’ gender …

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 …

A Mixed Methods Study: Dimensions Of Cross-Cultural Professional Success: Experiences Of Western Women Living And Working In Eastern Cultures, Tami J. France

Antioch University Full-Text Dissertations & Theses

In this world of global interconnectedness women continue to develop cross-cultural careers and their experiences impact and influence global scholarship and practice. Through this study, the relationships, resources, and characteristics that support female expatriate success were explored, with additional focus on the role of mentor and coach relationships. The mixed-methods study was conducted using a sequential approach to research that began with one-on-one semi structured interviews with ten professional women from the United States and Canada working or formerly working in China and Hong Kong. A survey was designed based on the interview findings. Professional women from western countries working …

Comparable Worth In The Public Sector, Ronald G. Ehrenberg, Robert Smith

Ronald G. Ehrenberg

[Excerpt] At the theoretical level, we conclude that the case for comparable worth rests on the argument that the current distribution of female employees is based on discriminatory barriers which existing legislation have not broken down. If this argument is valid, the desirability of comparable worth depends upon one's perceptions of how the benefits it provides contrasts with the efficiency losses it induces. Given the trade-offs involved, ultimately one's position on comparable worth must depend on value judgments.

Comparable-Worth Wage Adjustments And Female Employment In The State And Local Sector, Ronald G. Ehrenberg, Robert S. Smith

Ronald G. Ehrenberg

Our paper simulates the likely effects of a comparable-worth wage-adjustment policy in the state and local sector on female employment in the sector. The simulation is based on estimates of within-occupation male/female substitution and across-occupation occupational employment substitution that we obtain using data from the 1980 Census of Population.

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 …

The Psychological Wellbeing Of Women Operating Mining Machinery In A Fly-In Fly-Out Capacity, Anne Bailey-Kruger

Theses: Doctorates and Masters

The present study aimed to address the gap in the current mining research by investigating women’s experiences of working in the mining industry in a “bluecollar” work role and the impact of fly-in fly-out (FIFO) mining on their wellbeing. An Interpretative Phenomenological Approach (IPA) was used as a framework to explore the experiences of 19 female machine operators through in-depth interviewing at one mineral mine site in Queensland, Australia. IPA analysis revealed three themes as identified by the participants. The first theme described how workplace barriers to job progression were salient issues for the women, particularly in respect to discrimination …

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 …

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 …

The 2010 Racial And Gender Report Card: National Basketball Association, Richard Lapchick, Christopher Kaiser, Christina Russell, Natalie Welch

Faculty Publications

The Institute for Diversity and Ethics in Sport (TIDES) at the University of Central Florida publishes the Racial and Gender Report Card to indicate areas of improvement, stagnation, and regression in the racial and gender composition of professional and college sports personnel and to contribute to the improvement of integration in front office and college athletics department positions. Each year the National Basketball Association (NBA) has made progress in almost all categories examined for both race and gender.

The NBA continues to set the standard for the industry as the leader on issues related to race and gender hiring practices. …

Human Resource Practices As Predictors Of Work-Family Outcomes And Employee Turnover, Rosemary Batt, P. Monique Valcour

Rosemary Batt

Drawing on a non-random sample of 557 dual- earner white collar employees, this paper explores the relationship between human resource practices and three outcomes of interest to firms and employees: work-family conflict, employees’ control over managing work and family demands, and employees’ turnover intentions. We analyze three types of human resource practices: work-family policies, HR incentives designed to induce attachment to the firm, and the design of work. In a series of hierarchical regression equations, we find that work design characteristics explain the most variance in employees’ control over managing work and family demands, while HR incentives explain the most …

Sexual Policy And The Military: A Need For A Primer On The Birds And The Bees, Ibpp Editor

International Bulletin of Political Psychology

This article describes some basic misconceptions about sex as explicated in the personnel and security policies of the United States Department of Defense (DOD).

Policy Guidelines On Sex For Security Bureaucracies, Ibpp Editor

International Bulletin of Political Psychology

This article provides policy guidelines for personnel managers within security bureaucracies on sexual dispositions.

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

L. A. Witt

No abstract provided.