Organizational Behavior and Theory Commons^™

Through The Lens Of Clarity: Perceived Organizational Tightness Boosts Creativity For Men, But Not For Women, Grace J. H. Lim, Roy Y. J. Chua

Research Collection Lee Kong Chian School Of Business

A commonly held perspective in the cultural tightness literature is that cultural tightness tends to negatively impact creativity. Yet some findings indicate that this relationship is not strictly negative and that a more nuanced perspective should be considered. Drawing on social information processing (SIP) theory and social role theory, we build theory on how the perception of organizational cultural tightness can increase creativity for some employees, but not for others. Specifically, we propose that perceived organizational tightness—the extent to which one perceives that an organization is characterized by strong norms and sanctions for deviation—increases clarity on creativity evaluation standards and …

From Awareness To Action: Exploring The Behavioral Gap In Green Computing Among Surveyed University Students In Tanzania, Victor G. Wilson

Business Management Review

As digital technologies become increasingly embedded in higher education, promoting environmentally responsible computing practices has become an important sustainability and management concern. This study applies the Norm Activation Model (NAM) to examine green computing behavior among university students in Tanzania. Drawing on responses from 868 students across science, education, and business programs, the study investigates how Awareness of Consequences, Ascription of Responsibility, and Personal Norms influence green computing behaviors. Hierarchical regression analysis was used to assess both the explanatory power of the NAM variables and the selective moderating roles of gender and academic program. Findings reveal that both awareness and …

Psychological Safety And Belonging In High-Risk Search And Rescue Teams: A Mixed-Methods Study, Sarah Seiler

Antioch University Dissertations & Theses

Wilderness search and rescue (SAR) volunteers and teams are essential for the safety of outdoor adventurers, and yet, organizational culture has not been studied closely within this population. While extensive research is available regarding psychological safety in corporate and healthcare environments, the role of psychological safety in high reliability teams, like wilderness SAR, is limited. Organizational belonging is a burgeoning research area that has yet to be explored in wilderness SAR. This mixed methods phenomenological study increased the understanding of the experience of psychological safety and organizational belonging in wilderness SAR volunteers. Initial quantitative statistical analysis that utilized t-tests, correlation …

On The Trajectory Of Discrimination: A Meta-Analysis And Forecasting Survey Capturing 44 Years Of Field Experiments On Gender And Hiring Decisions, Michael Schaerer, Christilene Du Plessis, My Hoang Nguyen, Robbie C. M. Van Aert, Leo Tiokkin, Daniel Lakens, Elena G. Clemente, Thomas Pfeiffer, Anna Dreber, Magnus Johannesson, Cory J. Clark

Research Collection Lee Kong Chian School Of Business

A preregistered meta-analysis, including 244 effect sizes from 85 field audits and 361,645 individual job applications, tested for gender bias in hiring practices in female-stereotypical and gender-balanced as well as male-stereotypical jobs from 1976 to 2020. A “red team” of independent experts was recruited to increase the rigor and robustness of our meta-analytic approach. A forecasting survey further examined whether laypeople (n = 499 nationally representative adults) and scientists (n = 312) could predict the results. Forecasters correctly anticipated reductions in discrimination against female candidates over time. However, both scientists and laypeople overestimated the continuation of bias against female candidates. …

Mentoring Women Entrepreneurs: Perceived Needs And Benefits, David W. Whitlock, Ashley J. Hampton, Kitty Campbell

Journal of Business & Entrepreneurship

Women entrepreneurs are a rapidly growing demographic. Mentoring is a recurring theme in the literature as a valuable contribution in helping women entrepreneurs succeed. The roles of mentoring as well as the literature of mentoring relationships is presented, followed by a study in which the demand and perceived benefit for mentoring was conducted among women currently engaged or self-identified as aspiring small business owners and entrepreneurs. Women who participated a conference for female entrepreneurs, jointly sponsored by Southeastern Oklahoma State University and the Oklahoma Small Business Development Center, were surveyed. The survey consisted of five sections: the first gathered respondent’s …

Servant Leadership, Followers Job Satisfaction, Empowerment And Performance: The Moderating Effect Of Gender, Sina Eslamdoust, Sasan Mahmoudinazlou

Business Analytics Faculty Publications

Leadership is the skill and art of inspiring an organization’s followers to carry out their duties with passion to achieve the organization’s objectives and cultivate group development. Referring to the golden age and context of globalization, technological boost, and socioeconomic prosperity, contemporary organizations have experienced drastic changes over the past decades. These revisions have presented management with unexpected challenges that have forced them to pursue new routes in organizational leadership and management. Nowadays, leadership theorists have put more attention and emphasis on humility and servility in the leadership context. Servant leadership is a blossoming new research field and leadership paradigm …

F Is For Feminism: Mainstreaming Feminist Leadership In Academic Libraries, Shana Higgins

Library Faculty Publications & Presentations

Gender and whiteness structure library work in ways that continue to lack sustained critical attention, particularly in the research literature on library leadership and management. In 2020 just over 83% of librarians identified as women and as white, non-Hispanic. And 78.6% of library technicians and assistants identified as white, non-Hispanic. These demographics make librarians a slightly less diverse workforce than other professionals in educational jobs. Despite being a female-intensive and overwhelmingly white profession, the scholarship on leadership and management published in mainstream library and information science journals (LIS) rarely employs explicitly feminist frameworks or perspectives. By using critical feminist analyses …

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 …

Three Lenses Of Contrapower Sexual Harassment, Michael L. Ekema

Dissertations, Theses, and Capstone Projects

Contrapower sexual harassment refers to sexual harassment incidents where the perpetrator has less formal power within the organization than the person being victimized. Although the potential for inverse power dynamics were already identified in the early stages of sexual harassment research, the prevalence and antecedents of contrapower sexual harassment have rarely been examined. In addition, prior sexual harassment research has overwhelmingly prioritized gender as the focal variable of interest. This dissertation seeks to contribute to the literature on workplace incivility, organizational deviance, and counterproductive work behaviors by looking at contrapower harassment through three different lenses: The perspective of harassment targets, …

Theorizing Gender In Social Network Research: What We Do And What We Can Do Differently, Raina Brands, Gokhan Ertug, Fabio Fonti, Stefano Tasselli

Research Collection Lee Kong Chian School Of Business

We review the ways in which gender is theorized in social network research and propose an alternative approach for future research to consider. To assess “what we do,” we undertake an evaluative review. In that review, we first examine how gender is typically theorized in structural approaches to social network research. Then, in greater detail, we review social network research that affords more diversity into such theorizing. We organize this more detailed review around a framework that is based on the level of analysis at which the implications of gender are invoked (cognitive, behavioral) and the focus of relational mechanisms …

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 …

How Employees Learn To Speak Up From Their Leaders: Gender Congruity Effects In The Development Of Voice Self-Efficacy, Thomas Taiyi Yan, Subrahmaniam Tangirala, Abhijeet K. Vadera, Srinivas Ekkirala

Research Collection Lee Kong Chian School Of Business

Voice-or the expression of ideas, concerns, or opinions on work issues by employees-can help organizations thrive. However, we highlight that men and women differ in their voice self-efficacy, or the personal confidence in formulating and articulating work-related viewpoints. Such differences, we argue, can impede women's voice from emerging at work. Drawing on social cognitive theory (SCT), we propose that women tend to develop greater voice self-efficacy and thereby speak up more when they have the opportunity to observe female rather than male leaders speak up. Hence, we point to the potential absence of women leaders who can role model speaking …

A Text Analysis Of Meaning In Research On Gender, Language, And Leadership, Samantha Faith Weissrock

Walden Dissertations and Doctoral Studies

Focusing on gender and leadership research, the purpose of the study was to examine discursive messages used in research text regarding gendered leadership to explore the phenomenon of word usage and language structure. The study employed critical discourse analysis as the framework and methodology, a specific cross discipline approach to discourse analysis primarily concerned with language’s innate ability to change and take on new meaning over time. Leveraging texts available in scholarly, peer-reviewed publications dedicated to the intersection of gender and leadership in juxtaposition to the final issue of the same publication have previously focused on intersection of women in …

Gender-Based Characteristics Of Micro, Small And Medium-Sized Enterprises In An Emerging Country: Is This A Man’S World?, Angelica Maria Sanchez-Riofrio, Nathaniel C. Lupton, Segundo Camino-Mogro, Álvaro Acosta-Ávila

Faculty Research, Scholarly, and Creative Activity

Purpose: Worldwide, Ecuador is one of the countries with the most entrepreneurial activity from micro, small and medium-sized enterprises (MSMEs). However, the effect of adopting the US dollar (dollarization), over which the central bank has no control, combined with being mainly an exporter of primary products, as well as strategic currency devaluation by neighboring economies, has created a difficult situation, especially for Ecuadorian women’s MSMEs. This paper aims to study the relationship between female ownership and Ecuadorian MSMEs’ financial, economic and social outcomes.

Design/methodology/approach: The authors compile a near-population panel of 617,804 firm-year observations representing an unbalanced panel of 112,917 …

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 …

Gender Differences In Self-Attribution And Overconfidence In Financial Decisions, Aine M. Ford

Student Publications

Behavioral finance and the study into biases is a rapidly increasing area of interest for finance professionals and academics alike. Understanding the sources of overconfidence and the self-attribution bias from a gendered framework can provide insight for managers and industry leaders to insulate their firms from underperformance losses due to these biases. Education and relevant financial experience are key controllable variables that impact overconfidence and self- attribution. Using a survey sent to around 130 students and finance professionals, gender, education, and relevant experience were tested against overconfidence and self-attributional scores to determine if there were any meaningful relationships. The results …

The Impact Of Adaptive Learning In Principles Of Microeconomics, Doris S. Bennett, Cynthia S. Mccarty, Michael S. Carter

Southwestern Business Administration Journal

Abstract

The spread of Covid-19, which forced almost all learning to move to online in March, 2020, abruptly increased the number of undergraduates taking at least one online course by approximately 177% between the fall of 2019 and the spring of 2020 (Koksal, 2020; Carey, 2020; National Center for Education Statistics, 2020). Even without the Covid-19 disruption, online education has become increasing prevalent due to the decreasing allocation of resources to higher education and the pressure on college administrators to make a college education effective, affordable, and accessible for more students. Originally online instruction differed from in-class instruction only be …

Non-Governmental Organizations And Rural Development In Andhra: Challenging Or Reinforcing Social Hierarchies?, Anusha Chaitanya

Graduate Doctoral Dissertations

This research examines how non-governmental organizations (NGOs) working on rural development in Andhra are structured to challenge or reinforce existing hierarchies in the society based on caste and gender, by focusing on NGO leadership. The right to equality as a fundamental right in the Constitution of India recognizes forms of inequality based on caste and gender. This right is significant to note because while most studies on NGOs focus on poverty as the central problem in a neo-liberal state (Dempsey, 2009; Fisher, 1997; Mercer, 2002; Tembo, 2003), they remain incomplete without considering socio-economic factors. These factors not only affect the …

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. …

Pressure To Be Creative: How Employees Respond To Organizational Creativity Pressure, Hye Jung Eun

Dissertations and Theses Collection (Open Access)

Creativity and innovation are vital for organizational growth and success, driving many organizations to increase pressure for employee creativity. Yet, researchers have neglected investigating how employees respond to creativity pressure at the workplace. This dissertation introduces and develops a new scale for the concept of organizational creativity pressure – the pressure on employees to continually develop novel and useful ideas and solutions. The scale is further validated through extensive assessment of content and construct validity, empirically differentiating the construct from similar others such as performance pressure and support for creativity.

Drawing on the transactional theory of stress (Lazarus & Folkman, …

Leadership Styles Of Millennials And Organizational Effectiveness In Business Consulting Organizations In Lebanon, Hiba Hamade

Walden Dissertations and Doctoral Studies

AbstractThe engagement of millennials in organizations today is growing fast, and they are expected to be major change makers in organizations by 2025. The purpose of this quantitative study was to explore how leadership styles of millennials and gender influence organizational outcomes in terms of extra effort, effectiveness, and satisfaction in business consulting organizations in Lebanon. The theoretical framework was based on the full range leadership model developed by Bass and Avolio. This model focuses on three different leadership styles: transformational, transactional, and laissez-faire. Organizational outcomes is a composite of three subscales including extra effort, satisfaction, and effectiveness. This quantitative …

Puerto Rico School Administrators’ Authentic Leadership And Turnover Intent Moderated By Supervisor Support, Cristal Vazquez Davila

Walden Dissertations and Doctoral Studies

The turnover rates of Puerto Rican high school teachers continue to increase and have an adverse effect not only on the quality of education but also on the budget of Puerto Rico’s Department of Education (PRDE). By examining the factors of perceived supervisor support and authentic leadership influencing teachers’ turnover intentions, steps can be taken to reduce the turnover rates. The purpose of this study was to examine the relationship between school administrators’ authenticity and the turnover intentions of a sample of high school teachers employed by the PRDE. The framework was based on social exchange theory, authentic leadership theory, …

The Effect Of Gender-Diversity Training On Perceived Organizational Justice, Lauran Star Raduazo

Walden Dissertations and Doctoral Studies

The purpose of this quantitative study was to examine gender-diversity training content and design and their effect on employees perceived organizational justice. A total of 205 employees specializing in science, technology, engineering, mathematics, and finance (STEM&F) participated in this study. A quantitative quasi-experimental study design occurred with a baseline, posttraining, and 2-month final follow-up. A mixed ANOVA was run to test for mean differences for Colquitt’s Organizational Justice Scale (COJS) overall and subscale scores. Baseline, posttraining, and final scores were compared by intervention and control group. There was a statistically significant interaction within intervention between time and groups (F(2,406) = …

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 …

Across The Great Divides: Gender Dynamics Influence How Intercultural Conflict Helps Or Hurts Creative Collaboration, Roy Y. J. Chua, Mengzi Jin

Research Collection Lee Kong Chian School Of Business

Collaborating across cultures can potentially increase creativity due to access to diverse ideas and perspectives, but this benefit is not always realized. One reason is that the conflict that arises in intercultural creative collaboration is a double-edged sword and how it is managed matters. In this research, we examine how the gender of collaborating dyads influences the link between intercultural conflict (task and relationship) and creative collaboration effectiveness. Through two studies (a laboratory study and a field survey), we found that intercultural task conflict has a negative effect on creative collaboration in men dyads but a positive effect on creative …

Gender Ideology And Impressions Toward Opposite-Gendered Coworkers, Pamela Singleton

Walden Dissertations and Doctoral Studies

To achieve organizational effectiveness, leaders must examine what impacts productivity, such as workplace equality for women hindered to the point of exclusion and discrimination. The purpose of this correlational study was to determine if gender ideology, as the predictor variable, and male and female impressions toward an opposite-gendered coworker, as the criterion variable, predicts an individual's impressions toward an opposite-gendered coworker, in alignment with gender role theory. The Gender Role Ideology measure was used to assess perceptions about appropriate roles for men and women, and Coworker Resource Scale was used to assess the nature of coworker relationships among 203 middle- …

The Impact Of #Metoo: A Review Of Leaders With Supervisor Power On Employee Motivation, Mary Kovach

The Journal of Values-Based Leadership

This manuscript intends to advance existing research, specifically, in gender dissimilar supervisor-employee workplace dyads by integrating #MeToo with our existing knowledge concerning supervisor power and employee motivation. With the #MeToo movement re-energized in 2017, power in leadership positions was redefined. As a result, power held by a supervisor is likely to influence outcomes based on gender and the employees’ source of motivation. Supervisors who believed they were successful through influence were more likely to exhibit power to achieve success. However, employees’ source of the motivation was a moderating factor in those outcomes. Meaning, outcomes were dependent on the type of …

Organizations And Societal Economic Inequality: A Review And Way Forward, Hari Bapuji, Gokhan Ertug, Jason D. Shaw

Research Collection Lee Kong Chian School Of Business

We review research on the organizational causes (how do organizations contribute?) and consequences (how are organizations affected?) of economic inequality. Our review of 151 conceptual and empirical articles indicates that organizational research on economic inequality encompasses a wide range of topics at multiple levels of analysis, but also that this broad-scope literature exhibits conceptual ambiguities and lacks overarching organizing frameworks. To address these two issues, we develop an organizational perspective on economic inequality and clarify it as uneven distribution in the endowment and/or access to resources in a society, which manifests in differential abilities and opportunities to engage in value …

Gender, Emotional Displays And Negotiation Outcomes, Horacio Arruda Falcao Filho

Dissertations and Theses Collection (Open Access)

This paper examined whether positive and negative emotional displays influenced negotiation outcomes (value creation and claiming) differentially for female and male negotiators. Also considered was how negotiation dyad gender composition might affect value creation and claiming. I examined recordings from a negotiation exercise (N = 194). Results revealed that when females expressed negative emotions significantly reduced value claiming on the part of those female negotiators. However, the effects of expressing positive emotions on negotiation outcomes did not vary by negotiator gender. The findings suggest that female negotiators do not need to be positive but only need not be negative to …