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1 – 7 of 7Larry Martinez, Isaac Sabat, Enrica Ruggs, Kelly Hamilton, Mindy Bergman and Kelly Dray
Although allies have been shown to be effective at helping to ignite positive change for marginalized groups, the literature on ally identity development is fragmented.
Abstract
Purpose
Although allies have been shown to be effective at helping to ignite positive change for marginalized groups, the literature on ally identity development is fragmented.
Design/methodology/approach
We draw from developmental, contextual, and identity theories to review the existing literature and focus squarely on the ally experience, resulting in a synthesized process-based conceptualization of ally identity development.
Findings
At each stage, we discuss intrapersonal experiences individuals are likely to have internally, interpersonal experiences that are likely to occur with others, and catalysts for progression to subsequent stages. In doing so, we outline the multilevel factors that influence and are influenced by ally development in hopes of identifying what motivates or dissuades individuals from becoming more active allies.
Originality/value
We provide practitioners and scholars with a deeper understanding of the organizational and societal benefits associated with allyship behaviors, as well as tools for increasing their presence within organizations.
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David F. Arena Jr., Kristen P. Jones, Alex P. Lindsey, Isaac E. Sabat, Hayden T. DuBois and Shovna C. Tripathy
The authors aim to broaden the understanding of incivility through the lens of bystanders who witness incivility toward women. Integrating attributional ambiguity and emotional…
Abstract
Purpose
The authors aim to broaden the understanding of incivility through the lens of bystanders who witness incivility toward women. Integrating attributional ambiguity and emotional contagion theories with the literature on workplace mistreatment, the authors propose that witnessing incivility toward women may negatively impact bystanders.
Design/methodology/approach
The authors collected multi-wave data from 324 employees to assess the consequences of witnessing incivility toward women at work for bystanders.
Findings
Utilizing a serial mediation model, the authors found evidence that witnessing incivility toward women indirectly increased turnover intentions six weeks later, first through elevated negative affect and then through increased cognitive burnout.
Originality/value
Taken together, this study's findings suggest that the negative effects of incivility toward women can spread to bystanders and highlight the importance of considering individuals who are not directly involved, but simply bear witness to incivility at work.
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Isaac Emmanuel Sabat, Whitney Botsford Morgan, Kristen Price Jones and Sarah Singletary Walker
The authors aims to use stigma theory to predict and test a model wherein a person’s stage of pregnancy influences their workplace outcomes associated with pregnancy concealment…
Abstract
Purpose
The authors aims to use stigma theory to predict and test a model wherein a person’s stage of pregnancy influences their workplace outcomes associated with pregnancy concealment behaviors.
Design/methodology/approach
The authors tested the model using two separate survey studies, examining these relationships from the perspectives of both the pregnant employees and their supervisors.
Findings
The authors find support for the model across both studies, showing that concealment of a pregnant identity predicts increased discrimination, but only for those in later stages of pregnancy.
Originality/value
To the best of the authors’ knowledge, this is the first study to examine how one’s stage of pregnancy impacts identity management outcomes. This is important given that pregnancy is an inherently dynamic stigma that becomes increasingly visible over time.
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Jennifer Griffith, Mary Fran T. Malone and Christine M. Shea
Bystander intervention mitigates the negative impact of bias incidents in the workplace. However, intervention tends to be viewed as binary: intervention occurred or it did not…
Abstract
Purpose
Bystander intervention mitigates the negative impact of bias incidents in the workplace. However, intervention tends to be viewed as binary: intervention occurred or it did not. Consequently, research has focused on conditions under which witnesses of bias incidents choose to intervene, and less is known about how witnesses may intervene. This paper elucidates the intervention behavior choices available to witnesses of bias incidents and develops a bystander intervention behavior (BIB) scale.
Design/methodology/approach
To develop the scale, the authors used the three-phased act frequency methodology. In phase I, the authors surveyed faculty who had both witnessed a bias incident and seen someone intervene to address it. The authors asked these faculties to list the observed bystander intervention behaviors they had personally observed. In Phase II, different survey respondents and subject matter experts assessed the prototypicality of each of the behaviors in relation to the concept of bystander intervention. In phase III, the authors tested the validity and reliability of the resulting 18-item scale and assessed the ability of bystander intervention behavior to mitigate the negative impact of bias incidents on the academic workplace.
Findings
The BIB scale consists of two theoretically derived, empirically validated and reliable dimensions; it can be used as a summary score to evaluate the extent to which colleagues intervene indirectly and directly when a bias incident occurs in the academic workplace.
Originality/value
This scale is valuable in advancing efforts to mitigate the negative effect of bias in the workplace and training colleagues to intervene in various ways when bias occurs.
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Previous research assumes that informal communication may be highly relevant for organizations, but little is known about its actual relevance for employees or its functions and…
Abstract
Purpose
Previous research assumes that informal communication may be highly relevant for organizations, but little is known about its actual relevance for employees or its functions and effects. The article aims to examine functions, types and effects of informal communication in organizations.
Design/methodology/approach
Research on internal communication usually focuses on formal strategic communication with or among employees. Informal communication between employees in organizations has received far less attention, although a great deal of communication in organizations is informal. Therefore, the present study analyses informal communication in organizations. The authors conducted a quantitative online survey of employees working for different organizations in Germany.
Findings
The authors show that five types of employee can be differentiated regarding their informal communication behavior: the chatterer, the focuser, the strategist, the small-talker and the networker. Moreover, the study demonstrates that informal communication significantly increases employees' perceptions of being informed, as well as their affective commitment, both of which increase job satisfaction. Finally, results show that informal communication does not decrease employees' productivity, but instead helps them to carry out their jobs more effectively.
Originality/value
Although previous studies indicate that a large part of the communication among employees within an organization is informal, research has rarely dealt with this phenomenon, instead focusing especially on formal communication. This is one of the first papers that focuses on informal communication among employees using quantitative survey data.
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Loliya Agbani Akobo and Jim Stewart
The existing gender gap in the workplace, that affects job satisfaction and career advancement of women, creates a need to understand further the causes and effects of the gender…
Abstract
Purpose
The existing gender gap in the workplace, that affects job satisfaction and career advancement of women, creates a need to understand further the causes and effects of the gender gap phenomenon. Although, there are many challenges that affect women’s job satisfaction and advancement in the workplace, this paper aims to investigate work–life balance using multiple theoretical lenses.
Design/methodology/approach
In total, 15 semi-structured interviews were conducted with women from Nigeria and Ghana residing in the UK, they were selected using a purposive sampling method.
Findings
The findings show four main factors that explain the choices these women make in relation to work–family. These are cultural sensitivities, current phase in family and work–life, personality types and other influences such as policies and financial commitment. Results also show how these women make these work–family choices using networks and services.
Practical implications
The paper postulates the need for organisation’s to pay attention to the acculturation and enculturation of these women, which would indicate observing their cultural behaviour’s, values, knowledge and identities to understand how they integrate, assimilate and to also prevent separation and marginalisation. In addition, the use of (internal and external) networks as support systems for these women can create the opportunity for informal learning. Finally, organisation’s should create structure that support workplace learning and should include activities such as decision-making, communication, career advancement planning and flexible work patterns.
Originality/value
This study contributes to theory using multiple theories (work-family, gender inequality and Theories X and Y in explaining the work–family construct of women of African origin in the UK.
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Jacquie McGraw, Rebekah Russell-Bennett and Katherine M. White
The purpose of this paper is to investigate the role of masculine identity in generating value destruction and diminished well-being in a preventative health service.
Abstract
Purpose
The purpose of this paper is to investigate the role of masculine identity in generating value destruction and diminished well-being in a preventative health service.
Design/methodology/approach
This research used five focus groups with 39 Australian men aged between 50 and 74 years. Men’s participation in the National Bowel Cancer Screening Program informed the sample frame. In total, 12 Jungian male archetypes were used to identify different masculine identities.
Findings
Thematic analysis of the data revealed three themes of masculinity that explain why men destroy value by avoiding the use of a preventative health services including: rejection of the service reduces consumer disempowerment and emasculation, active rejection of resources creates positive agency and suppressing negative self-conscious emotions protects the self.
Research limitations/implications
Limitations include the single context of bowel cancer screening. Future research could investigate value destruction in other preventative health contexts such as testicular cancer screening, sexual health screening and drug abuse.
Practical implications
Practical implications include fostering consumer empowerment when accessing services, developing consumer resources to create positive agency and boosting positive self-conscious emotions by promoting positive social norms.
Originality/value
This research is the first known study to explore how value is destroyed in men’s preventative health using the perspective of gender identity. This research also is the first to explore value destruction as an emotion regulation strategy.
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