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1 – 10 of over 8000
Article
Publication date: 21 January 2021

Michelle Russen, Mary Dawson and Juan M. Madera

The purpose of this study is to examine hotel managers’ perspectives on the promotion process of hotel employees based on the promoted employee’s gender, their perceived…

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Abstract

Purpose

The purpose of this study is to examine hotel managers’ perspectives on the promotion process of hotel employees based on the promoted employee’s gender, their perceived organizational justice and perceived gender discrimination against women. The moderating role of anti-male bias beliefs in the promotion process was examined.

Design/methodology/approach

The study adopted an experimental design (female vs male promoted) with a sample of 87 hotel managers. Data were analyzed using mediation and moderated mediation analyses.

Findings

The results indicated procedural and distributed justice mediates the effect of gender of the promoted employee on perceived gender discrimination against women. It was found that perceptions of anti-male bias moderate the relationship between gender of the promoted employee and distributed justice, demonstrating higher levels of perceived fairness within the organization when a female is promoted, especially when low levels of anti-male bias exist.

Practical implications

Many organizations may refrain from offering more promotional opportunities to women for fear of reverse discrimination. This research demonstrates that the organization will be perceived as fairer if it offers more opportunities to women, should create a stronger organizational culture and higher financial performance.

Originality/value

To the best of the authors’ knowledge, this paper is the first to address the gender inequity in promotional opportunities of hotel employees and demonstrate the overall benefit of combating such inequality. This is the first time that anti-male bias has been addressed in the hospitality context, suggesting the need for more research on reverse discrimination, especially in promotional situations.

Details

International Journal of Contemporary Hospitality Management, vol. 33 no. 1
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 1 June 2001

Mary A. Lemons and Coy A. Jones

Although companies spend millions of dollars each year in their attempts to comply with fair employment laws, many firms continue to have problems with employees who perceive…

7433

Abstract

Although companies spend millions of dollars each year in their attempts to comply with fair employment laws, many firms continue to have problems with employees who perceive unfair treatment in promotion decisions. Procedural justice refers to the perceived fairness or equity of the procedures used in making decisions regarding the distribution of rewards, such as promotion. Previous research indicates a positive relationship between procedural justice and organizational commitment, but these findings relate to the effect of unfair selection decisions on organizational commitment, instead of specifically focusing on justice perceptions in promotion decisions. Because employee perceptions of unfairness may result in negative consequences for organizations, the purpose of this study was to examine the significance of procedural justice in promotion decisions in predicting organizational commitment. Regression analysis results indicate a significant main effect of the perceived fairness of the promotion‐decision system on organizational commitment. Implications for research and practitioners are discussed.

Details

Journal of Managerial Psychology, vol. 16 no. 4
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 4 July 2016

Chris P. Long

The purpose of this paper is to describe how superior-subordinate conflicts stimulate managers to promote fairness. The theory proposes that managers’ efforts to apply social…

Abstract

Purpose

The purpose of this paper is to describe how superior-subordinate conflicts stimulate managers to promote fairness. The theory proposes that managers’ efforts to apply social controls (i.e. training and socialization activities that promote emotional connection and value congruence) moderate the influence of superior-subordinate conflicts on managers’ efforts to promote fairness. When conflicts are experienced by managers who apply social controls, those managers increase their efforts to promote fairness. Because managers who apply social controls need subordinates to endorse their directives, they promote fairness in the face of conflict to demonstrate that they manage subordinates in ways that are appropriate and deserving of their cooperation.

Design/methodology/approach

These ideas are tested in two studies: a survey of managers and their subordinates and a scenario-based experiment.

Findings

The results obtained from these studies demonstrate that when managers who apply social controls encounter superior-subordinate conflicts, they more actively work to fairly distribute rewards and responsibilities (i.e. promote distributive fairness) and accurately and consistently implement organizational procedures (i.e. promote procedural fairness).

Practical implications

This paper demonstrates how managers who are engaged in important sets of behaviors use fairness to address conflicts with their subordinates.

Originality/value

By identifying when superior-subordinate conflicts stimulate managers to promote fairness, this paper contributes to research on how individuals use fairness and controls together to maintain their positions of authority within social contexts (e.g. groups, units, organizations).

Details

Leadership & Organization Development Journal, vol. 37 no. 5
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 1 April 2006

Kiyoshi Takahashi

This study aims to focus on the incentive effects in Japanese organizations where job security is valued. In particular, the study seeks to investigate the relative strengths of…

12869

Abstract

Purpose

This study aims to focus on the incentive effects in Japanese organizations where job security is valued. In particular, the study seeks to investigate the relative strengths of the effects of wage and promotion incentives on employees' motivation.

Design/methodology/approach

A survey was conducted involving 1,823 Japanese employees working at the group companies of Toyota Motors. Multiple regression analyses were performed to separately analyze the effects on white‐collar (n=928) and blue‐collar (n=818) workers.

Findings

The results showed that both promotion and wages positively influence employees' work motivation. A comparison of the relative strengths of the effects reveals that fair promotion was a more powerful motivator than wage level and wage increase.

Originality/value

The reason why fairness in promotion was more effective than wage to motivate employees was discussed in light of the unique career system existing in Japanese companies and the agency problems between companies and their supervisors.

Details

Career Development International, vol. 11 no. 3
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 30 August 2022

M. Hazeen Fathima and C. Umarani

More attention should be paid to human resource management practices, as they play a vital role in the retention of the skilled workforce for improved competitive advantage and…

Abstract

Purpose

More attention should be paid to human resource management practices, as they play a vital role in the retention of the skilled workforce for improved competitive advantage and reduced skill shortage. This study aims to examine the impact of engineers' satisfaction regarding fairness in key human resource management practices such as performance management, compensation and pay, and employee relations on their intention to stay in Indian construction firms.

Design/methodology/approach

This research was undertaken using a questionnaire survey conducted among 230 engineers working in Indian construction firms. Data collection was done by using self-administered questionnaires. The quantitative analysis of the collected data was carried out. The constructs involved in the study were validated using factor analysis. The correlation and regression analyses were used to examine the relationship between engineers' satisfaction with fairness in human resource practices and their intention to stay.

Findings

Results showed that satisfaction with fairness in human resource practices, such as performance management and employee relations are positively related to engineers' intention to stay, whereas satisfaction with fairness in employee relation practices highly predicts engineers' intention to stay.

Originality/value

This study adds to the body of knowledge by examining the impact of engineers' satisfaction with fairness in human resource practices on their intention to stay in the Indian construction sector, which is an under-researched area. Satisfaction with fairness in employee relation practices is identified as the strongest predictor of engineers' intention to stay. The finding of the research could help construction companies develop human resource practices and policies to promote the retention of construction professionals, particularly engineers, who work for them.

Details

Employee Relations: The International Journal, vol. 45 no. 1
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 30 July 2008

Robert G. DelCampo and Donna Maria Blancero

The purpose of this paper is to investigate Hispanic business professionals’ perception of psychological contract fairness, perception of discrimination, and the influence of…

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Abstract

Purpose

The purpose of this paper is to investigate Hispanic business professionals’ perception of psychological contract fairness, perception of discrimination, and the influence of autonomous status judgments on these variables.

Design/methodology/approach

Participants were drawn from a sample of an association of Hispanic business professionals. The survey instrument was created from existing scales; validity and reliability were established in a pilot study. The survey was administered at two time intervals to 164 Hispanic business professionals. Data were analyzed using a multiple regression analysis.

Findings

There were significant relationships between Hispanic business professionals’ psychological contract fairness perceptions, and perceptions of discrimination and autonomous status. As the score for psychological contract fairness increased, the score for perception of discrimination decreased. As the score for psychological contract fairness increased, the score for perception of autonomous status increased.

Research limitations/implications

The sample for the study was a convenience sample and therefore may contain a self report bias.

Practical implications

By empowering Hispanic employees and giving them the resources to truly believe they are valued by the organization, individual outcomes such as productivity and satisfaction could be positively affected.

Originality/value

This study took a new approach to investigating the psychological contract over time and provided useful data on the global fulfillment argument. It created a new model for studying the interaction of mediating variables on the psychological contract and filled a gap in the present research on Hispanic perceptions of psychological contract fairness.

Details

Cross Cultural Management: An International Journal, vol. 15 no. 3
Type: Research Article
ISSN: 1352-7606

Keywords

Article
Publication date: 1 April 2006

John O. Okpara

The purpose of this study was to investigate the perceived gender differences in pay and promotion of bank managers in Nigeria, and how these differences affect job overall…

8494

Abstract

Purpose

The purpose of this study was to investigate the perceived gender differences in pay and promotion of bank managers in Nigeria, and how these differences affect job overall satisfaction of male and female bank managers in selected banks in Nigeria.

Design/methodology/approach

The population for this study comprised bank managers who were members of the Chartered Institute of Bankers of Nigeria. A total of 800 questionnaires were sent to potential respondents chosen from 50 banks. A total of 512 usable questionnaires were returned giving a response rate of 64 percent.

Findings

Results of this study indicate that a salary differential does exist between male and female bank managers in Nigeria. Male managers were more satisfied with their salary than their female colleagues. Results also indicated that there were gender differences in promotion. Male managers were overall more satisfied with their company promotion policies than their female counterparts.

Research limitations/implications

This research is limited to the banking industry. Thus, the results cannot be generalized to other industrial sectors of the economy. This study needs to be replicated in other organizations using the same method.

Practical implications

The study offers practical suggestions to the banking industry and human resources managers on how to recruit, pay, promote and retain women managers as well as to maintain gender equity in the industry.

Originality/value

The study examines gender related issues in a developing economy this is under‐researched area. It offers recommendations on how to provide opportunities for women to excel in the banking industry in a developing economy.

Details

Women in Management Review, vol. 21 no. 3
Type: Research Article
ISSN: 0964-9425

Keywords

Article
Publication date: 1 November 1996

Terri A. Scandura, Paul Munter and Andre de Korvin

Promotions are an important aspect of the careers in managerial accounting. Review of the literature on promotions reveals that the decision‐making process is open to bias due to…

Abstract

Promotions are an important aspect of the careers in managerial accounting. Review of the literature on promotions reveals that the decision‐making process is open to bias due to characteristics of ratees and raters, as well as possible political influences. Such flawed decision making may be due in part to the inherent ambiguity in rating performance of managers. Rough set rules are developed from an decision‐making example in which performance data is used in the decision to promote managers. Implications of incorporating these rules into expert systems used for promotions decisions are presented.

Details

Managerial Finance, vol. 22 no. 11
Type: Research Article
ISSN: 0307-4358

Article
Publication date: 21 March 2016

Sharmila Jayasingam, Muhiniswari Govindasamy and Sharan Kaur Garib Singh

This study aims to examine factors that may influence affective organizational commitment among knowledge workers. The five final factors considered in this study include…

1862

Abstract

Purpose

This study aims to examine factors that may influence affective organizational commitment among knowledge workers. The five final factors considered in this study include knowledge-sharing culture, autonomy, workplace value identity, promotion practices and, finally, management support. Gender was included as the moderator for the aforementioned relationships.

Design/methodology/approach

A sample of 522 knowledge workers from manufacturing, retail and service sector anonymously completed a structured questionnaire that included measures of the variables of this study. Hierarchical regression was used to test the hypotheses.

Findings

The findings provide evidence on the possible factors that organizations need to focus on and improvise to ensure the “want to remain in the organization” sentiment is enhanced among knowledge workers. Workplace value identity and knowledge-sharing culture were identified as the pertinent factors in influencing affective commitment. Gender was found to moderate the relationship between unfair promotion practice, knowledge-sharing culture and affective commitment.

Research limitations/implications

One obvious limitation is that the sample of this study is sourced from a pool of knowledge workers. This limits our ability to conduct a comparative analysis with non-knowledge workers. Hence, future research could expand the model of this study to compare these relationships among knowledge and non-knowledge worker.

Practical implications

Understanding the impact of these factors in a knowledge-based context helps firms prioritize and focus on important factors that can improve the level of affective commitment among knowledge workers. Doing so facilitates knowledge retention and prevents loss of knowledge.

Originality/value

From a knowledge-based view, this paper identified factors that play an important role in retaining knowledge workers through enhanced affective commitment. With the changing workforce, the findings of this study show how knowledge-sharing culture and achievement orientation dominate affective commitment in a knowledge-based context.

Article
Publication date: 1 March 2001

Jeanne M. Flavin and Richard R. Bennett

Over the past two decades, the growing number of women entering the police profession has challenged the historic male dominance of the occupation. Research from the USA and the…

1289

Abstract

Over the past two decades, the growing number of women entering the police profession has challenged the historic male dominance of the occupation. Research from the USA and the UK has examined whether men and women police differ in their assessments of working conditions, occupational opportunities, and other aspects of police work. To date, however, no attempt has been made to conduct a quantitative study of gender across socio‐political contexts or to assess the applicability of models constructed in those two countries to Caribbean nations. This study employs survey data from a sample of police constables and their immediate supervisors in three Caribbean nations. The survey queried 1,237 constables and supervisors. A total of 11 per cent of the respondents were women. Constables were asked about various aspects of policing, working conditions, and the nature of their duties. The questions were based on 24 constructs evaluated in the US and UK literatures. Few differences between genders emerged from comparisons within nations, although such differences have been documented in the USA and UK. These findings suggest that gender models used in developed nations do not necessarily explain differences in developing nations. Differences were observed across the three nations, however. Implications for future research on gender and policing are discussed.

Details

Policing: An International Journal of Police Strategies & Management, vol. 24 no. 1
Type: Research Article
ISSN: 1363-951X

Keywords

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