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1 – 10 of over 34000Shahnaz Aziz, Christina Pittman and Karl Wuensch
The purpose of the current study was to examine the relationships among workaholism, organizational citizenship behaviors (OCBs) and gender role beliefs.
Abstract
Purpose
The purpose of the current study was to examine the relationships among workaholism, organizational citizenship behaviors (OCBs) and gender role beliefs.
Design/methodology/approach
Data were collected, through administration of an online survey, from 409 faculty and staff at a large Southeastern university.
Findings
Workaholism and OCBs were negatively related. Additionally, both feminine and masculine role beliefs were associated with OCBs.
Research limitations/implications
Future researchers may benefit from examining a sample outside an educational institution.
Social implications
As our society continues to change, gender role beliefs will become less restricted to our biological genders and it will become essential for organizations to understand how they relate to work behavior (e.g. OCBs). Namely, androgyny may be a desirable trait for employees.
Originality/value
This is the first study to investigate the relationships among workaholism, OCBs and gender role beliefs.
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Ann Hergatt Huffman, Kristine J. Olson, Thomas C. O’Gara Jr and Eden B. King
The purpose of this paper is to investigate the part that gender roles play in fathers’ work-family experiences. The authors compared two models (gender role as a correlate and as…
Abstract
Purpose
The purpose of this paper is to investigate the part that gender roles play in fathers’ work-family experiences. The authors compared two models (gender role as a correlate and as a moderator) and hypothesized that gender role beliefs play an important factor related to fathers’ experiences of work-family conflict.
Design/methodology/approach
Participants completed an online survey that consisted of questions related to work and family experiences. The final sample consisted of 264 employed, married fathers.
Findings
Results showed a relationship between traditional gender role beliefs and number of hours spent at work and at home. Additionally, number of work hours was related to time-based work-to-family conflict, but not strain-based work-to-family conflict. The results supported the expectation that work hours mediate the relationship between a father's traditional gender role beliefs and time-based work-to-family conflict.
Research limitations/implications
Limitations of this study include the use cross-sectional and self-report data. Future research might want to expand the theoretical model to be more inclusive of fathers of more diverse demographic backgrounds, and assess the model with a longitudinal design.
Practical implications
A key theoretical implication gleaned from the study is that work-family researchers should include the socially constructed variable of gender roles in their work-family research. Findings provide support for the contention that organizations need to ensure that mothers’ and fathers’ unique needs are being met through family-friendly programs. The authors provide suggestions for specific workplace strategies.
Originality/value
This is one of the first studies that focussed on fathers’ experiences of the work-family interface. The results clarify that traditional gender role beliefs give rise to fathers’ gendered behaviors and ultimately work-family conflict.
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The purpose of this paper is to investigate the influence of religious entrepreneurs on bank loans and further examine the moderating effect of entrepreneurial gender.
Abstract
Purpose
The purpose of this paper is to investigate the influence of religious entrepreneurs on bank loans and further examine the moderating effect of entrepreneurial gender.
Design/methodology/approach
In 2010, the Chinese national survey reported the different religious beliefs of private entrepreneurs. Using this set of survey data, the authors obtain a sample of 4,330 Chinese family firms and employ the Tobit regression approach to examine the relationship between the amount of bank loans and the religious background of entrepreneurs. In addition, the authors use the propensity score matching approach to address the endogeneity issue.
Findings
Based on the data from the 2010 national survey, the authors document that the amount of bank loans is significantly higher for Chinese family firms with religious entrepreneurs than for their counterparts. This finding suggests that religious individuals are inclined to be more ethical and honest and Chinese family firms with religious entrepreneurs transfer soft information to banks, and eventually lenders favor religious entrepreneurs with more bank loans. Moreover, the authors reveal that the amount of bank loans is significantly larger for firms with female entrepreneurs than for those without female entrepreneurs. In addition, entrepreneurial gender attenuates the positive relationship between religious entrepreneurs and bank loans.
Originality/value
This study is one of few studies to examine the influence of an entrepreneur’s religious belief on bank credit decisions and adds to previous studies about religious influence on corporate behavior by revealing a positive association between religious entrepreneurs and bank loans. Moreover, this study validates that female entrepreneurs exert positive effects on the amount of bank loans and attenuate the positive influence of religious entrepreneurs on bank loans.
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Maria João Guedes, Pankaj C. Patel and Sara Falcão Casaca
This study aims to analyze the interplay between male and female board members’ beliefs about women’s competence to fill board positions (valence), the perceived benefits of a…
Abstract
Purpose
This study aims to analyze the interplay between male and female board members’ beliefs about women’s competence to fill board positions (valence), the perceived benefits of a greater gender-balanced boardroom (value) and the significance attributed to the gender quota law as a relevant instrument in eliciting change in board composition.
Design/methodology/approach
Looking through the lens of expectancy-value theory, the authors investigate whether the perceived benefits of a gender quota law mediate the path between the beliefs about women’s competence to become board members and the perceived benefits of a greater gender-balanced representation in the boardroom. In addition, the authors investigate whether female and male board members share the same beliefs about a gender-balanced representation.
Findings
The results show that there are differences in beliefs about women’s competencies to become board members and the perceived benefits of a greater gender-balanced boardroom. Female board members hold stronger beliefs on the competence of women to fill board positions and, thus, assign greater importance to the gender quota law, which, in turn, impacts the greater significance attributed to equal representation of women in the boardroom.
Practical implications
The findings shed new light on the debate concerning gender quotas aimed at promoting gender-balanced boardrooms by pointing out that differences in value expectations between male and female board members may prevent intraboard gender-equal dynamics.
Originality/value
The study contributes to the literature by adding new insights on how male and female board members perceive the value of legally bound gender quotas, in association with their beliefs about women’s competence to fill board positions (valence) and their expectations in terms of the beneficial outcomes of a more gender-balanced board composition.
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This paper explores gendered beliefs about the Glass Ceiling (GC) using a new measure, the “Career Pathway Survey” CPS, in an under-researched country, Egypt.
Abstract
Purpose
This paper explores gendered beliefs about the Glass Ceiling (GC) using a new measure, the “Career Pathway Survey” CPS, in an under-researched country, Egypt.
Design/methodology/approach
Data were collected from 438 employees in Egypt. Participants completed the CPS and other demographic and work measures. The CPS tests four GC beliefs: denial, resilience, acceptance and resignation.
Findings
Factor analysis validated the configuration of the four factors of the CPS. Descriptive tests showed the female sample with resignation belief, whereas male sample views their females counterparts as resilient. The chi-squared test showed differences in beliefs with different age groups, education level, marital status, number of children, job contracts, job tenure and managerial levels. Moreover, there are evidences of more intensive GC barriers in male-dominant organizations.
Originality/value
This paper is the first to: re-validate the CPS measure, examine demographic and work factor roles and the CPS, test CPS on a male sample and analyse differences between male and female beliefs according to gender-dominated sectors.
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Tavleen Kaur Dhandra and Hyun Jung Park
This paper aims to examine the ethical beliefs of consumers with regards to their levels of mindfulness. Furthermore, it aims to investigate if mindfulness is related to gender…
Abstract
Purpose
This paper aims to examine the ethical beliefs of consumers with regards to their levels of mindfulness. Furthermore, it aims to investigate if mindfulness is related to gender differences among respondents in their ethical beliefs about consumer unethical practices.
Design/methodology/approach
University students in India were surveyed with self-administered questionnaires comprising the consumer ethics scale and mindfulness attention awareness scale. Mediation analysis was conducted to test whether gender differences in ethical judgements are due to the different levels of mindfulness.
Findings
The results indicate that mindfulness is not only a predictor of ethical beliefs but also a mediator of the relationship between gender and ethical beliefs. Individuals with greater mindfulness reported greater acceptance towards the five dimensions of consumer ethics scale. Indian male participants were found to be more mindful and lenient in ethical judgements than female participants.
Originality/value
The present work is a novel attempt in examining the effect of mindfulness on the relationship between gender and ethical beliefs of consumers. The results of this study can have positive implications for organizations, managers, public policy makers and consumers.
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Karsten Jonsen, Martha L. Maznevski and Susan C. Schneider
Are there “really” gender differences in leadership? Do beliefs regarding gender differences in leadership differ across cultures? And how do these beliefs influence diversity…
Abstract
Purpose
Are there “really” gender differences in leadership? Do beliefs regarding gender differences in leadership differ across cultures? And how do these beliefs influence diversity management? This article aims to demonstrate how different beliefs regarding gender differences and leadership can influence company diversity policies and initiatives.
Design/methodology/approach
First, the authors review the research evidence on the relationship between gender and leadership. Then they explore the effects of gender stereotyping. Furthermore, they consider the role of culture on these beliefs. This review serves as the foundation for the discussion of three different perspectives regarding gender and leadership: gender‐blind; gender‐conscious; and perception‐creates‐reality (or believing is seeing).
Findings
Adhering to these different paradigms can influence actions taken to managing diversity and human resource policies. Revealing these different paradigms can help companies and managers reassess their diversity practices.
Originality/value
The paper discusses issues that are of interest to all levels of managers.
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Kinsey B. Bryant-Lees and Mary E. Kite
This study aimed to experimentally investigate whether disclosing one's sexual orientation while applying for a job would impact hiring decisions.
Abstract
Purpose
This study aimed to experimentally investigate whether disclosing one's sexual orientation while applying for a job would impact hiring decisions.
Design/methodology/approach
The experiment employed a 2 (Applicant Gender: Male/Female) × 2 (Applicant Sexual Orientation: Heterosexual or Gay/Lesbian) × 2 (Job Type: Masculine/Feminine) between-subjects design. Participants (N = 349) were randomly assigned to one of eight applicant conditions. They were first presented with a job description, followed by a cover letter displaying the applicants' qualifications, gender and sexual orientation. Participants evaluated the applicant's competence, social skills and hireability, and provided self-reports of their attitudes toward gays/lesbians and traditional gender roles.
Findings
The results demonstrated a distinct pattern of discrimination toward gay/lesbian applicants who were rated significantly lower in competence, social skills and hireability than were heterosexual applicants. Additionally, using multigroup structural equation modeling, we found that sexual orientation differentially impacted the relationship between attitudes and hireability ratings; negative attitudes toward homosexuality, beliefs about sexual orientation as a choice and belief in traditional gender roles were significant predictors of hireability ratings for gay/lesbian applicants, but were unrelated to evaluations of heterosexual applicants.
Research limitations/implications
The current study highlights the underlying mechanisms involved in hiring discrimination against Lesbian Gay Bisexual Trans (LGBT) workers including lower evaluations of competence, social skills and structural differences in the impact of attitudes. These direct links must be explicitly addressed for continued progress related to equality, diversity and inclusion in Human Resource Management (HRM). Continued multidisciplinary research that considers gender identity and sexual orientation signal salience, consequences of specific career stereotypes, regional differences and the effects of societal shifts in attitudes overtime will continue to improve our understanding and drive us toward a more equitable future.
Practical implications
By identifying the underlying mechanisms involved in hiring discrimination, this study highlights the need for diversity trainings that go beyond the blanket approaches to diversity management and explicitly address conscious and unconscious biases that may influence the hiring process. Additionally, it is critical for organizations to provide top-down support from leadership, and implement mechanisms that allow LGBT voices to be heard and feel comfortable in their work environment to reduce the psychological strain.
Social implications
Prior to the recent landmark ruling by the Supreme Court on June 15, 2020, which extended the 1964 Civil Rights Act workplace protections to gay, lesbianand transgender employees, in many places across the United States Lesbian, gay, bisexual, transgender, and queer (LGBTQ+) identifying workers could still be legally discriminated against. The pattern of discrimination identified in the current study provides clear evidence that these protections are necessary, and long overdue.
Originality/value
This study identifies two clear patterns of hiring discrimination: (1) lower hireability ratings and (2) structural differences in the evaluative process for gay/lesbian applicants. These findings provide experimental evidence, currently lacking in the literature, that support survey-based and qualitative findings of LGBT's experiences, and demonstrate how negative attitudes, irrelevant to the qualifications of an applicant, seep into hiring decisions.
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Eathar Abdul-Ghani, Jungkeun Kim, Junbum Kwon, Kenneth F. Hyde and Yuanyuan (Gina) Cui
Given the socialisation of men and women to their gender roles and expression of emotion, this study aims to investigate whether there are gender differences in the use of emotive…
Abstract
Purpose
Given the socialisation of men and women to their gender roles and expression of emotion, this study aims to investigate whether there are gender differences in the use of emotive language in electronic word-of-mouth (eWOM), specifically in online reviews. The authors propose that female reviewers will use strong emotive terms, such as love, more frequently in online reviews than do male reviewers. The authors further propose that the gender of the reviewer influences audience responses to the reviewer’s use of emotive terms in online reviews.
Design/methodology/approach
The authors conducted secondary data analysis of restaurant reviews (Study 1) to provide evidence on whether the gender of the reviewer affects the frequency of use of emotive terms in an online review. In addition, three separate experiments (Studies 2–4) were conducted to test the theoretical arguments.
Findings
The results of the secondary data analysis indicated that female online reviewers used the term “love” much more frequently in their reviews than male reviewers, whereas there was no usage difference for the term “like”. The experimental studies further showed that an emotive review by a male reviewer containing the word “love” resulted in a higher evaluation of the restaurant being reviewed than a non-emotive review containing the word “like”. This difference was stronger when the overall rating was less salient and for consumers who believe (vs do not believe) that men and women use emotional language differently.
Research limitations/implications
First, the paper extends our understanding of gender differences in emotional expression within the domain of eWOM and online reviews as well as our understanding of consumer responses to these gender differences. Second, the authors identify a boundary condition for these gender effects, namely, the overall rating score. Third, the authors find that consumer beliefs regarding gender stereotypes in emotional expression provide an explanation for these effects.
Practical implications
The results of the research indicate that the electronic algorithms operating on review sites might be modified in terms of their criteria for selecting the reviews to display to consumers, as consumer decision-makers may find greater utility in reviews written by male reviewers that contain strongly positive emotive terms.
Originality/value
The research extends the knowledge on gender differences in emotional expression in online reviews by demonstrating the actual usage patterns and differing responses to the emotional expressions of each gender.
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Uses data from 1994 International Social Survey Programme to examine how attitudes to maternal employment at different stages of child rearing vary across and within eight nations…
Abstract
Uses data from 1994 International Social Survey Programme to examine how attitudes to maternal employment at different stages of child rearing vary across and within eight nations in the European Union, UK, Germany, Austria, the Netherlands, Sweden, Ireland, Italy and Spain. Considers whether a mismatch exists between belief in a women’s right to work and the “traditional” family ideology. Highlights a north/south divide in attitude and differing welfare policies and gender‐role beliefs.
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