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1 – 10 of over 34000Sharon Foley, Hang-yue Ngo, Raymond Loi and Xiaoming Zheng
The purpose of this paper is to examine the effects of gender and strength of gender identification on employees’ perception of gender discrimination. It also explores whether…
Abstract
Purpose
The purpose of this paper is to examine the effects of gender and strength of gender identification on employees’ perception of gender discrimination. It also explores whether gender comparison and perceived gender bias against women act as mediators in the above relationships. It aims to advance the understanding of the processes leading to individual’s perception of gender discrimination in the Chinese workplace.
Design/methodology/approach
Data were collected from 362 workers via an employee survey in three large companies in China. The human resource staff helped us to distribute a self-administered questionnaire to the employees, and the authors assured them of confidentiality and protected their anonymity. To test the hypotheses, the authors employed structural equation modeling. The authors first conducted confirmatory factor analysis on the measurement model, and then the authors estimated three nested structural models to test the mediating hypotheses.
Findings
The results reveal that gender and strength of gender identification are related to perceived gender discrimination. The authors further found that gender comparison and perceived gender bias against women partially mediated the relationship between gender and perceived gender discrimination, while gender comparison fully mediated the relationship between strength of gender identification and perceived gender discrimination.
Practical implications
The study helps managers understand why and how their subordinates form perceptions of gender discrimination. Given the findings, they should be aware of the importance of gender identity, gender comparison, and gender bias in organizational practices in affecting such perceptions.
Originality/value
This study is the first exploration of the complex relationships among gender, gender identification, gender comparison, perceived gender bias against women, and perceived gender discrimination. It shows the salient role of gender comparison and gender bias against women in shaping employees’ perceptions of gender discrimination, apart from the direct effects of gender and strength of gender identification.
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Raymond Loi, Ngo Hang‐yue and Sharon Foley
This study examined the effect of professional identification on several job attitudes (i.e., job satisfaction, organizational commitment, and career satisfaction), and explored…
Abstract
This study examined the effect of professional identification on several job attitudes (i.e., job satisfaction, organizational commitment, and career satisfaction), and explored the moderating roles of gender and organizational tenure on these relationships. Informed by social identity theory, gender role theory, and organizational socialization theory, several hypotheses were developed and tested with a data set consisting of 309 salaried lawyers collected in Hong Kong. Regression analysis revealed that (1) professional identification had a significant positive effect on both job satisfaction and organizational commitment, (2) gender moderated the relationship between professional identification—job satisfaction and professional identification—organizational commitment, and (3) organizational tenure moderated the relationship between professional identification and job satisfaction as well as the relationship between professional identification and career satisfaction. Theoretical and practical implications are discussed.
Claudia Fritz and Daan van Knippenberg
Although nowadays more women occupy leadership roles, they still are a minority. Because aspiration is a precursor of advancement, examining conditions fostering female leadership…
Abstract
Purpose
Although nowadays more women occupy leadership roles, they still are a minority. Because aspiration is a precursor of advancement, examining conditions fostering female leadership aspiration is important. A neglected perspective is the impact of organizational identification. Identification can be argued to foster leadership aspiration because the essence of leadership is the pursuit of collective interests, and identification motivates such pursuits. The paper aims to discuss these issues.
Design/methodology/approach
A cross-sectional survey design with an n=400 fulltime employed men and women, working for various organizations was selected.
Findings
The initial prediction was that identification is more important to women’s leadership aspiration to the extent that gender is associated with communal orientation, because women tend to have stronger communal orientation with associated greater affiliation needs, and organizational identification can be expected to cater to those needs. The communal orientation by organizational identification interactive influence on leadership aspiration was supported. Also, the indirect effect of gender on leadership aspiration via this interactive influence of communal orientation and organizational identification was supported.
Research limitations/implications
Due to the selected survey approach the data are correlational and as a result no reference to matters of causality can be made. Thus (field) experimental data is needed to confirm these findings.
Practical implications
Within the paper the discussion focuses on the importance of creating an environment that is more conducive to organizational identification and as such speaks to the communal orientation – being more pronounced among women – to act in favor of the organization by aspiring leadership positions.
Originality/value
The presented results depict an important step toward understanding how organizational identification and communal orientation interact and how they interact with women’s leadership aspiration.
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Panagiotis Gkorezis, Naoum Mylonas and Eugenia Petridou
The purpose of this paper is to examine the impact of perceived external prestige on organizational identification in the context of a Greek public organization and to address the…
Abstract
Purpose
The purpose of this paper is to examine the impact of perceived external prestige on organizational identification in the context of a Greek public organization and to address the moderating role of gender in the relationship between perceived external prestige and organizational identification.
Design/methodology/approach
Data were obtained from a sample of 159 employees working in Citizens Service Centers. Analysis was conducted using moderated hierarchical regression analysis.
Findings
Perceived external prestige is positively related with organizational identification (β=0.33, p<0.001). The influence of the interaction of perceived external prestige and gender on organizational identification is also supported (β=−0.29, p<0.05). In particular, the effect of perceived external prestige on organizational identification was stronger for men.
Research limitations/implications
There is limited inference to other private and public organizations because data are based on one public organization. The cross‐sectional analysis of the data cannot directly assess causality.
Originality/value
This is the first study to examine the moderating role of gender in the relationship between perceived external prestige and organizational identification.
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Panagiotis Gkorezis, Naoum Mylonas and Eugenia Petridou
The purpose of this paper is to examine the impact of perceived external prestige (PEP) on organizational identification in the context of a Greek public organization and to…
Abstract
Purpose
The purpose of this paper is to examine the impact of perceived external prestige (PEP) on organizational identification in the context of a Greek public organization and to address the moderating role of gender in the relationship between PEP and organizational identification.
Design/methodology/approach
Data were obtained from a sample of 159 employees working in Citizens Service Centers. Analysis was conducted using moderated hierarchical regression analysis.
Findings
PEP is positively related with organizational identification (β=0.33, p<0.001). The influence of the interaction of PEP and gender on organizational identification is also supported (β=−0.29 p<0.05). In particular, the effect of PEP on organizational identification was stronger for men.
Research limitations/implications
Limited inference to other private and public organizations because data are based on one public organization. The cross‐sectional analysis of the data cannot directly assess causality.
Originality/value
This is the first study to examine the moderating role of gender in the relationship between PEP and organizational identification.
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Gulnaz Shahzadi, Faisal Qadeer, Albert John and Fu Jia
Micro corporate social responsibility (CSR) is an emerging concept in management that relates to the examination of employees’ reaction to CSR initiatives. In this stream of…
Abstract
Purpose
Micro corporate social responsibility (CSR) is an emerging concept in management that relates to the examination of employees’ reaction to CSR initiatives. In this stream of literature, this study aims to investigate the underlying mechanism and boundary conditions of CSR and employees’ organizational identification relationship.
Design/methodology/approach
The data of middle managers (n = 187) were collected from a large hospitality and real estate organization actively involved in CSR activities in Pakistan. The authors conducted two surveys using the self-administered questionnaire with a temporal break. Structural equation modeling was run using AMOS to analyze the data.
Findings
The authors found that organizational pride meditates while desire to have a significant impact through work (DSIW), gender and organizational tenure moderates the relationship between CSR and organizational identification.
Practical implications
The study implies that the management can take the opportunity to make use of the positive response of the employees by investing in social and environmental causes.
Originality/value
The study contributes to CSR, organizational behavior literature, and person-organization fit theory by explaining the complete path of CSR and identification. It unfolds the underlying mechanism and contingencies of CSR-Identification link that are overlooked in the literature .
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Leire Gartzia and Marloes van Engen
The purpose of this paper is to further understanding concerning sex differences in leadership styles and to examine the mediating role of gender identity traits in these…
Abstract
Purpose
The purpose of this paper is to further understanding concerning sex differences in leadership styles and to examine the mediating role of gender identity traits in these differences.
Design/methodology/approach
The paper draws on previous research that has established that many aspects of leadership style positively related to leaders' effectiveness are associated with the female gender role. Consistent with this assumption, the authors examined a sample of 157 Spanish managers whether significant sex differences favouring women emerge in relevant leadership dimensions (i.e. individualized consideration, contingent reward and emotional intelligence) and whether gender identity traits may help to explain such differences.
Findings
Results show that male leaders' lower scores in individualized consideration, positive contingent reward and emotional intelligence are partly explained by their lower identification with expressive traits. Furthermore, results indicate that integration of counter‐stereotypical traits into the self positively relates to effectiveness in the sense of use of a wider range of leadership styles for both women and men.
Research limitations/implications
Future research could explore in more detail how sex differences in leadership styles are associated with gendered traits of identity in different countries, as well as whether a blend of masculine and feminine traits is predictive for a more multifaceted leadership style.
Originality/value
The findings are discussed in terms of how a gender perspective may help to better understand leadership effectiveness in contemporary organizations, especially in the case of male leaders.
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María de los Dolores González and Bryan W. Husted
The purpose of this paper is to understand how gender affects the number and innovativeness of business opportunities identified by future entrepreneurs in Mexico.
Abstract
Purpose
The purpose of this paper is to understand how gender affects the number and innovativeness of business opportunities identified by future entrepreneurs in Mexico.
Design/methodology/approach
Comparing social feminist theory and human capital theory, this study examines the effect that human capital has on opportunity identification among men and women in Mexico. The authors specifically examine the role of specific and general human capital in the opportunity identification process. A survey instrument was applied to 174 MBA students at a university in Northeastern Mexico.
Findings
This study shows the significant effect of specific human capital: people with greater prior knowledge of customer needs or problems tended to identify more opportunities; however, the probability of identifying opportunities with innovation increased when individuals had been exposed to different industries through prior work and entrepreneurial experience. Gender differences were not significant for either the number of opportunities identified or the innovativeness of such opportunities.
Originality/value
This study provides evidence of the effect that human capital and gender have on opportunity identification in Mexico and provides an explanation within a context that has not been studied previously.
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Almaas Sultana and Rayees Farooq
The purpose of the study is to develop a valid measure of stereotype threat.
Abstract
Purpose
The purpose of the study is to develop a valid measure of stereotype threat.
Design/methodology/approach
A convenience sample of 2,900 respondents from different occupational sectors, including managers, engineers and health-care professionals, was used for the present study. The data were collected from various government and private organizations in North India. The questionnaire survey was administered in three phases. During the first phase, 800 questionnaires were circulated, followed by 1,200 questionnaires in the second phase, and the third phase involves 900 questionnaires. The data were analysed using exploratory factor analysis, confirmatory factor analysis and structural equation modelling.
Findings
The results indicate nine dimensions, namely, occupational identification, occupational stigma consciousness, gender identification, gender stigma consciousness, religion identification, religion stigma consciousness, caste identification, caste stigma consciousness and negative effect of stereotype threat. The study ensures the reliability and validity of the stereotype threat scale. The measure also fulfils the assumptions of nomological validity.
Originality/value
To the best of the authors’ knowledge, the study is the first of its kind to develop and validate the stereotype threat scale adhering to scale development procedures.
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C. L. Quinan and Dagmar Oosthoek
Over the past decade, legal recognition of trans, non-binary, and intersex individuals has occurred in a number of countries with diverse relationships to gender categorization…
Abstract
Over the past decade, legal recognition of trans, non-binary, and intersex individuals has occurred in a number of countries with diverse relationships to gender categorization and (settler) colonialism. This attention to trans and non-binary rights has translated into the addition of a third option for declaring gender: X. Heralded by some as a sign of progress and recognition of non-binary individuals by the state, the development of the X marker may also be interpreted as facilitating state regulation of gender-diverse individuals. Drawing on scholarship in trans studies and legal studies, this chapter critically examines the X marker as an intervention that works within and simultaneously resists state recognition of non-binary identities. By analyzing data gathered through semi-structured interviews with trans, non-binary, and genderqueer individuals who have obtained – or are in the process of electing – an X marker in legal documents, this chapter critically explores the tensions and complexities of the X and mobilizes the concept of opacity to demonstrate how individuals graft their own meanings onto this non-binary marker. While acknowledging the problematic use of identification documents as biopolitical instruments, this chapter asks if we can nonetheless use them as tools of resistance and radical self-determination to transgress the controlling power of the state.
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