Search results

11 – 20 of over 48000
Article
Publication date: 3 June 2020

Dianne Gardner, Maree Roche, Tim Bentley, Helena Cooper-Thomas, Bevan Catley, Stephen Teo and Linda Trenberth

Workplace bullying involves a power imbalance, and despite laws in New Zealand which prohibit discrimination on the grounds of gender, women remain under-represented in top-level…

1389

Abstract

Purpose

Workplace bullying involves a power imbalance, and despite laws in New Zealand which prohibit discrimination on the grounds of gender, women remain under-represented in top-level roles. The aim of the study was to examine whether gender and role (managerial/non-managerial) were related to the bullying experienced by women and men.

Design/methodology/approach

An online survey collected data from 991 (41%) men and 1,421 (59%) women. The survey provided a definition of bullying and asked participants whether they had been bullied at work. If they replied yes, then follow-up questions asked for the gender and role of the perpetrator.

Findings

Women were more likely than men to self-identify as having been bullied. Male employers, senior managers, middle managers, supervisor and peers bullied men and women about equally, whereas women bullied women far more than they bullied men. The largest group of bullies of women were female peers, who rarely bullied male peers, while male peers bullied both genders about equally. Female clients bullied female staff but almost never male staff; male clients bullied both men and women but the numbers were small.

Research limitations/implications

These data relied on self-report, and people may be reluctant to identify themselves as targets or may not recognize that the negative behaviours they have been facing amount to bullying. Qualitative data can help explore these issues from societal, organizational and policy perspectives.

Practical implications

While men and women may differ in how often they recognize or admit to having been bullied, the gendered nature of power in the workplace is well established and reinforced in the findings here. It is clear that organizational leaders, both male and female, need to understand gender and power imbalance and act as role models. Currently, the authors’ findings show that the behaviour of at least some of those at the top of New Zealand organizations needs to improve.

Social implications

The problem of bullying at work will not be easy to solve. The solutions lie, not with “fixing” individuals via training, stress management and well-being programmes but with effective systems, procedures, policies and leadership that recognize the power dynamics at work.

Originality/value

Little is known at present about the relationships between gender and bullying behaviour. The paper focusses on who bullies whom in the workplace and finds that men tend to bully both men and women while women tend to bully women. Importantly, the authors’ works suggest that instead of structural and organizational measures to manage bullying, greater initiatives to manage bullying need to consider how gender and power dynamics interact at work.

Details

International Journal of Manpower, vol. 41 no. 8
Type: Research Article
ISSN: 0143-7720

Keywords

Open Access
Book part
Publication date: 25 July 2022

Angela Wroblewski and Andrea Leitner

The TARGET approach aims at establishing a reflexive gender equality policy in research performing and research funding organisations. Monitoring has enormous potential to support…

Abstract

The TARGET approach aims at establishing a reflexive gender equality policy in research performing and research funding organisations. Monitoring has enormous potential to support reflexivity at both the institutional and the individual levels in the gender equality plan (GEP) development and implementation context. To exploit this potential, the monitoring system has to consist of meaningful indicators, which adequately represent the complex construct of gender equality and refer to the concrete objectives and policies of the GEP. To achieve this, we propose an approach to indicator development that refers to a theory of change for the GEP and its policies. Indicator development thus becomes a reflexive endeavour and monitoring a living tool. This requires constant reflection on data gaps, validity of indicators and the further development of indicators. Furthermore, we recommend the creation of space for reflexivity to discuss monitoring results with the community of practice.

Details

Overcoming the Challenge of Structural Change in Research Organisations – A Reflexive Approach to Gender Equality
Type: Book
ISBN: 978-1-80262-122-8

Keywords

Article
Publication date: 6 March 2017

Len Karakowsky, Nadia DeGama and Kenneth McBey

Despite considerable empirical evidence to support the existence of the Pygmalion effect, studies that focus on the role of gender within this phenomenon have produced varied…

1227

Abstract

Purpose

Despite considerable empirical evidence to support the existence of the Pygmalion effect, studies that focus on the role of gender within this phenomenon have produced varied results. Whereas the research has consistently demonstrated the Pygmalion effect with male leaders, less research evidence exists to support this phenomenon among female leaders. This paper aims to present a conceptual framework for understanding the potential role gender can play in the Pygmalion effect and why women may face obstacles in their efforts to serve as Pygmalion leaders. Research propositions are presented with the intent of guiding future research in this area.

Design/methodology/approach

For the purpose of this theoretical paper, elements of the sociological, structural and psychological perspectives are drawn to present an understanding of the potential influence a leader’s gender has on the facilitation of the Pygmalion effect. A brief background to the Pygmalion effect is first provided followed by research related to this phenomenon. Then the underlying elements of the Pygmalion effect are revisited and attention is drawn to those factors affecting subordinate receptiveness to leader influence. Following that, these ideas are integrated with gender-based research to present the theoretical framework and research propositions.

Findings

This paper’s framework offers a fuller understanding of the role of a leader’s gender in facilitating the Pygmalion effect by identifying factors that can influence subordinate perceptions of leader efforts. Gender-based cues influence subordinate perceptions of leader expertise and power. In turn, this will influence subordinate receptiveness to leader elicited expectations and supportive behaviors.

Practical implications

The theoretical framework of this paper suggests that under certain conditions, gender differences can impact subordinate receptiveness to leader behaviors and performance expectations. Managers need to be aware of the gendered-nature of the work context and how it can influence subordinate perceptions of leaders. Otherwise, gender-based cues can unwittingly undermine women who endeavor to elevate follower self-efficacy beliefs.

Social implications

Stereotypes regarding women in managerial roles can undermine the capacity of women to effectively mentor and inspire others. These biases must be explicitly confronted and challenged. Moreover, given the global nature of the workforce it is critical to understand how national cultures can differ in their attitudes toward women in management in ways that can impede the ability of a woman to facilitate this transformative process.

Originality/value

The theoretical framework of this paper broadens the understanding of gender differences in the Pygmalion effect. This paper attempts to explain the lack of consistent findings for women who attempted to serve as Pygmalion leaders. It is asserted that rather than a leader’s gender, it is gender-based contextual cues that influence the leader’s capacity to trigger the Pygmalion effect. Thus far, no systematic effort has been made to identify the conditions under which subordinates are receptive to the influence of Pygmalion male or female leader expectations and behaviors.

Details

Gender in Management: An International Journal, vol. 32 no. 1
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 3 April 2020

Rachana Chattopadhyay

Researches have already pointed out the linkage between pro-male bias and performance evaluation system. The main aim of this study is to understand how far different dimensions…

Abstract

Purpose

Researches have already pointed out the linkage between pro-male bias and performance evaluation system. The main aim of this study is to understand how far different dimensions of performance measures are susceptible to gender stereotype.

Design/methodology/approach

Two separate experimental researches were designed to understand whether the performance assessment is purely based on objective criteria or it is governed by the gender stereotype. Two different performance dimensions of assessment were considered in this study as follows: interactional (behavioural) and procedural. 129 customer care managers from four metro cities of India voluntarily participated in this experimental research and played the role of performance evaluator. These managers were placed in different experimental conditions related to different combinations of gender and justice variations (interactional or procedural).

Findings

This study reveals that in violation of behaviour-based performance norm (interactional justice norm), female employees were rated less favourably than male employee both in terms of performance rating and reward recommendation by the managers, but it is not in case of procedural justice violation.

Originality/value

This article has experimentally proved how gender stereotype can distort the performance evaluation of behavioural dimension.

Details

International Journal of Productivity and Performance Management, vol. 70 no. 3
Type: Research Article
ISSN: 1741-0401

Keywords

Article
Publication date: 2 June 2022

Rosalien A. van ‘t Foort-Diepeveen

The aim of this article is twofold: (1) to identify gender equality organizational interventions implemented by a selected number of Dutch companies to increase the number of…

Abstract

Purpose

The aim of this article is twofold: (1) to identify gender equality organizational interventions implemented by a selected number of Dutch companies to increase the number of women at the corporate top and (2) to identify how these interventions overcome barriers to women's advancement and contribute to more women at the corporate top.

Design/methodology/approach

A comparative case study method was applied through conducting qualitative research. The research was conducted at four large Dutch companies.

Findings

The research identified 23 organizational interventions that were classified in four categories. The cross-case analysis focuses on specific themes, such as the type of interventions, the identified barriers, the successfulness of the interventions and factors contributing to increasing the number of women at the corporate top. The research shows that top-level commitment to this topic is important for the success of interventions and for increasing the number of women at the corporate top and throughout the rest of the organization. Some of the barriers could be overcome by the interventions identified.

Practical implications

This research provides companies with better insight into the quality and quantity of gender equality organizational interventions implemented by Dutch companies to increase the number of women at the corporate top. It can assist them in deciding which interventions could be implemented in order to achieve gender equality at their corporate top.

Originality/value

The research provides in-depth insight into the types and number of implemented gender equality organizational interventions for women at the corporate top and into the results and perceived effectiveness of such interventions.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 41 no. 8
Type: Research Article
ISSN: 2040-7149

Keywords

Book part
Publication date: 18 January 2021

Marian Duggan

In England and Wales, legislation pertaining to hate crime recognizes hostility based on racial identity, religious affiliation, sexual orientation, disability or transgender…

Abstract

In England and Wales, legislation pertaining to hate crime recognizes hostility based on racial identity, religious affiliation, sexual orientation, disability or transgender identity. Discussions abound as to whether this legislation should also recognize hostility based on gender or misogyny. Taking a socio-legal analysis, the chapter examines hate crime, gender-based victimization and misogyny alongside the impact of victim identity construction, access to justice and the international nature of gendered harm. The chapter provides a comprehensive investigation of gender-based victimization in relation to targeted hostility to assess the potential for its inclusion in hate crime legislation in England and Wales.

Details

Studies in Law, Politics, and Society
Type: Book
ISBN: 978-1-80071-221-8

Keywords

Article
Publication date: 4 June 2021

Fei Qiao and William Glenn Griffin

This study aims to investigate the effectiveness of a brand imitation strategy for the package design of male-targeted, female-targeted and gender-neutral products.

1317

Abstract

Purpose

This study aims to investigate the effectiveness of a brand imitation strategy for the package design of male-targeted, female-targeted and gender-neutral products.

Design/methodology/approach

Three (2 × 2 × 2) between-subjects factorial experiments were conducted with three independent variables, namely, visual shape, color and logo, each classified as relevant/divergent. The dependent variables were participants’ attitudes toward the brand, attitudes toward the product and purchase intention.

Findings

There were no significant main effects or interactions for the male-targeted product. The results for the female-targeted product revealed no significant main effect of visual shape, a significant main effect of color and significant two-way interactions between visual shape and color and between visual shape and logo. Significant main effects were found for visual shape and color for the gender-neutral product.

Practical implications

A color scheme similar to that of a leading brand in the same product category more powerfully influenced participants’ attitudes and purchase intention, while a more holistically similar design had greater impact than a less holistic design. Some “divergence” or distinctive design elements of the female-targeted product positively influenced participants’ attitudes and behavior. These findings suggest that a brand imitation strategy offers a means for competing in the marketplace, but should be used with caution.

Originality/value

A conceptual continuum of brand imitation is proposed, incorporating visual semiotics, creativity theory and gender differences in cognitive styles to provide a more systematic method for delineating brand imitation levels.

Details

Journal of Product & Brand Management, vol. 31 no. 2
Type: Research Article
ISSN: 1061-0421

Keywords

Book part
Publication date: 27 January 2022

Lucy Piggott

Within this chapter I explore how national policy that influences gender equity in English sport governance has developed over time. This includes a discussion on the impact of…

Abstract

Within this chapter I explore how national policy that influences gender equity in English sport governance has developed over time. This includes a discussion on the impact of domestic equal treatment legislation and women and sport activism on the development of gender-related governance policy within the sector. I draw upon Pierre Bourdieu's theory of practice to aid analysis of the effectiveness of top-down policy in creating transformational organisational change in the sector. I conclude that the extent to which sport governance policy has created transformational change within national governing bodies (NGBs) is uncertain. Some short-term success has been seen with increased average female representation across the boards of NGBs, but internalisation of the value of equitable, diverse and inclusive governance appears to be lacking.

Details

Gender Equity in UK Sport Leadership and Governance
Type: Book
ISBN: 978-1-80043-207-9

Keywords

Article
Publication date: 10 December 2021

Timothy R. Moake and Christopher Robert

Humor can be a useful tool in the workplace, but it remains unclear whether humor used by men versus women is perceived similarly due to social role expectations. This paper…

Abstract

Purpose

Humor can be a useful tool in the workplace, but it remains unclear whether humor used by men versus women is perceived similarly due to social role expectations. This paper explored whether female humorists have less social latitude in their use of aggressive and affiliative humor in the workplace. This paper also examined how formal organizational status and the target's gender can impact audience perceptions.

Design/methodology/approach

Two scenario-based studies were conducted where participants rated the foolishness of the humorist. For Study 1, participants responded to a scenario with an aggressive, humorous comment. For Study 2, participants responded to a scenario with an affiliative, humorous comment.

Findings

Results suggested that high-status female humorists who used aggressive humor with low-status women were viewed as less foolish than low-status female humorists who used aggressive humor with low-status women. Conversely, status did not impact perceptions of male humorists who used aggressive humor with low-status women. Results also indicated that high-status women who used affiliative humor were viewed as less foolish when their humor was directed toward low-status men versus low-status women. Conversely, no differences existed for high-status men who used affiliative humor with low-status men and women.

Practical implications

Narrower social role expectations for women suggest that interpersonal humor can be a riskier strategy for women.

Originality/value

This study suggests that women have less social latitude in their use of humor at work, and that organizational status and target gender influence perceptions of female humorists.

Details

Journal of Managerial Psychology, vol. 37 no. 4
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 30 January 2019

Kevin P. Newman and Rebecca K. Trump

Companies are increasingly emphasizing corporate social responsibility (CSR). However, consumers are often skeptical of the sincerity of companies’ CSR claims, particularly when…

1015

Abstract

Purpose

Companies are increasingly emphasizing corporate social responsibility (CSR). However, consumers are often skeptical of the sincerity of companies’ CSR claims, particularly when the claim comes directly from the company. This paper aims to demonstrate how to reduce consumer CSR skepticism by examining the role of a company spokesperson’s gender and gender-related characteristics.

Design/methodology/approach

Two between-subjects experiments with a combined total of 329 participants examined how consumers’ levels of CSR skepticism are affected depending on the gender of the consumer and the gender and gender-related characteristics of the company’s CSR spokesperson.

Findings

Study 1 finds that a female (vs male) spokesperson generally elicits less CSR skepticism. However, Study 2 expands on this to demonstrate that consumers are less skeptical of a company’s CSR efforts when they are promoted by a spokesperson who exhibits gender-related characteristics that match, or are typically associated with, the individual consumer’s gender.

Practical implications

Brands often face difficulties in successfully promoting their own CSR efforts to skeptical consumers. These findings should guide companies and their brands in choosing ideal spokespeople for making effective, sincere CSR claims, depending on the target market.

Originality/value

This research is the first to identify the important role of gender in consumers’ perceptions of CSR sincerity. Thus, it provides practically-oriented strategies that may mitigate a growing consumer CSR skepticism that exists in today’s marketplace.

Details

Journal of Consumer Marketing, vol. 36 no. 1
Type: Research Article
ISSN: 0736-3761

Keywords

11 – 20 of over 48000