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1 – 10 of over 5000Tuvana Rua, Zeynep Aytug, Nastaran Simarasl and Lianlian Lin
Based on the social role theory, role congruity theory and gender role conflict theory, this paper aims to investigate the mediating role of “relationship conflict” in the…
Abstract
Purpose
Based on the social role theory, role congruity theory and gender role conflict theory, this paper aims to investigate the mediating role of “relationship conflict” in the association between traditional gender role (TGR) endorsement and objective and subjective negotiation outcomes.
Design/methodology/approach
Two experimental negotiation studies (n1 = 138, n2 = 128) were conducted at a US university.
Findings
This paper presents three original and noteworthy findings: One, in mixed-gender negotiations, as a dyad’s TGR endorsement increases, final agreements become significantly more likely to favor men than women. Two, in mixed-gender negotiations, TGR endorsement is significantly associated with a decreased ability to establish a pleasant, mutually satisfactory and successful business relationship, resulting in a possible future economic cost due to lost opportunity. Three, the heightened relationship conflict during the negotiation mediates the negative association between TGR endorsement and women’s economic outcomes.
Research limitations/implications
Empirical findings support social role theory, role congruity theory and gender role conflict theory. The use of a distributive negotiation case and laboratory research methodology may limit the generalizability of findings.
Practical implications
Findings about the detrimental effects of TGR in mixed-gender negotiations magnify the importance of becoming aware of our TGR orientations and their potential negative consequences on our long-term collaborations. Also, it is necessary to provide negotiation trainings to both genders with regard to gender-driven conflicts and offer tools to prevent or tackle such conflicts.
Social implications
Negotiations are among the most consequential of social interactions as their results have a substantial impact on individuals’ careers and financial outcomes. Understanding the effect of TGRs is paramount to improve female representation, participation and effectiveness in management and leadership. Mixed-gender negotiations such as collective equality bargaining, workplace social interactions, work-life balance discourse are critical to establishing gender equality and fairness in organizations and societies.
Originality/value
Understanding how gender influences negotiation processes and outcomes and using the findings to improve both genders’ negotiation success are crucial to establishing fairness and equity in society and business. This research attempts to close a gap in the literature by focusing on the potential function of gender role orientation in explaining gender differences in negotiation.
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Haizhen Wang and Ruoyong Zhang
Abusive supervision provokes subordinates’ interpersonal deviant behavior. It is, therefore, essential to explore the contingent factors of this relationship. Drawing upon gender…
Abstract
Purpose
Abusive supervision provokes subordinates’ interpersonal deviant behavior. It is, therefore, essential to explore the contingent factors of this relationship. Drawing upon gender role theory, this study aims to explore how subordinate and leader genders moderate the relationship between abusive supervision and subordinate interpersonal deviance. Furthermore, this study posits a three-way interaction effect of abusive supervision with leader and subordinate genders on interpersonal deviance.
Design/methodology/approach
Multisource survey data were collected from 45 supervisors and 170 subordinates in eight companies in China. The data were analyzed using the PROCESS macro in SPSS.
Findings
The results showed that the positive relationship between abusive supervision and interpersonal deviance was stronger among female leaders than male leaders. Furthermore, the authors found a three-way interaction effect between abusive supervision and leader and subordinate genders on subordinates’ interpersonal deviance. Compared with female subordinates, male subordinates engaged in significantly more interpersonal deviance when experiencing abusive supervision from a female leader than from a male leader.
Originality/value
The authors reveal that gender differences exist in the effect of abusive supervision on subordinates’ interpersonal deviant behavior. Furthermore, the authors demonstrate that subordinate and leader genders jointly influence the effect of abusive supervision. Finally, the findings extend the literature on gender’s moderating effects from constructive and neutral leader behaviors to destructive leader behaviors.
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Arosha Adikaram and Ruwaiha Razik
This paper aims to explore the motivations behind women in a developing South Asian country – Sri Lanka – to embark on entrepreneurship in science, technology, engineering and…
Abstract
Purpose
This paper aims to explore the motivations behind women in a developing South Asian country – Sri Lanka – to embark on entrepreneurship in science, technology, engineering and mathematics (STEM) fields, which is a doubly masculine hegemony operating within a culturally nuanced gendered context.
Design/methodology/approach
The study employs a qualitative research approach, conducting in-depth semi-structured interviews with 15 STEM women entrepreneurs, following the theoretical lenses of push and pull motivation theory and gender role theory.
Findings
Although the motivations of STEM women entrepreneurs cannot be exclusively categorized as either push or pull factors, the pull factors had a greater influence on the participants in motivating them to become entrepreneurs. The primary motivators for starting businesses in STEM were: inspiration from something or someone, inner calling, the identification of business opportunities, the need for flexibility, necessity and/or desire to help society. It was often difficult to identify one dominant motivator in many instances, as many factors were interlinked to motivate women to start a business. The study also revealed that gender ideologies could stifle the participants' motivation, while the inner need to break these gender ideologies implicitly stimulated their motivation.
Originality/value
The study contributes to and expands the knowledge of STEM women entrepreneurs in general and to the limited existing knowledge of STEM women entrepreneurs in developing countries specifically. The paper brings contextual novelty as Sri Lanka produces more female STEM graduates than men, which is unique compared to most other parts of the world.
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The purpose of this paper is to argue that bullying is a gendered, rather than gender‐neutral, phenomenon.
Abstract
Purpose
The purpose of this paper is to argue that bullying is a gendered, rather than gender‐neutral, phenomenon.
Design/methodology/approach
The paper reviews empirical findings on gender and bullying and identifies and discusses theoretical frameworks that can provide explanations for identified gender differences.
Findings
The paper shows that there are gender differences not only in reported prevalence rates and forms of bullying, but that gender also matters for the way targets and third parties make sense of and respond to bullying. It is shown that gendered conceptions of power, gender role socialisation theory and social identity theory are all relevant for explaining reported gender differences.
Research limitations/implications
The theoretical frameworks that have been selected should not be seen as exhaustive, but rather as useful examples. The authors encourage researchers in the field of bullying to pursue cross‐disciplinary research and actively apply existing theoretical frameworks to integrate their findings more firmly in existing research on related themes.
Practical implications
The finding that bullying is gendered rather than gender‐neutral has implications above all for the way managers, organisational representatives and policy‐makers should address and prevent workplace bullying.
Originality/value
The paper questions the prevailing notion that bullying is gender‐neutral and demonstrates the importance of gender in the experience of workplace bullying. It further identifies gaps in research and puts forward an agenda for future research in this area.
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The purpose of this study is to examine how gender role orientation (i.e. masculinity and femininity) and career/family role salience affect individuals’ organizational…
Abstract
Purpose
The purpose of this study is to examine how gender role orientation (i.e. masculinity and femininity) and career/family role salience affect individuals’ organizational identification (OID) and intention to leave. Alternative models were developed to specify different relationships among the study variables.
Design/methodology/approach
Data were collected via a questionnaire survey of 362 employees from three large companies in China. Structural equation modeling was used to evaluate alternative models and test the hypotheses.
Findings
This paper found that masculinity was positively related to career role salience, whereas femininity was positively related to family role salience. Career role salience, but not family role salience, was positively related to OID, which in turn was negatively related to intention to leave. A positive relationship was also found between femininity and OID, as well as between family role salience and intention to leave.
Research limitations/implications
The cross-sectional nature of the data of this study precludes any definitive inferences about causality and directionality. The use of self-report measures also invites the potential threat of common method variance. The generalizability of results has been restricted, given that the respondents were drawn from three large companies.
Practical implications
Organizations may provide more resources and support for their employees so as to increase their career role salience, which in turn enhances their level of OID. For employees who are high in femininity, employers may offer family-friendly programs to help them address resource drain from family to work, and hence to retain them.
Originality/value
This study provided evidence for the linkage between gender role orientation with career/family role salience. It also revealed the impacts of career/family role salience on OID and intention to leave. Some gender differences in this regard were highlighted.
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Syamsidah Syamsidah, Hillman Wirawan and Rudi Salam
This study aims to investigate the effect of abusive supervision on employees’ creativity through the mediating role of job insecurity and the moderating role of subordinate…
Abstract
Purpose
This study aims to investigate the effect of abusive supervision on employees’ creativity through the mediating role of job insecurity and the moderating role of subordinate gender in Indonesia.
Design/methodology/approach
Data were collected from various sources using online recruitment methods. The abusive supervision scale, job insecurity scale and employee creativity scale were the three measures in this study. Participants completed a three-wave data collection procedure using an online survey platform. After removing participants with incomplete and careless responses, the final data set contained 515 usable responses.
Findings
The results suggested that the negative effect of abusive supervision on employees’ creativity was mediated by job insecurity, and employees’ gender moderated this adverse effect. Gender roles shaped how employees respond to their leader’s hostile behaviours. In Indonesia, abusive supervision increased employees’ job insecurity and consequently reduced their creativity. However, the damage was more profound for the male employees than the female employees.
Practical implications
Gender role theory and perspectives are essential in explaining leader–employee interactions and must be included in leadership strategies. Also, support and resources must be provided equally for both male and female employees. However, more attention must be given to male employees to ensure their security working in organisations. Finally, some interventions are necessary to mitigate the effect of abusive supervision.
Originality/value
This study offers insight into how male and female employees, in a traditional gender role culture like Indonesia, respond to their leader’s abusive behaviours.
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Marie‐Hélène Budworth, Janelle R. Enns and Kate Rowbotham
The purpose of this paper is to introduce the concept of a couple‐level shared identity as forming the basis for the development of dual‐career couples' strategies regarding…
Abstract
Purpose
The purpose of this paper is to introduce the concept of a couple‐level shared identity as forming the basis for the development of dual‐career couples' strategies regarding involvement in work and family roles. A model is developed that is intended to help researchers in this area conceptualize the relationship between career choices and career progression between members of a dual career couple. Examining career development at the couple‐level extends one's understanding of how the decisions made by one member of the dyad influence the career of the other.
Design/methodology/approach
In order to develop this model, the theories of cognitive interdependence and gender role ideology are examined and applied to the formation of a shared identity.
Findings
Development of the model, as well as a review of the extant literature, revealed that career decisions in dual career couples are made at the level of the dyad.
Practical implications
The findings demonstrate that organizations cannot view their employees in isolation, but that important transitions such as relocation, and taking on more responsibility are decisions that increasingly are made at the couple level. Employers may need to consider the dyad when offering career advancement opportunities and when implementing work‐life balance programs.
Originality/value
The career progression of one member has implications for the other. Therefore, it is insufficient for an individual to have a career in isolation when the individual is part of a dual career couple. Examination of career at the dyad level will advance one's knowledge of how careers unfold.
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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.
DuckJung Shin, Alaine Garmendia, Muhammad Ali, Alison M. Konrad and Damian Madinabeitia-Olabarria
Despite decades of studies on high-involvement human resource management (HRM) systems, questions remain of whether high-involvement HRM systems can increase the commitment of…
Abstract
Purpose
Despite decades of studies on high-involvement human resource management (HRM) systems, questions remain of whether high-involvement HRM systems can increase the commitment of women. This study aims to contribute to the growing body of research on the cross-level effect of HRM systems and practices on employee affective commitment by considering the moderating role of gender.
Design/methodology/approach
Integrating social exchange theory with gender role theory, this paper proposes that gender responses to HRM practices can be different. The hypotheses were tested using data from 104 small- and medium-sized retail enterprises and 6,320 employees from Spain.
Findings
The findings generally support the study’s hypotheses, with women’s affective commitment responding more strongly and positively to employees’ aggregated perceptions of a shop-level high-involvement HRM system. The findings imply that a high-involvement HRM system can promote the affective commitment of women.
Originality/value
This study investigates the impact of both an overall HRM system and function-specific HRM sub-systems (e.g. training, information, participation and autonomy). By showing that women can be more positively affected by high-involvement HRM systems, this paper suggests that high-involvement HRM systems can be used to encourage the involvement and participation of women.
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Maimunah Ismail and Mariani Ibrahim
This paper seeks to investigate barriers faced by women in acquiring higher positions in a Malaysian multinational oil company.
Abstract
Purpose
This paper seeks to investigate barriers faced by women in acquiring higher positions in a Malaysian multinational oil company.
Design/methodology/approach
Data were obtained through a survey involving 78 executive women in the Malaysian oil company. A structured questionnaire was used to gather data. The study used gender role theory, which argues that women are viewed and treated unfavourably when they do not act according to their expected gender roles.
Findings
Shows family structure and women's commitment to the family are the most significant barriers perceived by the executive women. This research reveals that women in various job positions do not differ in their perceptions with regard to barriers they face for career progression.
Research limitations/implications
The study was conducted among executive women in one company only, hence it cannot be generalized to other oil companies in Malaysia.
Practical implications
Provides evidence on family‐, organizational‐ and societal‐related barriers to career progression. The organization should aware of these barriers as they will affect women's professional development.
Originality/value
This is a first study of this nature conducted in a large oil company which focuses on women‘s barriers to career progression.
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