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The purpose of this conceptual paper is to provide a theoretical explanation for the persistence of the glass ceiling keeping women from assuming leadership positions.
Abstract
Purpose
The purpose of this conceptual paper is to provide a theoretical explanation for the persistence of the glass ceiling keeping women from assuming leadership positions.
Design/methodology/approach
The methodological approach of this paper is to compare and contrast social role theory and expectation states theory as theoretical underpinnings to explain the persistence of a glass ceiling for women leaders.
Findings
Both social role theory and expectation states theory belong to the structural/cultural models describing differences between the genders. Social role theory and expectation states theory explicate diverse reasons for the emergence of these differences. However, both theories propose that gender differences will result in evaluation bias against women.
Practical implications
As a result of evaluation bias against women, the glass ceiling phenomenon keeping women from assuming top leadership positions continues to occur.
Originality/value
This paper is being written on the 20 year anniversary of the term glass ceiling being coined. It adds to the body of literature by closely examining two structural/cultural theories as possible causes to an invisible barrier which keeps women leaders from entering top level management positions.
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Tucker S. McGrimmon and Lisa M. Dilks
The purpose is to theorize and empirically estimate the impact of the gendered nature of the offender-victim dyad and crime type on time to arrest.
Abstract
Purpose
The purpose is to theorize and empirically estimate the impact of the gendered nature of the offender-victim dyad and crime type on time to arrest.
Methodology/Approach
Predictions regarding the impact of gendered offender-victim dyads and crime type on time to arrest are constructed by extending role congruity theory and tested using data from the FBI's National Incident-Based Reporting System across five crime types using dyadic-based event history methods.
Findings
The authors find strong empirical support that role expectations derived from the gender composition of offender-victim dyads and the masculinity of the crime type affect time to clearance.
Originality/Value
This research is the first to theorize and empirically test the relative impact of role congruency and the relational nature of the offender-victim dyad in the adjudication process. Furthermore, the research shows that the construction of “normal crime” can be enhanced by applying a gendered and relational approach, based on social psychological theory, which is predictive of crime clearance.
Research limitations/Implications
Future research is required to validate the results for crimes where law enforcement has less discretion and are feminine typed.
Social Implications
The results imply that by accounting for the expectations generated by gender roles when applied to offender-victim dyads a casual mechanism is established that better organizes previously inconsistent results with respect to the impact of gender on time to clearance. Thus, the authors' utilization of role congruity theory of gender provides a more consistent explanation for inequalities in time to clearance that may be fruitful for evaluating other steps in the adjudication process.
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Jan E. Stets, Peter J. Burke, Richard T. Serpe and Robin Stryker
In this chapter, we advance an understanding of identity theory (IT) as originally created by Sheldon Stryker and developed over the past 50 years. We address misunderstandings of…
Abstract
In this chapter, we advance an understanding of identity theory (IT) as originally created by Sheldon Stryker and developed over the past 50 years. We address misunderstandings of IT concepts and connections. We provide definitions of key ideas in IT, propositions that identify important relationships, and scope conditions that outline the circumstances to which IT applies. Our goal is to provide scholars with an accurate view of IT so that it can continue to advance the science of human behavior in sociology and beyond.
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Sulakshana De Alwis, Patrik Hernwall and Arosha S. Adikaram
This study aims to explore how and why employees perceive technology-mediated interruptions differently and the role of sociocultural factors in this process using sociomaterial…
Abstract
Purpose
This study aims to explore how and why employees perceive technology-mediated interruptions differently and the role of sociocultural factors in this process using sociomaterial analysis.
Design/methodology/approach
Data were gathered from 34 Sri Lankan knowledge workers using a series of workshop-based activities. The concept of sociomateriality is employed to understand how sociocultural elements are entangled with technology in work-life boundary experiences.
Findings
The findings of the thematic analyses suggest how culture is intertwined in the way employees perceive technology-mediated interruptions and how they manage information communication technologies (ICTs) to balance their work and nonwork demands. Participants have been unable to avoid technology-mediated boundary interruptions from work, as organisations have created norms to keep employees connected to organisations using information communication technologies. Traditional gender roles are specifically found to be entangled in employees' boundary management practices, disadvantaging women more.
Practical implications
The findings highlight how national culture and gender norms create challenging work-life experiences for female employees than males. This could create a disadvantageous position for female employees in their career progression. It is crucial to consider factors such as boundary preferences and family concerns when deciding on family-friendly work policies. Also, organisations have to consider the development of explicit guidelines on after-hours communication expectations.
Originality/value
Using the lens of sociomateriality, researchers can understand the contextual entanglement of ICTs with national culture and gender norms in creating different work-life boundary experiences. It seems ICTs are creating a disadvantage for female employees when managing work–nonwork boundaries, especially in power distant and collectivist cultures where traditional gender norms are highly valued and largely upheld. This study also contributes to the current discourse on work-life boundaries by providing insights from non-western perspectives.
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Pui Yuen Lee and Kung Wong Lau
The rise of social media marketing has brought significant implications for advertising industry and its organizations. The traditional role of advertising professionals had been…
Abstract
Purpose
The rise of social media marketing has brought significant implications for advertising industry and its organizations. The traditional role of advertising professionals had been changing from a clear identity to an unclear one. However, previous research has studied relatively little about advertising professionals’ roles and identities or how they may be changing in the social media marketing era. The paper aims to discuss these issues.
Design/methodology/approach
A qualitative, interpretive approach was taken in this study. It involved 32 in-depth interviews with advertising professionals in advertising organizations differing in size, digital focus and ownership in different multinational full-service advertising organizations and digital organizations.
Findings
The findings indicated that the role of advertising professionals is innovating from a traditional “idea generator” to a “solution facilitator” in response to the social media marketing.
Originality/value
This study identified the key experiences of advertising professionals that they were found to have divergent role identities linked to their identification with traditional and digital organizations.
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Hundera Mulu, Geert Duysters, Wim Naudé and Josette Dijkhuizen
The purpose of this paper is to develop items for measuring the role conflict between social role expectations (SREs) and entrepreneurial role demands (ERDs) among women…
Abstract
Purpose
The purpose of this paper is to develop items for measuring the role conflict between social role expectations (SREs) and entrepreneurial role demands (ERDs) among women entrepreneurs in sub-Saharan Africa (SSA).
Design/methodology/approach
This paper uses 20 interviews and literature from SSA to develop items, a survey of 408 to conduct factor analysis and a survey of 307 to conduct criterion validity analysis.
Findings
Statistical analysis shows that the scales used adequately captured two dimensions of SRE and ERD conflict: SRE-to-ERD conflict and ERD-to-SRE conflict. It was found that the SRE-to-ERD-conflict scale is reliable and valid with the five dimensions of entrepreneurial success and that women entrepreneur’s experience significant role conflict between SREs and ERDs.
Research limitations/implications
The implication is that standard scales measuring work and family conflict, which tend to focus solely on the work and family context, cannot adequately account for role conflict among women entrepreneurs.
Practical implications
The practical implications of these findings are discussed.
Originality/value
New scale items form measuring the conflict between SREs and ERDs were developed.
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Corinne Post, Nancy DiTomaso, Sarah R. Lowe, George F. Farris and Rene Cordero
This paper aims to evaluate alternative theories about how perceived innovativeness and perceived relational skills interact with gender to explain evaluations by managers of…
Abstract
Purpose
This paper aims to evaluate alternative theories about how perceived innovativeness and perceived relational skills interact with gender to explain evaluations by managers of scientists and engineers' promotability into management.
Design/methodology/approach
A cross‐sectional design is used. The sample (n=2,278) is drawn from 24 large US corporations. Separate surveys are administered in each corporation to scientists and engineers and to managers evaluating them.
Findings
Managers rate men and women equally promotable. Furthermore, women whom managers perceived to be especially innovative receive higher evaluations of promotability than similarly accomplished men. And, among those perceived to have low relational skills, women and men are evaluated similarly.
Research limitations/implications
More research is needed to evaluate how ambivalent stereotypes and pressures from organizations to suppress categorical thinking might combine to affect evaluation and selection processes in diverse work settings.
Practical implications
Companies should be concerned about the potential tendency for managers to reward a few individuals when they exceed stereotypical expectations. Employees should be aware of and actively manage the impressions that managers have of them with regard to innovativeness and relational skills.
Originality/value
This paper calls attention to the role of ambivalence and legitimacy theories that predict that women will receive higher evaluations when they exceed stereotypical expectations of innovativeness and that when women do not meet stereotypical expectations of relational skills, managers will temper their harshness in evaluating them. In developing this analysis, it seeks to contribute to the understanding of evaluation processes by considering the context in which evaluations take place.
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