Search results

This paper aims to investigate the phenomenon of the glass cliff, whereby women are more likely than men to be placed in precarious leadership positions. Men's and women's reactions to this subtle form of gender discrimination are examined, the identity processes involved, and the implications for organisations who must manage this change in the gender make‐up of their workforce.

The paper is qualitative analysis of participants’ spontaneous explanations for the glass cliff, after having read about the phenomenon on an online news web site.

The research demonstrates clear differences in men's and women's reactions to the glass cliff. While women were more likely to acknowledge the existence of the glass cliff and recognise its danger, unfairness, and prevalence for women, men were more likely to question the validity of research into the glass cliff, downplaying the dangers. These patterns were mirrored in the explanations that individuals generated. While women were most likely to explain the glass cliff in terms of pernicious processes such as a lack of alternative opportunities, sexism, or men's ingroup favouritism, men were most likely to favour largely benign interpretations, such as women's suitability for difficult leadership tasks, the need for strategic decision‐making, or company factors unrelated to gender.

This research examines people's reactions to a new form of subtle sexism in the workplace which allows one to develop a more thorough theoretical understanding of the phenomenon and of the likely impact of practical interventions designed to help eliminate discriminatory appointment practices.

Despite a renewed interest in processes which help organizations to harness social capital, it is apparent that practical efforts to achieve this rarely focus on employees who are members of low status groups. In large part this is because such employees tend to be skeptical of, and to resist, engagement in intervention programs on the basis of previous adverse experience regarding the benefits achieved and lack of trust. This paper presents evidence that, among hospital staff, work groups who felt they were devalued displayed higher levels of cynicism regarding the potential efficacy of a stress intervention program. Within the organization, devalued groups were characterized by lower levels of organizational identification and members of these groups reported under‐utilization of their skills by the organization. Thus, there is evidence that organizations are failing to realize the social capital of specific groups. The ASPIRe model of organizational development is discussed as an appropriate vehicle to provide devalued groups with genuine opportunities for development and empowerment. To the extent that such a program receives genuine institutional support, we argue that it has the potential to unlock key enclaves of social capital that tend otherwise to be overlooked.

The decline in attendance at historically Black colleges and universities and their existence is as much about the theoretical frameworks of social knowledge that exist within a putative post-racial society as it is about the systemic destabilization of educational institutions that produce a critical mass of Black and Brown professional through, inter alia, neoliberal narratives of individualism. What impact does framing have on erroneous beliefs about the efficacy of HBCUs? In the context of America's historical and current sociopolitical environment, HBCUs are more than educative spaces for Black students. HBCUs are places where the transformative practices of rhetorical criticism and collective action can uproot attitudes and theories that lead Blacks students to believe the marginalized outcomes they experience are their own fault over systemic racial discrimination.

Tourism recovery after the pandemic has failed to take the path leading to sensitivity and humaneness at destination level. This chapter argues that to open this path, we need to confront the belief that tourists are self-centred, fun-driven and cheating individuals. This view on tourists and more generally human beings is central to the neoliberal understanding of consumers. It has moreover taken a strong grasp on the mind of economists, politicians, academics and the public at large.

To counteract this idea, I call upon Aristotle's discussion of friendship. In Nicomachean Ethics, Aristotle distinguishes between three forms of friendship: of utility, of pleasure, and of goodwill. Utility implies a relationship where people befriend each other in virtue of some good or service that they get or expect to get from each other. Friendships of utility, therefore, imply reciprocation. Friendships of pleasure can also be understood as a form of reciprocal altruism. However, friendships of goodwill are different because they are felt for others for their own sake and not in expectation of a favour in return. Friendships of goodwill include therefore others who may not be able to reciprocate, such as tourists staying only a short time at a destination. Looking through the lens of friendships of goodwill, one could argue that all tourists, including short-stay visitors, will be friendly and caring towards their hosts.

This chapter explores the soundness of friendships of goodwill in the light of more recent research on human nature. It also discusses its implications for our understanding of human beings, the relationship between hosts and guests, and ultimately the opportunity to steer tourism along a more sensitive, human and sustainable path.

Despite the breadth of knowledge on self and identity formation across the study of organizations, the field of organizational development and change has limited research on the construction of professional identity. Much has been written to describe the “self-concepts” of those practicing and researching in the field, but there have been no investigations that have explored how these “self-concepts” form. In addition, although women have contributed to defining the “self” in the field, men have held the dominant perspective on the subject. Thus, in this chapter, we address a disparity in the research by exploring the construction of professional identity in the field of organizational development and change, and we give voice to the renowned women who helped to build the field. Using the profiles of 17 American women included in The Palgrave Handbook of Organizational Change Thinkers, we perform a narrative analysis based upon the concepts and models prevalent in the literature on identity formation. By disentangling professional identity formation of the notable women in the field, we can begin to see the nuance and particularities involved in its construction and gain deeper understandings about effective ways to prepare individuals to work in and advance the field.

This paper aims to examine the association between audit quality threatening behaviour (AQTB) and three team equality dimensions: deindividuation, social identity and gender equality. Discrimination among auditors has been experienced in accounting firms across the world, which can lead to behaviour that risks the quality of work. The negative influence of this behaviour can have consequences for clients, audit firms, regulators and the wider society due to the threat on audit quality.

A questionnaire was conducted at a Big 4 audit firm in Sweden. Members of audit teams that worked together on one specific engagement were asked to give their perceptions of their experience of equality and behaviours within the team. Hypotheses were tested using ordered logistic regression and partial least squares structural equation model.

Audit teams that experience deindividuation conduct more AQTBs and audit teams with higher social identity conduct less AQTBs. However, the audit team’s social identity can moderate the audit teams’ experience with deindividuation and reduce AQTB.

With a unique data set of practising audit teams, this study is the first to investigate how audit team equality is related to AQTB. Contributions are made to practitioners about audit team dynamics since the AQTB occurs as part of the audit decision-making process that influences audit quality. Inequality also has recruitment and reputation consequences. Thus, contributions are made to the audit market that is interested in audit quality. The study also contributes empirical evidence from an audit team context about behavioural outcomes and the social identity and deindividuation model theory (Klein et al., 2007; Reicher et al., 1995).

Understanding the psychological risk factors in radicalisation and terrorism is typically limited by both a lack of access to individuals who carry out the acts and those who are willing to engage in research on the matter. The purpose of this study is to describe the process of self-radicalisation of an otherwise law-abiding individual who engaged in single-actor terrorism activities.

A single case study, based on clinical interviews and psychometric testing, of an individual with autism who engaged in multiple acts of terrorism through online activity. The case is presented within existing frameworks of radicalisation, and describes how it developed along the steps described in the path to intended violence.

A number of variables are identified as contributing towards the individual’s vulnerability to radicalisation, such as deficits in higher order cognition, psychopathology, autism spectrum disorder traits, personal interests, social isolation and life stressors.

Unique to this study is how the process of radicalisation and the possibility to carry out the individual’s attacks was made possible only through the use of internet technology.

This study aims to integrate and extend existing approaches from self-identity literature by examining the underexplored aspects of online private self-disclosure. The study first explores the experiential value co-created when consumers voluntarily self-disclose on public platforms. Second, it sheds light on what motivates such consumers to disclose private self-images and experiences, thus giving up some degree of privacy on an unrestricted platform.

This study conducted 65 laddering interviews and observed the profiles of ten consumers, who actively posted self-images on Instagram, through a netnographic study. Then, this study implemented a means-ends chain analysis on interview data.

This study found that online private self-disclosure can involve a co-created experiential value that consists of consumers’ self-affirmation, affective belief and emotional connection. These value components derive from three higher-order psychological consequences – empowerment, buffering offline inadequacy of self-worth and engagement – and four functional consequences – opportunity to learn, online control, self-brand authenticity and impression management.

Operationally, this study proposes that Instagram could be configured and synched with other social networking sites to provide a more complete representation of the online self. Using algorithms that simultaneously pull from other social networking sites can emotionally connect consumers to a more relevant and gratifying personalized experience. Additionally, managers could leverage the findings to tailor supporting tools to transfer consumers’ private self-disclosure skills learned during online communication into their offline settings.

This research contributes to the extant marketing literature by providing insights into how consumers can use private self-disclosure to co-create experiential value, an emerging concept in modern marketing that is key to attaining satisfied and loyal consumers. This study shows that, even in anonymous online settings, consumers are willing to self-disclose and progress to stable intimate exchanges of disclosure by breaking their inner repression and becoming more comfortable with releasing their desires in an emotional exchange.

With age diversity in the workplace becoming increasingly prevalent, the conflict between younger and older workers can be pervasive because of their increased interpersonal tensions from heterogeneous interactions. Adopting an identity-based approach, this study aims to examine the causes, underlying mechanisms and specific strategies used to manage such conflict. It was hypothesized that there is an interaction effect between age-group identification and organizational identification on conflict strategies and that this relationship can be explained by the mediating role of motivational goal orientation.

A total of 380 clerical workers in Hong Kong, aged 19–65, responded to two hypothetical scenarios about conflict with a younger and an older worker using a structured questionnaire on social identity, motivational goal orientation and conflict strategies. Moderated mediation analyzes were performed to test the hypothesized conditional indirect effects.

Results showed that workers who identified with the organization emphasized less on independent goals (with a younger opposing party) and more on cooperative goals (with an older opposing party) when they did not perceive an age-group differentiation, and thus, they were more likely to respond in a way that de-escalates the conflict, including the use of integrating, obliging and compromising strategies.

Extending age-related conflict research beyond identifying generational differences, this study highlights the role of social identity and suggests that employers and managers should strengthen employees’ organizational identification and build a fair work environment that facilitates positive interaction between younger and older workers.

Entomophagy (i.e. human insect consumption) is seen as one promising route to substantially reduce food-related carbon footprints as insects can be produced at a fraction of the carbon emitted by traditional Western meat production (e.g. beef, pork, poultry). In this light, the purpose of this paper is to address how prices may affect preferences for insects as food.

Drawing on consumer research on “positive” functions of prices (e.g. the widely held belief that price and quality are positively correlated), the authors present two behavioural experiments that manipulated price cues to estimate the effect on expectations, eating behaviour and willingness-to-pay as central preference indicators.

Consistent with the predictions, high prices as initial anchors positively affect food preferences. Furthermore, they incur a positive spill-over effect to subsequent consumption of insects that are unprocessed (i.e. truffles in which mealworms are visible in their entity) and for which no price information is available. Additionally, the authors show that the positive effects of high prices on preferences are muted if prices are artificially lowered (e.g. by means of government subsidies, Experiment 2).

Taken together, the authors show that preferences for novel foods such as insects can be promoted by systematically taking into account behavioural economic theories. This suggests that behavioural theory can be used to reap environmental benefits of entomophagy.

This research links behavioural economics with the actual consumption of insects and therefore complements survey research on behavioural intentions.