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Article
Publication date: 25 April 2023

William Obenauer and Shafagh Rezaei

Replication is essential to science for the purpose of (1) updating previously accepted knowledge and (2) testing the boundary conditions of this knowledge. Although Bader et al

Abstract

Purpose

Replication is essential to science for the purpose of (1) updating previously accepted knowledge and (2) testing the boundary conditions of this knowledge. Although Bader et al.’s (2018) impactful paper on gender harassment experienced by expatriates was only published five years ago, there have been two relevant exogenous shocks to the environment since they collected their data, making this study an excellent target for replication.

Design/methodology/approach

Three-hundred ninety-one expatriates who were currently working in 79 different countries completed an electronic survey that included scales for gender harassment, ethnicity harassment, general stress, frustration and job satisfaction. Data were analyzed using partial least-squares structural equation modeling (PLS-SEM) in Stata17.

Findings

Consistent with prior research, gender had a significant relationship with workplace gender harassment (ß = 0.228, p < 0.001) such that males experienced lower levels of harassment than other expatriates. The relationship between race/ethnicity and experiences of ethnicity harassment was dependent upon model specification. Workplace harassment had a negative relationship with job satisfaction (gender harassment, ß = −0.114, p = 0.030; ethnicity harassment; ß = −0.146, p = 0.002) and a positive relationship with frustration (gender harassment, ß = 0.231, p < 0.001; ethnicity harassment, ß = 0.213, p < 0.001).

Originality/value

Using a larger, more diverse sample than that used in prior research, the authors were able to test the generalizability of accepted knowledge. While the authors replicated many findings identified in prior research, they failed to replicate the effects pertaining to the relationship between macro-level variables and experiences of harassment. Given that macro-level variables play a key role in status construction theory (SCT), this research raises important questions for future work.

Details

Journal of Global Mobility: The Home of Expatriate Management Research, vol. 11 no. 3
Type: Research Article
ISSN: 2049-8799

Keywords

Article
Publication date: 1 March 2022

Amber L. Stephenson, Leanne M. Dzubinski and Amy B. Diehl

This paper compares how women leaders in four US industries–higher education, faith-based non-profits, healthcare and law–experience 15 aspects of gender bias.

1909

Abstract

Purpose

This paper compares how women leaders in four US industries–higher education, faith-based non-profits, healthcare and law–experience 15 aspects of gender bias.

Design/methodology/approach

This study used convergent mixed methods to collect data from 1,606 participants. It included quantitative assessment of a validated gender bias scale and qualitative content analysis of open-ended responses.

Findings

Results suggest that, while gender bias is prevalent in all four industries, differences exist. Participants in higher education experienced fewer aspects of gender bias than the other three industries related to male culture, exclusion, self-limited aspirations, lack of sponsorship and lack of acknowledgement. The faith-based sample reported the highest level of two-person career structure but the lowest levels of queen bee syndrome, workplace harassment and salary inequality. Healthcare tended towards the middle, reporting higher scores than one industry and lower than another while participants working in law experienced more gender bias than the other three industries pertaining to exclusion and workplace harassment. Healthcare and law were the two industries with the most similar experiences of bias.

Originality/value

This research contributes to human resource management (HRM) literature by advancing understanding of how 15 different gender bias variables manifest differently for women leaders in various industry contexts and by providing HRM leaders with practical steps to create equitable organizational cultures.

Details

Personnel Review, vol. 52 no. 1
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 10 May 2024

Sara Kavoosi, Ali Safari and Ali Shaemi Barzoki

This study aims to develop and test a model of the antecedents, mediators and consequences of the glass cliff phenomenon through public sector service organizations in Iran to…

Abstract

Purpose

This study aims to develop and test a model of the antecedents, mediators and consequences of the glass cliff phenomenon through public sector service organizations in Iran to explore more insights on gender inequality in managerial positions.

Design/methodology/approach

The current research was conducted based on a mixed-method approach, using both qualitative and quantitative research designs. First, the qualitative method includes content analysis by conducting semi-structured interviews with 20 university professors and expert managers working in public sector service organizations in Iran. The outcomes of the qualitative phase lead to designing the conceptual framework and research hypothesis. Then, through a quantitative phase, 384 female managers working in public sector service organizations in Iran are selected using stratified random sampling and fill out the research questionnaire. The exploratory factor analysis was used to verify the model. Moreover, structural equation modeling, using AMOS 24, was used to test the research hypothesis.

Findings

The findings of the qualitative phase were represented in three categories including antecedents (e.g. the characteristics of women’s leadership, the selection of women based on meritocracy criteria, women’s preferences and organizational factors), mediation effect (e.g. succession planning, personal development planning and support networks) and consequences of the glass cliff phenomenon (e.g. positive and negative consequences). The results of the exploratory factor analysis show there are ten components, explaining 88.5% of variances. Moreover, the test of the structural model supports the direct effect of antecedents on the glass cliff phenomenon. The results also show the effect of the glass cliff phenomenon on consequences through mediation effects.

Research limitations/implications

There are some limitations that can be addressed by other researchers. Accordingly, the limited number of female managers in Iran prevented larger quantitative research. Moreover, the current research only found casual and mediation consequences of the glass cliff phenomenon, and potential moderators were not considered in this study.

Originality/value

The present study’s innovations may include using a mixed-method approach to investigate the antecedents, mediators and consequences of the glass cliff phenomenon in this study and examining the model constructs in some public sector service organizations. This research may provide a deep understanding of the antecedents, mediators and consequences of the glass cliff phenomenon by finding new factors using a mixed-method approach.

Details

Management Research Review, vol. 47 no. 9
Type: Research Article
ISSN: 2040-8269

Keywords

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