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Book part
Publication date: 20 November 2002

Janne Chung

Prior studies examined the effects of rater and ratee on performance-related evaluations (PREs) either individually or in conjunction with one other variable. This study extended…

Abstract

Prior studies examined the effects of rater and ratee on performance-related evaluations (PREs) either individually or in conjunction with one other variable. This study extended the literature by adopting a more complete approach. It examined the interaction effect between rater, ratee and environmental (such as level of performance) variables on PREs. A three-way interaction effect between rater age, ratee sex and level of managerial performance on PREs was predicted. An experiment using two cases — one where the ratee performed successfully and the other where the ratee performed unsuccessfully — was carried out. Fifty-seven participants took part in the experiment. As predicted, when the ratee performed successfully, younger raters demonstrated a sex bias against the female ratee whereas older raters did not. However, when the ratee performed unsuccessfully, neither younger nor older raters exhibited significant female sex bias. Implications of the findings were discussed.

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Mirrors and Prisms Interrogating Accounting
Type: Book
ISBN: 978-1-84950-173-6

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Book part
Publication date: 30 July 2018

Abstract

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Marketing Management in Turkey
Type: Book
ISBN: 978-1-78714-558-0

Book part
Publication date: 9 June 2011

Xin Tong

Purpose – The chapter explores how gendered division of labor shapes gender hierarchal relationships, inequality, social mobility, and labor solidarity of women and men workers in…

Abstract

Purpose – The chapter explores how gendered division of labor shapes gender hierarchal relationships, inequality, social mobility, and labor solidarity of women and men workers in the small-scale restaurant industry in China.

Methodological approach – Thirty-four interviews with restaurant workers were conducted and a survey was taken.

Findings – Small-scale restaurants in China are patriarchal in structure that symbolizes a familial hegemonic regime. Labor is divided by gender, age and, to some extent, class with women concentrated in the lower positions. Most restaurant workers are young migrant women who come to the city to work before marrying and having children. Restaurant work is arduous: the hours are long and the wages are low. Women workers do not advance beyond the position of server, while men make use of social contacts and advance in status and wages. Because of kinship and village ties as well as divisions by age and gender, class solidarity cannot be achieved.

Value of the study – The chapter focuses on a topic that has been little studied. It furthers an understanding of intersectionality and inequality among food service workers in the context of China.

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Analyzing Gender, Intersectionality, and Multiple Inequalities: Global, Transnational and Local Contexts
Type: Book
ISBN: 978-0-85724-743-8

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Book part
Publication date: 19 May 2009

Heather A. Haveman, Joseph P. Broschak and Lisa E. Cohen

Purpose – This paper investigates the effects of founding, growth, decline, and merger on gender differences in managerial career mobility. These common events create and destroy…

Abstract

Purpose – This paper investigates the effects of founding, growth, decline, and merger on gender differences in managerial career mobility. These common events create and destroy many jobs, and so have big impacts on managers’ careers. We build on previous research to predict gender differences in job mobility after such events, and show that these gender differences are moderated by the positions managers occupy: level, firm size, and sex composition.

Methodology – We test our predictions using archival data on all 3,883 managerial employees in all 333 firms in the California savings and loan industry between 1975 and 1988. We conduct logistic-regression and event-history analyses.

Findings – Female managers are less likely than male managers to be hired when the set of jobs expands because of founding and growth, and more likely to exit when the set of jobs contracts because of decline and merger. These gender differences exist because relative to men, women occupy lower-level jobs, work in smaller firms, and work in firms with more women at all managerial ranks. The effects of all but one event (the growth of one's own employer) are moderated by managers’ positions.

Value of the paper – Our paper is the first to offer a large-scale test of gender differences in career trajectories in the wake of common organizational events. By showing that these market-shaping events affect male and female managers’ careers differently, and that these effects depend on the positions of male and female managers, we demonstrate economic sociology's potential for studying inequality.

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Economic Sociology of Work
Type: Book
ISBN: 978-1-84855-368-2

Abstract

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The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

Book part
Publication date: 14 December 2023

Kate Hawks, Karen A. Hegtvedt and Cathryn Johnson

We examine how authorities' use of fair decision-making procedures and power benevolently shape workers' impressions of them as competent and warm, which serve as a mechanism…

Abstract

Purpose

We examine how authorities' use of fair decision-making procedures and power benevolently shape workers' impressions of them as competent and warm, which serve as a mechanism whereby authorities' behaviors shape workers' emotional responses. We investigate how the role of these impressions differs depending on authority gender and consider whether emotional responses differ for male and female subordinates.

Design/Methodology

We conducted a between-subjects experimental vignette study in which we manipulate an authority's behaviors and gender. We use multigroup mediation analysis to test our predictions.

Findings

Authorities who employ procedural justice and benevolent power elicit reports of heightened positive emotion experiences and intended displays and reports of reduced negative emotion experiences and intended displays. These behaviors also enhance views of authorities as competent and warm. The mediating role of impressions differs by authority gender. Authority behaviors prompt reports of positive emotions through conveying impressions that align with authorities' gender stereotypes (competence for men, warmth for women). In contrast, warmth impressions mediate effects of behaviors on reported negative emotions when authorities are men, whereas when authorities are women, benevolent power use directly reduces reported negative experience, and procedural justice reduces negative display. Female respondents are more likely to report positive emotion experience and display toward male authorities and negative display toward female authorities.

Originality

By examining competence and warmth impressions as mechanisms, we gain insight into how the process by which authority behaviors affect worker emotions is gendered and shed light on micro-level dynamics contributing to gender inequality at work.

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Advances in Group Processes
Type: Book
ISBN: 978-1-83797-477-1

Keywords

Book part
Publication date: 13 July 2017

Sunita Ramam Rupavataram

Gender-stereotyped organizational expectations compromise outcomes desired from numerically balanced gender representation. Sex-roles allow both men and women to exhibit masculine…

Abstract

Gender-stereotyped organizational expectations compromise outcomes desired from numerically balanced gender representation. Sex-roles allow both men and women to exhibit masculine or feminine behaviors based on their self-construal of “psychological-gender.” Emotional intelligence (EI) is considered “feminine” and rational intelligence “masculine.” So, using Bem sex-role inventory and Emotional Intelligence Appraisal, the current study explored EI in 217 senior Indian managers from masculine/feminine sex-role perspective. There was no difference in EI of men/women. Moreover, EI did not differ in men/women categorized in “same” sex-role. However significant differences emerged across sex-roles with feminine sex-role participants actually scoring significantly lesser than androgynous or masculine sex-role participants although emotional intelligence is considered as a feminine intelligence. Implications of sex-role-driven differences in EI in organizational context are discussed.

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Emotions and Identity
Type: Book
ISBN: 978-1-78714-438-5

Keywords

Abstract

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The Ideological Evolution of Human Resource Management
Type: Book
ISBN: 978-1-78743-389-2

Book part
Publication date: 14 August 2014

Hulda Mjöll Gunnarsdóttir

This chapter examines how structural factors related to gender, managerial level, and economic sector could impact the level of experienced person/role conflict in management…

Abstract

This chapter examines how structural factors related to gender, managerial level, and economic sector could impact the level of experienced person/role conflict in management based on a representative survey conducted among managers in Norway. Person/role conflict appears relevant for understanding emotions in organizations and is linked with emotional dissonance and emotional labor through theoretical and empirical considerations. Our findings reveal that the effect of gender remains significant when controlled for economic sector and managerial level. This indicates that experienced person/role conflict can be partially caused by perceived incongruity between internalized and gender role-related expectations as well as managerial role-related expectations.

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Emotions and the Organizational Fabric
Type: Book
ISBN: 978-1-78350-939-3

Keywords

Book part
Publication date: 5 November 2021

Samuel Amponsah

What does it take to effectively implement an inclusive business in the agro-processing industry? The author examines the experiences of two agro-processing firms in Ghana. The…

Abstract

What does it take to effectively implement an inclusive business in the agro-processing industry? The author examines the experiences of two agro-processing firms in Ghana. The literature indicates that any business that combines employment opportunities with expanded output of goods and services is both socially and economically beneficial. The author found that the creation of new markets for local suppliers, expanded output of goods and services, and the development of new markets for formerly undetected needs and wants—both domestic and international—offered prospects of transforming the lives of the poor through creation of wealth and dignity.

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Institutional Interconnections and Cross-Boundary Cooperation in Inclusive Business
Type: Book
ISBN: 978-1-80117-213-4

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