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1 – 10 of 600Nanouk Verhulst, Hendrik Slabbinck, Kim Willems and Malaika Brengman
To date, to the best of the authors’ knowledge, the use of implicit measures in the service research domain is limited. This paper aims to introduce implicit measures and explain…
Abstract
Purpose
To date, to the best of the authors’ knowledge, the use of implicit measures in the service research domain is limited. This paper aims to introduce implicit measures and explain why, or for what purpose, they are worthwhile to consider; how these measures can be used; and when and where implicit measures merit the service researcher’s consideration.
Design/methodology/approach
To gain an understanding of how implicit measures could benefit service research, three promising implicit measures are discussed, namely, the implicit association test, the affect misattribution procedure and the propositional evaluation paradigm. More specifically, this paper delves into how implicit measures can support service research, focusing on three focal service topics, namely, technology, affective processes including customer experience and service employees.
Findings
This paper demonstrates how implicit measures can investigate paramount service-related subjects. Additionally, it provides essential methodological “need-to-knows” for assessing others’ work with implicit measures and/or for starting your own use of them.
Originality/value
This paper introduces when and why to consider integrating implicit measures in service research, along with a roadmap on how to get started.
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Elaine Berkery and Nuala F. Ryan
Using Schein’s Descriptive Index (SDI), this paper aims to first examine gender role stereotypes and requisite managerial characteristics among Irish business students over a…
Abstract
Purpose
Using Schein’s Descriptive Index (SDI), this paper aims to first examine gender role stereotypes and requisite managerial characteristics among Irish business students over a 10-year period. Then, the paper investigates whether there have been changes in gender role stereotypes during this period and subsequently unpack the reasons behind any changes recorded.
Design/methodology/approach
In total, 1,124 students from the same business student population rated men, women and managers in general, using SDI. Data was collected first during the academic year 2008–2009 and again in 2018–2019 to determine stability or change in gender role stereotypes and requisite managerial characteristics. Intraclass correlation coefficients scores were computed to determine the relationship between gender and requisite managerial characteristics and identify differences and similarities between the two samples. To explore the content of gender stereotypes, an examination of the specific descriptive items was conducted by performing a factorial analysis using Duncan’s Multiple Range Test. Finally, the authors adapted the scales developed by Duehr and Bono (2006) to determine whether broad gender stereotypic characteristics with respect to communal and agentic, attributed to men, women and managers, differ by sample.
Findings
The overall findings indicate changes in the extent of gender role stereotyping of the managerial role among the male cohorts studied. The subsequent analysis of the descriptive items identified that the change among the male cohort is due to the levels of agency they perceive women to now possess.
Research limitations/implications
The authors contribute to the literature on both gendered and managerial stereotypes by showing changes in the pro-male stereotype of the managerial role and contribute to the existing debate on a shift towards a more androgynous view of leadership.
Practical implications
These findings help understand the content of gender role stereotypes that recent graduates bring with them to their first job post-graduation. The observed changes in the level of agency ascribed to women by their male counterparts could prove to be an important step forward for women’s advancement to managerial positions.
Originality/value
The findings indicate that both male and female cohorts in Sample 2 perceived men and women in general to possess the same levels of communal and agentic traits as their managerial counterparts.
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This paper delves into the critical role of women in the domains of architecture, engineering, construction and urban planning, particularly within the context of the United…
Abstract
Purpose
This paper delves into the critical role of women in the domains of architecture, engineering, construction and urban planning, particularly within the context of the United Nations sustainable development goals (SDGs) and the imperative of achieving gender parity. Concentrating on the Gulf Cooperation Council (GCC) countries, this paper explores the profound importance of women as essential contributors to urbanisation and sustainable development. It scrutinizes the existing gender disparities within the architecture, engineering and construction (AEC) industries; evaluates prevailing women empowerment indices in diverse sectors; and presents a strategic framework for harnessing women’s engagement to cultivate inclusive and sustainable urban cultures in the GCC. This conceptual paper introduces an actionable framework that can serve as a guiding agenda for empowering women in the AEC sectors by incorporating their socio-cultural, economic and ecological contributions towards creating sustainable cities.
Design/methodology/approach
Centring its focus on Gulf Cities, this paper employs a comprehensive approach to examine the current gender disparities within the architecture, engineering and construction sectors. It probes potential barriers and advocates for leveraging women’s participation to foster inclusive and sustainable urban development in the GCC. The study introduces the Women’s Empowerment Index (WEI) for the Gulf AEC industry elucidating how these measures are translated into a tailored framework.
Findings
The paper presents a practical framework that provides actionable guidance for engaging various stakeholders, including governments, academia and industry players, to empower women within the AEC industries. An “Agenda for equitable AEC industries for sustainable urban development: Our Common Gulf Cities” is culminated in a Women Empowerment Index for the AEC Industry (WEI-AEC) designed to serve as a guidance tool to monitor progress within industry, governments and academia.
Research limitations/implications
Future research endeavours could advance the framework by conducting institutional support analyses, multi-stakeholder collaboration studies and practical testing of the framework within real-world scenarios.
Practical implications
The findings of this study can guide and influence a diverse range of initiatives, including policy development, educational strategies, corporate endeavours, awareness campaigns, capacity-building programs, skill enhancement initiatives and knowledge exchange among the Gulf Cooperation Council countries.
Originality/value
This conceptual paper introduces a practical framework that can serve as a roadmap for implementing the study’s potential to shape policies, educational programs and corporate initiatives aimed at advancing both gender equality and the development of sustainable cities.
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Meg Aum Warren, Haley Bock, Tejvir Sekhon and Katie Winkelman
Pregnant employees experience considerable interpersonal discrimination. This study explores the range of possible reactions of observers to pregnancy self-disclosure…
Abstract
Purpose
Pregnant employees experience considerable interpersonal discrimination. This study explores the range of possible reactions of observers to pregnancy self-disclosure, interpersonal discrimination and various allyship interventions, and the attentional processes that lead to those reactions. Consequently, it uncovers socio-cognitive processes underlying support for and backlash toward pregnancy in the workplace.
Design/methodology/approach
This study used a thought-listing technique to explore observers’ spontaneous thoughts related to pregnancy. Working adults were randomly assigned to read through one of the six scenarios depicting pregnancy self-disclosure, interpersonal discrimination and male allyship interventions (i.e. stating the organization’s anti-discrimination policy, confronting the transgressor by calling out sexism, pivoting the conversation to highlight the strengths of the pregnant employee and a hybrid intervention combining highlighting strengths and confrontation) after which participants listed the top three thoughts that came to their mind (1,668 responses). Responses were thematically analyzed to explore spontaneous reactions toward the pregnant employee, transgressor and ally in the scenario.
Findings
Surprisingly, across all scenarios, the most sexist thoughts emerged during pregnancy self-disclosure, even in the absence of any transgression. After a transgression occurred, any allyship intervention was better than none in eliciting lesser sexist backlash against the pregnant employee. Stating the organization’s anti-discrimination policy was most beneficial for the pregnant employee in eliciting the least sexist backlash but at the cost of generating unfavorable impressions of the ally. Calling out the transgressor’s bias elicited the most sexist backlash toward the pregnant employee, yet it created favorable impressions of the ally. In contrast, highlighting the strengths of the pregnant employee created the most favorable impression of the ally while eliciting a few sexist thoughts about the pregnant employee. Overall, the hybrid intervention was the most effective at balancing the competing goals of generating support for the pregnant employee, creating favorable impressions of the ally, as well as holding the transgressor accountable.
Originality/value
This study demonstrates that the type of allyship intervention critically redirects the attentional focus of observers to certain aspects of a discrimination episode and relevant schemas which can generate support or backlash toward targets, transgressors and allies, thereby advancing or obstructing equity and inclusion in organizations.
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Magdalena Adamus and Eva Ballová Mikušková
Following Goldberg’s paradigm, this study aims to investigate whether women and men are at risk of differential treatment by HR professionals in recruitment and dismissal…
Abstract
Purpose
Following Goldberg’s paradigm, this study aims to investigate whether women and men are at risk of differential treatment by HR professionals in recruitment and dismissal processes and focuses on the impact of exogenous factors, such as discrimination and gender norms.
Design/methodology/approach
A total of 155 individuals with experience as HR professionals participated in a randomised vignette study. In Task 1, they evaluated three applicants (all three either men or women) for the post of regional sales manager based on the applicant’s competences, hireability, likeability and proposed salary. In Task 2, participants were asked to select one of the six employees for dismissal and provide a rationale for their choice.
Findings
In Task 1, female applicants were offered significantly lower salaries than male applicants. In addition, average and low-performing male applicants were assessed as less likeable than identical females. In Task 2, the willingness to dismiss increased when employees with frequent absences were presented as men.
Originality/value
By involving a sample of HR professionals, the study contributes to the literature and practice by highlighting the differential treatment of women and men in the labour market. While women are likely to experience direct discrimination in the form of significantly lower pay offers, men may suffer a backlash due to lower educational attainment and absenteeism. The findings suggest that the labour market situation for women is complex and affected by norms and expectations requiring men to behave in a masculine and career-oriented way.
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The integration of artificial intelligence (AI) technologies like conversational AI and HR chatbots in international human resource development (HRD) presents both productivity…
Abstract
Purpose
The integration of artificial intelligence (AI) technologies like conversational AI and HR chatbots in international human resource development (HRD) presents both productivity benefits and ethical challenges. This study aims to examine the ethical dimensions of AI-driven HR chatbots, emphasizing the need for fairness, autonomy and nondiscrimination. It discusses inherent biases in AI systems and addresses linguistic, cultural and accessibility issues. The paper advocates for a comprehensive risk assessment approach to guide ethical integration, proposing a “risk management by design” framework. By embracing ethical principles and robust risk management strategies, organizations can navigate AI-driven HR technologies while upholding fairness and equity in global workforce management.
Design/methodology/approach
Systematic literature review.
Findings
The paper advocates for a comprehensive risk assessment approach to guide ethical integration, proposing a “risk management by design” framework.
Practical implications
By embracing ethical principles and robust risk management strategies, organizations can navigate AI-driven HR technologies while upholding fairness and equity in global workforce management.
Originality/value
This study explores the intricate ethical landscape surrounding AI-driven HR chatbots, spotlighting the imperatives of fairness, autonomy, and nondiscrimination. Uncovering biases inherent in AI systems, it addresses linguistic, cultural, and accessibility concerns. Proposing a pioneering “risk management by design” framework, the study advocates for a holistic approach to ethical integration, ensuring organizations navigate the complexities of AI-driven HR technologies while prioritizing fairness and equity in global workforce management.
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Amitabh Anand, Liji James, Aparna Varma and Manoranjan Dhal
Ageism has deleteriously influenced individuals and society for nearly half a century. Despite receiving increased attention, it remains under-researched regarding how it might be…
Abstract
Purpose
Ageism has deleteriously influenced individuals and society for nearly half a century. Despite receiving increased attention, it remains under-researched regarding how it might be reduced in the workplace. Even though its prevalence and allure, review studies on workplace ageism (WA) are also scarce, and thus a review is warranted.
Design/methodology/approach
To fill the preceding void, this study will systematically review the existing literature on WA using data from the past four decades.
Findings
This study identified the various antecedents and the intervention mechanism through which WA may be reduced. Additionally, through reviews, the authors advance the research by offering promising avenues for future research.
Originality/value
This review contributes to human resources managers and will inspire future scholars to delve deeper into combating age discrimination, stereotypes and bias toward employees in workplaces.
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The Scottish Government hope to pilot judge only rape trials to increase the woefully low rape conviction rates in Scotland. The reasoning is that by removing jurors, the court…
Abstract
Purpose
The Scottish Government hope to pilot judge only rape trials to increase the woefully low rape conviction rates in Scotland. The reasoning is that by removing jurors, the court will be attenuating the role that rape myths and other cognitive and social biases have on conviction rates. However, a plethora of research from cognitive and social psychology, legal literature and decision-making science has shown that experts, including judges and other legal professionals, may be no less biased than laypeople. This paper aims to outline the research highlighting that experts may also be biased, why biases in judges can be elicited, and potential alternative recommendations (i.e. deselecting jurors who score highly on rape myths and providing training/education for jurors). Furthermore, piloting with real judges, in real trials, may not be best practice. Therefore, the authors recommend that any piloting is preceded by experimental research.
Design/methodology/approach
N/A
Findings
Furthermore, piloting with real judges, in real trials, may not be best practice; therefore, the authors recommend that any piloting is preceded by experimental research.
Originality/value
To the best of the authors’ knowledge, this research is the first of its kind to directly compared the decision-making of jurors and judges within the current Scottish legal context.
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This paper aims to investigate how narrative is constructed to create connections with fat readers, how books function to envision spaces of fat liberation for young readers and…
Abstract
Purpose
This paper aims to investigate how narrative is constructed to create connections with fat readers, how books function to envision spaces of fat liberation for young readers and to highlight the incredible importance of providing bigger mirrors (Bishop, 1990) for fat representation in children’s literature.
Design/methodology/approach
This paper analyzes and reflects on two texts that contain counternarratives of fatness: The (Other) F Word: A celebration of the fat and fierce edited by Angie Manfredi (2019) and Big by Vashti Harrison (2023) to interrogate how these two narratives intentionally disrupt anti-fat bias.
Findings
Body size and fatness are identities that need to be included in diversity efforts within education. Books like The (Other) F Word: A celebration of the fat and fierce (Manfredi, 2019) and Big (Harrison, 2023) offer positive representations of fatness, disrupt biases around body size and provide spaces that allow fat students to find joy, hope, connection and, more than anything, imagine a way toward liberation.
Research limitations/implications
This paper highlights the need to include more narratives of positive fat representation within children’s literature and calls for educators to interrogate their own anti-fat biases and practices.
Originality/value
There is a lack of research on fat representation specifically within children and young adult literature. This paper provides an analysis of two pieces of literature with fat representation that brings attention to the need for this type of future research.
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Quratulain Burhan and Muhammad Faisal Malik
The purpose of this study is to introduce the concept of workplace camaraderie and to investigate the mechanism through which workplace camaraderie influences incivility at the…
Abstract
Purpose
The purpose of this study is to introduce the concept of workplace camaraderie and to investigate the mechanism through which workplace camaraderie influences incivility at the workplace. The study is explained by taking the sequential mediation of personal biases leading to cronyism and favoritism. Social identity theory is used as the underpinning theory to explain the framework adopted.
Design/methodology/approach
Positivism research philosophy followed by the deductive approach is followed to meet the objectives of the current study. In total, 171 employees working in public sector organizations were taken as the respondents to the study. A purposive sampling technique was used to collect the data through self-administrated questionnaires. Path model is used through Mplus to generate the results and test hypotheses.
Findings
The results suggested that workplace camaraderie significantly affects incivility at a workplace with the sequential mediation of personal biases leading to cronyism and favoritism.
Originality/value
Although several researchers have studied the link between camaraderie and other employees’ related attitudinal and behavioral outcomes, few have explored the roles of personal biases, cronyism and favoritism in the relationship to incivility. This study thus posits a novel sequential mediation mechanism, based on the social identity theory, through which camaraderie is translated into civil behavior. Moreover, this study adds value by investigating this model in the public sector, where camaraderie can come up with important consequences.
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