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1 – 10 of 516Isaac Emmanuel Sabat, Whitney Botsford Morgan, Kristen Price Jones and Sarah Singletary Walker
The authors aims to use stigma theory to predict and test a model wherein a person’s stage of pregnancy influences their workplace outcomes associated with pregnancy concealment…
Abstract
Purpose
The authors aims to use stigma theory to predict and test a model wherein a person’s stage of pregnancy influences their workplace outcomes associated with pregnancy concealment behaviors.
Design/methodology/approach
The authors tested the model using two separate survey studies, examining these relationships from the perspectives of both the pregnant employees and their supervisors.
Findings
The authors find support for the model across both studies, showing that concealment of a pregnant identity predicts increased discrimination, but only for those in later stages of pregnancy.
Originality/value
To the best of the authors’ knowledge, this is the first study to examine how one’s stage of pregnancy impacts identity management outcomes. This is important given that pregnancy is an inherently dynamic stigma that becomes increasingly visible over time.
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Allison S. Gabriel, David F. Arena, Charles Calderwood, Joanna Tochman Campbell, Nitya Chawla, Emily S. Corwin, Maira E. Ezerins, Kristen P. Jones, Anthony C. Klotz, Jeffrey D. Larson, Angelica Leigh, Rebecca L. MacGowan, Christina M. Moran, Devalina Nag, Kristie M. Rogers, Christopher C. Rosen, Katina B. Sawyer, Kristen M. Shockley, Lauren S. Simon and Kate P. Zipay
Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being…
Abstract
Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.
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Olga B.A. van den Akker, Nicola Payne and Suzan Lewis
The purpose of this paper is to explore factors influencing decision making about disclosure of assisted reproductive technology (ART) use in the workplace.
Abstract
Purpose
The purpose of this paper is to explore factors influencing decision making about disclosure of assisted reproductive technology (ART) use in the workplace.
Design/methodology/approach
A qualitative study design was used. In total, 31 women and 6 men who were using or had recently used ART were recruited from British fertility networks and interviewed. Data were transcribed verbatim and thematically analysed.
Findings
Two main strands were identified each encompassing two themes: “Concerns about disclosure” covered the very personal nature of disclosing ART treatment and also career concerns and “Motives for disclosure” covered feeling which was necessary to disclose and also the influence of workplace relationships.
Research limitations/implications
The relatively small, self-selected sample of participants was recruited from fertility support networks, and lacked some diversity.
Practical implications
Clarity about entitlements to workplace support and formal protection against discrimination, along with management training and awareness raising about ART treatment is needed to help normalise requests for support and to make decisions about disclosure within the workplace easier.
Originality/value
The study has highlighted an understudied area of research in ART populations. The data provide insight into the challenging experiences of individuals combining ART with employment and, in particular, the complexity of decisions about whether or not to disclose.
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Kaylee J. Hackney and Pamela L. Perrewé
Research examining the experiences of women in the workplace has, to a large extent, neglected the unique stressors pregnant employees may experience. Stress during pregnancy has…
Abstract
Research examining the experiences of women in the workplace has, to a large extent, neglected the unique stressors pregnant employees may experience. Stress during pregnancy has been shown consistently to lead to detrimental consequences for the mother and her baby. Using job stress theories, we develop an expanded theoretical model of experienced stress during pregnancy and the potential detrimental health outcomes for the mother and her baby. Our theoretical model includes factors from multiple levels (i.e., individual, interpersonal, sociocultural, and community) and the role they play on the health and well-being of the pregnant employee and her baby. In order to gain a deeper understanding of job stress during pregnancy, we examine three pregnancy-specific organizational stressors (i.e., perceived pregnancy discrimination, pregnancy disclosure, and identity-role conflict) that are unique to pregnant employees. These stressors are argued to be over and above the normal job stressors experienced and they are proposed to result in elevated levels of experienced stress leading to detrimental health outcomes for the mother and baby. The role of resilience resources and learning in reducing some of the negative outcomes from job stressors is also explored.
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Krystal Wilkinson, Sarah-Jane Lennie and Keely Duddin
Work-life challenges experienced by employees navigating pregnancy, maternity, and parenting young children are well documented in the literature. Correspondingly, work-life…
Abstract
Work-life challenges experienced by employees navigating pregnancy, maternity, and parenting young children are well documented in the literature. Correspondingly, work-life balance policies and provisions aimed at supporting affected staff are well established in many modern organizations. Within this agenda however, complications within maternity journeys, and specifically the intersection with mental health has been neglected. In this chapter, we consider the work-life issues associated with perinatal (pregnancy and post-birth) mental illness. After introducing perinatal mental illness, and its impact on individuals and families, we consider the two-way relationship between illness and work: how employment factors influence the development of perinatal mental illness and recovery trajectories, with implications for family life; and how such illnesses impact work and employment. We offer key insights from our empirical research on this topic in the context of UK policing, highlighting challenges linked to the nature of police work and organization culture, and issues that are more broadly applicable to how maternity and mental illness are treated in the workplace. The chapter offers recommendations for people management practice aimed at reducing or mitigating occupational factors that exacerbate illness and maximizing those facilitating recovery in the perinatal period and beyond, thus advancing work-life inclusion.
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Juliet Hassard, Weiwei Wang, Lana Delic, Ieva Grudyte, Vanessa Dale-Hewitt and Louise Thomson
In this paper, the authors apply the Job Demand-Resource Model to investigate the association between pregnancy-related discrimination (conceptualised as a job demand) and…
Abstract
Purpose
In this paper, the authors apply the Job Demand-Resource Model to investigate the association between pregnancy-related discrimination (conceptualised as a job demand) and expectant workers' psychological well-being and work engagement, and the moderating role of workplace support (co-worker and supervisor social support and perceived organisational family support (POFS); conceptualised as job resources).
Design/methodology/approach
The paper conducted a cross-sectional online survey of vocationally active British workers in their second and third trimesters of pregnancy using purposive sampling techniques. Participants were recruited through online forums and social media platforms. A sample of 186 was used to conduct multiple regression and moderation analysis (SPSS v28 and STATA v17).
Findings
The authors observed that higher levels of pregnancy-related discrimination were associated with poorer psychological well-being and work engagement among surveyed expectant workers. Perceived co-worker social support moderated both these relationships for psychological well-being (demonstrating a buffering effect) and work engagement (an antagonist effect). POFS and supervisor support did not moderate this association.
Practical implications
This paper highlights the importance of pregnancy-related discrimination at work as a work stressor, necessitating its reduction as part of organisations' strategies to manage and prevent work-related stress above and beyond their legal requirements to do so under national-level equality legislation. It also sheds light on the potential value of resource-based interventions.
Originality/value
This is the first study to investigate pregnancy-related discrimination and work-related health outcomes within a British sample, and to explore the potential protective health and motivational value of job resources there within.
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Claire Hardy, Amanda Griffiths, Eleanor Thorne and Myra Hunter
Women are typically reluctant to disclose menopause-related problems that may affect their working lives to line managers. Consequently, support may not be offered nor potential…
Abstract
Purpose
Women are typically reluctant to disclose menopause-related problems that may affect their working lives to line managers. Consequently, support may not be offered nor potential solutions explored. The purpose of this paper is to examine how working menopausal women would prefer to have conversations about the menopause at work.
Design/methodology/approach
Using semi-structured telephone interviews working menopausal women (aged 45–60 years) were asked about their experiencing of talking about their menopause at work, and how helpful conversations might be initiated and conducted. Transcripts were analyzed thematically to identify factors that may facilitate or hinder such conversations.
Findings
Two themes emerged: first, organizational context. Facilitators included an open culture with friendly relationships, a knowledgeable and proactive manager, organization-wide awareness of the menopause and aging, and access to a nominated woman to discuss problems. Barriers included male-dominated workplaces, male line managers, fear of negative responses, stigma, discrimination, embarrassment or believing menopause is inappropriate to discuss at work; second, the nature of the discussion. Facilitators included managers demonstrating an understanding and acceptance of a woman’s experience, jointly seeking acceptable solutions, respecting privacy and confidentiality, and appropriate use of humor, as opposed to being dismissive and using inappropriate body language. Discussions with suitable persons at work were preferred and being prepared was advised. The women in the sample advised having discussions with appropriate persons and being prepared.
Practical implications
These findings could inform training programs, workplace policies and practice.
Originality/value
This study provides insights to help women and their managers discuss menopause-related difficulties at work and seek solutions together.
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Ksenia Keplinger and Andria Smith
Gender balance has been a declared goal in business and society for decades as gender diversity leads to more equality and better decision-making, enhances financial performance…
Abstract
Gender balance has been a declared goal in business and society for decades as gender diversity leads to more equality and better decision-making, enhances financial performance of organizations, and fosters creativity and innovation. Although there is a steady upward trend in the number of women actively participating in the workplace, there is still a dearth of women in top leadership positions. This motivates a closer look at the reasons why this happens. Stigmatization – a social process of disapproval based on stereotypes or particular distinguishing characteristics of individuals (e.g. gender) – has been recognized as one of the primary explanations for the barriers to career advancement of women. This chapter aims to address workplace inequality by analysing different sources of stigma women face in the workplace. Previous research has mostly focused on visible sources of stigma, such as gender or race/ethnicity. We propose to go beyond visible sources of stigma and expand the focus to other physical (e.g. physical appearance, age, childbearing age), emotional (e.g. mental health) and societal (e.g. flexibility) sources of stigma. We are especially interested in the consequences of stigma for women in the workplace. Stigmatization of women is a multi-level process, so this chapter focuses on the antecedents (sources of stigma) and outcomes (consequences of stigma) for women at the individual level, organizational level and the societal level. The proposed chapter will make contributions to the areas of management, diversity and gender studies.
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Xinlin Yao, Yuxiang Chris Zhao, Shijie Song and Xiaolun Wang
While anonymous online interactions could be helpful and less risky, they are usually not enough for LGBTQ+ people to satisfy the need of expressing their marginalized identity to…
Abstract
Purpose
While anonymous online interactions could be helpful and less risky, they are usually not enough for LGBTQ+ people to satisfy the need of expressing their marginalized identity to networks of known ties (i.e. on identified social media like Facebook, WeChat, and TikTok). However, identified social media bring LGBTQ+ people both sources and challenges like “context collapse” that flattens diverse networks or audiences that are originally separated. Previous studies focus on LGBTQ+ people's disclosure and responses to context collapse, few studies investigate how their perceptions of context collapse are shaped and their privacy management beyond regulating disclosure on social media. Drawing on identity theory and communication privacy management (CPM), this study aims to investigate how the need of LGBTQ+ people for self-identity affects their perceived context collapse and results in privacy management on identified social media.
Design/methodology/approach
Given the target population is LGBTQ+ people, The authors recruited participants through active LGBTQ+ online communities, influential LGBTQ+ activists, and the snowballing sampling. The authors empirically examined the proposed model using the PLS-SEM technique with a valid sample of 232 respondents concerning their identity practices and privacy management on WeChat, a typical and popular identified social media in China.
Findings
The results suggested that the need for expressing the self and the need for maintaining continuity of self-identity have significant influences on perceived context collapse, but vary in directions. The perceived context collapse will motivate LGBTQ+ individuals to engage in privacy management to readjust rules on ownership, access, and extension. However, only ownership management helps them regain the perceived privacy control on social media.
Originality/value
This study incorporated and highlighted the influence of LGBTQ+ identity in shaping context collapse and online privacy management. This study contributes to the literature on privacy and information communication and yields practical implications, especially on improving privacy-related interactive design for identified social media services.
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