61 research outputs found
The relationship between "Great place to work" perceptions and performance in italy
No full textNo abstract availabl
ILR Impact Brief – Diversity and Inclusion: Is There Really a Difference?
No full textBy almost any measure, workforce heterogeneity is increasing. With more women, ethnic and racial. minorities, and people with different lifestyles and learning styles holding down jobs, employers are searching for strategies that effectively and efficiently put these varied skills and perspectives to maximal use. Traditional approaches to diversity management include targeted recruitment, career development, mentoring, and education and training. Some organizations, however, take a broader view and seek to eliminate barriers to full utilization of varied worker competencies. This latter approach stresses inclusion, rather than diversity, and typically involves initiatives that focus on employee participation, enhanced communication, and stronger community relations. Despite the apparent distinction between diversity and inclusion strategies, employers may use the words interchangeably
The mediating role of procedural justice in responses to promotion decisions
No full textABSTRACT This study used structural equations modeling to examine the mediating role of procedural justice in the relationships between promotion decisions and organizational commitment and between promotion decisions and intent to leave the organization. 156 managers and executives in Italian subsidiaries of two large multinational organizations in the chemical industry were surveyed about their career history within the organization and their reactions to promotion decisions over an 8-year period. The results showed that promotion decisions influenced feelings of organizational commitment through perceptions of procedural justice in promotion decision-making processes. The theoretical and practical implications of the study s findings are discussed. Keyword procedural justice- promotion decisions- career
Examining the role of followers' leader behavior expectations on evaluations of men and women leaders
No full textDescriptive and prescriptive gender stereotypes research suggests that men are expected to engage in more agentic behaviors and women in more communal behavior as leaders. However, gender and leadership research has not explicitly measured expectations of men and women leaders nor considered how followers evaluate leaders who fail to fulfill or exceed expectations for agentic and communal behaviors. This vignette study sought to accomplish both by measuring follower expectations for a communal and an agentic leader behavior, manipulating these behaviors, and measuring follower perceptions and evaluations to investigate whether congruence between followers' expectations and supervisors' subsequent behavior produces similar evaluations of men and women leaders. Results indicate followers expected higher levels of communal behavior from the female than the male supervisor, but no differences were found in expectations for agentic behavior, suggesting a double standard in gender role-congruent behavior expectations. Regardless of whether expectations were exceeded or unmet, supervisor gender did not moderate effects of agentic or communal behavior expectations-perceptions incongruence on evaluations of effectiveness or liking in polynomial regression analyses. Implications and future research directions are discussed.Thesis (M.A.)--Michigan State University. Psychology, 2021Includes bibliographical references (pages 75-84
A Tale of Parenthood, Social Policies, and Organizational Decision-Makers
No full textThe overall outline of the chapter is as follows: First, we provide a brief overview of research in the field of economics that looks at the impact that social policies have on labor market outcomes and the reasons for doing so. We then explain how common research on policy effects might miss out on an important perspective – that is the role of organizations as
a key actor that shapes workplaces, careers, and labor outcomes. Next, we turn to our own research study of over 13,000 individuals from 19 countries in which we found that the family policies of paid parental leave and externally provided childcare shaped organizational decision
makers’ expectations about employees’ availability to work and in return the decision-makers’ willingness to invest in their employees’ human capital. Finally, considering these findings, we introduce a model that can inform future research avenues and methods for scholars invested
in studying equality in organizations and societies
Progress in Affirmative Action: How Backlash is Holding Us Back
No full textIn August of 2017, Google engineer James Damore posted a 10-page missive against the company’s diversity policies arguing that affirmative action (AA) hiring policies had resulted in a culture of extreme and unfair gender imbalances in the tech giant’s workforce. Yet at the time of his complaint, Google’s workforce was 69% male, 2% African American, with only 20% of females holding technical jobs, far below the national average of 26%. Google quickly responded with promises of greater diversity, but perhaps more importantly, this incident reflects the increasing animosity towards affirmative action policies (AAPs) expressed in backlash incidents in many Western democracies
Allyship at your own risk : The role of interpersonal risk in decisions to engage in allyship
No full textAllyship has been touted as a method to combat discrimination and cultivate inclusive environments in the workplace (Hebl et al., 2020). Extant perspectives on allyship predominantly focus on what factors engender engagement in allyship. Taking an alternative perspective, this study sought to examine why individuals are demotivated from allyship engagement. Given there are social costs associated with allyship behavior, the current study examined allyship through the lens of prosocial risk-taking (i.e., prosocial behaviors that carry a social cost), and posited that prosocial tendencies, tolerance to risk, and their interaction would positively impact allyship. As hypothesized, the results suggest that prosocial tendencies are important for allyship. Contrary to the hypotheses, risk tolerance did not significantly predict allyship or moderate the relationship between prosocial tendencies and allyship. Yet, as risk tolerance was significantly correlated to allyship behaviors, this study provides tentative evidence that future research should consider the role risk plays in deterring engagement in allyship.Thesis (M.A.)--Michigan State University. Psychology - Master of Arts, 2023Includes bibliographical reference
Why managers should care about fairness: The effects of aggregate justice perceptions on organizational outcomes
No full textThis work examines the aggregation of justice perceptions to the departmental level and the business-unit level, the impact of these aggregate perceptions on business-unit-level outcomes, and the usefulness of the distinction between procedural and interpersonal justice at different levels of analysis. Latent variables analyses of individual-level and department-level data from 4,539 employees in 783 departments at 97 hotel properties showed that the 2 justice types exercise unique paths of impact on employees ' organizational commitment and thus on turnover intentions and discretionary service behavior. Business-unit-level analyses further demonstrate paths of association between aggregate justice perceptions, aggregate commitment levels, and the business-unit-level outcomes of employee turnover rates and customer satisfaction ratings
An investigation of immigrant-targeted discrimination in hiring practices
No full textThe present research seeks to demonstrate the intersectional nature of the immigrant identity and the implications this poses for individuals in a hiring setting through an examination of the unique roles of immigrant status and ethnicity. Two studies were conducted to examine the intersectional nature of stereotypes of various immigrant ethnic groups in the present-day U.S. and provide an illustration of how such stereotypes may influence evaluators' decisions to hire a candidate of a specific demographic background. Results first provided support for the need to consider immigrant status and ethnicity as distinct features by demonstrating variation in the perceptions of different immigrant ethnic groups. Results also suggested that the extent to which discrimination manifests in hiring settings is contingent on not only the characteristics of the candidate, but also those of the evaluator and the job itself. Theoretical and practical implications of this research are discussed, as well as limitations and opportunities for future research directions.Thesis (M.A.)--Michigan State University. Psychology, 2021Includes bibliographical references (pages 231-241
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