Career sacrifice for an LGBTQ*-friendly work environment? a choice experiment to investigate the job preferences of LGBTQ* people

Recent research in economics and sociology demonstrates the existence of significant occupational segregation by sexual orientation and gender identity and differences in a range of labor market outcomes, such as hiring chances, earnings, and leadership positions. In this paper, we examine one possible cause of these differences that is associated with the disadvantaged position of sexual and gender minorities in the labor market: LGBTQ* individuals' choices aimed at avoiding possible discrimination. This paper examines LGBTQ* people's relative importance of income, time, promotion prospects, an LGBTQ*-friendly work environment, and diversity management in the decision for or against a job. Based on a discrete choice experiment conducted in a large online sample recruited through social media in Germany (N = 4,507), an LGBTQ*-friendly work climate accounted, on average, for 33.8 percent of respondents' decisions which is comparable with the relative importance of income. Overtime, a diversity management on company level and promotion prospects are less important in the job decision process of LGBTQ* people. While the results show only small differences by sexual orientation, they show group-specific preferences by gender identity. An LGBTQ*-friendly work climate is more important for cisgender women of the LGBTQ* community and gender minorities than for cisgender men of the LGBTQ* community. In contrast, income is less important for gender minorities and cisgender women of the LGBTQ* community than for cisgender men of the LGBTQ* community.

Towards women-inclusive ecology: Representation, behavior, and perception of women at an international conference

Conferences are ideal platforms for studying gender gaps in science because they are important cultural events that reflect barriers to women in academia. Here, we explored women’s participation in ecology conferences by analyzing female representation, behavior, and personal experience at the 1st Meeting of the Iberian Society of Ecology (SIBECOL). The conference had 722 attendees, 576 contributions, and 27 scientific sessions. The gender of attendees and presenters was balanced (48/52% women/men), yet only 29% of the contributions had a woman as last author. Moreover, men presented most of the keynote talks (67%) and convened most of the sessions. Our results also showed that only 32% of the questions were asked by women, yet the number of questions raised by women increased when the speaker or the convener was a woman. Finally, the post-conference survey revealed that attendees had a good experience and did not perceive the event as a threatening context for women. Yet, differences in the responses between genders suggest that women tended to have a worse experience than their male counterparts. Although our results showed clear gender biases, most of the participants of the conference failed to detect it. Overall, we highlight the challenge of increasing women’s scientific leadership, visibility and interaction in scientific conferences and we suggest several recommendations for creating inclusive meetings, thereby promoting equal opportunities for all participants.

Grounded theory in management research: through the lens of gender-based pay disparity

Purpose

The purpose of this study is to apply grounded theory in management research in the context of gender-based pay disparity and showcase the applicability of the method in deriving a new theory toward describing the factors responsible for the slow career advancement of women compared to men across various employment sectors. This study is focused mainly in the northern part of India.

Design/methodology/approach

A cross-sectional qualitative study was conducted across participants chosen by purposive sampling. Data were collected through in-depth interviews after taking informed consent with an inclusion criterion of some years of work experience. Grounded theory method was used to analyze the data found through qualitative research.

Findings

Through the grounded theory research method, an in-depth understanding of factors responsible for pay disparity as faced by women at work has emerged. Also, factors responsible for the slow career advancement of women employees viz. social construct of gender, workplace representation of gender, perceptions/perspectives of managers regarding genders, lack of multi-step affirmative actions have also emerged from the data.

Practical implications

Greater understanding has been gained toward the applicability of grounded theory as a method for expounding various aspects of management and theorizing them.

Originality/value

This particular work showcases the intent and applicability of the grounded theory research method in management research by studying gender-based pay disparity. Through this method, barriers faced by women in pay parity across various employment sectors in the northern part of India were ascertained, leading to the emergence of various probable solutions as well.

Everything comes at a price: The influence of job seekers’ motives on preference in the trade-off between pay and leisure

Recruitment research has often neglected behavioral outcomes in the context of job choice acceptance, and insight into the relationship between individual differences and recruitment outcomes remains scarce. The present paper investigates how the need for achievement, the need for power, and the need for affiliation are related to the preference for either higher pay or more leisure, and we model this relationship as a trade-off. We test our hypotheses with data from 605 individuals. To measure job offer acceptance, we develop a new methodology that allows participants to choose between a set of contracts that are customized for each participant based on individual reference points. We find that the need for achievement and the need for power are significantly positively related to the preference for higher pay, which results in less leisure. We do not find a significant direct effect of the need for affiliation. We discuss the implications of the study in relation to the needs-supplies fit perspective and show the practical applicability of our approach to customizing working contracts.

Relational Demography and Similarity-Attraction in Interview Assessments and Subsequent Offer Decisions

This study examines whether recruiter-applicant demographic similarity affects selection decisions. In addition, the mediators proposed by the similarity-attraction paradigm were tested. However, consistent with Graves and Powell’s (1995) findings and with the propositions of social identity theory, I also proposed that female recruiters would prefer male applicants. Significant race similarity effects were observed for White recruiters on overall interview assessments and offer decisions, sex dissimilarity had a significant direct effect on overall interview assessments, and age similarity was not related to either criterion. In addition, there was some evidence that the significant direct effects were mediated by perceived similarity and interpersonal attraction. The sex dissimilarity effect appeared to be the result of male recruiters’ preference for female applicants. Post hoc analyses revealed that this relationship was mediated by applicant appearance.

The Gender-Differential Impact of Work Values on Prospects in Research Careers

Women are strongly underrepresented at top positions in research, with some research suggesting the postdoctoral career stage is a critical stage for female researchers. Drawing on role congruity theory and social cognitive career theory, we tested the gender-differential impact of work values (extrinsic rewards–oriented work values and work–life balance values) on subjective career success and supports from supervisors (leader–member exchange) and team members. We conducted an online survey with male and female postdoctoral scientists ( N = 258). As hypothesized, the positive relationship between extrinsic rewards–oriented work values and subjective career success and supports was stronger for male researchers than for female researchers. Results on work–life balance values were less conclusive. These findings support the idea that gendered appraisal processes may affect career-relevant outcomes.

Measuring the Meaning of Meaningful Work

In this article we build on two in-depth qualitative studies to systematically develop and validate a comprehensive measure of meaningful work. This scale provides a multidimensional, process-oriented measure of meaningful work that captures the complexity of the construct. It measures the dimensions of “developing the inner self”; “unity with others”; “serving others” and “expressing full potential” and the dynamic tensions between these through items on “being versus doing” and “self versus others.” The scale also measures inspiration and it’s relationship to the existential need to be real and grounded. Exploratory and confirmatory factor analyses using multicultural samples from a broad range of occupations provide construct validity for the measure. Future research opportunities on the basis of our measure are outlined.

Gender and Racial Differentials in Promotions

Using a proprietary dataset containing personnel records on over 22,000 full-time, non-unionized employees from a large Canadian firm with nationwide operations from 1996 to 2000, this paper explores the incidence of promotion for women and racial minorities. The findings show that women and racial minorities are less likely than their white male counterparts to be promoted. For both white women and minority women, the disadvantage is most severe at the lower rungs of the organizational hierarchy, lending support to the “sticky floor” hypothesis. Significant promotion disadvantages occur for white women, visible minority women, and visible minority men at the middle ranks of the organization, and visible minority men continue to experience a promotion disadvantage at the highest organizational levels.

Leadership Behaviors around the World

This study examined the associations of gender and cultural clusters with two classical leadership styles: consideration and initiating structure. We used a unique database for this study: 64,000 subordinates evaluating the leadership behaviors of their direct supervisors ( N = 13,595), representing 42 countries. Hypotheses were tested using hierarchical regression analysis for cultural clusters. As hypothesized, culture had a stronger impact on leadership behaviors than gender, particularly on initiating structure. In line with predictions, female managers around the world used more consideration. Yet, unexpectedly, women also used more initiating structure. The results suggest that gender differences in managerial behavior are predominantly present in western societies. Results contradict classic stereotypes regarding male and female managerial behaviors. More theory is needed to understand the interaction between gender and culture in relation with leadership. Outcomes have practical implications for HRM practices in international firms and cross cultural leadership training, which should aim at reducing stereotypical thinking on female and male leadership attributes in different cultures.

An Analysis of the Relation between Personality and the Attractiveness of Total Rewards Components

This study examines the links between personality and the relative attraction of various total rewards components. A survey approach is adopted, with 967 individuals completing a questionnaire. These individuals are currently employed. Results show that, after controlling for the effects of several demographic variables, “Big-Five” personality traits do affect individuals’ attraction to the following total rewards components: quality of work and of social relationships, development and career opportunities, variable pay, indirect pay, flexibility of working conditions, and prestige. Among Big-Five personality traits, openness to experience best predicts the relative importance employees give to the various total rewards components.

Employees' Perceptions of Their Leaders

Using a sample of middle and upper level managers, the authors examined the effects of employee—supervisor demographic similarity on employees' perceptions of their supervisor's leadership ability. The authors also examined the moderating effects of individuals' needs for self-continuity and the status of the demographic groups on these relationships. Very little evidence was found for direct similarity effects. However, the authors found strong and consistent evidence that employees in high-status demographic groups exhibited a positive relationship between self-continuity and perceptions of their leaders when the leader was demographically similar, whereas employees in low-status demographic groups exhibited a negative relationship between self-continuity and perceptions of their leaders when the leader was demographically similar. Implications for social identity theory and relational demography research are discussed.

Sexual Versus Nonsexual Workplace Aggression and Victims' Overall Job Satisfaction: A Meta-Analysis

A meta-analytic approach was used to examine whether sexual and nonsexual forms of nonviolent workplace aggression (both verbal and nonverbal) share equivalent or differential relationships with victims' overall job satisfaction. When the meta-analytic comparison was restricted to all-female samples to hold victims' gender constant, nonsexual aggression was found to share a significantly stronger negative relationship with victims' overall job satisfaction than was sexual aggression. In addition, nonsexual aggression was found to share a stronger negative link with women's level of job satisfaction than with men's.