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Zindel Z, de Vries L. Career sacrifice for an LGBTQ*-friendly work environment? a choice experiment to investigate the job preferences of LGBTQ* people. PLoS One 2024; 19:e0296419. [PMID: 38913684 PMCID: PMC11195964 DOI: 10.1371/journal.pone.0296419] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/17/2023] [Accepted: 12/12/2023] [Indexed: 06/26/2024] Open
Abstract
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.
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Affiliation(s)
- Zaza Zindel
- Faculty of Sociology, Bielefeld University, Bielefeld, Germany
| | - Lisa de Vries
- Faculty of Sociology, Bielefeld University, Bielefeld, Germany
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Lupon A, Rodríguez-Lozano P, Bartrons M, Anadon-Rosell A, Batalla M, Bernal S, Bravo AG, Capdevila P, Cañedo-Argüelles M, Catalán N, Genua-Olmedo A, Gutiérrez-Cánovas C, Feio MJ, Lucati F, Onandia G, Poblador S, Rotchés-Ribalta R, Sala-Bubaré A, Sánchez-Montoya MM, Sebastián M, Zufiaurre A, Pastor A. Towards women-inclusive ecology: Representation, behavior, and perception of women at an international conference. PLoS One 2021; 16:e0260163. [PMID: 34890389 PMCID: PMC8664204 DOI: 10.1371/journal.pone.0260163] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/24/2021] [Accepted: 11/03/2021] [Indexed: 12/01/2022] Open
Abstract
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.
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Affiliation(s)
- Anna Lupon
- Integrative Freshwater Ecology Group, Centre d’Estudis Avançats de Blanes (CEAB-CSIC), Blanes, Spain
- * E-mail:
| | - Pablo Rodríguez-Lozano
- Department of Geography, University of the Balearic Islands, Palma, Spain
- Department of Environmental Science, Policy, and Management, University of California at Berkeley, Berkeley, California, United States of America
| | - Mireia Bartrons
- Aquatic Ecology Group, University of Vic—Central University of Catalonia (Uvic-UCC), Vic, Spain
| | - Alba Anadon-Rosell
- Landscape Ecology and Ecosystem Dynamics, Institute of Botany and Landscape Ecology, University of Greifswald, Greifswald, Germany
- CREAF, E08193 Bellaterra (Cerdanyola del Vallès), Catalonia, Spain
| | | | - Susana Bernal
- Integrative Freshwater Ecology Group, Centre d’Estudis Avançats de Blanes (CEAB-CSIC), Blanes, Spain
| | - Andrea G. Bravo
- Department of Marine Biology and Oceanography, Institut de Ciències del Mar (ICM-CSIC), Barcelona, Spain
| | - Pol Capdevila
- School of Biological Sciences, University of Bristol, Bristol, United Kingdom
- Department of Zoology, University of Oxford, Oxford, United Kingdom
| | - Miguel Cañedo-Argüelles
- FEHM-Lab, Departament de Biologia Evolutiva, Ecologia i Ciències Ambientals, Institut de Recerca de l’Aigua (IdRA), Universitat de Barcelona, Barcelona, Spain
| | - Núria Catalán
- Laboratoire des Sciences du Climat et de l’Environnement, LSCE, CNRS-UMR 8212, Gif Sur Yvette, France
| | - Ana Genua-Olmedo
- Centre for Environmental and Marine Studies (CESAM), Department of Biology, University of Aveiro, Aveiro, Portugal
| | | | - Maria João Feio
- Department of Life Sciences, MARE-Marine and Environmental Sciences Centre, University of Coimbra, Coimbra, Portugal
| | - Federica Lucati
- Integrative Freshwater Ecology Group, Centre d’Estudis Avançats de Blanes (CEAB-CSIC), Blanes, Spain
- Centre for Ecology, Evolution and Environmental Changes (cE3c), University of Lisbon, Lisbon, Portugal
- Department of Political and Social Sciences, Universitat Pompeu Fabra (UPF), Barcelona, Spain
| | - Gabriela Onandia
- Research Platform Data Analysis and Simulation, Leibniz Centre for Agricultural Landscape Research (ZALF), Müncheberg, Germany
- Berlin-Brandenburg Institute of Advanced Biodiversity Research (BBIB), Berlin, Germany
| | - Sílvia Poblador
- Plants and Ecosystems (PLECO), Biology Department, University of Antwerp, Wilrijk, Belgium
| | | | - Anna Sala-Bubaré
- Faculty of Psychology, Education and Sports Sciences Blanquerna, Ramon Llull University, Barcelona, Spain
| | - María Mar Sánchez-Montoya
- Department of Ecology and Hydrology, International Excellence Campus for Higher Education and Research of the University of Murcia, Murcia, Spain
- Department of Biodiversity, Ecology, and Evolution, Faculty of Biological Sciences, Complutense University of Madrid, Madrid, Spain
| | - Marta Sebastián
- Department of Marine Biology and Oceanography, Institut de Ciències del Mar (ICM-CSIC), Barcelona, Spain
| | - Aitziber Zufiaurre
- CREAF, E08193 Bellaterra (Cerdanyola del Vallès), Catalonia, Spain
- Área de Biodiversidad, Gestión Ambiental de Navarra-Nafarroako Ingurumen Kudeaketa (GAN-NIK), Pamplona-Iruñea, Navarra
| | - Ada Pastor
- Department of Biology, Aarhus University, Aarhus, Denmark
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Shao Z, Li X, Wang Q. From ambidextrous learning to digital creativity: An integrative theoretical framework. INFORMATION SYSTEMS JOURNAL 2021. [DOI: 10.1111/isj.12361] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Affiliation(s)
- Zhen Shao
- School of Economics and Management Harbin Institute of Technology Harbin China
| | - Xixi Li
- School of Economics and Management University of Science and Technology Beijing Beijing China
| | - Qian Wang
- School of Economics and Management University of Science and Technology Beijing Beijing China
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Grounded theory in management research: through the lens of gender-based pay disparity. JOURNAL OF ADVANCES IN MANAGEMENT RESEARCH 2021. [DOI: 10.1108/jamr-10-2020-0298] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe 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/approachA 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.FindingsThrough 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 implicationsGreater understanding has been gained toward the applicability of grounded theory as a method for expounding various aspects of management and theorizing them.Originality/valueThis 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.
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Rigolini A, Gabaldon P, Le Bruyn Goldeng E. CEO succession with gender change in troubled companies: The effect of a new woman CEO on firm risk and firm risk perceived. SCANDINAVIAN JOURNAL OF MANAGEMENT 2021. [DOI: 10.1016/j.scaman.2020.101138] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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de Groote JK, Grütter M, Koch A. Everything comes at a price: The influence of job seekers’ motives on preference in the trade-off between pay and leisure. GERMAN JOURNAL OF HUMAN RESOURCE MANAGEMENT-ZEITSCHRIFT FUR PERSONALFORSCHUNG 2020. [DOI: 10.1177/2397002220981961] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
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.
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Brinck K, Otten S, Hauff S. High‐Performance Work Practices and Job Satisfaction: Gender's Moderating Role. EUROPEAN MANAGEMENT REVIEW 2019. [DOI: 10.1111/emre.12348] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Karla Brinck
- University of Hamburg, HBS Hamburg Business School, Chair for Human Resource Management Moorweidenstraße 18 20148 Hamburg
| | - Sina Otten
- University of Hamburg, HBS Hamburg Business School, Chair for Human Resource Management Moorweidenstraße 18 20148 Hamburg
| | - Sven Hauff
- Helmut Schmidt University, Chair of Labor, Human Resources and Organization Holstenhofweg 85 22043 Hamburg
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Goldberg CB. Relational Demography and Similarity-Attraction in Interview Assessments and Subsequent Offer Decisions. GROUP & ORGANIZATION MANAGEMENT 2016. [DOI: 10.1177/1059601104267661] [Citation(s) in RCA: 74] [Impact Index Per Article: 9.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
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.
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Affiliation(s)
- Annett Hüttges
- Helmholtz Centre Potsdam, GFZ German Research Center for Geosciences, Potsdam, Germany
| | - Doris Fay
- Department of Psychology, Work and Organizational Psychology, University of Potsdam, Germany
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Hüttges A, Fay D. The Gender-Differential Impact of Work Values on Prospects in Research Careers. JOURNAL OF CAREER DEVELOPMENT 2015. [DOI: 10.1177/0894845315582246] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
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.
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Affiliation(s)
- Annett Hüttges
- Helmholtz-Centre Potsdam, GFZ German Research Centre for Geosciences, Potsdam, Germany
| | - Doris Fay
- Department of Psychology, Work and Organizational Psychology, University of Potsdam, Potsdam, Germany
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Stickney LT, Konrad AM. Societal Institutions and Work and Family Gender-Role Attitudes. ORGANIZATION MANAGEMENT JOURNAL 2012. [DOI: 10.1080/15416518.2012.738528] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
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Abstract
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.
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Affiliation(s)
| | - Sarah Wright
- University of Canterbury, Christchurch, New Zealand
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13
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Westover JH. The job satisfaction‐gender paradox revisited. JOURNAL OF GLOBAL RESPONSIBILITY 2012. [DOI: 10.1108/20412561211260557] [Citation(s) in RCA: 15] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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Emmerik H, Wendt H, Euwema MC. Gender ratio, societal culture, and male and female leadership. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2011. [DOI: 10.1348/096317909x478548] [Citation(s) in RCA: 21] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022]
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15
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Beekun RI, Stedham Y, Westerman JW, Yamamura JH. Effects of justice and utilitarianism on ethical decision making: a cross-cultural examination of gender similarities and differences. ACTA ACUST UNITED AC 2010. [DOI: 10.1111/j.1467-8608.2010.01600.x] [Citation(s) in RCA: 33] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
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16
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Age cohort effects, gender, and Romanian leadership preferences. JOURNAL OF MANAGEMENT DEVELOPMENT 2010. [DOI: 10.1108/02621711011039169] [Citation(s) in RCA: 16] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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Abstract
Summary
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.
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van Emmerik IJH, Euwema MC, Wendt H. Leadership Behaviors around the World. INTERNATIONAL JOURNAL OF CROSS CULTURAL MANAGEMENT 2008. [DOI: 10.1177/1470595808096671] [Citation(s) in RCA: 33] [Impact Index Per Article: 2.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
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.
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Vandenberghe C, St-Onge S, Robineau É. An Analysis of the Relation between Personality and the Attractiveness of Total Rewards Components. ACTA ACUST UNITED AC 2008. [DOI: 10.7202/019096ar] [Citation(s) in RCA: 16] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
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.
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Abstract
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.
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Affiliation(s)
| | | | - Lu Zhang
- George Washington University, Washington, DC
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Gunkel M, Lusk EJ, Wolff B, Li F. Gender-specific Effects at Work: An Empirical Study of Four Countries. GENDER WORK AND ORGANIZATION 2007. [DOI: 10.1111/j.1468-0432.2007.00332.x] [Citation(s) in RCA: 35] [Impact Index Per Article: 2.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Weer CH, Greenhaus JH, Colakoglu SN, Foley S. The Role of Maternal Employment, Role-Altering Strategies, and Gender in College Students’ Expectations of Work–Family Conflict. SEX ROLES 2006. [DOI: 10.1007/s11199-006-9107-y] [Citation(s) in RCA: 13] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
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The Relationship of Job Attribute Preferences to Employment, Hours of Paid Work, and Family Responsibilities: An Analysis Comparing Women and Men. SEX ROLES 2006. [DOI: 10.1007/s11199-006-8872-y] [Citation(s) in RCA: 17] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
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25
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Preferences for Job Attributes Associated with Work and Family: A Longitudinal Study of Career Outcomes. SEX ROLES 2005. [DOI: 10.1007/s11199-005-6754-3] [Citation(s) in RCA: 13] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
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Haar JM, O’Driscoll MP. Exploring gender differences in employee attitudes towards work‐family practices and use of work‐family practices. ACTA ACUST UNITED AC 2005. [DOI: 10.1108/02610150510788097] [Citation(s) in RCA: 8] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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Lapierre LM, Spector PE, Leck JD. Sexual Versus Nonsexual Workplace Aggression and Victims' Overall Job Satisfaction: A Meta-Analysis. J Occup Health Psychol 2005; 10:155-69. [PMID: 15826225 DOI: 10.1037/1076-8998.10.2.155] [Citation(s) in RCA: 86] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
Abstract
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.
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Morgan MJ. Women in a Man's World: Gender Differences in Leadership at the Military Academy. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2004. [DOI: 10.1111/j.1559-1816.2004.tb01988.x] [Citation(s) in RCA: 8] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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30
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Singh P, Finn D, Goulet L. Gender and job attitudes: a re‐examination and extension. ACTA ACUST UNITED AC 2004. [DOI: 10.1108/09649420410563403] [Citation(s) in RCA: 25] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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LaPlante D, Ambady N. Saying It Like It Isn't: Mixed Messages From Men and Women in the Workplace1. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2002. [DOI: 10.1111/j.1559-1816.2002.tb02750.x] [Citation(s) in RCA: 11] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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