Index

Citation

(2022), "Index", Striebing, C., Müller, J. and Schraudner, M. (Ed.) Diversity and Discrimination in Research Organizations, Emerald Publishing Limited, Leeds, pp. 443-452. https://doi.org/10.1108/978-1-80117-956-020221018

Publisher

:

Emerald Publishing Limited

Copyright © 2023 Clemens Striebing, Jörg Müller and Martina Schraudner

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INDEX

Note: Page numbers followed by “n” indicate notes.

Academia

, 60, 133

bullying in

, 76–78

neoliberal management in

, 334–335

workplace bullying in

, 81–82

Academic “bullying” (see also Workplace bullying)

, 236

policy action to reduce academic bullying at University of Wisconsin-Madison

, 237–240

targets

, 237

Academic androcentrism and hierarchies

, 218–220

Academic bullying

, 81

Academic capitalism

, 349

Academic engineering

, 295–297

Academic leaders and research managers, recommendations for

, 429–431

Academic staff

, 247, 252

Academic Staff Executive Committee

, 242n3

Affirmative Action (AA)

, 6

Age

, 77, 345

and perceived position of power

, 346–347

and recognition

, 346

Alignment of management and follow-up processes

, 373

American National Science Foundation (NSF)

, 369

Androcentric hierarchies

, 226

Androcentrism

, 218–220

Anglo-Saxon system

, 395

Anti-discrimination program

, 427–428

Antibullying policy

, 333

Associated silence

, 227

Attribution theory

, 293–295

#Aufschrei

, 209

Behavioral inventory measures

, 132

Behavioral item approach

, 136

Behavioralist approach

, 79

Behavioural experience method

, 336

Binary logistic model, comparison of linear model with

, 204

Binary logistic regression equations

, 77, 95–96, 147

Biology and Medicine Section (BMS)

, 85

Bonferroni procedure

, 97n13

Bullying

, 37, 76, 149–154, 236, 255, 333

in academia

, 76–78

behaviors

, 236–237

context

, 90–91

data

, 91

descriptive statistics for bullying regression model

, 171–175

gender and measurement gap in surveys on

, 134–136

interpretation

, 112–116

limitations

, 119–120

literature review

, 78–90

methods

, 95

non-scientific employees

, 108–112

non-scientific employees and categorial predictors

, 88–90

parameter estimates of regression for self-ascription to

, 179–192

practical implications

, 118–119

research approach

, 91–95

research opportunities

, 120

results

, 96–97

scientific employees

, 97–108

scientific employees and categorial predictors

, 82–88

theoretical contributions

, 117–118

variables

, 91–95

Bureaucratic hurdles

, 39

“Bureaucratization” of research administration

, 439

Campus study

, 20

Care

, 337

Change management

, 373

Chemistry, Physics and Technology Section (CPTS)

, 85

Class

, 343

and metaphors

, 345

and structural environment

, 344–345

struggle

, 351–352

and use of language

, 343–344

Climate change

, 366

Climate for inclusion

, 12

Climate surveys

, 242, 245

Clinical sociology

, 340–342

Cluster of Excellence (CoE)

, 370, 374–376

perceiving diversity at CoE at technical university in Germany

, 376–382

Cohen’s d

, 48

Collaborative on Academic Careers in Higher Education (COACHE)

, 237

Comparative studies

, 9

Conscious victim blaming

, 132

Context-sensitivity

, 40

Contrapower harassment

, 61

Corporal involvement

, 354–355

“Corporatization” of research administration

, 439

Cost-benefit analyses

, 61

Covid-19 pandemic

, 10

Critical sexism

, 217

Cronbach’s alpha of outcome variables

, 70

Cultural context conditions of academia for diversity and discrimination

, 21–22

Cultural fitting

, 39

Customer service

, 14

Demographic characteristics

, 300–301

Dependent variable

, 298–299

Descriptive statistics

, 70

Deutsche Forschungsgemeinschaft (DFG)

, 369

Deutscher Akademischer Austauschdienst (DAAD)

, 395

Deutsches Zentrum für Hochschul-und Wissenschaftsforschung (DZHW)

, 395

Difference of difference tests

, 151n15

Differences of differences

, 95

Disciplinary culture

, 404–405

Discrimination

, 7, 80, 367–369, 435

through a national and organizational lens

, 8–13

approaches to studying

, 7–8

conceptual understanding

, 5–6

experiences

, 437–438

levels of analysis

, 7–8

processes

, 431–433

recommendations for designing discrimination reduction program

, 423–429

in research organizations

, 4, 20–21

risk factors

, 13–19

Discriminatory practices

, 5

Diverse teams

, 3

Diversity

, 7, 429

through a national and organizational lens

, 8–13

approaches to studying

, 7–8

beliefs

, 377

climate

, 12

conceptual understanding

, 6–7

and inclusion charter

, 333

levels of analysis

, 7–8

mindset

, 377

positive effects

, 4

research

, 7

Diversity management

, 366–367

CoE

, 374–376

discrimination and organizational culture

, 367–369

implications

, 386–388

perceived importance of diversity and impact of leadership style

, 385–386

perceiving diversity at CoE at technical university in Germany

, 376–382

prevailing system-theoretic diversity models

, 371–374

in research organizations

, 369–370

results

, 382–386

system-theoretical approach

, 370–376

Double barreled question

, 142–143n7

Early career researchers

, 77n1

Economization of social

, 226

Education

, 373

Ehrenmord (honor killing)

, 211

Empirical studies

, 41

Employee Assistance office

, 237

Engineering

culture

, 305

and gender egalitarianism

, 296

and gender essentialism

, 295–296

and meritocracy

, 296–297

Envy and place struggle

, 350–351

Equal Employment Opportunity (EEO)

, 6

Equal Employment Opportunity Commission (EEOC)

, 13–14

Estimated marginal means

, 95

Ethnic stereotypes

, 40

Ethnicity in workplace bullying

, 86

European Charter for Researchers

, 34–36

European Union (EU)

, 34, 370

European University Association, work and objectives of

, 34

Excellence Initiative

, 224

External-consumeral subsystems

, 372

External-instrumental subsystems

, 372

Faculty

, 238n1

Familiendrama (family drama)

, 211

Family responsibilities discrimination (FRD)

, 313

Family situation

, 410–411

Female researchers

, 261

Female-friendly workplaces

, 264

Five-stage hierarchical regression model

, 207

Fixed-Term Research Contracts Act

, 395

Flow heater system

, 62

Fraunhofer Society

, 90

Gaslighting

, 133

Gate keepers

, 398

Gender

, 35n2, 41, 82, 132, 347, 394

case of Max Planck Society

, 139–140

conflicts

, 84

current state of research

, 132–134

data

, 140–141

directions for research

, 166–167

egalitarianism

, 83–84

essentialist beliefs

, 299

gap

, 41

gender-based discrimination

, 8

gender-based violence

, 209

gender-equality policies

, 218

gendered violence and fantasy scene

, 349

indirect effects

, 82–83

interpretation

, 158–160

limitations

, 165–166

literature review

, 134–139

and measurement gap in surveys on bullying and sexual discrimination

, 134–136

methods

, 147–149

monitoring

, 423

practical implications

, 164–165

research approach

, 140–146

results

, 149–161

robustness

, 161

social relations of gender and gendered social representations

, 348–349

stereotypes

, 264

theoretical implications

, 162–164

variables

, 141–146

Gender beliefs

, 291, 299

attribution theory

, 293–295

data and methods

, 297–298

measures

, 298–301

relevance of personal beliefs

, 292–293

results

, 302–309

Gender differences

academic ranks

, 263

analysis results

, 268–276

data and analytical methods

, 265–268

factors influencing scientific achievement of researchers

, 269–276

limitation

, 278

in scientific achievement

, 268

in social sciences

, 262

Gender egalitarianism

, 293

beliefs

, 299

engineering and

, 296

and sexual harassment

, 294

Gender equality

, 260

plans

, 19

Gender Equality Audit and Monitoring tool (GEAM tool)

, 425n3

Gender essentialism

, 293

engineering and

, 295–296

and sexual harassment

, 294

Gender Essentialism Scale (GES)

, 299

Gender Shift

, 366

Gendered culture

, 295–297

General Equal Treatment Act (Allgemeines Gleichbehandlungsgesetz)

, 220

German academia

, 396

German academic and cultural context

, 395–396

German Cluster of Excellence

, 21

German higher education

, 209

German higher-education system

, 218

German Max Planck Society (MPG)

, 35, 42–43, 54, 58, 61

German Research Foundation (DFG)

, 374

German Universities

, 213

academic androcentrism and hierarchies

, 218–220

enlightened organization

, 216–218

handling of problem

, 220–222

neoliberal university

, 222–226

normalization of sexual harassment

, 226–227

prevalence of sexual harassment at

, 213–214

sexual harassment and assault at

, 213–227

survey

, 214–216

Germanic Europe

, 84

Germany, perceptions of sexual harassment in

, 210–212

Globe project

, 84

GLOBE study

, 10

Governance policies

, 332

Group climate

, 50–52

parameter estimates of

, 71–72

Harassment

, 236, 336

Harnack principle

, 139

Harnack Principle

, 43

Hegemony

, 378

Helmholtz Association

, 90

Hierarchical linear regressions

, 133

Hierarchical regression models

, 147

Hierarchies

, 210, 218–220

High-value employees

, 14

Higher education institutions

, 334

Homosocial reproduction theory

, 387

“Horizon Europe” research framework program

, 4

Horizon European framework program

, 19

Hostile and intimidating behavior (HIB)

, 238–239, 250n5

accessible resources

, 239

analytic framework

, 242–244

best practices

, 239

data sources

, 240–242

lessons learned and future directions

, 254–256

limitations

, 253–256

new procedures for reporting

, 239

results

, 244–253

timeline for HIB policy and measurement

, 242

training program

, 239

trusted faculty and staff liaisons

, 239

workshop evaluations

, 240–241

Human resources (HR)

, 239

processes

, 19

Humanities and Social Sciences Section (HSS)

, 85

Hypothesis tests

, 50n10

Hypothesizing

, 137–139

Ideal neoliberal subjects

, 222

Identity characteristics shape conflicts and conflict perceptions

, 436

In-groups

, 38

Independent variables

, 299

Index calculation procedure

, 45n4

Individual endowment

, 406–407

Inequality regimes

, 219

Institute for Scientific Information (ISI)

, 263

Institutional airbrushing

, 225

Institutional bullying

, 337

Institutional polishing

, 225

Institutional support

, 264

Integration paradox

, 439

Integrative Cluster Domains (ICDs)

, 379

Interaction effects, procedures to test

, 283

Interaction variables

, 46–48

Internal-consumeral subsystems

, 372–373

Internal-instrumental subsystems

, 372

International Max Planck Research Schools (IMPRS)

, 48

International mobility for scientific career development

, 14

Internationalization of research institution

, 402–404

Intersectional(ity)

, 40, 340–342, 394, 398

and agenda for future research

, 313–314

approach

, 22–23, 40

Interviewed researchers

, 267

Item construction

, 68–69

Job mobility

, 39

Knowledge of sexual harassment

, 299

Leadership

, 373, 423

style

, 385–386

“Leaky pipeline” concept

, 137

Lesbian, Gay, Bisexual, and/or Transgender (LGBT)

, 241n2, 247

Levene tests

, 49

Likert scale

, 147n11

Linear regressions

, 49

Logistic models

, 328–329

Logistic regression

, 268

models

, 301n6

results of testing interaction effects for

, 284–286

Male-dominated engineering

, 299–300

Male-typing

, 299–300

Managerial discourse

, 332, 334–335, 338

Managers

, 433–435

Marginalization effects

, 34

Max Planck Society

, 20, 76–77, 84–85

case of

, 139–140

in Germany

, 133

online survey of employees

, 90

scientific employees

, 82

scientific staff

, 90

Max Planck studies

, 20

MaxQDA

, 401n1

Megatrends

, 366

Mentoring

, 41

Merit beliefs

, 299

Meritocracy

, 293

engineering and

, 296–297

and sexual harassment

, 294–295

Meritocracy beliefs

, 291

attribution theory

, 293–295

data and methods

, 297–298

measures

, 298–301

relevance of personal beliefs

, 292–293

results

, 302–309

Meso-level accounts

, 8

#MeToo movement

, 209, 290

Micro-level accounts

, 8

Migration

, 396–397

Ministry of Science and Technology (MOST)

, 262

MORE projects

, 35n1

Multinomial logistic regression (ML regression)

, 301

Multiple case study

, 338–340

Multiple classification analysis (MCA)

, 268

Multivariate model analysis

, 268

Nagelkerke’s R square of logistic regression models

, 205n19

National culture

, 9

Nationality

, 39–41, 82

effect of

, 86

of respondents

, 83

Natural predisposition

, 38

Negative Acts Questionnaire

, 79

Negative Acts Questionnaire revised (NAQ-rev)

, 143, 149, 151

Neo Ecology

, 366

Neoliberal management in academia

, 334–335

Neoliberal managerial discourse

, 332

Neoliberal university

, 8

Neoliberalism

, 223

“Neoliberalization” of universities

, 438

Networks

, 423

New Public Management principles

, 13

New Work

, 366

Non-Irish nationals

, 10

Non-performative concept

, 224

Non-scientific employees

, 108 (see also Scientific employees)

effect of age

, 109–110

effect of gender

, 108

interaction effect of gender and age

, 110

interaction effect of gender and section

, 110–112

Non-scientific personnel

, 76–77n1

Non-scientific staff

, 77

test of model effects and parameter estimates of regression for

, 128–129

Non-university research institutions

, 4

Normalization of sexual harassment

, 226–227

Occupational psychology approach

, 78

Office of Equity and Diversity

, 237

Ombuds Office

, 237

Organisation for Economic Co-operation and Development (OECD)

, 422

Organisational Culture Assessment Inventory (OCAI)

, 381

Organizational climate

, 8, 11, 36

Organizational culture

, 220, 367–369, 385

Organizational factors

, 11

Organizational interventions

, 426n4

Organizational myth of women

, 132

Organizational practices and policies

, 12

“Other research associates employed”

, 48n7

Others, the

, 210–212

Out-grouping

, 39

Out-groups

, 38

Outcome variables

, 44–46, 68–69

p value

, 50n10

p-value

, 95n11, 151n15

Participative safety

, 41

Pearson’s r

, 148

Peer principle

, 14, 19

People waste financial and personnel resources

, 436–437

Perceived discrimination

, 394

Perception

of benefits of diversity

, 384–385

of diversity and innovation management

, 382

of diversity categories

, 382–384

of leader

, 52–54

of leader, parameter estimates of

, 73–74

Perpetuation of social inequality

, 6

Personal beliefs, relevance of

, 292–293

Physical appearance

, 409–410

Place struggle

, 351–352

Policy-makers, recommendations for

, 422–423

Post hoc analyses

, 49

Post-Soviet migrant women’s perspective

, 393

current state of research on discrimination of (highly) skilled migrants in academia

, 397–400

findings

, 402–411

German academic and cultural context

, 395–396

highly skilled post-soviet women migrants in German academia

, 396–397

methodology and sample

, 400–402

Power distance

, 10

Power domains

, 341

Power dynamics

, 236

Power relations

, 333

Power vectors

, 341

PRAGES project

, 422

Precarity

, 352

Predictor variables

, 46

Principal investigators (PI)

, 261, 265, 268

Prototypes

, 368

“Prove-It-Again” bias

, 38

Psychological climate

, 36

Psychological concepts

, 368

Psychological work climate of researchers

context

, 42–43

data

, 43–44

European Charter for Researchers

, 34–36

impulses for future research

, 61–62

interpretation

, 54–56

literature review

, 36–42

methods

, 48–49

practical implications

, 59–60

research approach

, 43–49

results

, 49–54

theoretical assumptions

, 37–42

theoretical implications

, 57–59

transferability and limitations

, 60–61

variables

, 44–48

Public perception of sexual harassment

, 300

Public research organizations

, 4

Qualtrics

, 297

“Queen bee” syndrome

, 58

Questionnaire surveys

, 426

Recommendations

for academic leaders and research managers

, 429–431

for designing discrimination reduction program

, 423–429

for policy-makers

, 422–423

Reflection

, 377–378

Regression equation

, 49–50, 52, 81n3

Regression models

, 166

Research and measurement

, 373

Research organizations

, 34, 334, 394, 422

diversity management in

, 369–370

lessons learned

, 431–438

recommendations for academic leaders and research managers

, 429–431

recommendations for designing discrimination reduction program

, 423–429

recommendations for policy-makers

, 422–423

Responsible Research and Innovation (RRI)

, 370

Right-wing politics

, 10

Robustness checks

, 204

comparison of linear model with binary logistic model

, 204

comparison of models 3 and 4

, 205–206

confounded moderation

, 207–208

inclusion of control variables

, 207

rescaling of dependent variable

, 206–207

impact of sum index

, 205

Role congruency theory

, 37–38

Role congruity theory

, 87

Role expectations

, 354–355

Scale operationalizations

, 326–327

Scandinavian school

, 78–79

Schemata

, 368

Science, technology, engineering and mathematics (STEM)

, 397, 422

Scientific autonomy

, 10–11

Scientific employees

, 97

effect of gender

, 97

interaction effect of gender and hierarchical position

, 102

interaction effect of gender and nationality

, 97

interaction effect of gender and section

, 102

interaction effect of nationality and hierarchical position

, 107–108

interaction effect of nationality and section

, 108

effect of nationality

, 102–107

Scientific staff, test of model effects and parameter estimates of regression for

, 125–127

Scientists

, 90

Self-labeling approach

, 79–80, 132, 138, 142–143n7, 336

Senior shared governance

, 14

SEQ-DoD

, 142–143n7, 156

Sex

, 35n2, 82

Sex-Role Egalitarianism Scale (SRES)

, 299

Sexist hostility

, 142–143n7

Sexual coercion

, 136

Sexual Criminal Law (Sexualstrafrecht)

, 211

Sexual discrimination

, 154–158

descriptive statistics for sexual discrimination regression model

, 175–178

gender and measurement gap in surveys on

, 134–136

parameter estimates of regression for self-ascription to

, 193–203

Sexual harassment

, 20, 142–143n7, 236, 290, 409–410

and assault at German Universities

, 213–227

connecting personal beliefs to

, 293–295

perceptions of sexual harassment in Germany

, 210–212

public awareness

, 291

public perception of

, 300

and violence

, 209, 212n4

Shared governance

, 14

Silver Society

, 366

Similarity-attraction paradigm

, 86

Single-item approach

, 136

Skills, structures and strategies-diversity model (3-S-diversity model)

, 371

Social awareness

, 337

Social categorization

, 368–369

Social class reproduction

, 394

Social cognition

, 368

Social Cognitive Theory

, 368

Social disintegration

, 39

Social identity theory

, 83, 85–86

Social integration barrier

, 86

Social role hypothesis

, 57

Social role theory

, 37, 137–138

Somatization

, 353–354

Spotlight Initiative

, 211n2

SPSS-supported cluster analysis

, 381

STAGES project

, 422

Standard errors

, 50n10

State Council of Professorship regulations

, 265n3

Statistical methods

, 426

Stereotypes

, 37, 368

Structural personnel

, 76–77n1

Structure

, 349

class struggle and place struggle

, 351–352

competing hierarchical orders and feeling of unfairness

, 350

envy and place struggle

, 350–351

precarity and vulnerability

, 352

Study of Academic Staff Worklife (SASW)

, 242

Study of Faculty Worklife (SFW)

, 241

Subjectivity

, 341

Substantial changes

, 49n9

Sum index

, 205

Supervisor support

, 405–406

Survey questionnaire

, 44

Sustainability debate

, 366

Sustainable development goals (SDGs)

, 366

System-theoretical approach

, 370–376

t-tests

, 49

Thousand loops

, 220

#TimesUp movement

, 290

Top-down implementation strategies

, 387

Total Quality Management principles

, 13

Transferability

, 60–61

of results to other social spaces

, 313–314

of results to other socio-demographic groups

, 314

of results to other types of workplace discrimination

, 313

Two-Step cluster analysis

, 381

Two-tailed t-tests

, 244n4

Über discrimination

, 5

Unconscious victim blaming

, 132

Universities

, 210

Universities research institutions

, 4

University of Wisconsin-Madison (UW-Madison)

, 237, 254–255

policy action to reduce academic bullying at

, 237–240

SFW

, 241

University-specific regulations

, 221

Variance influence factor (VIF)

, 149

Victim blaming

, 132–133

Vietnam

, 260, 262

Vietnam Academy of Social Sciences (VASS)

, 262, 265

Vulnerability

, 352–354

Wissenschaftszeitvertragsgesetz (WissZeitVG)

, 375, 388

Women

, 342

Women in Science & Engineering Leadership Institute (WISELI)

, 241

Women’s scientific achievement

, 262

Work climate

, 44

as research object and relevance

, 36–37

Work ethic, social background and belonging

, 407–409

Workplace bullying

, 77, 332, 335–338

in academia

, 81–82

conceptualization, prevalence, and relationship to discrimination

, 78–80

findings

, 342–355

methodology

, 338–342

neoliberal management in academia

, 334–335

Workplace discrimination

, 36

Workplace gender composition

, 219–220

Workplace harassment

, 300

Workplace victimization

, 78