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The purpose of this research is to develop and validate a new gender role stereotypes scale intended to be a short, effective, and modern measure of gender role attitudes.

A total of 800 participants completed an online survey, with 546 completing a second survey one week later. Recommended scale development procedures were utilized throughout in order to design and test the proposed instrument.

Item analyses determined a final set of most effective items, while exploratory and confirmatory factor analyses provided support for the eight‐item, two‐dimensional (female stereotypes, male stereotypes) scale (Gender Role Stereotypes Scale – GRSS). Additionally, internal consistency and test‐retest reliabilities were acceptable, as was the construct‐related validity. This study also finds that gender role stereotypes are best examined as a two‐factor construct (male, female), rather than conceptualized as two poles of a unidimensional continuum.

The GRSS has advantages over similar measures, including that it assesses attitudes toward both men and women with only eight items, and includes items that are easily understandable, cross‐culturally appropriate, and modern. Practitioners can use the GRSS to assess potential gender role stereotypes held by management. If managers are found to have highly traditional gender role stereotypes, organizations may be able to intervene before stereotypes affect performance ratings or task assignments.

This paper yields an updated and sound measurement scale to replace outdated scales assessing similar constructs and/or assessing only one gender role stereotype (male or female, versus both). The GRSS allows for the parsimonious, comprehensive, and effective measurement of gender role stereotypes in research and practice alike.

Drawing on hegemonic masculinity theory, this study provides evidence supporting how gender, race and sexual identity, may shape the rates of sexual misconduct reporting, by keeping those targets who traditionally enjoy positions of power (i.e. white, cisgender men) silent.

Across 3,230 gender harassment, 890 sexual advance harassment and 570 sexual assault incidents that occurred within a traditionally masculine organization, the authors conducted tests of independence and hierarchical regression analyses to examine whether targets' social identity characteristics (i.e. sex, race, sexuality and gender alignment), predicted the reporting of sexual misconduct.

Although reporting rates varied based on the type of incident, white men were less likely than their colleagues to report workplace sexual misconduct. In general, men were approximately half as likely as women to report. Lower rates of reporting were similarly seen among all white (vs BIPOC) targets and all cisgender and heterosexual (vs LGBT) targets, when controlling for other identity characteristics.

Research on sexual misconduct has largely privileged the experiences of (white, heterosexual) women, despite knowledge that men, too, can experience this mistreatment. This research broadens this lens and challenges the notion that sexual misconduct reporting rates are uniform across employee groups. By articulating how the pressures of hegemonic masculinity serve to silence certain targets – including and especially white, cisgender men – the authors provide means of better understanding and addressing workplace sexual misconduct underreporting.

This paper aims to explore how marketplace-enabled performances help reconstitute masculinity in the context of transnational mobility.

Grounded in consumer acculturation theory, this paper draws on theories of gender performance to inform a hermeneutic analysis of depth interviews with skilled migrant men.

To navigate experiences of emasculation, participants performed three remasculation strategies: status-based hypermasculinity, localised masculinity and flexible masculinity.

This study offers insights for the design of migrant settlement policy. Further research should investigate the remasculation strategies of low resource migrant men.

This paper makes two contributions to theories of gendered acculturation. First, while studies of acculturation as a gendered performance have shown how marketplace resources support the gendered identity projects of female migrants and the children of migrants, this paper provides the missing perspective of skilled migrant men. Beyond acting as “resistant” cultural gatekeepers of their family members’ gendered acculturation practices, first-generation migrant men emerge as creative, agentic and skilled negotiators of countervailing gender regimes. Second, transnationally dispersed families, migrant communities and country of origin networks emerge not only as acculturating agents which transmit gender regimes but also as audiences which enable the staging of remasculating performances.

The purpose of this study is to test whether organizational justice (i.e. fair treatment) can mitigate the harmful effects of a “masculinity contest culture (MCC)” (i.e. norms, rituals and belief systems valorizing social dominance, work above other parts of life, physical strength and the avoidance of weakness).

Through an analysis of secondary survey data collected from a Canadian police organization (N = 488), this study tested the moderating effects of organizational justice on the relationship between employee perceptions of their workplace as a masculinity contest, and a negative outcome variable, harassment.

The results of this study suggest that a MCC was significantly related to harassment, which in turn contributed to lower psychological wellbeing and increased turnover intentions. Independently, organizational justice moderated the effect of a MCC on harassment, suggesting that harassment is less prevalent in the workplace when there is a greater focus on treating all employees fairly.

Despite the increase in both scholarly and practitioner interest in the effects of organizational cultures in which employees seek to maintain their own status at all costs, there has been little research examining the interactions of these harmful workplace cultures and the factors that might counter them. To the best of the author's knowledge, this is one of the rare studies to investigate possible interventions for harmful workplace cultures.

Although the early conversations of microcelebrity centered on Anglo-centric theories and context despite the varied backgrounds and cultural context of microcelebrity, this compilation of chapters seeks to assess and reframe the applications and uptake of microcelebrity around the world. Each of the chapters in this anthology contribute to expand the theoretical concept and contextualize the history and cultural affairs of those who are famous online. The case studies provide examples of how a microcelebrity emerges to fame because of their exposure and interaction within a group of niche users, a specific online community, or a specific cultural and geographical context through the social networks that emerge online. Academic scholarship on microcelebrity has crossed methodologies, disciplines and platforms demonstrating the wide appeal as the influence of these figures are on the rise. As preparation for the reader, this chapter offers a brief history of current scholarship, with an emphasis on shifting knowledge production away from an Anglo and Global North perspective. The introduction chapter serves as a road map for the reader breaking down each of the three sections of the book – norms, labors, and activism. Lastly, the co-editors have outlined different ways to read the text group chapters according to reader interest.

Because access to new technologies is unequally distributed, there has been considerable discussion in Australia and elsewhere about the growing gap, the “digital divide,” between the information-rich and information-poor (Bolt & Crawford, 2000; Castells, 2001; Companie, 2001; Gordon, 2001; Haywood, 1998; Negroponte, 1996; Nixon, 2001). Most schools have incorporated computers and Internet access into classrooms, partly in response to concerns about the gap between technology “haves” and “have nots” (Facer et al., 2001). Such concerns have led to high-profile information technology policy initiatives in the USA (Lentz, 2000; US Department of Commerce, 1999), U.K. (Selwyn, 2000), Australia (Foster, 2000) and other nations. Many families have invested in computer systems at home in order to provide their children with access to the growing body of information available through technology. Similarly, in an attempt to “redress the balance between the information rich and poor” by providing “equal access to the World Wide Web” (Virtual Communities, 2002), the Australian Council of Trade Unions (ACTU), Virtual Communities (a computer/software distributor) and Primus (an Internet provider) in late 1999 formed an alliance to offer relatively inexpensive computer and Internet access to union members in order to make “technology affordable for all Australians” (Virtual Communities, 2002).