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Article
Publication date: 7 June 2021

Andrew R. Timming, Chris Baumann and Paul Gollan

The paper aims to examine the effect of employees' perceived physical attractiveness on the extent to which their voices are “listened to” by management.

634

Abstract

Purpose

The paper aims to examine the effect of employees' perceived physical attractiveness on the extent to which their voices are “listened to” by management.

Design/methodology/approach

Using an experimental research design, the paper estimates main effects of employee attractiveness and possible moderating effects of employee race and gender as well as the gender of their “managers.”

Findings

The results suggest that, with few exceptions, more physically attractive employees are significantly more likely to have their suggestions acted upon by managers than less attractive employees, pointing to a powerful form of workplace discrimination. This finding holds across races, with more attractive white, black, and Asian employees exerting a more impactful voice than their less attractive counterparts, although the moderation appears to be stronger for whites than ethnic minorities.

Research limitations/implications

The results have important implications for the extant literatures on employee voice, diversity and discrimination.

Originality/value

This is among the first studies to demonstrate that less attractive employees suffer from an “employee voice deficit” vis-à-vis their more attractive counterparts.

Details

Journal of Participation and Employee Ownership, vol. 4 no. 1
Type: Research Article
ISSN: 2514-7641

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Article
Publication date: 24 August 2020

Andrew R. Timming

The aim of this paper is to outline an innovative multilevel conceptual model capable of explaining “karoshi” (death from overwork) and its relationship to molecular-, micro-…

912

Abstract

Purpose

The aim of this paper is to outline an innovative multilevel conceptual model capable of explaining “karoshi” (death from overwork) and its relationship to molecular-, micro-, meso- and macro-competitive productivity (CP).

Design/methodology/approach

A theoretical model, grounded in the evolutionary biological, psychological, organizational and sociological literatures, is provided.

Findings

Karoshi is a function of molecular (genetic), micro (individual), meso (organizational) and macro (cultural) evolutionary forces. It is also demonstrated to be a function of time, geography, agri-climate and cultural and ethnic homogeneity.

Research limitations/implications

The analysis is purely theoretical and its theoretically informed hypotheses are not tested empirically. As such, further data-driven research is indicated. Additional analyses are also needed to further unpack the recursive nature of the relationship between karoshi and CP and the subtle differences between genetic evolution and cultural and organizational evolution.

Practical implications

Karoshi-related deaths are a public health epidemic and increasingly a major obstacle to sustainable CP. As such, organizations can leverage these analyses to help them implement interventions aimed at reducing incidents of work-related deaths, not only in Japan, but across the world.

Originality/value

This multilevel conceptual framework makes a unique contribution to the cross-cultural and strategic management literatures. More specifically, it constitutes a new and innovative contribution to one’s current understanding of CP by uniquely integrating biology, psychology, organization studies and cultural studies into one overarching model.

Details

Cross Cultural & Strategic Management, vol. 28 no. 1
Type: Research Article
ISSN: 2059-5794

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Article
Publication date: 27 October 2020

Trudy Bates, Cati S. Thomas and Andrew R. Timming

This paper explores employment discrimination against gender diverse job applicants and employees in Western Australia (WA).

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Abstract

Purpose

This paper explores employment discrimination against gender diverse job applicants and employees in Western Australia (WA).

Design/methodology/approach

Using grounded theory, this study draws on semi-structured interviews with respondents (n = 20) who identified as trans women, trans men, nonbinary or agender. Thematic analysis focused on the multiple dimensions of disadvantage experienced by respondents, including subtle, not so subtle and overt types of employment discrimination.

Findings

The authors’ results point to several reasons why gender diverse individuals (GDIs) may fear the labor market, including difficulties in concealing their stigma and acquiescence to discrimination. On the other hand, our results also point to sources of organizational support, including encouragement from direct line managers and colleagues who are also Allies.

Practical implications

The results of the research have important implications for sociological frameworks surrounding dramaturgy, stigma, aesthetic labor, organizational silence and social identity. Practical implications for employers, employees, human resource (HR) professionals and trade unions are also articulated.

Originality/value

Whereas previous studies have prioritized the discriminatory experiences of GDIs in the US and European labor markets, this study reports on gender diverse voices in WA. Furthermore, recent work on this topic has been experimental and largely quantitative, whereas the present study offers a compelling set of profound narratives, thereby addressing calls for qualitative research that foregrounds the complexities and nuances of lived experience for GDIs and renders their voices heard.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 40 no. 3
Type: Research Article
ISSN: 2040-7149

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Article
Publication date: 24 June 2020

Andrew Timming, Chris Baumann and Paul Gollan

This study aims to examine how variations in the perceived gender (a)typicality of front-line staff impact on consumer spending. Gender typicality is defined here as traditionally…

577

Abstract

Purpose

This study aims to examine how variations in the perceived gender (a)typicality of front-line staff impact on consumer spending. Gender typicality is defined here as traditionally masculine-looking men and feminine-looking women, whereas gender atypicality, in contrast, refers to feminine-looking men and masculine-looking women.

Design/methodology/approach

Using an experimental design, the authors use simulated consumption scenarios across two separate studies, one in the USA and the other in South Korea. In each study, the authors investigate main and interaction effects in relation to front-line employees’ race (white vis-à-vis Asian) and baseline gender (originally male vis-à-vis originally female).

Findings

Across the two studies, consumers spent more money with gender-typical female front-line staff or, alternatively stated, less money with more masculine-looking female front-line staff. The effect of the male service staff was more complicated. In both countries, the authors found a significant consumer preference for gender-atypical (i.e. more feminine-looking), Asian male employees, compared to more masculine-looking Asian men.

Research limitations/implications

The experimental design strengthens claims of not only good internal validity but also weakens the generalizability of the findings. Field research is needed to explore these effects in various workplaces and sectors. The authors also acknowledge the limitations of operationalizing the gender (a)typicality of front-line staff by manipulating facial structures. Future research should manipulate gender (a)typicality using sociological and performative indicators.

Practical implications

The authors contribute to ongoing debates surrounding the legality and ethics of regulating employee appearance in the workplace. Employers must consider whether this type of “lookism” is legally and morally defensible.

Originality/value

This is, to the knowledge, the first-ever study to examine the effect of front-line employee gender non-conformity on consumer behavior and decision-making. The authors show how variations in perceived gender (a)typicality can, variously, promote or retard consumer spending. The study is original in that it shifts the debate from traditional studies of between-gender differences to a focus on within-gender differences. The key value of the research is that it shines a much-needed light on the changing role of gender in the workplace.

Details

European Journal of Marketing, vol. 54 no. 8
Type: Research Article
ISSN: 0309-0566

Keywords

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Article
Publication date: 10 January 2022

Rina Hastuti and Andrew R. Timming

The aim of this research is to determine the extent to which the human resource (HR) function can screen and potentially predict suicidal employees and offer preventative mental…

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Abstract

Purpose

The aim of this research is to determine the extent to which the human resource (HR) function can screen and potentially predict suicidal employees and offer preventative mental health assistance.

Design/methodology/approach

Drawing from the 2019 National Survey of Drug Use and Health (N = 56,136), this paper employs multivariate binary logistic regression to model the work-related predictors of suicidal ideation, planning and attempts.

Findings

The results indicate that known periods of joblessness, the total number of sick days and absenteeism over the last 12 months are significantly associated with various suicidal outcomes while controlling for key psychosocial correlates. The results also indicate that employee assistance programs are associated with a significantly reduced likelihood of suicidal ideation. These findings are consistent with conservation of resources theory.

Research limitations/implications

This research demonstrates preliminarily that the HR function can unobtrusively detect employee mental health crises by collecting data on key predictors.

Originality/value

In the era of COVID-19, employers have a duty of care to safeguard employee mental health. To this end, the authors offer an innovative way through which the HR function can employ predictive analytics to address mental health crises before they result in tragedy.

Details

Personnel Review, vol. 52 no. 6
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 25 July 2019

Alison Preston, Elisa Birch and Andrew R. Timming

The purpose of this paper is to document the wage effects associated with sexual orientation and to examine whether the wage gap has improved following recent institutional…

891

Abstract

Purpose

The purpose of this paper is to document the wage effects associated with sexual orientation and to examine whether the wage gap has improved following recent institutional changes which favour sexual minorities.

Design/methodology/approach

Ordinary least squares and quantile regressions are estimated using Australian data for 2010–2012 and 2015–2017, with the analysis disaggregated by sector of employment. Blinder–Oaxaca decompositions are used to quantify unexplained wage gaps.

Findings

Relative to heterosexual men, in 2015–2017 gay men in the public and private sectors had wages which were equivalent to heterosexual men at all points in the wage distribution. In the private sector: highly skilled lesbians experienced a wage penalty of 13 per cent; low-skilled bisexual women faced a penalty of 11 per cent, as did bisexual men at the median (8 per cent penalty). In the public sector low-skilled lesbians and low-skilled bisexual women significant experienced wage premiums. Between 2010–2012 and 2015–2017 the pay position of highly skilled gay men has significantly improved with the convergence driven by favourable wage (rather than composition) effects.

Practical implications

The results provide important benchmarks against which the treatment of sexual minorities may be monitored.

Originality/value

The analysis of the sexual minority wage gaps by sector and position on the wage distribution and insight into the effect of institutions on the wages of sexual minorities.

Details

International Journal of Manpower, vol. 41 no. 6
Type: Research Article
ISSN: 0143-7720

Keywords

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Abstract

Details

The Emerald Handbook of Work, Workplaces and Disruptive Issues in HRM
Type: Book
ISBN: 978-1-80071-780-0

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Article
Publication date: 1 March 2010

Andrew R. Timming

Using a large-scale dataset on working conditions across 31 European countries, this paper examines the nature and scope of crossnational variation in the determinants of job…

107

Abstract

Using a large-scale dataset on working conditions across 31 European countries, this paper examines the nature and scope of crossnational variation in the determinants of job satisfaction. The author employs multi-group ordinary least squared regression analyses in order to unpack the extent to which a set of "established" predictors of job satisfaction are robust cross-nationally. The results of the research point to widespread variation in the factors that promote and obstruct job satisfaction. It is concluded that the findings of single-sample studies, which constitute by far the vast majority of empirical research, cannot be readily generalized across populations. The paper has philosophical and sociological implications in respect to the processes of knowledge dissemination in the social sciences.

Details

International Journal of Organization Theory & Behavior, vol. 13 no. 4
Type: Research Article
ISSN: 1093-4537

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Book part
Publication date: 27 November 2023

Terence Chia and Andrew R. Timming

Diversity and inclusion initiatives are normally centred on legally protected traits such as race and gender. As the legal framework expands to ensure that underrepresented…

Abstract

Diversity and inclusion initiatives are normally centred on legally protected traits such as race and gender. As the legal framework expands to ensure that underrepresented workers are protected, there exists a subset of the workforce who have diversity characteristics that are legally unprotected. For example, individuals who have visible tattoos can face employment discrimination when they are looking for work or looking to progress their careers. To add to the challenge, the perception of stigma is fluid and expectations related to the appearance of employees are determined by managers' perceptions of consumers' preferences. Drawing theoretically from self-categorisation theory and information processing theory, we discuss how the creation of a marketing and brand proposition framework can help to build an organisational identity that can benefit consumers and the organisation simultaneously. We also discuss the practical implications and strategies that organisations can consider to reduce such workplace discrimination.

Details

The Emerald Handbook of Appearance in the Workplace
Type: Book
ISBN: 978-1-80071-174-7

Keywords

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Book part
Publication date: 28 February 2007

Andrew Mason

Abstract

Details

Population Change, Labor Markets and Sustainable Growth: Towards a New Economic Paradigm
Type: Book
ISBN: 978-0-44453-051-6

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