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Book part
Publication date: 1 December 2022

Julie A. Kmec, Lindsey T. O’Connor and Shekinah Hoffman

Building on work that explores the relationship between individual beliefs and ability to recognize discrimination (e.g., Kaiser and Major, 2006), we examine how an adherence to…

Abstract

Building on work that explores the relationship between individual beliefs and ability to recognize discrimination (e.g., Kaiser and Major, 2006), we examine how an adherence to beliefs about gender essentialism, gender egalitarianism, and meritocracy shape one’s interpretation of an illegal act of sexual harassment involving a male supervisor and female subordinate. We also consider whether the role of the gendered culture of engineering (Faulkner, 2009) matters for this relationship. Specifically, we conducted an online survey-experiment asking individuals to report their beliefs about gender and meritocracy and subsequently to evaluate a fictitious but illegal act of sexual harassment in one of two university research settings: an engineering department, a male-dominated setting whose culture is documented as being unwelcoming to women (Hatmaker, 2013; Seron, Silbey, Cech, and Rubineau, 2018), and an ambiguous research setting. We find evidence that the stronger one’s adherence to gender egalitarian beliefs, the greater one’s ability to detect inappropriate behavior and sexual harassment while gender essentialist beliefs play no role in their detection. The stronger one’s adherence to merit beliefs, the less likely they are to view an illegal interaction as either inappropriate or as sexual harassment. We account for respondent knowledge of sexual harassment and their socio-demographic characteristics, finding that the former is more often associated with the detection of inappropriate behavior and sexual harassment at work. We close with a discussion of the transferability of results and policy implications of our findings.

Details

Diversity and Discrimination in Research Organizations
Type: Book
ISBN: 978-1-80117-959-1

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Book part
Publication date: 4 September 2017

Douglas Waxman

The purpose of this chapter is to survey and synthesis the literature on: (1) myths and misinformation about persons with disabilities that create attitudinal barriers to…

Abstract

Purpose

The purpose of this chapter is to survey and synthesis the literature on: (1) myths and misinformation about persons with disabilities that create attitudinal barriers to employment, (2) best practices in employing persons with disabilities, (3) the business case for hiring persons with disabilities and (4) corporate social responsibility and disability, in order to distill a model for changing corporate culture for successfully integrating employees with disabilities into an organizations workforce.

Methodology/approach

An extensive review of the above mentioned literature is synthesized and distilled into a model.

Findings

The review indicates a number of best practices to be implemented in order to successfully integrate employees with disabilities into the workforce. These factors have been synthesized into a model to guide employers in affecting corporate cultural change to address the integration of person with disabilities into the organization.

Practical implications

A systematic approach to integration of employees with disabilities, informed by the significant business logic for doing so.

Originality/value

The chapter provides an extensive survey of the literature on disability employment and highlights attitudinal barriers to employing persons with disabilities, the business case and social responsibility case for employing persons with disabilities, the best practices for success and synthesizes these factors into an original model to guide business in cultural change making.

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Factors in Studying Employment for Persons with Disability
Type: Book
ISBN: 978-1-78714-606-8

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Book part
Publication date: 6 August 2020

Sarah Gee

Purpose – To offer a thought-provoking reflection of my experiences ‘in the field’ at alcohol-infused sporting events. This chapter, in effect, is a piece of qualitative research…

Abstract

Purpose – To offer a thought-provoking reflection of my experiences ‘in the field’ at alcohol-infused sporting events. This chapter, in effect, is a piece of qualitative research on the ‘doing’ of quantitative survey research. This chapter provides important insights into the politics of collecting and representing data and the social boundaries within which those data are collected.

Design/methodology/approach – Between September 2011 and February 2012, I embarked on data collection for a research project that investigated the culture of alcohol promotion and consumption at major sport events in New Zealand. Specifically, I was interested in examining the public spaces where alcohol was promoted and where people consumed alcohol as part of the overall entertainment experience of sport mega-events. The discussion in this chapter presents an overview of the politics and performances of in-field research.

Findings – I discuss particular cultural, conceptual, methodological and ethical quandaries that coincide with undertaking such research. In doing so, I consider the situational standpoint, positional paradox and behavioural bind of my research experience.

Research Implications – This chapter contributes to the on-going scholarly dialogue that details the complexities of research management and strategies for studies exploring the sport-alcohol nexus, which will be of benefit to current and future qualitative researchers in their preparation to conduct fieldwork about sport and alcohol.

Limitations – The reflections offer details about the culture at specific events and scholars should be cautious of the extent to which they can be generalized from one alcohol-infused sport event to the next.

Details

Sport, Alcohol and Social Inquiry
Type: Book
ISBN: 978-1-78769-842-0

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Available. Open Access. Open Access
Article
Publication date: 15 October 2018

Krystal L. Brue

Women leaders operate within multiple roles, managing both work and nonwork obligations. Exploring work-life balance constructs, this study examined role integration, social…

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Abstract

Women leaders operate within multiple roles, managing both work and nonwork obligations. Exploring work-life balance constructs, this study examined role integration, social support sources, and work-family conflict to determine their influence on women leaders. Findings suggested that women leaders felt the benefit of a variety of social support services, but especially from sources external to the organization. Women leaders were diverse in role integration strategies, with respondents largely divided between blurring and segregating their work and nonwork roles. Time-based work-family conflict was slightly more apparent than strain-based conflict. Women leaders also indicated that their work interfered with their family more than their family interfered with their work. Findings provide valuable insights as to how women view work-life balance within their roles as leaders.

Details

Journal of Leadership Education, vol. 17 no. 4
Type: Research Article
ISSN: 1552-9045

Available. Open Access. Open Access
Article
Publication date: 15 April 2019

Krystal L. Brue

For women in leadership, managing work and life obligations is essential, especially when leading in male dominated occupations such as STEM. This study examined social support…

742

Abstract

For women in leadership, managing work and life obligations is essential, especially when leading in male dominated occupations such as STEM. This study examined social support and work-family integration/blurring to determine how women in leadership perceived these dynamics. By surveying STEM women leaders, this research explored work-life strategies and support resources used by women leaders to balance their work and non-work domains and promote their roles as leaders. Women leaders indicated difficulty delineating between work and personal roles and recognized informational and emotional support as most significant to their roles as leaders. Findings also indicated that most support came from spouses/significant others, female co-workers, and mentors outside the organization, respectively. These sources provided the support needed to maintain and progress in their roles as women leaders.

Details

Journal of Leadership Education, vol. 18 no. 2
Type: Research Article
ISSN: 1552-9045

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Book part
Publication date: 8 November 2019

Emily M. Douglas and Kerry A. Lee

Approximately 1,750–2,000 children die in the United States annually because of child abuse or neglect. Official statistics show that women are more often the perpetrators of…

Abstract

Approximately 1,750–2,000 children die in the United States annually because of child abuse or neglect. Official statistics show that women are more often the perpetrators of abuse and neglect-related deaths, even though child welfare professionals largely attribute these deaths to men. Either acting alone or with another individual, mothers are responsible for roughly 60% of deaths and either together or alone, fathers are responsible for roughly 40% of deaths. Despite the consistency of this information, it is not widely accepted by child welfare workers – the professional group whose job it is to identify risk factors and to protect children from harm. Previous research shows that workers are more likely to believe that men are responsible for children’s deaths and that deaths are perpetrated by non-family members. In this chapter, we explore the potential explanations for workers’ misperceptions including the role of gender norms, ideology, confusion concerning how children die, and also which kinds of cases result in criminal charges and thus, shape the public’s understanding of fatal child maltreatment. Incomplete and inadequate information about the perpetration of maltreatment deaths potentially puts children at risk for future fatalities. Implications for child welfare and social service professionals, their training, and practice are discussed.

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Victim, Perpetrator, or What Else?
Type: Book
ISBN: 978-1-78973-335-8

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Book part
Publication date: 15 March 2021

William J. Scarborough, Deborah Fessenden and Ray Sin

Research on gender attitudes has consistently found that younger generations have more gender egalitarian views than older generations. Less attention, however, has been directed…

Abstract

Research on gender attitudes has consistently found that younger generations have more gender egalitarian views than older generations. Less attention, however, has been directed toward examining whether the generation gap has grown or shrunk over time and whether it differs across dimensions of gender attitudes. Using data from the General Social Survey for years 1977–2018,the authors examine the generational gap in gender attitudes across three components: views toward women in leadership, working mothers, and the gendered division of family labor between public and private spheres. The results show that differences between generations vary significantly across these dimensions. Attitudes have converged over time in support for women’s leadership, yet Baby Boomers espouse slightly higher levels of support than other generations, including the younger Generation Xers and Millennials. In contrast, consistent generation gaps are observed in support for working mothers, where younger generations hold more supportive views than respective older generations. Attitudes toward the gendered division of public/private sphere labor have converged between Millennials, Generation Xers, and Baby Boomers, with only Pre-Baby Boomers holding significantly more traditional views. Collectively, these trends highlight how cultural change through cohort replacement does not uniformly advance gender egalitarian ideologies. Instead, these shifts vary across specific dimensions of gender attitudes.

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Gender and Generations: Continuity and Change
Type: Book
ISBN: 978-1-80071-033-7

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Book part
Publication date: 20 June 2008

John K. Ryans, David A. Griffith and Subhash Jain

International advertising standardization/adaptation has been a dominant area in the international marketing literature. In this chapter, we explore the evolution of thought…

Abstract

International advertising standardization/adaptation has been a dominant area in the international marketing literature. In this chapter, we explore the evolution of thought related to international advertising standardization/adaptation beginning in the 1920s. Through a stage theory historical analysis, we decompose thought in international advertising standardization/adaptation into three unique stages: (1) practitioner evolution, (2) scholarly initiation and (3) conceptual and empirical refinement. Given this approach, we contend that the factors considered in earlier stages were necessary for later development. Further and more importantly, we argue that, for the evolution of thought in relation to international advertising standardization/adaptation to evolve, researchers must begin to engage in a number of acts central to building a unified foundation. We propose a series of issues that need to be addressed in order to advance our understanding of international advertising standardization/adaptation.

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International Business Scholarship: AIB Fellows on the First 50 Years and Beyond
Type: Book
ISBN: 978-0-7623-1470-6

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Article
Publication date: 18 September 2007

Ali M. Kanso and Richard Alan Nelson

Despite the increasing volume of scholarly work in international advertising, media selection has received very little attention. This study seeks to address three fundamental…

5936

Abstract

Purpose

Despite the increasing volume of scholarly work in international advertising, media selection has received very little attention. This study seeks to address three fundamental issues in media selection for non‐domestic markets: the relative importance of cultural factors, the relationships between organization structure, and the relative weight that executives place on cultural and non‐cultural factors in their media selection, and the relationships between cultural orientations of advertising executives and their perceptions of specific non‐domestic factors of media selection.

Design/methodology/approach

A mail survey of executives for US consumer durable manufacturers operating internationally was conducted. The sample involved managers responsible for media selection in 106 firms listed in the Fortune directory of the 500 largest industrial multinational corporations (MNCs). Three waves of the same questionnaire were sent. Of the selected executives, 84 returned the questionnaire, making the response rate 79.25 percent.

Findings

The findings reveal that advertising executives of US MNCs place more importance on general environmental factors (type of product, target market, budget size, cost efficiency, reach and frequency, and competition) than on specific non‐ domestic factors (media availability, language diversity, legal constraints, level of economy, literacy and cultural considerations). Furthermore, managers in centralized decision firms and managers in decentralized decision firms do not differ significantly in their assessment of the relative importance of general and specific non‐domestic factors. However, non‐culturally oriented managers in contrast to their culturally oriented counterparts place greater importance on media availability when determining and executing media‐selection decisions. The surveyed executives also tend to be more involved in establishing objectives and setting budgets than in designing creative strategies and selecting specific media for international advertising campaigns.

Originality/value

Although localized and globalized marketing campaigns have steadily increased in the last 20 years, very few studies have examined MNC advertising managers' views about media selection. The research adds new insights to the understanding of this critical‐decision process.

Details

International Marketing Review, vol. 24 no. 5
Type: Research Article
ISSN: 0265-1335

Keywords

Available. Open Access. Open Access
Article
Publication date: 15 January 2018

Krystal L. Brue and Shawn A. Brue

This article analyzes women’s only leadership development training to determine how leadership roles are conceptualized and implemented, how women independently and collectively…

468

Abstract

This article analyzes women’s only leadership development training to determine how leadership roles are conceptualized and implemented, how women independently and collectively construct new leadership role identities, and how leadership identities are retained post training. Themes of nested validation, accepting the belonging narrative, identity emergence, leadership as multiverse, and reflective/reflexive leadership development were discovered. Leadership validation was needed by participants to own their new leadership identity. Through accepting a new narrative, participants confirmed that they belonged in their new leadership role. Identity work occurred on personal and social levels, allowing participants to assume a strengths-based approach to leadership development. Women’s only leadership programs, which acknowledge new leadership narratives and identities, allowed emergent leaders an improved opportunity to assume and retain their new role.

Details

Journal of Leadership Education, vol. 17 no. 1
Type: Research Article
ISSN: 1552-9045

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