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Management Decision, vol. 59 no. 11
Type: Research Article
ISSN: 0025-1747

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Article
Publication date: 25 October 2023

Pathiranage Padmali Manesha Peiris, Ahu Tatli and Mustafa Bilgehan Ozturk

The aim of this study is to explore how women in Sri Lanka cultivate entrepreneurial personae to navigate the various gendered roles they situationally enact, as they attempt to…

194

Abstract

Purpose

The aim of this study is to explore how women in Sri Lanka cultivate entrepreneurial personae to navigate the various gendered roles they situationally enact, as they attempt to secure legitimacy and acceptance and overcome their otherness. Drawing on Goffman's theorisation of symbolic interaction, this study investigates how gender informs the performance of entrepreneurship in Sri Lanka. In this way, the study engages with the challenges women in the Global South navigate while undertaking entrepreneurship, and it contributes to the critical entrepreneurship literature on the intertwined nature of gender and entrepreneurship.

Design/methodology/approach

Following feminist standpoint epistemology (FSE), this qualitative study focuses on women entrepreneurs in Sri Lanka by examining the performance of entrepreneurship through 44 life history interviews (LHIs) and 40 Field Observations conducted over a seven-month period.

Findings

The findings reveal that women carefully cultivate entrepreneurial personae by striking a balance between entrepreneurial ideals and patriarchal social expectations around womanhood. The findings of the study present how the entrepreneurial personae are constructed by way of appearance, mannerism and setting, which presents opportunities for future research to explore the dramaturgical aspect of gender and entrepreneurship.

Originality/value

This study contributes to the growing body of feminist research surrounding women entrepreneurs, by drawing on insights from the lived experiences of women entrepreneurs in the Global South. This study also expands Goffman's theorisation of audience segregation and shows that a subject's understanding of the audience shapes their personae. A further contribution of this research is how space becomes an extension of the personae at play.

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International Journal of Gender and Entrepreneurship, vol. 16 no. 2
Type: Research Article
ISSN: 1756-6266

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Personnel Review, vol. 51 no. 2
Type: Research Article
ISSN: 0048-3486

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Book part
Publication date: 18 October 2017

Mustafa Bilgehan Ozturk

This chapter considers the conflicts which arise at the intersection of the free exercise of religion and sexual minority rights in the domains of work and non-work activities…

Abstract

This chapter considers the conflicts which arise at the intersection of the free exercise of religion and sexual minority rights in the domains of work and non-work activities. Specifically, by examining the key features of various discrimination cases from the US and UK contexts, the chapter identifies the possible tensions between different minority groups and the negotiation and settlement of their respective interests and entitlements. In an effort to reconcile the seemingly competing claims made for equality, the chapter considers a theoretical middle range within which the existing debates may be addressed through the careful application of Isaiah Berlin’s theory of positive and negative freedoms in public life. The use of Berlin’s theory contributes to the analysis of the justice standing of religious and sexual minority groups, what protections minority groups in conflict must be accorded vis-à-vis each other, and the nature of remedies which should be accorded to each group in theory and practice.

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Book part
Publication date: 18 October 2017

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Management and Diversity
Type: Book
ISBN: 978-1-78635-489-1

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Book part
Publication date: 26 November 2021

Baruch Shimoni

The influence of traditional individually oriented Organization Development (OD), with its focus on psychological dispositions, on self-development and growth, is currently…

Abstract

The influence of traditional individually oriented Organization Development (OD), with its focus on psychological dispositions, on self-development and growth, is currently waning. I argue here that individually oriented OD would be well served by a new focus on habitus and social position that expand our understanding of human behavior. Using Bourdieu's concept of social position in the form of “habitus-oriented approach,” as I do here using my consulting experience, allows individually oriented OD to become a scholarly and professional site that understands human behavior in terms of both the social and the personal.

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Article
Publication date: 13 December 2021

Maarit Laiho, Essi Saru and Hannele Seeck

The purpose of this paper is to explore the interplay between human resource management (HRM) and emergent factors in constructing a strong HRM climate. Specifically, the paper…

1293

Abstract

Purpose

The purpose of this paper is to explore the interplay between human resource management (HRM) and emergent factors in constructing a strong HRM climate. Specifically, the paper aims to shed light on how employee perceptions of the HRM process and emergent factors together construct a strong HRM climate, i.e. employees' shared perceptions of HRM.

Design/methodology/approach

The paper uses qualitative interview data (managers and employees) from two organisations operating in Finland. The data are analysed based on a systematic data analysis and gives an illustration of the interplay between high-performance work system and the emergent factors.

Findings

The findings illustrate the three types of interplay between HPWS and emergent factors – supplementation, substitution and suffocation – that construct employee experience.

Originality/value

The paper extends earlier discussions on the relationship between HRM and employee experience by empirically examining how the HRM process – together with emergent factors – constructs a strong HRM climate. The present study contributes to further theorising and increasing our understanding of the creation of employee experience.

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Personnel Review, vol. 51 no. 2
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 23 December 2019

Alison Pullen, Carl Rhodes, Celina McEwen and Helena Liu

The purpose of this paper is to explore leadership for diversity informed by intersectionality and radical politics. Surfacing the political character of intersectionality, the…

2269

Abstract

Purpose

The purpose of this paper is to explore leadership for diversity informed by intersectionality and radical politics. Surfacing the political character of intersectionality, the authors suggest that a leadership for diversity imbued with a commitment to political action is essential for the progress towards equality.

Design/methodology/approach

Drawing lessons from the grassroots, political organizing of the black and Indigenous activist groups Combahee River Collective and Idle No More, the authors explore how these groups relied on feminist alliances to address social justice issues. Learning from their focus on intersectionality, the authors consider the role of politically engaged leadership in advancing diversity and equality in organizations.

Findings

The paper finds that leadership for diversity can be developed by shifting towards a more radical and transversal politics that challenges social and political structures that enable intersectionality or interlocking oppressions. This challenge relies on critical alliances negotiated across multiple intellectual, social and political positions and enacted through flexible solidarity to foster a collective ethical responsibility and social change. These forms of alliance-based praxis are important for advancing leadership for diversity.

Originality/value

This paper contributes to studies of leadership and critical diversity studies by articulating an alliance-based praxis for leadership underpinned by intersectionality, radical democracy and transversal politics.

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Management Decision, vol. 59 no. 11
Type: Research Article
ISSN: 0025-1747

Keywords

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Article
Publication date: 9 March 2020

Yves-Rose Porcena, K. Praveen Parboteeah and Neal P. Mero

Empirical evidence concerning the relationship between diversity and firm performance continues to produce mixed results that are context-dependent (Guillaume et al., 2017)…

3871

Abstract

Purpose

Empirical evidence concerning the relationship between diversity and firm performance continues to produce mixed results that are context-dependent (Guillaume et al., 2017). Additionally, little is known about the relationship between workplace diversity management and corporate ethics and whether diversity management is a contextual factor to consider in ethics research. This study assesses whether diversity management's contributions to firm performance are maximized through its effects on the firm's ethical processes. This paper examines three manifestations of diversity management (diversity recruitment, diversity staffing, and valuing diversity) and their relationship with firm performance as mediated by internal and external ethics.

Design/methodology/approach

The study used a sample from the Fortune 500 list of companies. The variables were constructed using several relevant indicators and applied to archival data collected from corporations' websites. The hypotheses on the relationship among diversity management, corporate ethics, and firm performance were tested using regression from the data gathered on 109 firms.

Findings

The analysis indicated that diversity management relates to both aspects of corporate ethics (internal and external ethics) but that only external ethics relate to firm performance. Results also found that external ethics partially mediate the relationship between diversity management and firm performance.

Research limitations/implications

There are limitations to using corporate websites as sources of data. Furthermore, the research design assumed that diversity is an antecedent of ethics. Nevertheless, the findings convincingly demonstrate that diversity management has a strong positive relationship with both aspects of corporate ethics. Recommendations for further research are offered.

Practical implications

The paper shows the value of diversity management and its impact on corporate ethics. Knowing that diversity management efforts contribute positively beyond their intended purpose may encourage managers to continue or implement such efforts, which could lead to more diverse and ethical workplaces and increased firm performance.

Originality/value

The paper addresses critical gaps in research and responds to repeated calls for studies integrating the business case for workplace diversity with its moral imperative (Alder and Gilbert, 2006; van Dijk et al., 2012; Yang and Konrad, 2011). The paper also provides evidence of a link from diversity management to firm performance through external ethics.

Details

Management Decision, vol. 59 no. 11
Type: Research Article
ISSN: 0025-1747

Keywords

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Article
Publication date: 23 December 2019

Banu Ozkazanc-Pan

The purpose of this paper is to examine new directions for diversity scholarship in the context of future of work or advanced technological shifts that are impacting organizations…

2415

Abstract

Purpose

The purpose of this paper is to examine new directions for diversity scholarship in the context of future of work or advanced technological shifts that are impacting organizations and society. It proposes that both new opportunities and challenges are likely to emerge for individuals and offers considerations around ethics, inequalities and global dimensions as relevant conversations within this domain.

Design/methodology/approach

The paper provides an overview of new technological advances in the domains of artificial intelligence, automation and the gig economy. It then layers considerations related to diversity within this context, focusing on issues of relevance to mainstream, critical and transnational traditions within diversity scholarship.

Findings

It is likely that technological shifts will impact several domains of diversity scholarship including how we define “diversity,” and the value and appropriateness of using advanced technologies to replace certain jobs that are predominantly held by underrepresented groups. Furthermore, the paper outlines ways in which bias, ethical considerations and emergent digital inequalities will become important conversations within diversity research in the context of future of work.

Originality/value

This paper brings together diversity scholarship and future of work conversations in assessing the ways such research and trends will intersect and provides insights about future directions that diversity-focused research should take to address and understand the consequences of rapid technological advances for inclusion.

Details

Management Decision, vol. 59 no. 11
Type: Research Article
ISSN: 0025-1747

Keywords

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