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This paper aims to propose a risk identification method which is a synthesis of existing tools and techniques.

Risks are viewed as a temporal hierarchy of major decisions or events at the highest level, projects at the middle level, and routine operations at the lowest level. Furthermore, risks emerge as organizational activities progress over time. The organizational activities, called movements in this paper, typically follow the phases of routine (operations) > major decision/event > project > adjustment > routine which correspond to the chosen temporal hierarchy. Risks are identified by examining the movements in all applicable phases of their development. The method was applied in a case study of an enterprise in the energy sector.

Focus on movements bridges company silos. Risk logs make sense only when supplied with visualization tools. The future state of the enterprise's routines should be modelled early in the decision‐making process. Attention should be paid to changes that major decisions, events, and projects impose on organizational routines.

The method belongs to the minority of approaches which explore risk evolution, relationships, and hierarchy rather than risk likelihood and impact. Risk evolution is explored by choosing movements as the basic units of risk identification. Risk relationships are detected on the level of routines where risk relationships are the least obvious but most important. The chosen hierarchy serves an enterprise‐deep view of risks and makes it possible to be alert for periods when the organization's risks change or new ones emerge.

Reliance on third-party judgments are common in efforts to identify and reduce workplace sexual harassment (SH). The purpose of this paper is to identify whether a workplace emphasis on inclusion as a cultural value is related to third-party labeling of and response to an exchange between a male manager and his female subordinate.

Participants (n=308) in an online survey experiment were randomly assigned to a workplace that emphasized inclusion or one that emphasized individual achievement as a cultural value. They read a vignette describing a workplace interaction between a male manager and his female subordinate and responded to a series of questions.

Organizational emphasis on inclusion is unrelated to third-party labeling of the interaction as SH, but positively associated with labeling the female’s intention to pursue harassment charges as an overreaction, and support for the female subordinate in a claim of SH against her manager. Culture is unassociated with willingness to defend the male manager in a SH claim.

Identifying how workplace culture shapes third-party reaction to harassment can help employers use third-party witnesses and cultural value statements as tools to reduce SH.

A workplace’s cultural emphasis on inclusion is positively related to third-party support for SH victims implying the importance of workplace context in the fight against workplace SH.

The paper presents the first experimental analysis of how a workplace cultural emphasis on inclusion affects the third-party observers’ reactions to SH.

Archive footage is now a staple of much cinematic and broadcast production. This chapter explores some of the ways in which archival material has been recycled and considers some of the tensions between filmmakers, archivists, and audiences throughout the process of research, production, and screening. It considers some of the controversies associated with the repositioning of material in short-form, narrative and documentary filmmaking, particularly in relation to content that was never intended for exhibition in the public sphere. Drawing upon Benjaminian ideas of accessing authenticity in a form that has been reproduced, it considers the responsibility of both filmmaker and viewer in critiquing moving image content that has borrowed, self-consciously or surreptitiously, from earlier filmic forms. It concludes by making recommendations for an ethical approach to recycling archival material in research contexts that are pertinent to the burgeoning field of academic creative practice, with a particular focus on the stakeholders involved and a reasonable contextual positioning of the source material in its remediated form.

After multiple decades stumbling in the status attainment wilderness, the sociological study of inequality is now cultivating a new garden: the workplace generation of inequalities. While our theories have long focused on contextually embedded social relations – often in production – as generating inequality, our methods have lagged, focusing instead on individual status attainment, abstracted from social relations including those at work. In this chapter, we outline first how we got into this mess, and then advocate a principled comparative methodological framework for studying the organizational generation of durable inequalities. We highlight the particular contribution of Randy Hodson to the original critique of individualistic status attainment research and his role in developing alternative methodologies, some of which we think should be further developed today.

This study aims to undertake an in-depth analysis of glass ceiling literature and suggest some directions for future research.

A systematic review of the glass ceiling literature was carried out using academic databases like Scopus, EbscoHost and Proquest.

Social and cultural stereotypes give rise to individual barriers in the form of lack of selfconfidence and lack of ambition for managerial posts. Social norms also create organizational barriers in the form of “think manager think male” stereotype and discriminatory corporate policies. These organizational barriers further lower the self-confidence of women and exaggerate work-family conflict. Policy barriers in the form of lack of stringent laws and policies also create glass ceiling for women employees. Glass ceiling leads to various consequences which have been further classified as organizational and individual level consequences. The study also highlights that contextual variables like level of education, age, social class, marital and motherhood status influence the perceptions towards the role of different factors in creating glass ceiling.

This review highlights that though several levels of barriers exist for women aspiring for a managerial position, the main problem lies in conscious and unconscious stereotypes that often find their way in the organizations through gendered culture and gender discriminatory corporate practices. Therefore, organizations should firstly work on reorienting the attitudes of its employees towards women employees by conducting gender sensitization programmes for all the employees at the workplace. These gender sensitization programmes should aim at making people aware about the unconscious stereotypes that somehow find way in their speech and actions. Secondly, the organizations should work on extending the family friendly programmes to every employee irrespective of gender and every one should be encouraged to avail those policies so that female employees do not suffer from bias due to lack of visibility. Thirdly, organizations should work on introducing scientific procedures for performance evaluation to ensure removal of any form of bias during the process of appraisal. By creating a positive and equitable work environment for women employees, firms can combat their feelings of stress and burnout and can significantly improve their bottomline. The positive steps that will be taken by organizations will put forward a positive example for the society as well.

Even though more than three decades have passed since the term “glass ceiling” made inroads in the management literature, till date, there has been no study that holistically reviews various dimensions of glass ceiling literature. Hence, this is the first study that systematically reviews the existing literature on glass ceiling. Based on the review, the study also proposes an integrated conceptual framework highlighting interrelationship between various causes and consequences of glass ceiling and sheds light on the directions along which future studies can be carried out.

We investigate how household disadvantage affects the time use of 15–18 year olds using 2003–2006 data from the American Time Use Survey. Applying competing-risk hazard models, we distinguish between the incidence and duration of activities and incorporate the daily time constraint. We find that teens living in disadvantaged households spend less time in nonclassroom educational activities than other teens. Girls spend some of this time in work activities, suggesting that they are taking on adult roles. However, we find more evidence of substitution into unsupervised activities, suggesting that it may be less-structured environments that reduce educational investment.

The purpose of this paper is to propose a model in which work centrality, locus of control, polychronicity, preference for gender‐role differentiation, and perceived social support were expected to vary between nations and to be associated with general perceptions of absence legitimacy and self‐reported absenteeism.

Data were collected from 1,535 employees working in ten large multinationals organizations, mostly in the consumer products and technology sectors located in nine countries.

The explanatory variables differed significantly across countries, as did perceived legitimacy, responses to absence scenarios, and self‐reported absence. The variables of interest, as a package, partially mediated the association between country and one dimension of legitimacy and country and the scenario responses.

Although absenteeism from work is a universal phenomenon, there is very little cross‐cultural research on the subject. This study has implications for filling this critical research gap. Limitations of this research are the use of convenience sampling and self‐reported absence data.

From a practical standpoint, this study demonstrates that organizations which attempt to develop corporate‐wide attendance policies that span national borders should take indigenous norms and expectations concerning absenteeism into consideration. Additionally, in an increasingly mobile global workforce, how does an individual who has been socialized in a nation where absence is generally viewed as a more legitimate behavior behave in a nation where it is viewed as less so?

This study illustrates the value of the legitimacy construct for studying absenteeism, both within and between nations. It also illustrates the value of building models incorporating variables that accommodate both cross‐national variation and individual differences within nations.