Men and Women of the Corporation

In the present research, consisting of 2 correlational studies (N = 616) including a representative U.S. sample and 2 experiments (N = 350), the authors investigated how stereotypes and emotions shape behavioral tendencies toward groups, offering convergent support for the behaviors from intergroup affect and stereotypes (BIAS) map framework. Warmth stereotypes determine active behavioral tendencies, attenuating active harm (harassing) and eliciting active facilitation (helping). Competence stereotypes determine passive behavioral tendencies, attenuating passive harm (neglecting) and eliciting passive facilitation (associating). Admired groups (warm, competent) elicit both facilitation tendencies; hated groups (cold, incompetent) elicit both harm tendencies. Envied groups (competent, cold) elicit passive facilitation but active harm; pitied groups (warm, incompetent) elicit active facilitation but passive harm. Emotions predict behavioral tendencies more strongly than stereotypes do and usually mediate stereotype-to-behavioral-tendency links.

The BIAS map: behaviors from intergroup affect and stereotypes.

This review describes advances over the past decade in what is known about the individual experience of unemployment, predictors of reemployment, and interventions to speed employment. Research on the impact of unemployment has increased in sophistication, strengthening the causal conclusion that unemployment leads to declines in psychological and physical health and an increased incidence of suicide. This work has elucidated the risk factors and mechanisms associated with experiencing poor psychological health during unemployment; less so for physical health and suicide. Psychologists have begun to contribute to the study of factors associated with reemployment speed and quality. The past decade has especially illuminated the role of social networks and job search intensity in facilitating reemployment. Evidence suggests some individuals, especially members of minority groups, may face discrimination during their job search. Although more work in this arena is needed, several intervention-based programs have been shown to help individuals get back to work sooner.

The Individual Experience of Unemployment

The purpose of this article is to present a comprehensive, qualitative, narrative review of the leadership literature with an explicit focus on levels-of-analysis issues. Focusing on conceptual and empirical publications (books, book chapters, and journal articles) over the last 10 years in 17 areas of leadership research, we reviewed and coded 348 journal articles and book chapters for the degree of appropriate inclusion and use of levels of analysis in theory formulation, construct/variable measurement, data analytic techniques, and inference drawing. In general, while the literature on leadership is vast and growing, relatively few studies in any of the areas of leadership research have addressed levels-of-analysis issues appropriately in theory, measurement, data analysis, and inference drawing. Nevertheless, the findings reported are encouraging, as levels issues are still relatively new to the leadership field and some progress clearly has been made in the last decade. The implications of the current state-of-the-science for future research and the advancement of study in leadership are discussed.

https://isiarticles.com/bundles/Article/pre/pdf/13661.pdf

Leadership and levels of analysis: A state-of-the-science review

Not So Subtle A Meta-Analytic Investigation of the Correlates of Subtle and Overt Discrimination

A naturalistic field study investigated behavior toward pregnant (vs. nonpregnant) women in nontraditional (job applicant) and traditional (store customer) roles. Female confederates, who sometimes wore a pregnancy prosthesis, posed as job applicants or customers at retail stores. Store employees exhibited more hostile behavior (e.g., rudeness) toward pregnant (vs. nonpregnant) applicants and more benevolent behavior (e.g., touching, overfriendliness) toward pregnant (vs. nonpregnant) customers. A second experiment revealed that pregnant women are especially likely to encounter hostility (from both men and women) when applying for masculine as compared with feminine jobs. The combination of benevolence toward pregnant women in traditional roles and hostility toward those who seek nontraditional roles suggests a system of complementary interpersonal rewards and punishments that may discourage pregnant women from pursuing work that violates gender norms.

Hostile and benevolent reactions toward pregnant women: complementary interpersonal punishments and rewards that maintain traditional roles.

Benevolent Sexism at Work Gender Differences in the Distribution of Challenging Developmental Experiences

As charismatic and transformational leadership theories have broadened their perspective to include situational factors (i.e., crisis), it is important to understand how specific leader behaviors might interact with such situations. Recently, Choi and Mai-Dalton [Leadersh. Q. 10 (1999) 397; Leadersh. Q. 9 (1998) 475] have given both empirical and theoretical attention to the behavior of self-sacrifice, which is an important facet of both Transformational [Organ. Dyn. 13 (1985) 26] and Charismatic Leadership Theories [Acad. Manage. Rev. 12 (1987) 637; House, R. J. (1977). A 1976 theory of charismatic leadership. In J. G. Hunt & L. L. Larson (Eds.), Leadership: The cutting edge (pp. 189–207). Carbondale: Southern Illinois University Press]. The present experimental study investigates the effects of self-sacrificial behavior, along with the effects of situational crisis on followers' perceptions of their leader's charisma and organizational commitment. Leaders are perceived particularly well when exhibiting self-sacrificial behavior in times of crisis.

Stephanie Kazama

Papers

Hostile and benevolent reactions toward pregnant women: complementary interpersonal punishments and rewards that maintain traditional roles.

Benevolent Sexism at Work Gender Differences in the Distribution of Challenging Developmental Experiences

Self-sacrificial behavior in crisis situations: The competing roles of behavioral and situational factors

Impacting Climate for Innovation: Can CEOs Make a Difference?