Open AccessJournal Article
Men and Women of the Corporation
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This article is published in Canadian Woman Studies.The article was published on 1978-06-01 and is currently open access. It has received 1735 citations till now.read more
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The Measurement of Organizational Commitment.
TL;DR: The Organizational Commitment Questionnaire (OCQ) as discussed by the authors ) is a measure of employee commitment to work organizations, developed by Porter and his colleagues, which is based on a series of studies among 2563 employees in nine divergent organizations.
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Searching for Common Threads: Understanding the Multiple Effects of Diversity in Organizational Groups
TL;DR: This article reviewed and evaluated recent management research on the effects of different types of diversity in group composition at various organizational levels (i.e., boards of directors, top management groups, and organizational task groups) for evidence of common patterns.
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Predictors of objective and subjective career success: a meta‐analysis
TL;DR: In this paper, a meta-analysis reviewed four categories of predictors of objective and subjective career success: human capital, organizational sponsorship, sociodemographic status, and stable individual differences.
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Gender stereotypes stem from the distribution of women and men into social roles
TL;DR: According to stereotypic beliefs about the sexes, women are more communal (selfless and concerned with others) and less agentic (self-assertive and motivated to master) than men.
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The Gender and Ethnic Diversity of US Boards and Board Committees and Firm Financial Performance
TL;DR: In this paper, the authors examined the business case for the inclusion of women and ethnic minority directors on the board and found no significant relationship between the gender or ethnic diversity of the board, or important board committees, and financial performance for a sample of major US corporations.
References
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Social identity contingencies: how diversity cues signal threat or safety for African Americans in mainstream institutions.
Valerie Purdie-Vaughns,Claude M. Steele,Paul G. Davies,Ruth K. Ditlmann,Jennifer Randall Crosby +4 more
TL;DR: This research demonstrates that people at risk of devaluation based on group membership are attuned to cues that signal social identity contingencies--judgments, stereotypes, opportunities, restrictions, and treatments that are tied to one's social identity in a given setting.
Taking Stock: A review of more than twenty years of research on empowerment at work
Abstract: Today, more than 70 per cent of organizations have adopted some kind of empowerment initiative for at least part of their workforce (Lawler et al., 2001). To be successful in today’s global business environment, companies need the knowledge, ideas, energy, and creativity of every employee, from front line workers to the top level managers in the executive suite. The best organizations accomplish this by empowering their employees to take initiative without prodding, to serve the collective interests of the company without being micro-managed, and to act like owners of the business (O’Toole and Lawler, 2006). So what do we know about empowerment in work organizations? In this chapter, I will conduct an in-depth review of the literature on empowerment at work. I start by framing the two classic approaches to empowerment – social-structural and psychological – before outlining the current state of the literature. I then close the chapter by discussing key debates in the field and emergent directions for future research.
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Networking behaviors and career outcomes: differences for men and women?
TL;DR: In this article, the authors explored the relationship between networking behavior and career outcomes (i.e., number of promotions, total compensation, perceived career success) in a sample of managerial and professional employees and investigated whether networking behavior is as beneficial for women as it is for men.
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Employee Empowerment: An Integrative Psychological Approach
TL;DR: In this article, an integrative psychological approach to employee empowerment was developed based on the premise that the psychological experience of power underlies feelings of empowerment, and the empowerment effect of valued goals, such as those provided by transformational leadership.
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Applicant Attraction Strategies: An Organizational Perspective
Sara L. Rynes,Alison E. Barber +1 more
TL;DR: This article developed a model of applicant attraction from the organization's perspective, which outlines three strategies for enhancing applicant attraction, proposes categories of contingency factors that are expected to affect the choice (and potential effectiveness) of alternative strategies, and suggests probable interrelationships among the strat...