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Men and Women of the Corporation
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This article is published in The Journal of Applied Behavioral Science.The article was published on 1978-04-01. It has received 3053 citations till now.read more
Citations
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Nurse perceptions of the quality of patient care: Confirming the importance of empowerment and job satisfaction.
TL;DR: Investigating the interactive effects of psychological empowerment and job satisfaction on the relationship between high-performance work systems (HPWS) and nurses' perceptions of the quality of patient care they provide concluded that hospital managers should focus on promoting HPWS and ensuring that nurse unit managers have the competencies to empower and to enhance the job satisfaction of their staff.
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Leadership and charisma: A desire that cannot speak its name?:
TL;DR: This article explored managers' accounts of leadership, and showed that they find it difficult to talk about the topic, offering brief definitions but very little narrative, and argued that critical and critical leadership theorists together could turn leadership into a reverse discourse and towards a politics of pleasure at work.
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The Under Representation of Women in the Male Dominated Sport Workplace: Perspectives of Female Coaches
Nefertiti A. Walker,Trevor Bopp +1 more
TL;DR: In this paper, the authors examined the nearly nonexistent role of women in the male-dominated workplace of men's sports and found that the perception of gendered opportunities, male exclusive social networks, and pressures to overcompensate for being female were all strong, negative influences on the perceived opportunity of women to sustain and pursue careers in maledominated workplaces such as men's college basketball.
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Factors Relating to Managerial Stereotypes: The Role of Gender of the Employee and the Manager and Management Gender Ratio
TL;DR: The results suggest that increasing the proportion of female managers is an effective way to overcome managerial stereotyping and imply that managerial stereotypes could change as a result of personal experiences and changes in the organizational context.
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The Person/Environment Dynamics of Employee Empowerment: An Organizational Culture Analysis
TL;DR: In this paper, a case study examines the critical preconditions necessary for employee empowerment and highlights how the multiple cultures within one public bureaucracy differently impacted their implementation and highlighted how the interaction between individuals and their environments and how this interaction affects the empowerment process.
References
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Journal ArticleDOI
Role congruity theory of prejudice toward female leaders.
Alice H. Eagly,Steven J. Karau +1 more
TL;DR: Evidence from varied research paradigms substantiates that consequences of perceived incongruity between the female gender role and leadership roles are more difficult for women to become leaders and to achieve success in leadership roles.
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Economics and Identity
TL;DR: In this paper, the authors consider how identity, a person's sense of self, affects economic outcomes and incorporate the psychology and sociology of identity into an economic model of behavior, and construct a simple game-theoretic model showing how identity can affect individual interactions.
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Emotion Work, Feeling Rules, and Social Structure
TL;DR: In this article, an emotion-management perspective is proposed as a lens through which to inspect the self, interaction, and structure of emotion, arguing that emotion can be and ofter is subject to acts of management.
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What is agency
Mustafa Emirbayer,Ann Mische +1 more
TL;DR: In this paper, the authors conceptualize agency as a temporally embedded process of social engagement, informed by the past (in its "iterational" or habitual aspect) but also oriented toward the future (as a projective capacity to imagine alternative possibilities) and toward the present, as a practical-evaluative capacity to contextualize past habits and future projects within the contingencies of the moment.
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Social stigma and self-esteem: The self-protective properties of stigma.
Jennifer Crocker,Brenda Major +1 more
TL;DR: In this article, it is proposed that members of stigmatized groups may attribute negative feedback to prejudice against their group, compare their outcomes with those of the ingroup, rather than with the relatively advantaged outgroup, and selectively devalue those dimensions on which their group fares poorly and value those dimensions that their group excels.