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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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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.
References
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Covered by equality: The gender subtext of organizations
TL;DR: In this paper, the authors examine the divergence of practice and impression of gender distinctions: gender inequality is still persistent in organizational practices while a dominant perception of equality occurs at the same time.
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Racializing the Glass Escalator: Reconsidering Men's Experiences with Women's Work
TL;DR: The author examines how intersections of race and gender combine to shape experiences for minority men in the culturally feminized field of nursing and finds that the upward mobility implied by the glass escalator is not uniformly available to all men who do “women's work.”
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Friends In High Places: The Effects Of Social Networks On Discrimination In Salary Negotiations
TL;DR: In this paper, the effects of social networks on inequitable salary negotiation outcomes using a U.S. high-technology company's salary negotiation data for 1985-1995 were analyzed.
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Go (Con)figure: Subgroups, Imbalance, and Isolates in Geographically Dispersed Teams
TL;DR: In this paper, the effects of spatio-temporal and socio-demographic factors on geographically dispersed teams (GDTs) function is investigated and many insights regarding the effect of spatial and temporal factors on GDT function are provided.
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Gender and Willingness to Mentor in Organizations
Belle Rose Ragins,John L. Cotton +1 more
TL;DR: This article found that women expressed equivalent intentions to mentor as men, even though they anticipated more drawbacks to becoming a mentor, and individuals with prior experience in mentoring relationships, either as a protege or as a mentor reported greater willingness to mentor than individuals lacking mentorship experience.