Zobrazeno 1 - 10
of 28
pro vyhledávání: '"Lynn Bowes-Sperry"'
Publikováno v:
Journal of Applied Psychology. 107:932-950
Interpersonal anxiety (i.e., the fear of negative consequences from interacting with someone) may be more prominent in post-#MeToo organizations when interacting with someone of a different gender. Initial exchanges may particularly trigger this anxi
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_dedup___::3ca13b8503edbcccfee32c6056d05d02
https://doi.org/10.1037/apl0000937
https://doi.org/10.1037/apl0000937
Autor:
Lynn Bowes-Sperry, Maja Graso
Publikováno v:
Academy of Management Learning & Education. 19:606-608
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::6f5b7e00cfd30a5c6960b95ad8190d8e
https://doi.org/10.5465/amle.2020.0048
https://doi.org/10.5465/amle.2020.0048
Publikováno v:
Journal of Business Ethics. 152:997-1013
Although establishing gender equality in board and managerial positions has recently become more important for organizations, companies with low levels of gender diversity seem to perceive an ethical dilemma regarding the ways, in which they attempt
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::ca3f78ec08b19fc1215762a17ea1a509
https://doi.org/10.1007/s10551-016-3292-6
https://doi.org/10.1007/s10551-016-3292-6
Publikováno v:
Journal of Business Ethics. 145:33-48
Women are underrepresented in the upper echelons of management in most countries. Despite the effectiveness of identity conscious initiatives for increasing the proportion of women, many organizations have been reluctant to implement such initiatives
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::ba1c5c53291ce426f434af77ce7ebf9a
https://doi.org/10.1007/s10551-015-2864-1
https://doi.org/10.1007/s10551-015-2864-1
Autor:
Lynn Bowes-Sperry, Stacie F. Chappell
Publikováno v:
Organization Management Journal. 12:236-248
Despite significant expenditures on organizational responses to sexual harassment, it remains a persistent challenge. We argue that the legal environment has unduly and negatively influenced the ways in which organizations address the problem of sexu
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::4aade81ff8494183bcd4e7a89500e7f8
https://doi.org/10.1080/15416518.2015.1096760
https://doi.org/10.1080/15416518.2015.1096760
Autor:
Lynn Bowes-Sperry, Christine M. Shea, Jennifer A. Griffith, Meg Bond, Shannon L. Rawski, Anne M. O'Leary-Kelly
Publikováno v:
Academy of Management Proceedings. 2019:12588
In accordance with the conference theme, ""Understanding the Inclusive Organization,"" our panel will address the following question posed in the call for submissions: How do organizational structu...
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::97f0c73bd091289c06897aafa737bc0f
https://doi.org/10.5465/ambpp.2019.12588symposium
https://doi.org/10.5465/ambpp.2019.12588symposium
Autor:
Seung Whan Ryu, Beth Livingston, Lynn Bowes-Sperry, Isaac E. Sabat, Stephanie E. V. Brown, Linda Klebe Treviño, Kristina A. Diekmann, Ann E. Tenbrunsel, Anjier Chen, Ramona L. Paetzold, Eden B. King, McKenzie Rees
Publikováno v:
Academy of Management Proceedings. 2019:10993
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::dad6bec97aa97c33b64e1d9e61338513
https://doi.org/10.5465/ambpp.2019.10993symposium
https://doi.org/10.5465/ambpp.2019.10993symposium
Publikováno v:
Organization Science. 24:1402-1421
Racial slurs are prevalent in organizations; however, the social context in which racial slurs are exchanged remains poorly understood. To address this limitation, we integrate three intergroup theories (social dominance, gendered prejudice, and soci
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::26a0466def52393912c23062d8a0cd00
https://doi.org/10.1287/orsc.1120.0809
https://doi.org/10.1287/orsc.1120.0809
Publikováno v:
Human Resource Management. 52:55-74
Extant literature on diversity training programs continues to yield little evidence of their overall effectiveness. Whereas the most common approach to diversity training entails justifying the value of diversity on the basis of its contribution to t
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::dedfc2587daf6947edd4d98e03a3c529
https://doi.org/10.1002/hrm.21517
https://doi.org/10.1002/hrm.21517
Autor:
Lynn Bowes-Sperry, Leon Windscheid, Filip Lievens, Ho Kwan Cheung, Deborah L. Kidder, Michèle Morner
Publikováno v:
JOURNAL OF APPLIED PSYCHOLOGY
To attract a gender diverse workforce, many employers use diversity statements to publicly signal that they value gender diversity. However, this often represents a misalignment between words and actions (i.e., a diversity mixed message) because most
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_dedup___::17c50378ee56195ba54ee5c4f5d163b6
https://biblio.ugent.be/publication/8116167
https://biblio.ugent.be/publication/8116167
