Gender stereotyping and self-stereotyping among Danish managers

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nina Smith ◽  
Tor Eriksson ◽  
Valdemar Smith
Keyword(s):  
Private Sector ◽  
Gender Stereotypes ◽  
Gender Stereotyping ◽  
Cross Sectional ◽  
Content Type ◽  
Female Managers ◽  
Female Ceos ◽  
Job Levels ◽  
Large Survey ◽  
Managerial Employees

Purpose The purpose of this paper is to describe how gender stereotypes and self-stereotypes of Danish managers vary among managers at different job levels, from lower level managers to CEO level, in a large survey of Danish private-sector managers. Design/methodology/approach This study is explorative. Measures of stereotypes and self-stereotypes are constructed and analyzed with regressions models that control for a large number of individual and firm characteristics. Findings The results document significant gender differences in stereotyping among managers. Male managers have significantly more masculine stereotypes of successful leaders, and they rate themselves higher on masculine traits than female managers. For CEOs, the picture is different. Stereotypes do not differ by gender and female CEOs have more pronounced masculine stereotypes than female managers at lower levels. Female managers at the age of 50 are the least gender stereotyping managers. Younger female managers have significantly more masculine stereotypes about the role as a successful leader. Research limitations/implications This study is based on cross-sectional data and does not claim to uncover causal relationships. Practical implications The results suggest that gender stereotypes and self-stereotypes among Danish private-sector managers are not going to change quickly indicating that new government policies with more focus on gender equalization and affirmative actions are called for. Originality/value Most earlier studies of stereotypes concerning female managers are based on studies of samples drawn from the general population or consisting of students. This study makes use of a large sample of managerial employees from all levels of the corporate hierarchy in different types of firms.

scholarly journals Behavioral barriers of tuberculosis notification in private health sector: policy implication and practice

2020 ◽  
Vol 25 (4) ◽  
pp. 307-318
Author(s):  
Ayat Ahmadi ◽  
Leila Doshmangir ◽  
Vladimir Sergeevich Gordeev ◽  
Bahareh Yazdizadeh ◽  
Reza Majdzadeh
Keyword(s):  
Private Sector ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Behavioral Control ◽  
Health Sector ◽  
Perceived Behavioral Control ◽  
Cross Sectional ◽  
Content Type ◽  
Behavioral Determinants

PurposeUnderreporting of new tuberculosis (TB) cases is one of the main problems in TB control, particularly in countries with high incidence and dominating role of a private sector in TB cases diagnosing. The purpose of this paper was to explore behavioral determinants of underreporting of new TB cases among private sector physicians in Iran.Design/methodology/approachThe authors conducted a population-based, cross-sectional study of physicians working in private clinics. The data collection tool was designed using the theory of planned behavior (TPB). The authors used structural equation models with maximum likelihood estimation to examine attitude toward the notification behavior.FindingsOf 519 physicians, 433 physicians completed the questionnaire. Attitude toward notification had the highest score (mean score = 87.65; sd = 6.79; range: 0–100). The effect of perceived behavioral controls on the notification behavior ((β^) = 0.13; CI: 0.01–0.25) was stronger than the total effect of attitude ((β^) = 0.06; CI: 0.00–0.12) and subjective norms ((β^) = 0.01; CI: −0.00–0.03) on the behavior. However, the attitude was the main predictor of intention and justified 46% of the intention variance. Intention had a significant effect on the behavior ((ß^) = 0.09; CI: 0.1–0.16).Practical implicationsConsidering stronger effect of perceived behavioral control on the behavior, interventions aiming at facilitating notification process would be more effective than those aiming at changing the attitude or enhancing intention among physicians.Originality/valueTo the best of our knowledge, no other study previously explored determinants of underreporting from the behavioral and cognitive perspective. Specifically, the authors explored the role of the TPB constructs in predicting intention to notify new TB cases.

Implementation of quality initiatives in Indian public and private sector organizations

2016 ◽  
Vol 33 (2) ◽  
pp. 246-266 ◽  
Author(s):  
Archana Krishnan
Keyword(s):  
Private Sector ◽  
Study Data ◽  
Theory And Practice ◽  
Extensive Literature ◽  
Quality Initiatives ◽  
Cross Sectional ◽  
Public And Private ◽  
Content Type ◽  
Private Sector Organizations ◽  
Public And Private Sector

Purpose – The purpose of this paper is to analyse and compare the implementation of quality initiatives in banking, insurance and tele-communication industry under public and private sectors in India. Design/methodology/approach – The study comprised of a descriptive research with a cross-sectional design. Preliminary interviews and extensive literature review was done to identify the quality initiatives to be considered for the study. Data were gathered through a questionnaire comprising of items on a five-point Likert’s scale. Descriptive statistics such as mean and standard deviations and inferential statistics such as paired t-test and correlation were used for analysing the data. Findings – The results depict that although both the sectors are trying to outsmart each other by the various quality initiatives undertaken, the private sector is still ahead in quality implementation. It is also worth witnessing a major overhaul in the public sector operations to service the end customer with utmost commitment good enough to match its private counterparts. Practical implications – The paper provides insights to young managers and researchers about the level of implementation of quality practices in public and private sector organisations and strategies for improvement. Originality/value – The paper contributes to theory and practice as little empirical research is available to understand the differences between the two sectors on the basis of quality initiatives. Also there is dearth of such a research in industries other than banking.

Linking workplace bullying and EVLN outcomes

2019 ◽  
Vol 40 (2) ◽  
pp. 211-227 ◽  
Author(s):  
Arpana Rai ◽  
Upasna A. Agarwal
Keyword(s):  
Psychological Contract ◽  
Workplace Bullying ◽  
Full Time ◽  
Cross Sectional ◽  
Content Type ◽  
Workplace Friendship ◽  
Indian Context ◽  
Cross Sectional Design ◽  
Managerial Employees ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between workplace bullying and EVLN outcomes with psychological contract violation as a mediator and workplace friendship as a moderator. Design/methodology/approach Data were collected from 835 full-time Indian managerial employees working in different Indian organizations. Findings Results revealed that workplace bullying positively related to exit and neglect and negatively related to voice and loyalty. PCV mediated bullying–EVLN outcomes relationship and effects of workplace bullying on proposed outcomes were weaker in the presence of high workplace friendship. Research limitations/implications A cross-sectional design and use of self-reported questionnaire data are few limitations of this study. Originality/value This study adds to the limited literature examining EVLN typology in response to workplace bullying. This study is one of the rare attempts to examine bullying–outcomes relationships in the Indian context.

CEO gender, firm performance and agency costs: evidence from India

2019 ◽  
Vol 46 (2) ◽  
pp. 482-495 ◽  
Author(s):  
Nemiraja Jadiyappa ◽  
Pavana Jyothi ◽  
Bhanu Sireesha ◽  
Leila Emily Hickman
Keyword(s):  
Firm Performance ◽  
Agency Costs ◽  
Cross Sectional ◽  
Content Type ◽  
Return On Equity ◽  
Significant Difference ◽  
Female Ceos ◽  
Negative Effect ◽  
The Difference ◽  
Ceo Gender

PurposeThe purpose of this paper is to examine the effect of CEO gender on the performance of Indian firms and to explain the economic channel for any such effect.Design/methodology/approachUsing a panel of 100 Indian firms, the authors test whether there is a significant difference in the performance – measured as return on assets (ROA) and return on equity (ROE) – of firms with male vs female CEOs, in both time and space dimensions, using the difference-in-differences approach.FindingsThe average ROA of the sample firms decrease by about 10 percent after a female enters the CEO role. This negative result remains robust in both the time series as well as cross-sectional analyses. The decline is also observed when using ROE to measure performance. Further, the authors show that this negative effect is associated with an increase in agency costs that is observed following the appointment of a female CEO.Originality/valuePrevious studies have produced mixed results regarding the effect of having a female CEO on firm performance, and the research to date has not explored the economic channel through which this effect occurs. In this study, the authors show that the decline in performance observed among Indian firms flows from an increase in agency costs under female management.

Implementation of high-performance work practices in the Spanish private sector

2015 ◽  
Vol 3 (2) ◽  
pp. 159-180 ◽  
Author(s):  
Gabriel Pruneda
Keyword(s):  
Private Sector ◽  
High Performance ◽  
Job Security ◽  
Work Practices ◽  
Cross Sectional ◽  
Content Type ◽  
Extensive Training ◽  
Depth Analysis ◽  
High Performance Work Practices

Purpose – The purpose of this paper is to provide an overall picture of the level of implementation of high-performance work practices (HPWP) in Spain, as well as to identify changes after three years of severe economic and financial crisis. The practices analysed include selective hiring, extensive training, information sharing, contingent remuneration and job security. Design/methodology/approach – By means of logistic regressions, the author estimates the determinants of these practices, during a crisis and pre-crisis period. As a source of information, the author uses a representative sample of the whole Spanish private sector of 9,086 wage workers, drawn from the 2006 and 2010 waves of the Quality of Life at Work Survey. Findings – Job security and skills utilisation are widely spread in Spain, whilst contingent remuneration and extensive training show low levels of usage. Highly skilled individuals holding high-quality jobs display a greater probability of being affected by HPWP. Similar patterns emerge for employees in large companies and for those in the health and education industries. Research limitations/implications – Design limitations are caused by data that are cross-sectional, not longitudinal. Practical implications – The author is able to reach conclusions that can be generalised for the entire Spanish private sector. Thus, they might be used to propose policy recommendations. Originality/value – This is the first in-depth analysis of HPWP in the Spanish private sector. The results encourage the discussion about the suitability of these practices.

Capability antecedents and performance outcomes of servitization

2017 ◽  
Vol 37 (4) ◽  
pp. 444-467 ◽  
Author(s):  
Rui Sousa ◽  
Giovani J.C. da Silveira
Keyword(s):  
Performance Outcomes ◽  
Cross Sectional ◽  
Content Type ◽  
Business Units ◽  
Naturally Occurring ◽  
Gradual Development ◽  
Basic Services ◽  
And Performance ◽  
Large Survey ◽  
Practical Implications

Purpose The purpose of this paper is to theoretically articulate and empirically test an integrated model of capability antecedents and performance outcomes of servitization strategies. The authors characterize servitization strategies based on the offering of two types of services: basic services (BAS) and advanced services (ADS). Design/methodology/approach Hypotheses are tested based on statistical analyses of a large survey of manufacturers from different countries and sectors. Findings The authors find that manufacturing capabilities associate with the provision of BAS, while service capabilities associate with both BAS and ADS; BAS do not impact financial performance, but support the offering of ADS; there seem to be naturally occurring servitization trajectories involving the gradual development of balanced levels of BAS and ADS and adequate levels of manufacturing and service capabilities. Research limitations/implications The findings on servitization trajectories are based on the observation of manufacturing business units at different stages of servitization (cross-sectional data). Practical implications Manufacturers wishing to servitize should distinguish between BAS and ADS and deploy a balanced adoption of BAS and ADS, using BAS as a platform. This should be accompanied with the building of appropriate capabilities. Originality/value This is one of the first studies to show an explicit link between different servitization strategies, capabilities, and servitization maturity. It provides new insights into the servitization paradox and servitization trajectories.

Gender wage differential in private and public sector employment

2016 ◽  
Vol 31 (3) ◽  
pp. 222-248 ◽  
Author(s):  
Verena Tandrayen-Ragoobur ◽  
Rajeev Pydayya
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Wage Differential ◽  
Wage Gap ◽  
Wage Distribution ◽  
Economic Sectors ◽  
Cross Sectional ◽  
Public And Private ◽  
Content Type ◽  
The Public

Purpose This paper aims to analyse the magnitude of the gender wage disparity in the public and private sectors in Mauritius across both mean differentials and overall wage distribution. The paper then decomposed the gender wage differential using the Oaxaca and Blinder (1973) decomposition technique. Design/methodology/approach The study uses cross-sectional data from the Continuous Multi-Purpose Household Budget Survey (CMPHS), from 2006 to 2013. The sample size on average is around 12,000 households surveyed per year. Findings The results reveal that that gender wage differentials are prevalent in both economic sectors; however, the disparity is more pronounced in the private sector. In addition, the differences in wages are larger at the bottom compared to the top end of the wage distribution, suggesting the presence of sticky floors. Lastly, it was observed that the unexplained wage gap (discrimination) is higher in the private sector than in public sector across the years. Originality/value The literature on the gender wage gap in Africa is limited. This paper adds to the existing literature on gender wage differential with an analysis of the gender wage disparity across the public and private sectors in Mauritius.

scholarly journals Employees’ perceptions of their manager’s authentic leadership

2019 ◽  
Vol 49 (1) ◽  
pp. 202-214 ◽  
Author(s):  
Qaiser Mehmood ◽  
Melvyn R.W. Hamstra ◽  
Bert Schreurs
Keyword(s):  
Gender Stereotypes ◽  
Authentic Leadership ◽  
Political Skill ◽  
Political Influence ◽  
Leadership Perceptions ◽  
Content Type ◽  
Female Managers ◽  
And Gender ◽  
Influence Attempts ◽  
Percent Female

Purpose The purpose of this paper is to test whether managers’ political skill is relevant for employees’ authentic leadership perceptions. Political influence theory assumes that political tactics seek to affect others’ interpretations of a person or situation. Thus, what matters for employees’ perceptions of their manager’s authentic leadership may be whether the manager actively seeks to show behavior that can be interpreted as authentic leadership. Combining political influence theory and gender stereotypes research, it is further suggested that manager gender moderates the employees’ interpretation of political influence attempts that are ambiguous. Design/methodology/approach Managers (n=156; 49.5 percent female) completed measures of their political skill. Employees (n=427; 39.1 percent female) completed measures of the manager’s authentic leadership. Findings Managers’ apparent sincerity was positively related to employees’ perceptions of managers’ authentic leadership; managers’ networking ability was negatively related to employees’ perceptions of female managers’ authentic leadership, but not of male managers. Research limitations/implications The methodology does not allow claims about causality. Originality/value Findings add knowledge of authentic leadership, such as difficulties that female managers face, and show the value of a fine-grained approach to political skill. Female managers should be aware that networking might have disadvantageous side effects. Conversely, sincere behavior attempts seem favorable for authentic leadership perceptions.

Exploring the causes, symptoms and health consequences of joint and inverse states of work engagement and burnout

2014 ◽  
Vol 12 (1) ◽  
pp. 4-22 ◽  
Author(s):  
Scott Moodie ◽  
Simon Dolan ◽  
Roland Burke
Keyword(s):  
Logistic Regression ◽  
Structural Models ◽  
Binary Logistic Regression ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
Content Type ◽  
Psychological States ◽  
Median Split ◽  
Large Survey ◽  
The Relationship

Purpose – The purpose of this research is to explore the relationship between the positive and negative psychological states of work (i.e. engagement and burnout, respectively) and their effects on an individual’s mental and physical health. This study analyzes their separate and joint manifestations. In total, 2,094 nurses were segmented into quadrants that represent a 50/50 median split on both engagement and burnout. The four resulting quadrants were then examined in a series of analyses including logistic regression and ANOVA. Design/methodology/approach – This is a cross-sectional study based on a very large survey (> 2,000 people) in Spain. Data were collected from nurses in collaboration with the official nurses corporations in half a dozen provinces in Spain. Data were analyzed in stages which included zero-item correlations and ANOVA to determine their independence and suitability for predicting states of engagement and burnout. This was followed by a series of binary logistic regression analyses. Findings – The findings suggested that engagement and burnout were generally inversely related (67 per cent of the sample) which is the conventional wisdom in this regard, but 33 per cent of the sample manifested concurrently at either extreme. Burnout was chiefly driven by work demands, as both quadrants of low burnout had lower demands and both quadrants of high burnout had higher demands. Engagement was primarily driven by resources and affinity. Social support acted independently (perhaps as a moderator) by aligning with states of burnout. Worker health was primarily driven by burnout, wherein both states of low burnout exhibited better health and both states of high burnout exhibited poorer health. Originality/value – Much of the current research on this topic considers engagement and burnout to be linear dimensions and focuses on building structural models of the precise relationships between variables. That approach is to be encouraged, but there is also a need to jointly deconstruct dimensions and relationships in a tactile manner that can inform future structural models. The secondary benefit of this approach is that these findings can be submitted directly to managers to provide an easily understood approach for assessments and interventions.

scholarly journals Do high-involvement work practices affect employee earnings in union and non-union settings in the Irish private sector?

2018 ◽  
Vol 47 (2) ◽  
pp. 425-440 ◽  
Author(s):  
Thomas Turner ◽  
Christine Cross
Keyword(s):  
Collective Bargaining ◽  
Private Sector ◽  
Human Resource ◽  
Set Covering ◽  
Collective Agreement ◽  
Work Practices ◽  
Cross Sectional ◽  
Data Set ◽  
High Involvement ◽  
Content Type

Purpose The link between human resource practices and earnings for workers is a notable research lacuna and the purpose of this paper is to address this relationship using a matched data set covering all employees and employers in the Irish private sector. Design/methodology/approach The analysis is based on the National Employment Survey (NES) (2008). The survey provides measures of individual characteristics such as union membership, collective bargaining coverage, sector, occupation, age, sex and educational attainment. It also provides data on individual employee earnings including overtime and shift allowances, together with weekly hours worked. The particular benefit of the NES is that it is a large-scale matched employer-employee survey. Findings The results indicate that extensive use of high-involvement practices measured in this study is positively associated with higher earnings for both lower and higher earning employees. The authors also find that for employees covered by a collective agreement, the positive effects of high-involvement work practices are complementary with a union earnings premium. Research limitations/implications Some caution is required in the interpretation of the results given the cross-sectional nature of the data. With cross-sectional data it is difficult to establish definitive causal and directional linkages between high-involvement measures and levels of earnings and earnings inequality. Practical implications For trade unions and their members, the results imply that the involvement practices as measured in this study are unlikely to substitute for the earnings premium associated with collective bargaining coverage. For human resource, increasing the earnings of low-paid employees may carry relatively marginal costs but the benefits maybe considerable in the form of employee engagement, increased effort levels and productivity gains. Originality/value This study extends the literature on the outcomes of high-involvement practices for employees and firms by addressing their association with employee earnings particularly at the lower end of the wage hierarchy.

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