Suchergebnisse

AbstractSituated within the public will and political will framework, this paper explores frames to address the social issue of gender pay inequity. Specifically, the authors examine whether demographic characteristics affect perceived acceptability of different frames describing gender pay inequity and perceptions of this social issue. First, the authors identified 26 terms used to discuss gender pay inequity; this list was narrowed to 12, representing four categories. Next, the authors solicited sentiment reactions to those frames and perceptions of gender pay inequity. Taken together, the results indicated that although respondents had consistently positive reactions to the frames fair pay, equal pay, and pay fairness, perceptions varied across demographic groups. The biggest effects were consistently for political party-related variables. One frame, strategic compensation practices, emerged as a value-neutral frame that could potentially be used to reframe the issue and re-engage business and political stakeholders who do not perceive gender pay inequity as problematic.

The purpose of this research was to explore the interactive effect of organizational politics and impression management on supervisor ratings of employee performance. We hypothesized that the negative relationship between organizational politics and supervisor-rated performance is weaker among employees who are high in impression management than among those low in impression management. Data were collected from a matched sample of 112 white-collar employees and their supervisors. Results indicated that the interaction of organizational politics and impression management explained a significant incremental amount of variance in supervisor ratings of employee performance. These findings demonstrated that the extent to which an individual engaged in impression management in a non-political atmosphere may have been a key component to receiving favorable performance ratings.

AbstractDespite growth in the number of women pursuing business and entrepreneurship careers, dominance of masculine traits associated with these occupations persists. If business schools use language that subconsciously reinforces gendered stereotypes, students might perpetuate sexist expectations. Using a natural language text processing tool to analyze the written responses of 247 undergraduate students in a US‐based university, we found that student perceptions of entrepreneurs are associated with more masculine characteristics compared to student perceptions of business people. To some degree, female students were more likely to make these associations than male students. Our findings suggest that business schools must do their part to break the cycles that elevate masculine characteristics of entrepreneurship. The negative effects of this manifest in the persistent gender pay gap, rising but still minority numbers of women entrepreneurs, continued practices of rewarding masculine traits in organizations, and ongoing underrepresentation of women students in schools of business.