Suchergebnisse

This study examined the career attainment of managerial women and minorities in an internal labor market. The interactive effects of age, gender, and race were examined on the career attainment levels of women, African‐Americans, Asian‐Americans and Hispanics. A sample of 7,084 US managers was studied; 3,456 women and minority managers were compared to 3,628 white male managers who entered the firm in the same year and in the same department. Consistent with previous research, women and minorities experienced lower career attainment than white males in this sample. Results suggest that minority women do not experience the "double jeopardy" associated with belonging to two classes of protected characteristics; nor the "triple jeopardy" of age, race and gender.

One obstacle to teaching gender issues in management is the attitude held by many students that women and men in organizations have the same experiences. An effective way for students to experience some of the differences that exist for women and men is to videotape them performing sex-typed tasks, have them observe the tapes, and note the different behaviors exhibited by women and men. Two experiential exercises are described that typically elicit sex role stereotypical behaviors of students when they perform them in mixed-sex groups. These exercises are used to allow students to observe and discuss differences in individual behaviors, the dynamics that occur within mixed-sex groups performing sex-typed tasks, and the effects of these behaviors and dynamics on group effectiveness.

PurposeTo introduce a model which examines the relationship between recruiters' perceptions of image and the stigma of image norms.Design/methodology/approachThis paper examines the influence of image norms on recruiters' perceptions of applicants during interviews and explores the manner in which recruiters may stigmatize applicants. A model is presented which explores how image norms may be used to stigmatize applicants and affect recruiters' decisions.FindingsImage norms are found to have an influence on recruiters' evaluations of applicants during the interview process.Research limitations/implicationsEmpirical tests of the model are suggested to illustrate how image norm violations lead to stigmatization during the recruitment process.Practical implicationsApplicants who are denied entry into organizations on the basis of their appearance or image, experience a subtle, yet unacceptable form of employment discrimination. Organizations need to ensure that they are not excluding potential employees who do not meet the image norm expectations of recruiters. Organizations need to make sure that the image norms used to evaluate applicants are not a proxy for discrimination based on protected characteristics.Originality/valueThis paper looks at image, a broader construct than physical attractiveness, to ensure equal opportunities for everyone. This is the first paper to consider the discriminatory effects of image in organizations.

Career experts have long advocated the use of special assignment programs for spurring the career progress of talented individuals. While these programs have existed for many years in the private sector, within the past two decades they have also emerged in the public domain as well. Although special assignment programs generally receive enthusiastic endorsement from the organizations that employ them, there have been few empirical attempts to examine their effects. This article examines participants' reactions to a special assignment program that had operated in the executive branch of the federal government for twenty years. A survey was sent to all 275 individuals who had participated in the special assignment program during any point in its twenty year existence. A total of 131 participants (48%) completed the survey. Results indicated that participants generally react favorably to their experiences and suggested ways to further increase the favorability of such reactions. The article suggests that program administrators, applicants, and sponsoring agencies be aware of the factors that contribute to the success of special assignment programs.

AbstractIn recent years, several publications and media outlets have highlighted how the skills and interests of autistic individuals may benefit organizations. However, there is scant empirical research on the topic. The present study's authors conducted a systematic review to find which potential employability skills, strengths, and interests of autistic individuals available research has highlighted. Data extraction methods identified 51 papers related to skills in this population. The skill sets autistic individuals may possess and the research behind these findings were organized, evaluated, and summarized. Based on these findings, investigators discuss implications for employment counseling and future research.