Suchergebnisse

The quest for state and federal aid for Catholic schools is not new. Concerns regarding excessive entanglement, mission dilution, and external control have been voiced for decades. A particularly instructive historical period on this issue is the era of the Great Depression. Because of widespread economic hardship across sectors, Catholic leaders were active and engaged in the politics of federal and state aid for schools and experienced both success and failure.

Purpose
Role congruity theory and gender stereotypes research suggests men are expected to engage in agentic behavior and women in communal behavior as leaders, and that role violation results in backlash. However, extant gender and leadership research does not directly measure expectations–behavior incongruence. Further, researchers have only considered one condition of role incongruence – display of counter-role behavior – and have not considered the outcomes of failing to exhibit role-congruent behavior. Additionally, few studies have examined outcomes for male leaders who violate gender role prescriptions. The present study aims to address these shortcomings by conducting a novel empirical test of role congruity theory.


Design/Methodology/approach
This experimental study used polynomial regression to assess how followers evaluated leaders under conditions of incongruence between follower expectations for men and women leaders' behavior and leaders' actual behavior (i.e. exceeded and unmet expectations). Respondents read a fictional scenario describing a new male or female supervisor, rated their expectations for the leader's agentic and communal behavior, read manipulated vignettes describing the leader's subsequent behavior, rated their perceptions of these behaviors, and evaluated the leader.


Findings
Followers expected higher levels of communal behavior from the female than the male supervisor, but no differences were found in expectations for agentic behavior. Regardless of whether expectations were exceeded or unmet, supervisor gender did not moderate the effects of agentic or communal behavior expectations–perceptions incongruence on leader evaluations in polynomial regression analyses (i.e. male and female supervisors were not evaluated differently when displaying counter-role behavior or failing to display role-congruent behavior).


Originality/value
In addition to providing a novel, direct test of role congruity theory, the study highlighted a double standard in gender role-congruent behavior expectations of men and women leaders. Results failed to support role congruity theory, which has implications for the future of theory in this domain.

This study addresses discrimination that individuals who wear religious attire encounter during the hiring process. We build from the relational demography literature and contemporary research on discrimination in the workplace to propose possible discriminatory effects against Hijabis (Muslim women who wear the headscarf). Specifically, we conduct a field experiment in which confederates portraying Hijabis or not applied for jobs at stores and restaurants. Evidence for formal discrimination (job call backs, permission to complete application), interpersonal discrimination (perceived negativity, perceived interest), and low expectations to receive job offers in the workplace was found for Hijabi confederates. Furthermore, Hijabis were less likely to receive call backs when there was low employee diversity compared to when there was high employee diversity. Implications of these findings with regards to Hijabis and organizations are discussed.

PurposeWork-life research has been critiqued for focusing on the experiences of middle and upper class, younger, White, western and heterosexual women. The purpose of this paper is to provide a critical lens to conceptualizations that take an intersectionality approach, or at least consider multiple identities, in examining work-life conflict and balance.Design/methodology/approachA brief review of the current status of intersectionality research within the work-life realm is provided before discussing the implications of primarily using a single-identity approach to work-life issues. The advantages and challenges of adopting a multiple identity approach are discussed.FindingsThis paper highlights the problems of a lack of an intersectional focus in terms of unidentified needs, ignored values, unresolved conflicts and unhelpful advice. Tensions inherent in trying to adopt an intersectional perspective when dealing with practice and policy issues, particularly with regard to visibility and authenticity, are noted. The paper concludes with a discussion of how considerations of identity and power in work-family research connect to the broader concept of inclusion in the workplace, noting the possible challenges of stereotyping and ambiguity in doing so.Originality/valueApplying an intersectionality lens to efforts to promote work-life balance in organizations can increase inclusivity, but there are tensions and pitfalls associated with this that are particularly of note for practitioners and policy. A research agenda is outlined as a starting point for addressing these issues.

Although researchers have discussed the relationships between personality and inter-role conflict and enrichment, little research explores why these relationships exist. This study examines the role of perceptions of support as one such mechanism. We expect that individuals with more positive core self-evaluations will perceive greater levels of support, which will enable them to avoid inter-role conflict and take advantage of opportunities for inter-role enrichment. In the current study, the inter-role conflict and enrichment faced by student-parents managing the demands of school and their parenting responsibilities are examined. Student-parents with more positive core self-evaluations were found to perceive and seek out greater levels of support, which related to more effective management of multiple life roles. Based on our findings, we argue that future research should continue to investigate the mechanisms by which personality affects the management of multiple life roles. Suggestions as to how practitioners can utilize the findings from this study to help individuals more effectively manage the demands of multiple life roles are provided.

PurposeThe purpose of this paper is to summarize some of the key gaps in knowledge regarding the use of criminal records in employee selection and post-hire challenges that those with a criminal record may continue to face.Design/methodology/approachThis paper is a general review and introduction to the special issue on criminal history and employment.FindingsThe authors suggest that understanding the "what," "how," "why" and "who" may provide researchers with increased clarity regarding the relevance and use of criminal records within the employee selection process.Research limitations/implicationsThe authors encourage researchers to explore the management constructs and theories to understand how they may operate and affect this population upon entry into the workplace. Additionally, the authors discuss some of the methodological challenges and considerations related to conducting research on this population.Originality/valueWhile researchers continue to seek and better understand the experiences of job seekers with criminal records and specific barriers to fulfilling work, there are many aspects of the pre- and post-employment experience that are not yet well examined. This paper provides a pathway forward for management researchers within the area of criminal history and employment, an understudied yet relevant topic.

Systematic research considering job context as affecting ethnic discrimination in hiring is limited. Building on contemporary literature on social categorization and cognitive matching, the interactive effect of context characteristics (client contact; industry status) and person characteristics (i.e. ethnic cues: Maghreb/Arab vs Flemish-sounding name; dark vs light skin tone) were investigated using an experimental field study among 424 white majority HR professionals. Findings showed that equally qualified applicants with a dark skin tone received lower job suitability ratings than applicants with a light skin tone, particularly when they were screened for high client contact/low industry status positions and low client contact/high industry status positions. It is concluded that some ethnic cues (such as skin tone) may be more salient compared with other cues and that job context may influence the salience of ethnic cues and steer hiring discrimination in subtle ways. Implications of these findings for hiring discrimination research and organizations are discussed.