wow-inequalities/data/references/02_snowballing-starts/Lau2023/references.txt

1. Acker, J. (1990). Hierarchies, jobs, bodies: A theory of gendered organizations. Gender & Society, 4, 139-158.
2. Ahn, S., & Costigan, A. (2019). How AI Reinforces Gender Stereotypes (Trend Brief). Catalyst. https://www.catalyst.org/research/ai-gender-stereotypes/
3. Akinola, M., Martin, A. E., & Phillips, K. W. (2018). To delegate or not to delegate: Gender differences in affective associations and behavioral responses to delegation. Academy of Management Journal, 61, 1467-1491.
4. Allen, J., Smith, J. L., & Ransdell, L. B. (2019). Missing or seizing the opportunity? The effect of an opportunity hire on job offers to science faculty candidates. Equality, Diversity & Inclusion, 38, 160–177.
5. Antecol, H., Bedard, K., & Stearns, J. (2018). Equal but inequitable: Who benefits from genderneutral tenure clock stopping policies? American Economic Review, 108, 2420-41.
6. Atwater, L. E., Sturm, R. E., Taylor, S. N., & Tringale, A. (2021). The era of# MeToo and what managers should do about it. Business Horizons, 64, 307-318.
7. Ashford, S. J., & Black, J. S. (1996). Proactivity during organizational entry: The role of desire for control. Journal of Applied psychology, 81, 199-214.
8. Ashford, S. J., Blatt, R., & VandeWalle, D. (2003). Reflections on the looking glass: A review of research on feedback-seeking behavior in organizations. Journal of Management, 29, 773-799.
9. Ashford, S. J., & Cummings, L. L. (1985). Proactive feedback seeking: The instrumental use of the information environment. Journal of Occupational Psychology, 58, 67-79.
10. Ashford, S. J., Rothbard, N. P., Piderit, S. K., & Dutton, J. E. (1998). Out on a limb: The role of context and impression management in selling gender-equity issues. Administrative
11. Avery, D. R., & Thomas, K. M. (2004). Blending content and contact: The roles of diversity curriculum and campus heterogeneity in fostering diversity management competency. Academy of Management Learning & Education, 3, 380-396.
12. Bennett, D., Hennekam, S., Macarthur, S., Hope, C., & Goh, T. (2019). Hiding gender: How female composers manage gender identity. Journal of Vocational Behavior, 113, 20–32.
13. Bilimoria, D., & Singer, L. T. (2019). Institutions Developing Excellence in Academic Leadership (IDEAL). Equality, Diversity & Inclusion, 38, 362–381.
14. Bligh, M. C., & Ito, A. (2017). Organizational processes and systems that affect women in leadership. In S. R. Madsen (Eds.)., Handbook of research on gender and leadership (pp. 287-303). MA, US: Edward Elgar Publishing.
15. Bohnet, I., Van Geen, A., & Bazerman, M. (2015). When performance trumps gender bias: Joint vs. separate evaluation. Management Science, 62, 1225-1234.
16. Bolukbasi, T., Chang, K. W., Zou, J. Y., Saligrama, V., & Kalai, A. T. (2016). Man is to computer programmer as woman is to homemaker? Debiasing word embeddings. Advances in Neural Information Processing Systems, 29, 4349-4357.
17. Brewer, M. B. (1991). The social self: On being the same and different at the same time. Personality and Social Psychology Bulletin, 17, 475-482.
18. Broido, E. M., & Reason, R. D. (2005). The development of social justice attitudes and actions: An overview of current understandings. New Directions for Student Services, 110, 17-28.
19. Bronfenbrenner, U. (1977). Toward an experimental ecology of human development. American Psychologist, 32, 513-531.
20. Bronfenbrenner, U. (1992). Ecological systems theory. Jessica Kingsley Publishers.
21. Bronfenbrenner, U., and Morris, P. A. (2006). The bioecological model of human development. In R. M. (Eds.), Handbook of child psychology (Vol. 1, pp.793-828). John Wiley & Sons.
22. Brunzell, T., & Liljeblom, E. (2014). Chairmen’s perceptions of female board representation: A study on Nordic listed companies. Equality, Diversity & Inclusion, 33, 523–534.
23. Cardador, M. T. (2017). Promoted up but also out? The unintended consequences of increasing women’s representation in managerial roles in engineering. Organization Science, 28, 597-617.
24. Casciaro, T., & Lobo, M. S. (2005). Competent jerks, lovable fools, and the formation of social networks. Harvard Business Review, 83, 92-99.
25. Castilla, E. J. (2015). Accounting for the gap: A firm study manipulating organizational accountability and transparency in pay decisions. Organization Science, 26, 311-333.
26. Chandler, D. E., Kram, K. E., & Yip, J. (2011). An ecological systems perspective on mentoring at work: A review and future prospects. Academy of Management Annals, 5, 519-570.
27. Chen, J., & Houser, D. (2019). When are women willing to lead? The effect of team gender composition and gendered tasks. The Leadership Quarterly, 30, 101340.
28. Cheryan, S., Plaut, V. C., Handron, C., & Hudson, L. (2013). The stereotypical computer scientist: Gendered media representations as a barrier to inclusion for women. Sex Roles, 69, 58–71.
29. Cleveland, J. N., Byrne, Z. S., & Cavanagh, T. M. (2015). The future of HR is RH: Respect for humanity at work. Human Resource Management Review, 25, 146-161.
30. Cook, A., Ingersoll, A. R., & Glass, C. (2019). Gender gaps at the top: Does board composition affect executive compensation? Human Relations, 72, 1292-1314.
31. Crano, W. D., Brewer, M. B., & Lac, A. (2014). Principles and methods of social research. UK: Routledge.
32. Crenshaw, K. (1990). Mapping the margins: Intersectionality, identity politics, and violence against women of color. Stanford Law Review, 43, 1241-1299.
33. Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Boston, MA: Cengage learning.
34. Darling, N. (2007). Ecological systems theory: The person in the center of the circles. Research in Human Development, 4, 203-217.
35. Dasgupta, N., & Asgari, S. (2004). Seeing is believing: Exposure to counterstereotypic women leaders and its effect on the malleability of automatic gender stereotyping. Journal of Experimental Social Psychology, 40, 642-658.
36. Dashper, K. (2019). Challenging the gendered rhetoric of success? The limitations of women‐only mentoring for tackling gender inequality in the workplace. Gender, Work and Organization, 26, 541–557.
37. Davies, P. G., Spencer, S. J., & Steele, C. M. (2005). Clearing the air: Identity safety moderates the effects of stereotype threat on women's leadership aspirations. Journal of Personality and Social Psychology, 88, 276-287.
38. Denissen, A. (2010). The right tools for the job: Constructing gender meanings and identities in the male-dominated building trades. Human Relations, 63, 1051-1069.
39. Derks, B., Van Laar, C., & Ellemers, N. (2016). The queen bee phenomenon: Why women leaders distance themselves from junior women. The Leadership Quarterly, 27, 456-469.
40. Devine, P. G., Forscher, P. S., Cox, W. T. L., Kaatz, A., Sheridan, J., & Carnes, M. (2017). A gender bias habit-breaking intervention led to increased hiring of female faculty in STEMM departments. Journal of Experimental Social Psychology, 73, 211–215.
41. Dinh, J. E., Lord, R. G., Gardner, W. L., Meuser, J. D., Liden, R. C., & Hu, J. (2014). Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives. The Leadership Quarterly, 25, 36-62.
42. Dougherty, T. W., Dreher, G. F., Arunachalam, V., & Wilbanks, J. E. (2013). Mentor status, occupational context, and protégé career outcomes: Differential returns for males and females. Journal of Vocational Behavior, 83, 514–527. Du, J., Lau, V. W., Meng, L., & Lin, X. (under review). A multilevel examination of team faultlines and creativity through an affective lens. [Journal of Business and Psychology]
43. Dwivedi, P., Joshi, A., & Misangyi, V. F. (2018). Gender-inclusive gatekeeping: How (mostly male) predecessors influence the success of female CEOs. Academy of Management Journal, 61, 379-404.
44. Eagly, A. H., & Carli, L. L. (2003). The female leadership advantage: An evaluation of the evidence. The Leadership Quarterly, 14, 807-834.
45. Eagly, A. H., & Heilman, M. (2016). Gender and leadership: An introduction to the special issue. The Leadership Quarterly, 27, 349–353.
46. Eagly, A. H., & Karau, S. J. (2002). Role congruity theory of prejudice toward female leaders. Psychological Review, 109, 573-598.
47. Edwards, K. E. (2006). Aspiring social justice ally identity development: A conceptual model. NASPA Journal, 43, 39-60.
48. Elg, U., & Jonnergård, K. (2003). The inclusion of female PhD students in academia: A case study of a Swedish university department. Gender, Work and Organization, 10, 154–174.
49. Ely, R. J., & Thomas, D. A. (2001). Cultural diversity at work: The effects of diversity perspectives on work group processes and outcomes. Administrative Science Quarterly, 46, 229-273.
50. Ely, R. J., Ibarra, H., & Kolb, D. M. (2011). Taking gender into account: Theory and design for women's leadership development programs. Academy of Management Learning & Education, 10, 474-493.
51. Eriksson-Zetterquist, U., & Styhre, A. (2008). Overcoming the glass barriers: Reflection and action in the “Women to the Top” programme. Gender, Work and Organization, 15, 133– 160.
52. Essers, C., & Benschop, Y. (2007). Enterprising identities: Female entrepreneurs of Moroccan or Turkish origin in the Netherlands. Organization Studies, 28, 49-69.
53. Fernando, D., Cohen, L., & Duberley, J. (2018). What helps? Women engineers' accounts of staying on. Human Resource Management Journal, 28, 479-495.
54. Fernando, D., Cohen, L., & Duberley, J. (2019). Navigating sexualised visibility: A study of British women engineers. Journal of Vocational Behavior, 113, 6–19.
55. Fiske, S. T., Cuddy, A. J., Glick, P., & Xu, J. (2002). A model of (often mixed) stereotype content: competence and warmth respectively follow from perceived status and competition. Journal of Personality and Social Psychology, 82, 878-902.
56. Flynn, F. J., & Ames, D. R. (2006). What's good for the goose may not be as good for the gander: The benefits of self-monitoring for men and women in task groups and dyadic conflicts. Journal of Applied Psychology, 91, 272-281.
57. Fritz, C., & van dan Knippenberg, D. (2018). Gender and leadership aspiration: The impact of work–life initiatives. Human Resource Management, 57, 855-868.
58. Gabriel, A. S., Butts, M. M., Yuan, Z., Rosen, R. L., & Sliter, M. T. (2018). Further understanding incivility in the workplace: The effects of gender, agency, and communion. Journal of Applied Psychology, 103, 362-382.
59. Gabriel, A. S., Volpone, S. D., MacGowan, R. L., Butts, M. M., & Moran, C. M. (2020). When work and family blend together: Examining the daily experiences of breastfeeding mothers at work. Academy of Management Journal, 63, 1337-1369.
60. Gervais, S. J., Hillard, A. L., & Vescio, T. K. (2010). Confronting sexism: The role of relationship orientation and gender. Sex Roles, 63, 463-474.
61. Glass, C., & Cook, A. (2018). Do women leaders promote positive change? Analyzing the effect of gender on business practices and diversity initiatives. Human Resource Management, 57, 823-837.
62. Glass, C., & Cook, A. (2020). Performative contortions: How white women and people of colour navigate elite leadership roles. Gender, Work and Organization. 27, 1232-1252.
63. Glass, J. L., & Finley, A. (2002). Coverage and effectiveness of family-responsive workplace policies. Human Resource Management Review, 12, 313-337.
64. Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Research in Organizational Behavior, 28, 3-34.
65. Grzywacz, J. G., & Marks, N. F. (2000). Reconceptualizing the work–family interface: An ecological perspective on the correlates of positive and negative spillover between work and family. Journal of Occupational Health Psychology, 5, 111-126.
66. Gupta, V., Turban, D., & Bhawe, N. (2008). The effect of gender stereotype activation on entrepreneurial intentions. Journal of Applied Psychology, 93, 1053-1061.
67. Harrison, D. A., Kravitz, D. A., Mayer, D. M., Leslie, L. M., & Lev-Arey, D. (2006). Understanding attitudes toward affirmative action programs in employment: Summary and meta-analysis of 35 years of research. Journal of Applied Psychology, 91, 1013-1036.
68. Heilman, M. E. (2001). Description and prescription: How gender stereotypes prevent women's ascent up the organizational ladder. Journal of Social Issues, 57, 657-674.
69. Heilman, M. E. (2012). Gender stereotypes and workplace bias. Research in Organizational Behavior, 32, 113-135.
70. Heilman, M. E., & Alcott, V. B. (2001). What I think you think of me: Women's reactions to being viewed as beneficiaries of preferential selection. Journal of Applied Psychology, 86, 574-582.
71. Heilman, M. E., Block, C. J., & Stathatos, P. (1997). The affirmative action stigma of incompetence: Effects of performance information ambiguity. Academy of Management Journal, 40, 603-625.
72. Heilman, M. E., & Haynes, M. C. (2005). No credit where credit is due: Attributional rationalization of women's success in male-female teams. Journal of Applied Psychology, 90, 905-916.
73. Heilman, M. E., & Okimoto, T. G. (2007). Why are women penalized for success at male tasks? The implied communality deficit. Journal of Applied Psychology, 92, 81-92.
74. Hideg, I., & Ferris, D. (2014). Support for employment equity policies: A self-enhancement approach. Organizational Behavior and Human Decision Processes, 123, 49-64.
75. Hideg, I., & Ferris, D. L. (2017). Dialectical thinking and fairness-based perspectives of affirmative action. Journal of Applied Psychology, 102, 782-801.
76. Hideg, I., & Krstic, A. (2020). The quest for workplace gender equality in the 21st century: Where do we stand and how can we continue to make strides? Canadian Journal of Behavioural Science. DOI: 10.1037/cbs0000222
77. Hideg, I., Krstic, A., Trau, R. N. C., & Zarina, T. (2018). The unintended consequences of maternity leaves: How agency interventions mitigate the negative effects of longer legislated maternity leaves. Journal of Applied Psychology, 103, 1155–1164.
78. Hideg, I., Michela, J. L., & Ferris, D. L. (2011). Overcoming negative reactions of nonbeneficiaries to employment equity: The effect of participation in policy formulation. Journal of Applied Psychology, 96, 363-376.
79. Higgins, M. C., & Kram, K. E. (2001). Reconceptualizing mentoring at work: A developmental network perspective. Academy of Management Review, 26, 264-288.
80. Ho, G. C., Shih, M., & Walters, D. J. (2012). Labels and leaders: The influence of framing on leadership emergence. The Leadership Quarterly, 23, 943-952.
81. Hogg, M. A., & Abrams, D. (1993). Towards a single-process uncertainty-reduction model of social motivation in groups. In M. A. Hogg & D. Abrams (Eds.), Group motivation: Social psychological perspectives (pp. 173–190). Harvester Wheatsheaf.
82. Hoobler, J. M., Lemmon, G., & Wayne, S. J. (2011). Women's underrepresentation in upper management: New insights on a persistent problem. Organizational Dynamics, 40, 151156.
83. Hoyt, C. L. (2012). Gender bias in employment contexts: A closer examination of the role incongruity principle. Journal of Experimental Social Psychology, 48, 86–96.
84. Hoyt, C. L., & Murphy, S. E. (2016). Managing to clear the air: Stereotype threat, women, and leadership. The Leadership Quarterly, 27, 387-399.
85. Ibarra, H. (1992). Homophily and differential returns: Sex differences in network structure and access in an advertising firm. Administrative Science Quarterly, 37, 422-447.
86. Joshi, A., Neely B., Emrich, C., Griffiths, D., & George, G. (2015). Gender research in AMJ: An overview of five decades of research and call to action. Academy of Management Journal, 58, 1459-1475.
87. Kalysh, K., Kulik, C. T., & Perera, S. (2016). Help or hindrance? Work–life practices and women in management. The Leadership Quarterly, 27, 504-518.
88. Kaiser, C. R., Vick, S. B., & Major, B. (2006). Prejudice expectations moderate preconscious attention to social identity threatening cues. Psychological Science, 17, 332–338.
89. Kanter, R. M. (1977). Some effects of proportions on group life: Skewed sex ratios and responses to token women. American Journal of Sociology, 82, 965-990.
90. Kanze, D., Huang, L., Conley, M. A., & Higgins, E. T. (2018). We ask men to win and women not to lose: Closing the gender gap in startup funding. Academy of Management Journal, 61, 586-614.
91. Kawakami, K., Dovidio, J. F., & van Kamp, S. (2005). Kicking the habit: Effects of nonstereotypic association training and correction processes on hiring decisions. Journal of Experimental Social Psychology, 41, 68–75. Kea-Edwards, A. N., Diaz, J. B. B., & Reichard, R. J. (in press). Development or discrimination: Black women leaders’ experience with multi-source feedback. Consulting Psychology Journal: Practice and Research.
92. Kim, J. Y., Fitzsimons, G. M., & Kay, A. C. (2018). Lean in messages increase attributions of women’s responsibility for gender inequality. Journal of Personality and Social Psychology, 115, 974-1001.
93. King, E. B., Gulick, L. M., & Avery, D. R. (2010). The divide between diversity training and diversity education: Integrating best practices. Journal of Management Education, 34, 891-906.
94. King, E. B., Dawson, J. F., Kravitz, D. A., & Gulick, L. M. (2012). A multilevel study of the relationships between diversity training, ethnic discrimination and satisfaction in organizations. Journal of Organizational Behavior, 33, 5-20.
95. Kinias, Z., & Sim, J. (2016). Facilitating women's success in business: Interrupting the process of stereotype threat through affirmation of personal values. The Journal of Applied Psychology, 101, 1585-1597.
96. Konrad, A. M., Cannings, K., & Goldberg, C. B. (2010). Asymmetrical demography effects on psychological climate for gender diversity: Differential effects of leader gender and work unit gender composition among Swedish doctors. Human Relations, 63, 1661-1685.
97. Konrad, A., & Yang, Y. (2012). Is using work-life interface benefits a career-limiting move? An examination of women, men, lone parents, and parents with partners. Journal of Organizational Behavior, 33, 1095-1119.
98. Kossek, E. E., & Buzzanell, P. M. (2018). Women’s career equality and leadership in organizations: Creating an evidence‐based positive change. Human Resource Management, 57, 813-822.
99. Kossek, E. E., & Ozeki, C. (1999). Bridging the work–family policy and productivity gap: A literature review. Community, Work, and Family, 2, 7–32.
100. Kossek, E. E., Su, R., & Wu, L. (2017). “Opting out” or “pushed out”? Integrating perspectives on women’s career equality for gender inclusion and interventions. Journal of Management, 43, 228-254.
101. Kotter, J. P. (2012). Leading change. Boston, MA: Harvard Business Press.
102. Kramer, A., & Ben-Ner, A. (2015). The intersection of sex and race in the presence of deep-level attributes. Equality, Diversity & Inclusion, 34, 360–375.
103. Kray, L. J., Thompson, L., & Galinsky, A. (2001). Battle of the sexes: Gender stereotype confirmation and reactance in negotiations. Journal of Personality and Social Psychology, 80, 942-958.
104. Kray, L., Galinsky, A., & Thompson, L. (2002). Reversing the gender gap in negotiations: An exploration of stereotype regeneration. Organizational Behavior and Human Decision Processes, 87, 386-410.
105. Kray, L. J., Howland, L., Russell, A. G., & Jackman, L. M. (2017). The effects of implicit gender role theories on gender system justification: Fixed beliefs strengthen masculinity to preserve the status quo. Journal of Personality and Social Psychology, 112, 98-115.
106. Krentz, M., Dean J., Garcia-Alonso, J., Taplett, F. B., Tsusaka, M., & Vaughn, E. (2019). Fixing the Flawed Approach to Diversity. Retrieved from https://www.bcg.com/en-us/publications/2019/fixing-the-flawed-approach-to-diversity.aspx
107. Kulik, C. T., & Roberson, L. (2008). Common goals and golden opportunities: Evaluations of diversity education in academic and organizational settings. Academy of Management Learning & Education, 7, 309-331.
108. Kuo, P. X., Volling, B. L., & Gonzalez, R. (2018). Gender role beliefs, work–family conflict, and father involvement after the birth of a second child. Psychology of Men & Masculinity, 19, 243-256.
109. Lau, V. W. (2020). What’s in it for me(n)? The impact of self-interest on men’s support for gender inclusion initiatives. (Doctoral dissertation).
110. LaVoi, N. M., & Dutove, J. K. (2012). Barriers and supports for female coaches: An ecological model. Sports Coaching Review, 1, 17-37. Leavy, S. (2018, May). Gender bias in artificial intelligence: The need for diversity and gender theory in machine learning. In Proceedings of the 1st international workshop on gender equality in software engineering (pp. 14-16).
111. Lee, M., & Huang, L. (2018). Gender bias, social impact framing, and evaluation of entrepreneurial ventures. Organization Science, 29, 1-16.
112. Leicht, C., de Moura, G. R., & Crisp, R. J. (2014). Contesting gender stereotypes stimulates generalized fairness in the selection of leaders. The Leadership Quarterly, 25, 1025-1039.
113. Leigh, A., & Melwani, S. (2019). # BlackEmployeesMatter: Mega-threats, identity fusion, and enacting positive deviance in organizations. Academy of Management Review, 44, 564591.
114. Martin, A. E., & Phillips, K. W. (2017). What “blindness” to gender differences helps women see and do: Implications for confidence, agency, and action in male-dominated environments. Organizational Behavior and Human Decision Processes, 142, 28-44.
115. Martin, A. E., & Phillips, K. W. (2019). Blind to bias: The benefits of gender-blindness for STEM stereotyping. Journal of Experimental Social Psychology, 82, 294–306.
116. Martins, L. L., & Parsons, C. K. (2007). Effects of gender diversity management on perceptions of organizational attractiveness: the role of individual differences in attitudes and beliefs. Journal of Applied Psychology, 92, 865-875.
117. McCall, L. (2005). The complexity of intersectionality. Signs: Journal of Women in Culture and Society, 30, 1771-1800.
118. McCarthy, L., & Moon, J. (2018). Disrupting the gender institution: Consciousness-raising in the cocoa value chain. Organization Studies, 39, 1153-1177.
119. McCarthy, J. M., Van Iddekinge, C. H., & Campion, M. A. (2010). Are highly structured job interviews resistant to demographic similarity effects? Personnel Psychology, 63, 325359.
120. McIntyre, R. B., Paulson, R. M., & Lord, C. G. (2003). Alleviating women’s mathematics stereotype threat through salience of group achievements. Journal of Experimental Social Psychology, 39, 83–90.
121. Mensi-Klarbach, H., Leixnering, S., & Schiffinger, M. (2019). The carrot or the stick: Selfregulation for gender-diverse boards via codes of good governance. Journal of Business Ethics. DOI: 10.1007/s10551-019-04336-z
122. Meyer, S. & Warren, M. A. (2021). Exploring the role of character strengths in the endorsement of gender equality and pro-environmental action in the UAE. Middle East Journal of Positive Psychology, 7, 65-80.
123. Michell, D., Szabo, C., Falkner, K., & Szorenyi, A. (2018). Towards a socio-ecological framework to address gender inequity in computer science. Computers & Education, 126, 324-333.
124. Moore, J. R., Hanson, W. R., & Maxey, E. C. (2020). Disability Inclusion: Catalyst to Adaptive Organizations. Organization Development Journal, 38, 89-105.
125. Moreau, M. P., Osgood, J., & Halsall, A. (2008). Equal opportunities policies in English schools: Towards greater gender equality in the teaching workforce? Gender, Work and Organization, 15, 553–578.
126. Moser, C. E., & Branscombe, N. R. (2021). Male allies at work: Gender-equality supportive men reduce negative underrepresentation effects among women. Social Psychological and Personality Science. doi: 10.1177/19485506211033748
127. Murnieks, C. Y., Klotz, A. C., & Shepherd, D. A. (2020). Entrepreneurial motivation: A review of the literature and an agenda for future research. Journal of Organizational Behavior, 41, 115-143.
128. Napier, J. L., Suppes, A., & Bettinsoli, M. L. (2020). Denial of gender discrimination is associated with better subjective well‐being among women: A system justification account. European Journal of Social Psychology, 50, 1191-1209.
129. Neyland, D. (2007). Achieving transparency: The visible, invisible and divisible in academic accountability networks. Organization, 14, 499-516.
130. Ng, E. S., & Wiesner, W. H. (2007). Are men always picked over women? The effects of employment equity directives on selection decisions. Journal of Business Ethics, 76, 177–187.
131. Niederle, M., Segal, C., & Vesterlund, L. (2013). How costly is diversity? Affirmative action in light of gender differences in competitiveness. Management Science, 59, 1-16.
132. Noursi, S., Saluja, B., & Richey, L. (2021). Using the ecological systems theory to understand Black/White disparities in maternal morbidity and mortality in the United States. Journal of Racial and Ethnic Health Disparities, 8, 661-669.
133. Ortlieb, R., & Sieben, B. (2019). Balls, barbecues and boxing: Contesting gender regimes at organizational social events. Organization Studies, 40, 115-134.
134. Özbilgin, M. F., & Woodward, D. (2004). “Belonging” and “Otherness”: Sex Equality in Banking in Turkey and Britain. Gender, Work and Organization, 11, 668–688.
135. Palmer, A., & Bosch, A. (2017). What makes representation of executive women in business happen? Equality, Diversity & Inclusion, 36, 306–320.
136. Parker, S. K., Bindl, U. K., & Strauss, K. (2010). Making things happen: A model of proactive motivation. Journal of Management, 36, 827-856.
137. Parker, L. R., Monteith, M. J., Moss-Racusin, C. A., & Van Camp, A. R. (2018). Promoting concern about gender bias with evidence-based confrontation. Journal of Experimental Social Psychology, 74, 8–23.
138. Peterson, H. (2015). “Unfair to women”? Equal representation policies in Swedish academia. Equality, Diversity and Inclusion, 34, 55-66.
139. Pettigrew, A. M. (2001). Management research after modernism. British Journal of Management, 12, 61-70.
140. Pietri, E. S., Drawbaugh, M. L., Lewis, A. N., & Johnson, I. R. (2019). Who encourages Latina women to feel a sense of identity-safety in STEM environments? Journal of Experimental Social Psychology. DOI: 10.1016/j.jesp.2019.103827
141. Pietri, E. S., Johnson, I. R., & Ozgumus, E. (2018). One size may not fit all: Exploring how the intersection of race and gender and stigma consciousness predict effective identity-safe cues for Black women. Journal of Experimental Social Psychology, 74, 291–306.
142. Piszczek, M. M. (2020). Reciprocal relationships between workplace childcare initiatives and collective turnover rates of men and women. Journal of Management, 46, 470–494.
143. Powell, A., Bagilhole, B., & Dainty, A. (2009). How women engineers do and undo gender: Consequences for gender equality. Gender, Work and Organization, 16, 411–428.
144. Pruitt, A. (2018). Redoing gender: How women in the funeral industry use essentialism for equality. Gender, Work and Organization, 25, 144–158.
145. Radke, H. R., Kutlaca, M., Siem, B., Wright, S. C., & Becker, J. C. (2020). Beyond allyship: Motivations for advantaged group members to engage in action for disadvantaged groups. Personality and Social Psychology Review, 24, 291-315.
146. Raffaelli, M., & Ontai, L. L. (2004). Gender socialization in Latino/a families: Results from two retrospective studies. Sex Roles, 50, 287-299. Randel, A. E., Galvin, B. M., Shore, L. M., Ehrhart, K. H., Chung, B. G., Dean, M. A., &
147. Kedharnath, U. (2018). Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness. Human Resource Management Review, 28, 190-203.
148. Ramaswami, A., Dreher, G. F., Bretz, R., & Wiethoff, C. (2010). Gender, mentoring, and career success: The importance of organizational context. Personnel Psychology, 63, 385-405.
149. Ranganathan, A. (2018). Train them to retain them: Work readiness and the retention of firsttime women workers in India. Administrative Science Quarterly, 63, 879-909.
150. Rawstron, K. (2013). Academic employment and gender equity legislation in Australia and Japan, 1970-2010. Equality, Diversity & Inclusion, 32, 777–793.
151. Reardon, B. (1993). Women and peace: Feminist visions of global security. NY: SUNY Press.
152. Reynolds, S. J. (2006). Moral awareness and ethical predispositions: Investigating the role of individual differences in the recognition of moral issues. Journal of Applied Psychology, 91, 233-243.
153. Rosette, A. S., & Tost, L. P. (2010). Agentic women and communal leadership: How role prescriptions confer advantage to top women leaders. Journal of Applied Psychology, 95, 221-235.
154. Rudman, L. A., & Glick, P. (1999). Feminized management and backlash toward agentic women: The hidden costs to women of a kinder, gentler image of middle managers. Journal of Personality and Social Psychology, 77, 1004–1010.
155. Schein, E. H. (2010). Organizational culture and leadership (Vol. 2). John Wiley & Sons.
156. Shea, C. M., Malone, M. F. F. T., Young, J. R., & Graham, K. J. (2019). Interactive theater: an effective tool to reduce gender bias in faculty searches. Equality, Diversity & Inclusion, 38, 178–187.
157. Sheppard, L. D., & Aquino, K. (2017). Sisters at arms: A theory of female same-sex conflict and its problematization in organizations. Journal of Management, 43, 691-715.
158. Sherf, E. N., Tangirala, S., & Weber, K. C. (2017). It is not my place! Psychological standing and men’s voice and participation in gender-parity initiatives. Organization Science, 28, 193-210.
159. Small, D. A., Gelfand, M., Babcock, L., & Gettman, H. (2007). Who goes to the bargaining table? The influence of gender and framing on the initiation of negotiation. Journal of Personality and Social Psychology, 93, 600–613.
160. Sojo, V. E., Wood, R. E., Wood, S. A., & Wheeler, M. A. (2016). Reporting requirements, targets, and quotas for women in leadership. The Leadership Quarterly, 27, 519-536.
161. Sonnentag, S. (2003). Recovery, work engagement, and proactive behavior: A new look at the interface between nonwork and work. Journal of Applied Psychology, 88, 518-528.
162. Spencer, S. J., Steele, C. M., & Quinn, D. M. (1999). Stereotype threat and women's math performance. Journal of Experimental Social Psychology, 35, 4-28.
163. Stertz, A. M., Grether, T., & Wiese, B. S. (2017). Gender-role attitudes and parental work decisions after childbirth: A longitudinal dyadic perspective with dual-earner couples. Journal of Vocational Behavior, 101, 104–118.
164. Stephens, N. M., & Levine, C. S. (2011). Opting out or denying discrimination? How the framework of free choice in American society influences perceptions of gender inequality. Psychological Science, 22, 1231-1236.
165. Stojmenovska, D. (2019). Management gender composition and the gender pay gap: Evidence from British panel data. Gender, Work and Organization, 26, 738–764.
166. ten Brummelhuis, L. L., & Bakker, A. B. (2012). A resource perspective on the work–home interface: The work–home resources model. American Psychologist, 67, 545-556.
167. Tajfel, H. (1974). Social identity and intergroup behavior. Social Science Information, 13, 65-93. Thelwall, M. (in press). Gender bias in machine learning for sentiment analysis. Online Information Review. doi: 10.1108/OIR-05-2017-0139
168. Thoits, P. A. (1983). Multiple identities and psychological well-being: A reformulation and test of the social isolation hypothesis. American Sociological Review, 48, 174-187.
169. Torjesen, K. J., Warren, M. A., & Wamue-Ngare, G. (2021). Guidance for applied cross-national research in under-resourced countries: Lessons from a gender-based violence intervention in the Democratic Republic of Congo. In K. C. McLean (Ed). Cultural Methods in Psychology: Describing and Transforming Cultures. NY: Oxford University Press.
170. van den Brink, M., Benschop, Y., & Jansen, W. (2010). Transparency in academic recruitment: A problematic tool for gender equality? Organization Studies, 31, 1459-1483.
171. van Miegroet, H., Glass, C., Callister, R. R., & Sullivan, K. (2019). Unclogging the pipeline: Advancement to full professor in academic STEM. Equality, Diversity & Inclusion, 38, 246–264.
172. Vaast, E. (2020). A seat at the table and a room of their own: Interconnected processes of social media use at the intersection of gender and occupation. Organization Studies, 41, 1673-1695.
173. Vervecken, D., Hannover, B., & Wolter, I. (2013). Changing (S)expectations: How gender fair job descriptions impact children’s perceptions and interest regarding traditionally male occupations. Journal of Vocational Behavior, 82, 208–220.
174. Vries, J. A. D. (2015). Champions of gender equality: Female and male executives as leaders of gender change. Equality, Diversity & Inclusion, 34, 21–36.
175. Wamue-Ngare, G., Warren, M. A., & Torjesen, K. J. (2021). Combating gender-based violence and fostering women’s well-being: Religion as a tool for achieving sustainable development goals in Congo. In Popescu, C. R. (Ed.). Handbook of research on novel practices and current successes in achieving the Sustainable Development Goals (pp. 5369). IGI Global Publishers.
176. Wang, M., & Kelan, E. (2013). The gender quota and female leadership: Effects of the Norwegian gender quota on board chairs and CEOs. Journal of Business Ethics, 117, 449–466. Warren, M. A. & Bordoloi, S. D. (in press) Institutional betrayal and the role of male allies in supporting women in higher education. In R. Martinez & M. J. Casper (Eds.), Who belongs? Institutional betrayal in higher education. University of Arizona Press.
177. Warren, M. A., & Bordoloi, S. D. (2021). Going beyond good colleagues: Men’s and women’s perspectives on allyship behaviors toward women faculty in male-dominated disciplines in academia. Journal of Diversity in Higher Education. DOI: 10.1037/dhe0000369
178. Warren, M. A., Bordoloi, S. D., & Warren, M. T. (2021). Good for the goose and good for the gander: Examining positive psychological benefits of male allyship for men and women. Psychology of Men and Masculinities. DOI: 10.1037/men0000355
179. Warren, M. A., Donaldson, S. I., Lee, J. Y., & Donaldson, S. I. (2019). Reinvigorating research on gender in the workplace using a positive work and organizations perspective. International Journal of Management Reviews, 21, 498-518.
180. Warren, M. A. & Schwam, A. (2021). So you think you are an ally? Effects of (in)congruence between men's and women's perceptions of allyship on women's inclusion and vitality. PsyArXiv. https://doi.org/10.31234/osf.io/ajgfm
181. Warren, M. A., Sekhon, T., & Waldrop, R. J. (2022). Highlighting strengths in response to discrimination: Developing and testing an allyship positive psychology intervention. International Journal of Wellbeing. 12, 21-41.
182. Warren, M. A., Sekhon, T., Winkelman, K. M., & Waldrop, R. J. (2021). Should I ‘check my emotions at the door?’ or express how I feel? Role of emotional regulation versus expression by leaders speaking out against prejudice in the workplace. PsyArXiv DOI: 10.31234/osf.io/jzxmy
183. Warren, M. A. & Warren, M. T. (2021). The EThIC model of virtue-based allyship development: A new approach to equity and inclusion in organizations. Journal of Business Ethics. DOI: 10.1007/s10551-021-05002-z
184. Washington, J., & Evans, N. J. (1991). Becoming an Ally. In N. J. Evans & V. A. Wall (Eds.), Beyond tolerance: Gays, lesbians and bisexuals on campus (pp. 195–204). American Association for Counseling and Development
185. West, C., & Zimmerman, D. H. (1987). Doing gender. Gender & Society, 1, 125-151.
186. Wigert, B., & Harter, J. (2017). Re-Engineering performance management. Gallup. https://www.gallup.com/workplace/238064/re-engineering-performancemanagement.aspx
187. Wiley, S., & Dunne, C. (2019). Comrades in the struggle? Feminist women prefer male allies who offer autonomy-not dependency-oriented help. Sex Roles, 80, 656-666. 
188. Windscheid, L., Bowes-Sperry, L., Kidder, D. L., Cheung, H. K., Morner, M., & Lievens, F. (2016). Actions speak louder than words: Outsiders’ perceptions of diversity mixed messages. Journal of Applied Psychology, 101, 1329-1341.
189. Zawadzki, M. J., Danube, C. L., & Shields, S. A. (2012). How to talk about gender inequity in the workplace: Using WAGES as an experiential learning tool to reduce reactance and promote self-efficacy. Sex Roles, 67, 605-616.
192. Zhao, J., Wang, T., Yatskar, M., Ordonez, V., & Chang, K. W. (2017). Men also like shopping: Reducing gender bias amplification using corpus-level constraints. arXiv preprint arXiv:1707.09457.