wow-inequalities/data/references/snowball/Lau2023/DOIs.txt

578 lines
45 KiB
Text
Raw Blame History

This file contains invisible Unicode characters

This file contains invisible Unicode characters that are indistinguishable to humans but may be processed differently by a computer. If you think that this is intentional, you can safely ignore this warning. Use the Escape button to reveal them.

This file contains Unicode characters that might be confused with other characters. If you think that this is intentional, you can safely ignore this warning. Use the Escape button to reveal them.

1. Acker, J. (1990). Hierarchies, jobs, bodies: A theory of gendered organizations. Gender & Society, 4, 139-158.
https://doi.org/10.1177/089124390004002002
 
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.
https://doi.org/10.5465/amj.2016.0662
 
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.
https://doi.org/10.1108/EDI-09-2017-0201
 
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.
https://doi.org/10.1257/aer.20160613
 
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.
https://doi.org/10.1016/j.bushor.2020.12.006
 
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.
https://doi.org/10.1037/0021-9010.81.2.199
 
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.
https://doi.org/10.1016/S0149-2063(03)00079-5
 
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.
https://doi.org/10.1111/j.2044-8325.1985.tb00181.x
 
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
https://doi.org/10.2307/2393590
 
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.
https://doi.org/10.5465/amle.2004.15112544
 
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.
https://doi.org/10.1016/j.jvb.2018.07.003
 
13. Bilimoria, D., & Singer, L. T. (2019). Institutions Developing Excellence in Academic Leadership (IDEAL). Equality, Diversity & Inclusion, 38, 362-381.
https://doi.org/10.1108/EDI-10-2017-0209
 
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.
https://doi.org/10.4337/9781785363863.00028
 
15. Bohnet, I., Van Geen, A., & Bazerman, M. (2015). When performance trumps gender bias: Joint vs. separate evaluation. Management Science, 62, 1225-1234.
https://doi.org/10.1287/mnsc.2015.2186
 
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.
https://doi.org/10.1177/0146167291175001
 
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.
https://doi.org/10.1002/ss.162
 
19. Bronfenbrenner, U. (1977). Toward an experimental ecology of human development. American Psychologist, 32, 513-531.
https://doi.org/10.1037/0003-066X.32.7.513
 
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.
https://doi.org/10.1002/9780470147658.chpsy0114
 
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.
https://doi.org/10.1108/EDI-11-2012-0107
 
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.
https://doi.org/10.1287/orsc.2017.1132
 
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.
https://doi.org/10.1287/orsc.2014.0950
 
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.
https://doi.org/10.5465/19416520.2011.576087
 
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.
https://doi.org/10.1016/j.leaqua.2019.101340
 
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.
https://doi.org/10.1007/s11199-013-0296-x
 
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.
https://doi.org/10.1016/j.hrmr.2015.01.005
 
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.
https://doi.org/10.1177/0018726718809158
 
31. Crano, W. D., Brewer, M. B., & Lac, A. (2014). Principles and methods of social research. UK: Routledge.
https://doi.org/10.4324/9781315768311
 
32. Crenshaw, K. (1990). Mapping the margins: Intersectionality, identity politics, and violence against women of color. Stanford Law Review, 43, 1241-1299.
https://doi.org/10.2307/1229039
 
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.
https://doi.org/10.1080/15427600701663023
 
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.
https://doi.org/10.1016/j.jesp.2004.02.003
 
36. Dashper, K. (2019). Challenging the gendered rhetoric of success? The limitations of womenonly mentoring for tackling gender inequality in the workplace. Gender, Work and Organization, 26, 541-557.
https://doi.org/10.1111/gwao.12262
 
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.
https://doi.org/10.1037/0022-3514.88.2.276
 
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.
https://doi.org/10.1177/0018726709349922
 
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.
https://doi.org/10.1016/j.leaqua.2015.12.007
 
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.
https://doi.org/10.1016/j.jesp.2017.07.002
 
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.
https://doi.org/10.1016/j.leaqua.2013.11.005
 
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]
https://doi.org/10.1016/j.jvb.2013.08.001
 
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.
https://doi.org/10.5465/amj.2015.1238
 
44. Eagly, A. H., & Carli, L. L. (2003). The female leadership advantage: An evaluation of the evidence. The Leadership Quarterly, 14, 807-834.
https://doi.org/10.1016/j.leaqua.2003.09.004
 
45. Eagly, A. H., & Heilman, M. (2016). Gender and leadership: An introduction to the special issue. The Leadership Quarterly, 27, 349-353.
https://doi.org/10.1016/j.leaqua.2016.04.002
 
46. Eagly, A. H., & Karau, S. J. (2002). Role congruity theory of prejudice toward female leaders. Psychological Review, 109, 573-598.
https://doi.org/10.1037/0033-295X.109.3.573
 
47. Edwards, K. E. (2006). Aspiring social justice ally identity development: A conceptual model. NASPA Journal, 43, 39-60.
https://doi.org/10.2202/1949-6605.1722
 
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.
https://doi.org/10.1111/1468-0432.00009
 
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.
https://doi.org/10.2307/2667087
 
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.
https://doi.org/10.5465/amle.2010.0046
 
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.
https://doi.org/10.1111/j.1468-0432.2007.00366.x
 
52. Essers, C., & Benschop, Y. (2007). Enterprising identities: Female entrepreneurs of Moroccan or Turkish origin in the Netherlands. Organization Studies, 28, 49-69.
https://doi.org/10.1177/0170840606068256
 
53. Fernando, D., Cohen, L., & Duberley, J. (2018). What helps? Women engineers' accounts of staying on. Human Resource Management Journal, 28, 479-495.
https://doi.org/10.1111/1748-8583.12192
 
54. Fernando, D., Cohen, L., & Duberley, J. (2019). Navigating sexualised visibility: A study of British women engineers. Journal of Vocational Behavior, 113, 6-19.
https://doi.org/10.1016/j.jvb.2018.06.001
 
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.
https://doi.org/10.1037/0022-3514.82.6.878
 
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.
https://doi.org/10.1037/0021-9010.91.2.272
 
57. Fritz, C., & van dan Knippenberg, D. (2018). Gender and leadership aspiration: The impact of work-life initiatives. Human Resource Management, 57, 855-868.
https://doi.org/10.1002/hrm.21875
 
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.
https://doi.org/10.1037/apl0000289
 
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.
https://doi.org/10.5465/amj.2017.1241
 
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.
https://doi.org/10.1007/s11199-010-9838-7
 
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.
https://doi.org/10.1002/hrm.21838
 
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.
https://doi.org/10.1111/gwao.12463
 
63. Glass, J. L., & Finley, A. (2002). Coverage and effectiveness of family-responsive workplace policies. Human Resource Management Review, 12, 313-337.
https://doi.org/10.1016/S1053-4822(02)00063-3
 
64. Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Research in Organizational Behavior, 28, 3-34.
https://doi.org/10.1016/j.riob.2008.04.002
 
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.
https://doi.org/10.1037/1076-8998.5.1.111
 
66. Gupta, V., Turban, D., & Bhawe, N. (2008). The effect of gender stereotype activation on entrepreneurial intentions. Journal of Applied Psychology, 93, 1053-1061.
https://doi.org/10.1037/0021-9010.93.5.1053
 
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.
https://doi.org/10.1037/0021-9010.91.5.1013
 
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.
https://doi.org/10.1111/0022-4537.00234
 
69. Heilman, M. E. (2012). Gender stereotypes and workplace bias. Research in Organizational Behavior, 32, 113-135.
https://doi.org/10.1016/j.riob.2012.11.003
 
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.
https://doi.org/10.1037/0021-9010.86.4.574
 
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.
https://doi.org/10.2307/257055
 
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.
https://doi.org/10.1037/0021-9010.90.5.905
 
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.
https://doi.org/10.1037/0021-9010.92.1.81
 
74. Hideg, I., & Ferris, D. (2014). Support for employment equity policies: A self-enhancement approach. Organizational Behavior and Human Decision Processes, 123, 49-64.
https://doi.org/10.1016/j.obhdp.2013.11.002
 
75. Hideg, I., & Ferris, D. L. (2017). Dialectical thinking and fairness-based perspectives of affirmative action. Journal of Applied Psychology, 102, 782-801.
https://doi.org/10.1037/apl0000207
 
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
https://doi.org/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.
https://doi.org/10.1037/apl0000327
 
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.
https://doi.org/10.1037/a0020969
 
79. Higgins, M. C., & Kram, K. E. (2001). Reconceptualizing mentoring at work: A developmental network perspective. Academy of Management Review, 26, 264-288.
https://doi.org/10.2307/259122
 
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.
https://doi.org/10.1016/j.leaqua.2012.06.003
 
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.
https://doi.org/10.1016/j.orgdyn.2011.04.001
 
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.
https://doi.org/10.1016/j.jesp.2011.08.004
 
84. Hoyt, C. L., & Murphy, S. E. (2016). Managing to clear the air: Stereotype threat, women, and leadership. The Leadership Quarterly, 27, 387-399.
https://doi.org/10.1016/j.leaqua.2015.11.002
 
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.
https://doi.org/10.2307/2393451
 
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.
https://doi.org/10.5465/amj.2015.4011
 
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.
https://doi.org/10.1016/j.leaqua.2015.12.009
 
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.
https://doi.org/10.1111/j.1467-9280.2006.01707.x
 
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.
https://doi.org/10.1086/226425
 
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.
https://doi.org/10.5465/amj.2016.1215
 
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.
https://doi.org/10.1016/j.jesp.2004.05.004
 
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.
https://doi.org/10.1037/pspa0000129
 
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.
https://doi.org/10.1177/1052562909348767
 
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.
https://doi.org/10.1002/job.728
 
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.
https://doi.org/10.1037/apl0000139
 
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.
https://doi.org/10.1177/0018726710369397
 
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.
https://doi.org/10.1002/job.1782
 
98. Kossek, E. E., & Buzzanell, P. M. (2018). Women's career equality and leadership in organizations: Creating an evidencebased positive change. Human Resource Management, 57, 813-822.
https://doi.org/10.1002/hrm.21936
 
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.
https://doi.org/10.1080/13668809908414247
 
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.
https://doi.org/10.1177/0149206316671582
 
101. Kotter, J. P. (2012). Leading change. Boston, MA: Harvard Business Press.
https://doi.org/10.15358/9783800646159
 
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.
https://doi.org/10.1108/EDI-10-2013-0076
 
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.
https://doi.org/10.1037/0022-3514.80.6.942
 
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.
https://doi.org/10.1006/obhd.2001.2979
 
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.
https://doi.org/10.1037/pspp0000124
 
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.
https://doi.org/10.5465/amle.2008.34251670
 
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.
https://doi.org/10.1037/men0000101
 
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.
https://doi.org/10.1287/orsc.2017.1172
 
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.
https://doi.org/10.1016/j.leaqua.2014.05.001
 
113. Leigh, A., & Melwani, S. (2019). # BlackEmployeesMatter: Mega-threats, identity fusion, and enacting positive deviance in organizations. Academy of Management Review, 44, 564591.
https://doi.org/10.5465/amr.2017.0127
 
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.
https://doi.org/10.1016/j.obhdp.2017.07.004
 
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.
https://doi.org/10.1016/j.jesp.2018.11.003
 
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.
https://doi.org/10.1037/0021-9010.92.3.865
 
117. McCall, L. (2005). The complexity of intersectionality. Signs: Journal of Women in Culture and Society, 30, 1771-1800.
https://doi.org/10.1086/426800
 
118. McCarthy, L., & Moon, J. (2018). Disrupting the gender institution: Consciousness-raising in the cocoa value chain. Organization Studies, 39, 1153-1177.
https://doi.org/10.1177/0170840618787358
 
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.
https://doi.org/10.1111/j.1744-6570.2010.01172.x
 
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.
https://doi.org/10.1016/S0022-1031(02)00513-9
 
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
https://doi.org/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.
https://doi.org/10.1016/j.compedu.2018.07.019
 
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.
https://doi.org/10.1111/j.1468-0432.2008.00405.x
 
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
https://doi.org/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.
https://doi.org/10.1002/job.2374
 
128. Napier, J. L., Suppes, A., & Bettinsoli, M. L. (2020). Denial of gender discrimination is associated with better subjective wellbeing among women: A system justification account. European Journal of Social Psychology, 50, 1191-1209.
https://doi.org/10.1002/ejsp.2702
 
129. Neyland, D. (2007). Achieving transparency: The visible, invisible and divisible in academic accountability networks. Organization, 14, 499-516.
https://doi.org/10.1177/1350508407078050
 
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.
https://doi.org/10.1007/s10551-006-9266-3
 
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.
https://doi.org/10.1287/mnsc.1120.1602
 
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.
https://doi.org/10.1007/s40615-020-00825-4
 
133. Ortlieb, R., & Sieben, B. (2019). Balls, barbecues and boxing: Contesting gender regimes at organizational social events. Organization Studies, 40, 115-134.
https://doi.org/10.1177/0170840617736941
 
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.
https://doi.org/10.1111/j.1468-0432.2004.00254.x
 
135. Palmer, A., & Bosch, A. (2017). What makes representation of executive women in business happen? Equality, Diversity & Inclusion, 36, 306-320.
https://doi.org/10.1108/EDI-09-2016-0071
 
136. Parker, S. K., Bindl, U. K., & Strauss, K. (2010). Making things happen: A model of proactive motivation. Journal of Management, 36, 827-856.
https://doi.org/10.1177/0149206310363732
 
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.
https://doi.org/10.1016/j.jesp.2017.07.009
 
138. Peterson, H. (2015). "Unfair to women"? Equal representation policies in Swedish academia. Equality, Diversity and Inclusion, 34, 55-66.
https://doi.org/10.1108/EDI-09-2013-0070
 
139. Pettigrew, A. M. (2001). Management research after modernism. British Journal of Management, 12, 61-70.
https://doi.org/10.1111/1467-8551.12.s1.8
 
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
https://doi.org/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.
https://doi.org/10.1016/j.jesp.2017.06.021
 
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.
https://doi.org/10.1177/0149206318799480
 
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.
https://doi.org/10.1111/j.1468-0432.2008.00406.x
 
144. Pruitt, A. (2018). Redoing gender: How women in the funeral industry use essentialism for equality. Gender, Work and Organization, 25, 144-158.
https://doi.org/10.1111/gwao.12203
 
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.
https://doi.org/10.1177/1088868320918698
 
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., &
https://doi.org/10.1023/B:SERS.0000018886.58945.06
 
147. Kedharnath, U. (2018). Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness. Human Resource Management Review, 28, 190-203.
https://doi.org/10.1016/j.hrmr.2017.07.002
 
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.
https://doi.org/10.1111/j.1744-6570.2010.01174.x
 
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.
https://doi.org/10.1177/0001839217750868
 
150. Rawstron, K. (2013). Academic employment and gender equity legislation in Australia and Japan, 1970-2010. Equality, Diversity & Inclusion, 32, 777-793.
https://doi.org/10.1108/EDI-10-2012-0088
 
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.
https://doi.org/10.1037/0021-9010.91.1.233
 
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.
https://doi.org/10.1037/a0018204
 
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.
https://doi.org/10.1037/0022-3514.77.5.1004
 
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.
https://doi.org/10.1108/EDI-09-2017-0187
 
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.
https://doi.org/10.1177/0149206314539348
 
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.
https://doi.org/10.1287/orsc.2017.1118
 
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.
https://doi.org/10.1037/0022-3514.93.4.600
 
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.
https://doi.org/10.1016/j.leaqua.2015.12.003
 
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.
https://doi.org/10.1037/0021-9010.88.3.518
 
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.
https://doi.org/10.1006/jesp.1998.1373
 
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.
https://doi.org/10.1016/j.jvb.2017.05.005
 
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.
https://doi.org/10.1177/0956797611417260
 
165. Stojmenovska, D. (2019). Management gender composition and the gender pay gap: Evidence from British panel data. Gender, Work and Organization, 26, 738-764.
https://doi.org/10.1111/gwao.12264
 
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.
https://doi.org/10.1037/a0027974
 
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
https://doi.org/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.
https://doi.org/10.2307/2095103
 
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.
https://doi.org/10.31234/osf.io/jh5kt
 
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.
https://doi.org/10.1177/0170840610380812
 
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.
https://doi.org/10.1108/EDI-09-2017-0180
 
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.
https://doi.org/10.1177/0170840619894923
 
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.
https://doi.org/10.1016/j.jvb.2013.01.008
 
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.
https://doi.org/10.1108/EDI-05-2013-0031
 
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.
https://doi.org/10.4018/978-1-7998-8426-2.ch003
 
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.
https://doi.org/10.1007/s10551-012-1546-5
 
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
https://doi.org/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
https://doi.org/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.
https://doi.org/10.1111/ijmr.12206
 
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
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.
https://doi.org/10.5502/ijw.v12i1.1751
 
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
https://doi.org/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
https://doi.org/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.
https://doi.org/10.1177/0891243287001002002
 
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.
https://doi.org/10.1007/s11199-018-0970-0
 
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.
https://doi.org/10.1037/apl0000107
 
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.
https://doi.org/10.1007/s11199-012-0181-z
 
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.
https://doi.org/10.18653/v1/D17-1323
 
 
Do not use your browser's 'BACK' button.
Use the 'RESET' button to submit more references.
We now provide space to match 1,000 references per submission
To learn about other services and interfaces see our MetaData Delivery page.
Please contact us if you have any questions.
Tips:
There should be no line breaks within an individual reference.
When submitting multiple references they must be in alphabetical order or presented as a numbered list.
To check the accuracy of a reference, click on the link that is returned with the reference.
You may use any reference style, although it works best if references are formatted in a consistent and standard style. Just cut and paste this example list to try it out:
1. Boucher RC (2004) New concepts of the pathogenesis of cystic fibrosis lung disease. Eur Resp J 23: 146158.
2. Knowles MR, Boucher RC (2002) Mucus clearance as a primary innate defense mechanism for mammalian airways. J Clin Investig 109: 571577.
3. Antunes MB, Cohen NA (2007) Mucociliary clearance - a critical upper airway host defense mechanism and methods of assessment. Curr Opin Allergy Clin Immunol 7: 510.
4. Riordan JR, Rommens JM, Kerem BS, Alon N, Rozmahel R, et al. (1989) Identification of the Cystic-Fibrosis Gene - Cloning and Characterization of Complementary-Dna. Science 245: 10661072.
5. Rommens JM, Iannuzzi MC, Kerem BS, Drumm ML, Melmer G, et al. (1989) Identification of the Cystic-Fibrosis Gene - Chromosome Walking and Jumping. Science 245: 10591065.
6. Bobadilla JL, Macek M, Fine JP, Farrell PM (2002) Cystic fibrosis: A worldwide analysis of CFTR mutations - Correlation with incidence data and application to screening. Human Mutation 19: 575606.
7. Qu BH, Thomas PJ (1996) Alteration of the cystic fibrosis transmembrane conductance regulator folding pathway - Effects of the Delta F508 mutation on the thermodynamic stability and folding yield of NBD1. J Biol Chem 271: 72617264.