This study assessed if human capital is more related to women’s advancement low levels (i. e., supervisory and junior management) social their high middle senior in Australian banks. The results do not support differential prediction hypotheses. Overall, explained most of at all contribution that explanation was, generally, negligible. also included qualitative data. appeared the view important managerial than levels. Of particular concern women reported gender discrimination as frequent...

Empirical findings on the link between gender diversity and performance have been inconsistent. This paper presents three competing predictions of organizational diversity–performance relationship: a positive linear prediction derived from resource-based view firm, negative self-categorization social identity theories, an inverted U-shaped curvilinear integration firm with theories. also proposes moderating effect industry type (services vs. manufacturing) relationship. The were tested in...

This study investigates the antecedents and consequences of organization‐level inclusion climate. A national sample human resource decision‐makers from 100 organizations described their firms' formal diversity management programs; 3,229 employees reported perceptions of, reactions to, employers' management. Multilevel analyses demonstrate that identity‐conscious programs (programs target specific identity groups) generate an Moreover, provide evidence multilevel mediation: In with climate,...

Employee change cynicism is an unintended consequence of organizational change, which can undermine the effectiveness initiatives. Based on social information processing theory, we examine impact two human resource roles (administrative expert and strategic agent) relationship between quantity employee cynicism. Using multilevel data from 1,831 employees in 70 organizations, find who are exposed to more report higher levels However, strength change–cynicism affected by role HR employees'...

ABSTRACT There are many researchers who believe that workplace exclusion is a unique construct and worthwhile to study; however, there also significant inconsistency across existing research in definitions explanations. These variations illustrate the practical investigative need for more precise approach can be consistently utilized facilitate common deeper understanding of exclusion. To this end, we build bridge different perspectives establish clearer conceptual foundation. Our work...

We live today in an ever-growing globalized business environment, where change has become a prerequisite for organizations to ensure not only their success but also survival increasingly dynamic and sometimes unpredictable even turbulent environment. Business companies are concerned with aligning operations environment is seen as open, complex continuous process, i.e. normal part of everyday life. In this context, resistance the effectiveness practices reduce significant importance...

Our study examines women's representation in editorial boards management over a 15-year period viz their as authors. It uses secondary data from 57 journals covering approxi...

Work–family programs signal an employer's perspective on gender diversity to employees, and can influence whether the effects of performance are positive or negative. This article tests interactive nonmanagement work–family productivity, management financial performance. The predictions were tested in 198 Australian publicly listed organizations using primary (survey) secondary (publicly available) data based a two‐year time lag between findings indicate that leads higher productivity with...

Demography theory suggests that high gender diversity leads to turnover. As turnover is costly, we tested the following: a main effect prediction derived from demography theory, and moderating relational framework. Data on 198 publicly listed organisations were collected through human resources decision‐maker survey archival databases. The results indicate higher lower in with many gender‐focused policies practices. Findings suggest can their rates by increasing implementing

Based on social support and gender role theories, we examined the direct interactive effects of leader–member exchange, spouse's orientation work–family conflict. Survey data were collected from matched dyads 185 dual-earner couples in Sri Lanka. The results show that exchange is negatively related to work interference with family. There also for crossover among such individuals spouses who have a traditional experience greater family Finally, there three-way interaction moderates...

Abstract Toxin handlers are organizational members who help colleagues manage negative emotions in the workplace. Although toxin handling activities distressed employees remain productive, they put handler at risk of emotional exhaustion. In this research, more than 400 HR managers described their experience managing emotionally charged employee problems. We found that formalizing responsibilities provided a buffering effect: whose organizations had made problems formal part experienced...

The transition from 'personnel' to 'human resource management' took place in Australia the latter part of twentieth century. change nomenclature reflects a nature work: an employee-centred role management-centred role. In this paper we examine relationship between these two roles, with particular emphasis on their compatibility. Using interview data find that HR managers devote considerable time activities. philosophically reconcile activities responsibilities as strategic partner by...

Purpose This study aims to assess whether differences exist in the barriers reported by, and person‐ situation‐centred factors related managerial advancement of, women with without children. The also seeks examine having children influences women's advancement, by affecting person‐situation such as training development or work hours. Design/methodology/approach A confidential, voluntary survey was mailed 1,183 female staff who held from non‐manager executive positions banking industry....

This study's aim is to understand how individuals who are part of dual‐earner couples experience and deal with work–family conflict in Sri Lanka. Twenty‐five interviews were conducted identify if negotiated within their marital relationships, between themselves supervisors, reduce or cope conflict. The indicated that negotiations at home work concerned contributions the exchange relationship unlikely adversely affect (home work) relationships. Negotiations more likely be initiated by women...

The perception that women leave work because of their family responsibilities often underpins the differential treatment and men in organisations. Thus, present study examines reasons for women's departure. Forty-four Australian banking sector were interviewed; is still a female-dominated industry with male-dominated hierarchy despite award-winning efforts complying AA/EEO legislation since 1988–89. interviews indicate that, most, are not primary reason leaving employers. In addition,...