FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W184488023> ?p ?o ?g. }

• W184488023 startingPage "213" @default.
• W184488023 abstract "There is a growing disconnect between academic research on gender bias and workplace examinations of gender based discrimination (Landy, 2008). Gender stereotypes are often most salient when evaluating strangers, and a substantial body of literature examines this stranger-to-stranger bias (Eagly & Carli, 2007). Stranger-to-stranger studies often find pro-male bias in workplace evaluations, especially when gender roles and work roles are seemingly incongruent (Eagly & Karau, 2002). Such studies examine stereotype-driven bias at a micro or individual level. Additionally, at the macro or cultural level, there is clear evidence of gender differences in career choices (Konrad, 2003), promotion rates and pay (Kolesnikova & Liu, 2011), and gender harassment (Nielsen, Bjorkelo, Notelaers, & Einarsen, 2010). All of these differences negatively impact women in the workplace. New studies which focus on the meso (or organizational) level are needed to examine how stereotypes regarding women result in real world bias in organizational-level decision making. The gap in organizational-level research has led some to question whether gender bias exists outside of the stranger-to-stranger paradigm (Copus, 2005; Landy, 2008). We examine micro and macro level literature on gender-based workplace disparity and bias and review the literature that suggests stranger-to-stranger studies are relevant to meso level discrimination. In addition, we discuss the reasons why and how future studies need to specifically focus on the organizational level. Women in the U. S. workforce face significant challenges in career advancement (Bayard, Hellerstein, Neumark, & Troske, 2003; Lavelle, 2001). According to Catalyst (2010), although 47% of the U.S. workforce consists of women, less than 16% of Fortune 500 board seats, corporate officer positions, or executive officer positions were held by women in 2009. Additionally, only 3% of the Fortune 500 companies have had a woman as their chief executive officer (Cappelli & Hamori, 2005; Jones, 2009). The attainment of top positions in fields, and benefits to go along with those top positions, bypass women for many reasons. When women do manage to acquire top managerial positions in organizations, those positions come at a price. Studies indicate career-oriented women are more likely to delay relationships or children in order to advance their careers (Hoffnung, 2004). Typically, women are more likely to perceive workplace pressure to make a choice between career and family (Nielsen, Yarker, Randall & Munir, 2009). Balancing career and family can cause stress and anxiety, particularly in women (Ford, Heinen & Langkamer, 2007). Women are more likely to self-select into less prestigious and lower paying careers compared to men (Konrad, 2003). Career choices explain some of the gender pay gap in the United States, but even after adjusting for these choices of career, education, seniority, and work/family decisions the pay gap remains (Blau & Kahn, 2003). Lewis (2004) suggested gender differences in pay rates are due to human capital variables (e.g., such as education level, work schedule, experience, and career choice), rather than discrimination. However, after accounting for these human capital variables, the U.S. General Accountability Office (2003) found that there remained a wage gap between men and women. Although the gender wage gap has been decreasing over the last thirty years there is still a difference in salary between men and women in similar careers with similar experience (Kolesnikova & Liu, 2011). Women who wish to achieve managerial positions are further hampered by gender role stereotypes of men, women, and management positions. Gender role stereotypes may hamper women in masculine-type occupations such as management, resulting in reduced pay compared to men, harsher or less job-relevant standards in performance evaluation, and a reduced likelihood to advance (Eagly & Koening, 2008). …" @default.
• W184488023 created "2016-06-24" @default.
• W184488023 creator A5027244269 @default.
• W184488023 creator A5062972853 @default.
• W184488023 date "2012-06-01" @default.
• W184488023 modified "2023-10-07" @default.
• W184488023 title "Workplace Gender Bias: Not Just between Strangers" @default.
• W184488023 cites W1567642641 @default.
• W184488023 cites W1583650956 @default.
• W184488023 cites W1829871232 @default.
• W184488023 cites W1871570007 @default.
• W184488023 cites W1976903061 @default.
• W184488023 cites W1990031198 @default.
• W184488023 cites W1999183331 @default.
• W184488023 cites W2038115273 @default.
• W184488023 cites W2056648275 @default.
• W184488023 cites W2059293262 @default.
• W184488023 cites W206593461 @default.
• W184488023 cites W2081359940 @default.
• W184488023 cites W2085702446 @default.
• W184488023 cites W2087012654 @default.
• W184488023 cites W2089281991 @default.
• W184488023 cites W2095528185 @default.
• W184488023 cites W2105072714 @default.
• W184488023 cites W2111460086 @default.
• W184488023 cites W2114501319 @default.
• W184488023 cites W2117238551 @default.
• W184488023 cites W2118405693 @default.
• W184488023 cites W2122724555 @default.
• W184488023 cites W2123977602 @default.
• W184488023 cites W2130019847 @default.
• W184488023 cites W2143897586 @default.
• W184488023 cites W2150612226 @default.
• W184488023 cites W2154380314 @default.
• W184488023 cites W2155399036 @default.
• W184488023 cites W2163500915 @default.
• W184488023 cites W2222735789 @default.
• W184488023 cites W28370520 @default.
• W184488023 cites W2883339961 @default.
• W184488023 cites W3122704454 @default.
• W184488023 cites W3126034453 @default.
• W184488023 cites W607612621 @default.
• W184488023 hasPublicationYear "2012" @default.
• W184488023 type Work @default.
• W184488023 sameAs 184488023 @default.
• W184488023 citedByCount "10" @default.
• W184488023 countsByYear W1844880232013 @default.
• W184488023 countsByYear W1844880232015 @default.
• W184488023 countsByYear W1844880232016 @default.
• W184488023 countsByYear W1844880232017 @default.
• W184488023 countsByYear W1844880232021 @default.
• W184488023 crossrefType "journal-article" @default.
• W184488023 hasAuthorship W184488023A5027244269 @default.
• W184488023 hasAuthorship W184488023A5062972853 @default.
• W184488023 hasConcept C15744967 @default.
• W184488023 hasConcept C168127410 @default.
• W184488023 hasConcept C17744445 @default.
• W184488023 hasConcept C199539241 @default.
• W184488023 hasConcept C2778139618 @default.
• W184488023 hasConcept C2778976716 @default.
• W184488023 hasConcept C2983427547 @default.
• W184488023 hasConcept C77805123 @default.
• W184488023 hasConceptScore W184488023C15744967 @default.
• W184488023 hasConceptScore W184488023C168127410 @default.
• W184488023 hasConceptScore W184488023C17744445 @default.
• W184488023 hasConceptScore W184488023C199539241 @default.
• W184488023 hasConceptScore W184488023C2778139618 @default.
• W184488023 hasConceptScore W184488023C2778976716 @default.
• W184488023 hasConceptScore W184488023C2983427547 @default.
• W184488023 hasConceptScore W184488023C77805123 @default.
• W184488023 hasIssue "2" @default.
• W184488023 hasLocation W1844880231 @default.
• W184488023 hasOpenAccess W184488023 @default.
• W184488023 hasPrimaryLocation W1844880231 @default.
• W184488023 hasRelatedWork W110905501 @default.
• W184488023 hasRelatedWork W13585979 @default.
• W184488023 hasRelatedWork W141523044 @default.
• W184488023 hasRelatedWork W15083938 @default.
• W184488023 hasRelatedWork W1578570286 @default.
• W184488023 hasRelatedWork W177359849 @default.
• W184488023 hasRelatedWork W1896784632 @default.
• W184488023 hasRelatedWork W1932803865 @default.
• W184488023 hasRelatedWork W2101958951 @default.
• W184488023 hasRelatedWork W2121756137 @default.
• W184488023 hasRelatedWork W2136920012 @default.
• W184488023 hasRelatedWork W2139320176 @default.
• W184488023 hasRelatedWork W2511630790 @default.
• W184488023 hasRelatedWork W2607844207 @default.
• W184488023 hasRelatedWork W274178623 @default.
• W184488023 hasRelatedWork W2754263175 @default.
• W184488023 hasRelatedWork W342489949 @default.
• W184488023 hasRelatedWork W950422360 @default.
• W184488023 hasRelatedWork W98122759 @default.
• W184488023 hasRelatedWork W2596110787 @default.
• W184488023 hasVolume "14" @default.
• W184488023 isParatext "false" @default.
• W184488023 isRetracted "false" @default.
• W184488023 magId "184488023" @default.
• W184488023 workType "article" @default.