30 research outputs found
The influence of corporate elites on women on supervisory boards: Female directorsâ inclusion in Germany
Although we can observe noticeable progress in gender diversity on
corporate boards, these boards remain far from gender balanced. Our
paper builds on social identity theory to examine the impact of
corporate elitesâmen and women who sit on multiple corporate boardsâon
board diversity. We extend the main argument of social identity theory
concerning favouritism based on homophily by suggesting that boards with
men with multiple appointments are unwilling to include female board
members to protect the monopoly value generated by their elite status.
The empirical analysis, based on DAX 30 firms in the period of
2010â2015, shows that the presence of multi-board men is negatively
associated with womenâs participation, while the presence of multi-board
women and other women on management boards is positively related to
gender diversity on boards. Furthermore, robustness tests support and
confirm our conclusion that multi-board men have a significant
association with board diversity, even with small size (i.e. 1 or 2).
Additionally, we find a significant effect arising from pressure related
to the introduction of gender quotas in Germany, effective in 2016,
indicating the effectiveness of gender quota policies for board gender
diversity.</p
The employeeâorganization relationship and organizational citizenship behavior
Drawing upon social exchange theory and the norm of reciprocity, we review the employeeâorganization relationship (EOR). A number of EOR frameworks share common theoretical ground yet have developed independently: psychological contracts, perceived organizational support, employment relationship, social and economic exchange, and idiosyncratic deals. We examine the empirical evidence linking each of the frameworks to employeesâ organizational citizenship behavior (OCB). Relationships based on minimal investment (quasi-spot contracts and transactional psychological contracts) and psychological contract breach are negatively related to OCB. Economic exchange is unrelated to OCB. Relationships that demonstrate investment, support, fulfillment of obligations, and granting of idiosyncratic deals are positively related to OCB because they signal a trusting and benefit conferring relationship. We outline challenges and future research directions that address the âvalue addednessâ of the EOR frameworks
In pursuit of impact: how psychological contract research can make the work-world a better place
This paper is the result of the collective work undertaken by a group of Psychological Contract (PC) and Sustainability scholars from around the world, following the 2023 Bi-Annual PC Small Group Conference (Kedge Business School, Bordeaux, France). As part of the conference, scholars engaged in a workshop designed to generate expert guidance on how to aid the PC field to be better aligned with the needs of practice, and thus, impact the creation and maintenance of high-quality and sustainable exchange processes at work. In accordance with accreditation bodies for higher education, research impact is not limited to academic papers alone but also includes practitioners, policymakers, and students in its scope. This paper therefore incorporates elements from an impact measurement tool for higher education in management so as to explore how PC scholars can bolster the beneficial influence of PC knowledge on employment relationships through different stakeholders and means. Accordingly, our proposals for the pursuit of PC impact are organized in three parts: (1) research, (2) practice and society, and (3) students. Further, this paper contributes to the emerging debate on sustainable PCs by developing a construct definition and integrating PCs with an âethics of careâ perspective
In Pursuit of Impact: How Psychological Contract Research Can Make the Work-World a Better Place
This paper is the result of the collective work undertaken by a group of Psychological Contract (PC) and Sustainability scholars from around the world, following the 2023 Bi-Annual PC Small Group Conference (Kedge Business School, Bordeaux, France). As part of the conference, scholars engaged in a workshop designed to generate expert guidance on how to aid the PC field to be better aligned with the needs of practice, and thus, impact the creation and maintenance of high-quality and sustainable exchange processes at work. In accordance with accreditation bodies for higher education, research impact is not limited to academic papers alone but also includes practitioners, policymakers, and students in its scope. This paper therefore incorporates elements from an impact measurement tool for higher education in management so as to explore how PC scholars can bolster the beneficial influence of PC knowledge on employment relationships through different stakeholders and means. Accordingly, our proposals for the pursuit of PC impact are organized in three parts: (1) research, (2) practice and society, and (3) students. Further, this paper contributes to the emerging debate on sustainable PCs by developing a construct definition and integrating PCs with an âethics of careâ perspective
A psychological contract perspective to managing the employment relationship during the COVID-19 pandemic in the aviation industry
Publisher Copyright: © 2023 The Author(s). Published by Informa UK Limited, trading as Taylor & Francis Group.Although the literature on psychological contracts is rich, researchers have so far paid limited attention to psychological contracts in times of crisis. To investigate how employees assess their psychological contracts during a crisis, we conducted 32 semistructured interviews during the third wave of the COVID-19 pandemic in Europe. The interviewees worked in the airline industry, which the pandemic severely affected. Our qualitative approach allowed us to gain novel insights into the mechanisms by which contracts are managed when the typical parameters of contract assessment are not possible, thereby allowing us to expand psychological contract theory. In addition to illustrating the key employer obligations that employees perceived during a crisis, we introduce two novel theoretical concepts âpsychological contract credit and psychological contract inactivationâthat explain how employees managed their contracts during the crisis. The practical findings of this study are of relevance to HR managers in managing future crises and addressing the aftermath of the COVID-19 pandemic.Peer reviewe
Why women build less effective networks than men: The role of structural exclusion and personal hesitation
Studies have shown that womenâs professional networks are often less
powerful and effective than menâs in terms of exchanged benefits, yet
the motivations that underlie the networking behaviours remain less well
understood. Based on an interview study of 37 high-profile female
leaders working in large German corporations, we found that not only the
extrinsic barrier of structural exclusion from powerful networks, but
also the intrinsic barrier of womenâs hesitations to instrumentalize
social ties are key to answering our research question: Why do women build less effective networks than men?
Our analysis points to the existence of structural exclusion resulting
from workâfamily conflict and homophily. With regard to personal
hesitation, we identified two elements that were associated with
under-benefiting from networking: moral considerations in social
interactions and gendered modesty. Our study makes two important
contributions. First, by highlighting personal hesitation as an
intrinsic barrier, it extends the understanding of womenâs motivations
for networking based on social exchange theory. Second, based on
structural barriers and personal hesitation, it develops a grounded
theory model of networking that offers a holistic understanding of
reasons that, from the perspective of the focal women, contribute to
gender inequality in the workplace.</p