Editorial: What Is Wrong With Leader Emergence?

Editorial on the Research Topic: What Is Wrong With Leader Emergence

Passing as resistance through a Goffmanian approach: Normalized, defensive, strategic, and instrumental passing when LGBTQ+ individuals encounter institutions

Data availability statement: The data that support the findings of this study are available from the corresponding author upon reasonable request.Copyright © 2022 The Authors. Passing and coming out are two divergent individual strategies historically associated with the LGBTQ+ community as they struggle to fit in with normative expectations at work and in life. While coming out has gradually become more common in organizations and national contexts that offer safeguards for LGBTQ+ individuals, passing remains an option where no such measures are available. Drawing on interviews with working-class LGBTQ+ individuals in a country with an adversarial context, that is, Turkey, we identify how varieties of passing, defined as acting and appearing to fit with the dominant sexual orientation and gender identity norms, are used as strategies of coping with institutional norms. Working-class LGBTQ+ individuals are an important group to study as many draw their pride, power, and identity from their engagement with work and the labor market. Transcending the monolithic accounts of passing, we illustrate four variants of passing (i.e., normalized, defensive, strategic, and instrumental passing) that LGBTQ+ individuals deploy at work. Reflecting on the field study findings, we explicate how and why LGBTQ+ individuals choose to pass at work in each case

Beyond the three monkeys of workforce diversity: Who hears, sees, and speaks up?

Data availability statement: The raw data supporting the conclusions of this article will be made available by the authors, without undue reservation.Copyright © 2022 Kusku, Araci, Tanriverdi and Ozbilgin. The purpose of this study was to explain differences between employees who feel a sense of belonging and those who feel a sense of otherness in terms of their opinions about diversity works in their organizations. We conducted an empirical study to examine the perceptual differences between two independent groups of the study “who feel a sense of belonging” and “who feel a sense of otherness.” We collected data from 792 employees working for organizations in different sizes, industries, and capital structures, which enriched the representativeness of the sample. The findings show that out-group members remain less satisfied with diversity works in their organizations based on four main issues such as “competence of diversity actors,” “embeddedness of diversity works in organizational policies/practices,” “diversity awareness in the HRM functions,” and “diversity-related employee satisfaction.” This paper makes two contributions. First, it contributes to the extant literature an understanding of the differences between those who remain indifferent to diversity works and those who care to see, speak, and hear about them. Second, with a few exceptions, extant studies on diversity works have been dominated by Western-centered research. Research is needed on countries with different macro-contextual conditions, such as different legal regulations, socio-political status, and history. For this study, survey data were collected from people who work in Turkey, a country which has limited legal measures and underdeveloped discourses for equality, diversity, and inclusion. The paper provides significant insights into leading diversity works in national settings with less developed supportive mechanisms for diversity

Institutional suicide as anomie: decedents speak out for work-related suicides through a Durkheimian exploration of suicide notes in a context without institutional responsibilization for suicide prevention

Data availability statement: Publicly available information has been analyzed in this study. Links to the online sources have not been included with the article in order to protect the privacy of the individuals affected. Queries regarding the source material should be directed to the corresponding author.Introduction: Drawing on Durkheim’s historical theorization of suicide, we extend his concept of anomic suicide, which is suicide due to a lack of social regulation, to introduce the concept of institutional suicide. We define institutional suicide as suicide due to the absence or decline of institutional policies, practices, and discourses for prevention. In this study, we explore the mechanisms for institutional suicides based on suicide notes Turkey, in a context without institutional responsibilization for prevention. Turkey provides a significant context for studying institutional suicides as policies, practices, and discourses for suicide prevention have been declining for some decades. Methods: Drawing on publically available suicide notes and narratives in Turkish media outlets, we analyze 17 suicide notes and responses from their institutions of work and friends, family, and colleagues. Findings and Discussion: We identify two mechanisms that lead to institutional suicides: (1) dehumanization due to lack of recognition and (2) misrecognition through a devaluation of potential. We extend the theory of anomie to institutional settings and offer social policy suggestions to improve institutional responses based on co-design based on suicide notes to prevent institutional suicides and call for institutional responsibilization for preventing work-related suicides.The author(s) declare that no financial support was received for the research, authorship, and/or publication of this article

Why do some followers remain silent in response to abusive supervision? A system justification perspective

Copyright © 2023 The Authors. This study investigates how the system justification motive manifests in employees’ voice/silence behavior at the workplace. It also explores the moderating effects of system justification on the linkage between abusive supervision and voice/silence behavior for blue- and white-collar employees. The field study generated responses from 905 employees in Turkey. Multi-group analysis reveals that the moderating effect of system justification motives varies by occupational class. In particular, the impact of abusive supervision on silence becomes more salient when white-collar employees endorse higher system justification motives. However, in the blue-collar sample, the absence of a moderating effect could be attributed to the strong main effect of system justification motives. The current study adds to the extant literature by applying a system justification perspective to voice and silence behavior by collar differences at work. It also provides important implications for managers in dealing with workplace mistreatment affecting all occupational groups, mainly when blue-collar employee silence is endemic and regulatory policies are inadequate

Exploring the interplay between deviance and loneliness at work

Deviance and loneliness at work are two constructs, the public interpretation of which locates them as social and economic problems that risk wellbeing and productivity at work. In line with the dominant framing of these two concepts, the authors first examine the overlap between them, explicating how and why deviance and loneliness may be similar. Through exploration of academic evidence and framing of both concepts, they provide a typology of deviance and loneliness that flesh out both destructive and constructive interpretations of the two concepts with a view to identify behavioral patterns at their intersection

The aromatase inhibitor anastrozole is associated with favorable embryo development and implantation markers in mice ovarian stimulation cycles

Objective: To investigate the embryonic and endometrial effects of anastrozole in preimplantation and implantation phases in FSH-induced cycles in mice