294 research outputs found
Missing Links: Referrer Behavior and Job Segregation
How does referral recruitment contribute to job segregation, and what can organizations do about it?
Current theory on network effects in the labor market emphasizes the job-seeker perspective, focusing on the
segregated nature of job-seekersâ information and contact networks, and leaves little role for organizational
influence. But employee referrals are necessarily initiated from within a firm by referrers. We argue that
referrer behavior is the missing link that can help organizations manage the segregating effects of referring.
Adopting the referrerâs perspective of the process, we develop a computational model which integrates a set
of empirically documented referrer behavior mechanisms gleaned from extant organizational case studies.
Using this model, we compare the segregating effects of referring when these behaviors are inactive to the
effects when the behaviors are active. We show that referrer behaviors substantially boost the segregating
effects of referring. This impact of referrer behavior presents an opportunity for organizations. Contrary to
popular wisdom, we show that organizational policies designed to influence referrer behaviors can mitigate
most if not all of the segregating effects of referring
Exploring the pastiche hegemony of men
In this article I explore the continued hegemony of certain men. I use interview extracts to help think through the notion of pastiche hegemony as a means of understanding how men, and narratives about them, have changed, but unequal power relations persist. In particular, I explore this process within menâs understandings of how they were able to gain and maintain influence and power at work. Through their reflexive reading of the changing shape of late modern Western society, these men believed they were able to craft selves and employ social scripts to produce social influence and power in situational and contingent forms. I argue that it is within this interactional process that the increasingly undermined ideological and material legacy of patriarchy might still be reified. As such, while there is clear evidence highlighting the undermining of menâs ability to assume power, within this article I theoretically unpack how certain men might be able to produce a localized, pastiche hegemony. This article is published as part of a thematic collection on gender studies
Gender and Management: new directions in research and continuing patterns in practice
This is the authorâs version of the following article. The definitive version is available at www.interscience.wiley.com:Adelina Broadbridge and Jeff Hearn, Gender and management: New directions in research and continuing patterns in practice, 2008, British Journal of Management, (19), s1, 38-49. http://dx.doi.org/10.1111/j.1467-8551.2008.00570.xCopyright: British Academy of Management, Blackwell Publishing Ltdhttp://www.blackwellpublishing.com
Socioeconomic mobility and talent utilization of workers from poorer backgrounds: The overlooked importance of within-organization dynamics
Socioeconomic mobility, or the ability of individuals to improve their socioeconomic standing through merit-based contributions, is a fundamental ideal of modern societies. The key focus of societal efforts to ensure socioeconomic mobility has been on the provision of educational opportunities. We review evidence that even with the same education and job opportunities, being born into a poorer family undermines socioeconomic mobility due to processes occurring within organizations. The burden of poorer background might, ceteris paribus, be economically comparable to the gender gap. We argue that in the societal and scientific effort to promote socioeconomic mobility, the key context in which mobility is supposed to happenâorganizationsâas well as the key part of the life of people striving toward socioeconomic advancementâthat as working adultsâhave been overlooked. We integrate the organizational literature pointing to key within-organizational processes impacting objective (socioeconomic) success with research, some emergent in organizational sciences and some disciplinary, on when, why, and how people from poorer backgrounds behave or are treated by others in the relevant situations. Integrating these literatures generates a novel and useful framework for identifying issues people born into poorer families face as employees, systematizes extant evidence and makes it more accessible to organizational scientists, and allows us to lay the agenda for future organizational scholarshi
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