Management and Marketing - Research Publications
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ItemWhy Does Workplace Gender Diversity Matter? Justice, Organizational Benefits, and Policy(Wiley, 2020)Why does workplace gender diversity matter? Here, we provide a review of the literature on both justice‐based and organizational benefits of workplace gender diversity that, importantly, is informed by evidence regarding sex differences and their relationship with vocational behavior and outcomes. This review indicates that the sexes are neither distinctly different, nor so similar as to be fungible. Justice‐based gains of workplace gender diversity include that it may cause less sex discrimination and may combat androcentrism in products and services. We then consider potential instrumental benefits of workplace gender diversity to organizations, including for team and firm performance, innovation, occupational well‐being, and corporate governance. The evidence of positive association is currently strongest for occupational well‐being and governance. We recommend that policy makers ground gender diversity initiatives in this comprehensive and evidence‐based understanding of the benefits of workplace gender diversity.
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ItemExpressions of masculinity and associations with suicidal ideation among young males(Springer Science and Business Media LLC, 2020-12)Background Adolescent boys and young men are at particular risk of suicide. Suicidal ideation is an important risk factor for suicide, but is poorly understood among adolescent males. Some masculine behaviors have been associated with deleterious effects on health, yet there has been little quantitative examination of associations between masculinity and suicide or suicidal ideation, particularly among boys/young men. This study aimed to examine associations between conformity to masculine norms and suicidal ideation in a sample of adolescents. Methods A prospective cohort design, this study drew on a sample of 829 Australian boys/young men from the Australian Longitudinal Study on Male Health. Boys were 15–18 years at baseline, and 17–20 years at follow-up. Masculine norms (Wave 1), were measured using the Conformity to Masculine Norms Inventory (CMNI-22). Suicidal ideation (Wave 2) was a single-item from the Youth Risk Behavior Survey. Logistic regression analysis was conducted, adjusting for available confounders including parental education, Indigenous Australian identity and area disadvantage. Results In adjusted models, greater conformity to violent norms (OR = 1.23, 95% Confidence Interval [CI]: 1.03–1.47) and self-reliance norms (OR = 1.40, 95% CI: 1.15–1.70) was associated with higher odds of reporting suicidal ideation. Greater conformity to norms regarding heterosexuality was associated with reduced odds of reporting suicidal ideation (OR = 0.80, 95% CI: 0.68–0.91). Conclusions These results suggest that conforming to some masculine norms may be deleterious to the mental health of young males, placing them at greater risk of suicidal ideation. The results highlight the importance of presenting young males with alternative and multiple ways of being a male. Facilitating a relaxation of norms regarding self-reliance, and encouraging help-seeking, is vital. Furthermore, dismantling norms that rigidly enforce masculine norms, particularly in relation to heteronormativity, is likely to benefit the broad population of males, not only those who do not conform to heterosexual and other masculine norms.
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ItemNo Preview AvailableInter-individual Differences in Intra-individual Variability in Personality Within and Across Contexts(Elsevier BV, 2020-04-01)This study focuses on intra-individual variability in personality at work, and how it relates to job performance. 288 professionals completed contextualised adjective-based personality assessments in work and non-work contexts, and a non-contextualised personality measure. Ratings of their personality were also obtained from colleagues, family members and friends. Supervisors provided performance ratings for 130 participants. Results indicate that personality is context- and source-dependent, and varies systematically within contexts intra-individually regardless of source. Whilst this variability was predictive of some performance criteria when based on other-ratings, overall predictive effects were small in number and size. This study adds to the relatively small body of research on personality variability and performance and contributes to the conceptualisation of personality as a dynamic construct.
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ItemPredicting Employee Attitudes to Workplace Diversity from Personality, Values, and Cognitive Ability(Elsevier, 2019)The current study assessed the predictive validity of broad and narrow measures of personality, values, and cognitive ability on employee attitudes to workplace diversity. Australian working adults (N = 731; 66% female; mean age = 43, SD = 12) completed the 200- item HEXACO Personality Inventory, Schwartz's Portrait Values Questionnaire, ACER measures of numeric, verbal, and abstract reasoning ability, the Attitudes Toward Diversity Scale, and four scales measuring prejudice towards female workers, ethnic workers, older workers, and workers with a disability. Results showed that Honesty–Humility, Extraversion, Openness, and cognitive ability (especially verbal) predicted more positive attitudes to workplace diversity. Valuing power, security, and tradition more, and valuing universalism less was associated with more negative attitudes to workplace diversity.
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ItemWho Is the Wolf and Who Is the Sheep? Towards a More Nuanced Understanding of Workplace Incivility(Cambridge University Press (CUP), 2018-01-31)Cortina, Rabelo, and Holland's (2018) perspective on studying victimization in organizations is a welcome contribution to workplace aggression research. We share their believe that considering a perpetrator predation paradigm may advance and proliferate research on issues related to gender harassment, bullying, mobbing, and other explicitly overt forms of victimization where the intent to harm is supposedly clear. However, we propose that, if blindly adopted, neither the dominant victim precipitation paradigm nor the suggested perpetrator predation paradigm will improve research on incivility or other more covert and indirect forms of victimization. In fact, we suggest in our commentary that both models may be counterproductive for understanding and remedying incivility in organizations.
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ItemAtención y memoria en una muestra de pacientes con quejas de memoria(Sociedad de Neuropsicología de Argentina, 2014-07-14)The goal of this investigation was to evaluate cognitive deficits on attention and memory through neuropsychological testing in patients with memory complaints. We assessed 204 subjects divided into four groups: 33 controls, 62 with No Cognitive Disorder, 65 with non demential cognitive disorder and 44 with dementia of the Alzheimer’s Type. We administrated several neuropsychological tests to evaluate focalized attention, sustained attention, attention span, concentration, retention and recall memory for both verbal and visual material. The results show that patients with dementia of the Alzheimer’s Type show deficit in all the modalities of attention and memory assessed. The patients with non demential cognitive disorder differ from controls only if the group was divided by age. In patients under 60 years of age there were no differences in the tests administered compared to controls; the group of patients with 60 years and over was different from controls in some tests of attention and memory, with the group of controls having better results than the group of patients with non demential cognitive disorder. We conclude that this group of patients corresponds to Mild Cognitive Disorder and that this entity should consider age in its diagnostic criteria.