Business Administration - Research Publications

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    Inclusion climate: A multilevel investigation of its antecedents and consequences
    Li, Y ; Perera, S ; Kulik, CT ; Metz, I (Wiley, 2019-07-01)
    This study investigates the antecedents and consequences of organization-level inclusion climate. A national sample of human resource decision-makers from 100 organizations described their firms' formal diversity management programs; 3,229 employees reported their perceptions of, and reactions to, their employers' diversity management. Multilevel analyses demonstrate that identity-conscious programs (programs that target specific identity groups) generate an inclusion climate. Moreover, the analyses provide evidence of multilevel mediation: In organizations with an inclusion climate, individual employees perceive the organization as fulfilling its diversity management obligations and respond with higher levels of affective commitment. This study represents an important step toward understanding how a shared perception of organizational inclusiveness develops and how inclusion climate facilitates the achievement of diversity management objectives. The findings also shed light on the important role of identity-conscious programs in promoting organizational commitment within a diverse workforce.
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    Why are Self-Help Books with Career Advice for Women Popular?
    Metz, I ; Kumra, S (Academy of Management, 2019-02-28)
    Self-help books with career advice for women who aspire to leadership are popular. This popularity is somewhat surprising, in that the advice appears to take us back to the “fix the women” approach to career advancement of the 1960s and 1970s. Sheryl Sandberg’s (2013)Lean In is a vivid example of this popular genre. In this paper, we use Sandberg’s book to examine why a focus on personal agency is resonating with so many women. We explain the success of Lean In from the working woman’s perspective, comparing and contrasting the academic and popular literatures. We then reflect on the relevance of individual action as a catalyst for change in relation to the more difficult-to-change barriers to women’s advancement at the interpersonal, organizational, and societal levels. We conclude by reflecting on what the popularity of the self-help literature tells scholars about future research directions and the dissemination of their findings.