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作者：Gaughan, Kevin P.; Hirsch, Paul M.
作者单位：Northwestern University
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作者：Desai, Sreedhari D.; Chugh, Dolly; Brief, Arthur P.
作者单位：University of North Carolina; University of North Carolina Chapel Hill; New York University; Utah System of Higher Education; University of Utah
摘要：Based on five studies with a total of 993 married, heterosexual male participants, we found that marriage structure has important implications for attitudes, beliefs, and behaviors related to gender among heterosexual married men in the workplace. Specifically, men in traditional marriages-married to women who are not employed-disfavor women in the workplace and are more likely than the average of all married men to make decisions that prevent the advancement of qualified women. Results show t...
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作者：Khaire, Mukti
作者单位：Harvard University
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作者：Kleinbaum, Adam M.
作者单位：Dartmouth College; Dartmouth College
摘要：To extend research on the effects of networks for career outcomes, this paper examines how career processes shape network structure. I hypothesize that brokerage results from two distinct mechanisms: links with former co-workers and with friends of friends accumulated as careers unfold. Furthermore, I hypothesize that organizational misfits-people who followed career trajectories that are atypical in their organization-will have access to more valuable brokerage opportunities than those whose ...
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作者：Castilla, Emilio J.; Benard, Stephen
作者单位：Massachusetts Institute of Technology (MIT); Indiana University System; Indiana University Bloomington; Massachusetts Institute of Technology (MIT)
摘要：In this article, we develop and empirically test the theoretical argument that when an organizational culture promotes meritocracy (compared with when it does not), managers in that organization may ironically show greater bias in favor of men over equally performing women in translating employee performance evaluations into rewards and other key career outcomes; we call this the paradox of meritocracy. To assess this effect, we conducted three experiments with a total of 445 participants with...
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作者：Holm, Petter
作者单位：UiT The Arctic University of Tromso
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作者：Dunn, Mary B.; Jones, Candace
作者单位：University of Texas System; University of Texas Austin; Boston College
摘要：Although most studies underscore institutional change as replacement of one dominant logic for another and assume that professions are guided by a single logic, professions that operate in multiple institutional spheres often have plural logics. We focus on medical education, the supplier of medical professionals, which resides at the interstices between academia and healthcare. Using archival sources from 1910 to 2005, we identify two logics central to the profession that persisted over time:...
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作者：Kumar, Rajesh
作者单位：University of Nottingham
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作者：Dencker, John C.
作者单位：University of Illinois System; University of Illinois Urbana-Champaign
摘要：Using longitudinal personnel data from a U.S. Fortune 500 manufacturing firm for the period of 1967 to 1993, I assess the effects of corporate restructuring and power differences between a firm and its managers on the nature and use of different incentives. I extend relative bargaining power theory to predict that a firm's ability to provide incentives in the ways it prefers-bonuses instead of increases to base salary or promotions-varies due to differences over time in monitoring and sanction...
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作者：Pozner, Jo-Ellen
作者单位：University of California System; University of California Berkeley
