Making the Invisible Visible: Paradoxical Effects of Intersectional Invisibility on the Career Experiences of Executive Black Women

Smith, Alexis Nicole; Watkins, Marla Baskerville; Ladge, Jamie; Carlton, Pamela

doi:10.5465/amj.2017.1513

Cited by 125 publications

(146 citation statements)

References 47 publications

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“…The authors found that decreased risk taking is the mediating mechanism that facilitates the positive relationship with financial performance. Several studies also examined the importance of other “diversity” attributes, such as a CEO’s socioeconomic status (Kish-Gephart & Campbell, 2015), ethnicity (Smith, Watkins, Ladge, & Carlton, 2019), birth order (Campbell, Jeong, & Graffin, 2019), gender representation (Klein, Chaigneau, & Devers, in press), or age (Ortiz-de-Mandojana, Bansal, & Aragón-Correa, 2019). These studies highlight how considering the interaction between executive characteristics can add nuance to our understanding of CEO impact.…”

Section: Evaluating Progress Made On Uet Metacritiquesmentioning

confidence: 99%

Metacritiques of Upper Echelons Theory: Verdicts and Recommendations for Future Research

Neely

Lovelace²,

Cowen

et al. 2020

Journal of Management

200

174

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After more than 35 years, Hambrick and Mason’s upper echelons theory (UET) stands as one of the most influential perspectives in management research. However, as the literature and its attendant reviews have become more numerous and specialized, discussion of the fundamental conceptual and methodological critiques leveled against research utilizing the UET perspective has grown fragmented. As such, the first aim of the present review is to identify and synthesize a set of common critiques levied against UET research. In doing so, we unpack important nuance within each critique while establishing a common vocabulary to facilitate greater consistency in how these critiques are discussed by scholars, editors, and reviewers. Next, we analyze the past decade of UET research (i.e., empirical and conceptual articles) to provide a progress report on the state of the literature as it pertains to each critique. Based on this analysis, we issue a “verdict,” providing clear guidance on what issues still need to be resolved and offering clear recommendations for UET scholars moving forward. Finally, we close by taking stock of how our recommendations position UET scholars to embrace the task of providing impactful insights on emerging challenges facing top executives.

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Section: Evaluating Progress Made On Uet Metacritiquesmentioning

confidence: 99%

Metacritiques of Upper Echelons Theory: Verdicts and Recommendations for Future Research

Neely

Lovelace²,

Cowen

et al. 2020

Journal of Management

200

174

View full text Add to dashboard Cite

show abstract

“…Although there are conflicting findings with respect to gender and race and the prevalence of workplace aggression in healthcare, 4 6 28 our findings were consistent with the broader literature on the negative interpersonal experiences of female and Black employees. [37][38][39][40][41] In addition, there have been recent findings that racist abuse against NHS staff has nearly tripled over the past few years-suggesting that workplace aggression in the NHS may be racialised. 42 43 Clearly, all employees would benefit from safeguards against Open access aggression, but our results highlight that best practices may be critically needed for these groups in particular.…”

Section: Discussionmentioning

confidence: 99%

How do aggression source, employee characteristics and organisational response impact the relationship between workplace aggression and work and health outcomes in healthcare employees? A cross-sectional analysis of the National Health Service staff survey in England

et al. 2020

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ObjectivesTo examine the prevalence of aggression in healthcare and its association with employees’ turnover intentions, health and engagement, as well as how these effects differ based on aggression source (patients vs colleagues), employee characteristics (race, gender and occupation) and organisational response to the aggression.DesignMultilevel moderated regression analysis of 2010 National Health Service (NHS) survey.Setting147 acute NHS trusts in England.Participants36 850 participants across three occupational groups (14% medical/dental, 61% nursing/midwifery, 25% allied health professionals or scientific and technical staff).Main outcome measuresEmployee turnover intentions, health and work engagement.ResultsBoth forms of aggression (from patients and colleagues) have significant and substantial effects on turnover intentions, health and work engagement; however, for all three outcome variables, the effect of aggression from colleagues is more than twice the size of the effect of aggression from patients. Organisational response was found to buffer the negative effects of aggression from patients for turnover intentions and the negative effects of aggression from patients and colleagues for employee health. The results also demonstrated that nurses/midwives, women and Black employees are more likely to experience aggression; however, no clear patterns emerged on how aggression differentially impacts employees of different races, genders and occupations with respect to the outcome variables.ConclusionsAlthough aggression from patients and colleagues both have negative effects on healthcare employees’ turnover intentions, health and work engagement, these negative effects are worse when it is aggression from colleagues. Having an effective organisational response can help ameliorate the negative effects of aggression on employees’ health; however, it may not always buffer negative effects on turnover intentions and work engagement. Future research should examine other approaches, as well as how organisational responses and resources may need to differ based on aggression source.

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“…Female offenders can hide behind their leaders as frequent followers in crime rather than leaders in crime. When someone detects deviant leaders, followers might still avoid attention, especially by making themselves invisible (Gottschalk and Smith 2015), which means that they are easily overlooked or disregarded (Smith et al 2020). Women do simply not appear to fit the profile of a serious criminal (Becker and McCorkel 2011).…”

Section: Organizational Opportunitiesmentioning

confidence: 99%

Gender and Crime: Convenience for Pink-Collar Offenders

Gottschalk

2020

Deviant Behavior

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Traditionally, research on the gender fraction of women in white-collar crime has focused on female lack of financial motive, organizational opportunity, and personal willingness for deviant behavior. This article applies the opposite perspective of traditional gender research on white-collar crime in terms of special female motive, opportunity, and willingness. This article challenges prior research regarding female involvement in white-collar crime. Based on the theory of convenience, this article identifies convenience themes that are gender-specific in favor of pink-collar offenders. In the motive dimension of convenience theory, we find concern for others and strain causing depression and anxiety. In the opportunity dimension, we find that women have the advantage of facing suspicion of misconduct, wrongdoing, and crime to a far lesser extent compared to men. In the willingness dimension, we find that women as followers can justify their actions and neutralize their potential guilt feelings far better than men in the role of leaders in crime can neutralize what they have done.

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Making the Invisible Visible: Paradoxical Effects of Intersectional Invisibility on the Career Experiences of Executive Black Women

Cited by 125 publications

References 47 publications

Metacritiques of Upper Echelons Theory: Verdicts and Recommendations for Future Research

Metacritiques of Upper Echelons Theory: Verdicts and Recommendations for Future Research

How do aggression source, employee characteristics and organisational response impact the relationship between workplace aggression and work and health outcomes in healthcare employees? A cross-sectional analysis of the National Health Service staff survey in England

Gender and Crime: Convenience for Pink-Collar Offenders

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