Masculinity contest culture reduces organizational citizenship behaviors through decreased organizational identification.

Koç, Yasin; Gulseren, Duygu Biricik; Lyubykh, Zhanna

doi:10.1037/xap0000351

Cited by 16 publications

(14 citation statements)

References 45 publications

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“…This study supports the opinion of Buch and Wetzel (2001), which states that factors creating work motivation include excellent working conditions, especially in terms of the physical work environment. The feeling is included in all administrative and management processes and applies to all levels and positions (Koc et al, 2021). Work motivation is also influenced by a humane way of disciplining that every member of the organization is an ordinary human being who is not free from weaknesses, deficiencies, and even mistakes (Maswadeh & Zumot, 2021).…”

Section: The Influence Of Organizational Environment On Motivationmentioning

confidence: 99%

Cultural Reconstruction and Organization Environment for Employee Performance

2021

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This study examined cultural and organizational motivations for success through organizational engagement and work motivation in the Department of Public Works in the province of Maluku, Indonesia. The approach used for this study was quantitative, using a survey. The Department of Public Works of the Province of Maluku was the research site with a sample of 149 participants. The analysis method used in this study was Generalized Structured Component Analysis (GSCA). The main findings were 1) organizational culture has a direct effect on organizational engagement and a direct contribution to employee performance, 2) organizational culture impacts company performance, 3) organizational environment has a direct effect on employee motivation and employee performance, and 4) organizational environment supports company performance. The results indicate that the organizational environment can be increased by formulating regulatory policies and establishing rules and strategies for employees to carry out their duties. Motivation for work can be boosted by giving awards that match the results of work. In building an organizational culture, attention needs to be paid to the values contained in organizational culture, consisting of corporate empowerment, team management, clarity of vision, direction, and corporate goals.

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Section: The Influence Of Organizational Environment On Motivationmentioning

confidence: 99%

Cultural Reconstruction and Organization Environment for Employee Performance

2021

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“…Several studies have tried to identify ways to increase LGBTQ+ people's positive workplace experiences (Baker & Lucas, 2017; Lim et al., 2019; Melson‐Silimon et al., 2020). More research is needed to understand the organizational climates that can enhance the experiences of LGBTQ+ people, help them to be out and authentic at workplace, or identify ways they can break the gay glass ceiling (e.g., Aksoy et al., 2019; Koc et al., 2021; Salvati et al., 2021b).…”

Section: A Look To the Future Of Lgbtq+ Social Psychologymentioning

confidence: 99%

“…LGBTQ+ people, help them to be out and authentic at workplace, or identify ways they can break the gay glass ceiling (e.g., Aksoy et al, 2019;Koc et al, 2021;Salvati et al, 2021b).…”

Section: A Look To the Future Of Lgbtq+ Social Psychologymentioning

confidence: 99%

Advancing research into the social psychology of sexual orientations and gender identities: Current research and future directions

Salvati

Koç

2022

Euro J Social Psych

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Over the past decades, LGBTQ+ issues have been at the centre of politics, social movements, and human rights discussions across the world. Consistent with these developments, there is a growing interest in social psychological research into sexual orientation and gender identities. The emerging research not only taps recent societal developments and the effects of these on LGBTQ+ people; but also focuses on very old research questions of stereotypes and prejudice that are still relevant today. In this special issue, we bring together nine papers addressing several of these issues using qualitative, correlational, and experimental methods with sexual majority and minority samples across different cultural contexts. We discuss the current state of the field and how further research could enhance our understanding of LGBTQ+ issues. INTRODUCTIONOver the past decades, LGBTQ+ issues have been at the centre of politics, social movements, and human rights discussions, and the site of major transformation across the world. It is not surprising, therefore, that LGBTQ+ people, the social processes that surround them, and the contexts in which they live, are becoming more and more the focus of interest for psychological study (Hegarty & Rutherford; 2019; Nadal, 2019; Salvati et al., 2020). On the one hand, improvements to specific rights, such as same sex marriage legalization in the US, Taiwan, Australia, and Northern Ireland, have been linked to more positive LGBTQ+ attitudes in society and favourable outcomes for the well-being in LGBTQ+ communities. On the other hand, the same progressive trends have elicited backlashes in various contexts. For instance, many areas in Poland have been declared LGBTQ+-free zones; trans-people are no longer allowed to change their names or gender markers in official documents in Bulgaria; pride marches were banned in Georgia and Turkey; transgender people were banned from serving in the military in the US. Social change and resistance inevitably co-occur. The last report on State-Sponsored Homophobia, published by the International Lesbian, Gay, Bisexual, Trans and Intersex Association (ILGA) in 2020, pointed to the following worrying data: 36% of United Nations (UN) Member States criminalize or de facto criminalize consensual same-sex sexual acts (59% of African and 52% of Asian UN Member States); 22% of UN Member States have laws and regulations that restrict freedom of expression in relation to sexual orientation and gender identity, including criminalizing offences against morality and religion, limiting sex education curricula, prohibiting promotion or propaganda of homosexuality, censorship in media and movies, and so on (37% of African and 40% of Asian UN Member States); only 30% of UN Member States have broad legal protection against discrimination based on sexual orientation, but the high percentage is concentrated in Europe (68%); and finally, only 18% of UN Member States recognize legal equality of relationships for two people of the same gender and/or have extended the definiti...

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“…Recent research shows that workplaces with masculinity contest cultures, in which status is defined and achieved by outperforming others in masculine characteristics, have significantly higher rates of sexual harassment as well as racial harassment, bullying, toxic leadership, low psychological safety and other practices that pit workers against each other (Glick et al , 2018; Matos et al , 2018; Workman-Stark, 2020). Unsurprisingly, work environments characterized by masculinity contest cultures also have few women in management (Glick et al , 2018) and their workers suffer significantly higher rates of burnout and lower levels of organizational identity, dedication and performance, and mental and physical health (Glick et al , 2018; Koc et al , 2021). Masculinity contest culture, in short, describes many toxic work environments featured on the front pages of newspapers as marked with harassment and scandal (e.g.…”

Section: Organizational Culture and Networkmentioning

confidence: 99%

Four ways forward in studying sex-based harassment

Berdahl

Bhattacharyya

2021

EDI

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PurposeThe purpose of this paper is to identify promising themes of the papers in the special issues of Equality, Diversity and Inclusion dedicated to advancing scholarship on sex-based harassment.Design/methodology/approachA conceptual overview of the research pertaining to these themes and an analysis of the special issues papers' contributions to these themes.FindingsFour themes that represent important but relatively neglected lines of inquiry into sex-based harassment are identified. These are (1) the psychology of harassment, (2) organizational culture and networks, (3) the invisible majority and (4) the importance of collective action.Originality/valueThe paper offers an expert perspective on the state of research related to sex-based harassment and four themes that are important to moving it forward.

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Masculinity contest culture reduces organizational citizenship behaviors through decreased organizational identification.

Cited by 16 publications

References 45 publications

Cultural Reconstruction and Organization Environment for Employee Performance

Cultural Reconstruction and Organization Environment for Employee Performance

Advancing research into the social psychology of sexual orientations and gender identities: Current research and future directions

Four ways forward in studying sex-based harassment

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