The Hidden Cost of Prayer: Religiosity and the Gender Wage Gap

Sitzmann, Traci; Campbell, Elizabeth M.

doi:10.5465/amj.2019.1254

Cited by 37 publications

(20 citation statements)

References 147 publications

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“…Many women may be apt to focus on prioritizing relational skills that they use frequently in family and caregiving settings. They might recognize that they have relational and interpersonal skill sets, without seeing them as relevant to potential professional and civic leadership roles (Gilligan, 1996; Harter, 2012; Pappas, 2020; Sitzmann & Campbell, 2020).…”

Section: Purpose Of Studymentioning

confidence: 99%

“…In religious societies, men are often more represented in leadership (Jacobs, 2021; Pappas, 2020; Sitzmann & Campbell, 2020). In these settings, transactional leadership, which has been associated with male gender norms, can be more common (Barth & Benoliel, 2019; Hidayat, Rafiki, & Aldoseri, 2017).…”

Section: Purpose Of Studymentioning

confidence: 99%

“…The tendency to lack confidence and hold back due to lack of relationship support may be most prominent among women who are highly socialized into patriarchal norms (Gilligan, 1996; Harter, 2012). Thus, although not all women might use and respond to more relational styles of leadership, this perspective may be especially relevant for women from religious societies where traditional gender roles are ingrained, and where gender‐based leadership gaps are largest (Jacobs, 2021; Sitzmann & Campbell, 2020).…”

Section: Literature Reviewmentioning

confidence: 99%

“…The reasons cited for the lack of representation include discrimination, bias, and/or the possibility that women lack confidence in their leadership abilities (Kay & Shipman, 2014; Ridgeway, 2011; Thomson, 2018). The discrepancy is especially prominent in more religious areas of the United States and in religious societies generally (Jacobs, 2021; Sitzmann & Campbell, 2020). One potential reason for the gap is traditional gender roles.…”

mentioning

confidence: 99%

“…One potential reason for the gap is traditional gender roles. In these societies, having more men in leadership roles is normative; women are often expected to focus more on family life than on professional and civic involvement (Jacobs, 2021; Pappas, 2020; Sitzmann & Campbell, 2020).…”

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confidence: 99%

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Strengthening Sisters: How Latter‐day Saint Missionary Service Prepares Women for Leadership

Lafkas

Fox-Kirk

Madsen

et al. 2021

J of Leadership Studies

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Women, especially those from highly religious societies, are underrepresented in professional and civic leadership positions. Considering how women's life experiences, especially from religious volunteer opportunities, can be reframed as training for broader leadership roles could help address this disparity. The potential for women to learn leadership skills from volunteer religious service is an overlooked, but possibly important, means of transferability to larger leadership roles. The current article describes a qualitative study of women's perceptions of leadership skills gained while serving as full‐time volunteer missionaries for The Church of Jesus Christ of Latter‐day Saints during young adulthood. Respondents described perceptions of leadership skills developed throughout missions as well as perceptions about how they are currently using these skills. Findings suggest many women perceived growth in leadership skills from missionary service, especially in the areas of interpersonal interactions and relationships, although they reported currently utilizing skills more in church and family roles rather than professional or civic ones. The study is discussed in the context of literature related to gender and types of leadership approaches, as well as Relational‐Cultural Theory. Implications for facilitating respondents' post‐mission skill transfer to future leadership roles are presented. Larger scale applications for women's leadership development are also considered.

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Section: Purpose Of Studymentioning

confidence: 99%

Section: Purpose Of Studymentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

mentioning

confidence: 99%

mentioning

confidence: 99%

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Strengthening Sisters: How Latter‐day Saint Missionary Service Prepares Women for Leadership

Lafkas

Fox-Kirk

Madsen

et al. 2021

J of Leadership Studies

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Advancing women, parity, and gender equity

Garcia

Andrews

White

et al. 2022

Journal of Dental Education

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For centuries, society has called out for transformations to lift all of its members. While it may seem ordinary in our time for women to be dentists or dental educators, the path was neither always easy, nor has true equity been achieved. The modern transformation of dental education and dentistry creates the need for leaders to propose and develop concrete initiatives to advance the profession and benefit society. Areas to address that could lead to increased equity for women include career advancement, leadership opportunities, compensation, career satisfaction, research, and scholarly activity. Our analysis demonstrates that even though the number of full‐time female faculty has increased during recent years, most positions (59.5%) at dental schools in the US are held by men (2018–2019). Males were also compensated at higher rates than their female counterparts, and female deans made 7% less in total compensation. Because disparities are evident in pay and academic pathways, new directions and strategies must be employed to ensure parity and gender equity. Facilitating the progress of women in organized dentistry requires efforts of dental academic institutions to invest resources and provide nurturing environments that promote professional performances and leadership skills for women, with these being priorities–considering the current trends that anticipate increased numbers of women in dental academia. All dentists bring their own experiences to the profession, making for rich depth and diversity. As a collective voice, we have a bright future. We can and will move forward together.

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When colleagues compete outside the firm

Grohsjean,

Piezunka,

Mickeler

2024

Strategic Management Journal

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Research SummaryCollaboration among employees is the bedrock of an organization, but we suggest that it can be undermined by their extra‐organizational affiliations. We point to the hidden but common constellation of two coworkers who are also affiliated with organizations that compete with one another. We hypothesize that such colleagues collaborate less with one another when performing on behalf of their shared employer. Using data from professional soccer, we provide empirical evidence. We outline implications for research on extra‐organizational affiliations, intraorganizational collaboration, competition and rivalry, and social networks.Managerial SummaryImagine two soccer players who play for the same soccer club – but compete against one another when they perform on behalf of their national team (i.e., the two players have different nationalities). We show that the two soccer players collaborate less (i.e., play fewer passes to each other) at their club after encountering each other as opponents when performing on behalf of their national teams. This finding in the context of sports has implications for firms. Managers of the same firm may serve on boards of directors of companies that compete with each other, and employees may support political parties that compete – eventually hindering internal collaboration.

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The Hidden Cost of Prayer: Religiosity and the Gender Wage Gap

Cited by 37 publications

References 147 publications

Strengthening Sisters: How Latter‐day Saint Missionary Service Prepares Women for Leadership

Strengthening Sisters: How Latter‐day Saint Missionary Service Prepares Women for Leadership

Advancing women, parity, and gender equity

When colleagues compete outside the firm

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