When distributive justice and gender stereotypes coincide: Reactions to equity and equality violations

Caleo, Suzette

doi:10.1111/jasp.12510

Cited by 6 publications

(5 citation statements)

References 54 publications

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“…Study 2 is designed to extend and quantitatively test the implications of an MCC environment on career developmental opportunities and promotions, particularly for men. Research supports the idea that men perpetuate MCC norms as they face more negative consequences when allocating rewards equitably if it violates the male‐as‐manager stereotype (Caleo, 2018); thus, suggesting that in MCC cultures, men feel pressure to conform to these norms and benefit from an MCC environment. If men's status and career advancement at work is determined by others' perceptions of their masculinity, a culture built on masculine norms will persist (Berdahl, Cooper, et al, 2018).…”

Section: Studymentioning

confidence: 69%

“…to leave their work due to excessive hours (Ernst & Young, 2015, 2018. Finally, these MCC norms did not appear related to protecting the leader's individual masculine identity but, instead, seemed driven by the leader's acceptance of organizational cultural norms that are engrained throughout the organization (which originated from masculine norms).…”

Section: Model Construct Semistructured Interview Questionsmentioning

confidence: 99%

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Men's experience in masculine contest cultures

Detjen,

MacLean,

Webber

2024

Business and Society Review

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Research clearly shows that increasing the number of women in leadership positions yields financial benefits for the organization. Despite this, there has been limited upward movement in the percentage of women in senior leadership positions. Few studies have examined the linkage between masculine culture and the implications for men. Using a mixed methods approach with two studies, this research focused on four aspects of masculine contest cultural norms and how they impact male identity and perceptions of career advancement. Study 1 used a qualitative interview study of 10 male executives and found that masculine contest culture norms were evident but were being perpetuated and reinforced by organizational culture instead of individual masculine identities. In addition, Study 1 demonstrated a shift in masculine contest culture norms reducing the emphasis on the strong male archetype. Study 2 examines the relationship between masculine contest culture attributes impacting perceived opportunities for career development and promotion. We evaluated these relationships through a large‐scale survey study and found that at higher levels of masculine contest culture norms, men's perceptions of procedural justice for career development and promotion were lower compared with women. Broadly, the findings suggest that masculine archetypes of leadership negatively affect men and women.

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Section: Studymentioning

confidence: 69%

Section: Model Construct Semistructured Interview Questionsmentioning

confidence: 99%

Men's experience in masculine contest cultures

Detjen,

MacLean,

Webber

2024

Business and Society Review

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show abstract

“…That is, researchers have studied the implications of justice and injustice without regard to social category membership of recipients, actors, and observers. But recent organizational justice research is revealing that the social identity (race, age, and gender) of justice actors can indeed matter (Caleo, 2016, 2018; Marques et al, 2017; Mu et al, 2020; Varty et al, 2020; Zapata et al, 2016). Zapata et al (2016) found that, relative to Caucasian managers, Black and Hispanic managers face bias when they adhere to justice rules.…”

Section: Directions For the Future: Connecting With Other Domains Of ...mentioning

confidence: 99%

Current directions in organizational justice.

Bobocel¹

2021

Canadian Journal of Behavioural Science / Revue canadienne des

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The study of organizational justice, with its long and rich history, remains vibrant today. The aim of this article is to provide a snapshot of current directions. I set the stage by providing a brief sketch of the past, then I highlight two paradigm shifts-studying justice as a dependent variable and studying justice as a dynamic phenomenon-and show how these are changing how scholars think about and study justice in the workplace. Finally, I suggest one possible direction for the future-to actively investigate why and how injustice persists in the workplace. Altogether, scholars are launching exciting approaches for future research on managers' justice actions, the subjectivity of fairness perceptions, temporal dynamics, and dyadic/multiparty influence processes. Overall, the organizational justice literature is broadening its scope and depth and making increasing contact with other related research domains, a positive trend that should continue to be developed in the future. Public Significance StatementThis article presents a broad overview of the past, present, and future of the scholarly research on justice and fairness in work organizations. It highlights two current directions that are changing how scholars think about and study fairness in the workplace and points to key future research directions.

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“…The equity norm has gained increasing attention in higher education [8][9][10][11] and is a pressing concern in the scholarship assignment as much as in other policy making [12][13][14] and resource or reward allocation problems [15][16][17][18][19]. Equity, unlike equality which implies that all members should be assigned to equal amount of resource, requires that the allocated resource should be proportionate to the magnitude of each member's contribution [20,21].…”

Section: Literature Reviewmentioning

confidence: 99%

An Incentive Dynamic Programming Method for the Optimization of Scholarship Assignment

Huang

Wang

et al. 2018

Discrete Dynamics in Nature and Society

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Scholarship assignment is an operations management problem confronting university administrators, which is traditionally solved based on administrators’ personal experiences. This paper proposes an incentive method inspired by dynamic programming to replace the traditional decision-making process in the scholarship assignment. The objective is to find the optimal scholarship assignment scheme with the highest equity while accounting for both the practical constraints and the equity requirement. Moreover, with the proposed method, the scholarship assignment avoids time- and energy-consuming application processes conducted by students. A solution algorithm is used to find feasible assignment schemes by iteratively solving a series of knapsack subproblems based on dynamic programming and adjusting the monetary value of a unit score. The optimal assignment scheme can then be screened out by applying the Gini coefficient for quantifying the equity of each feasible scheme. A numerical case is investigated to illustrate the applicability of the proposed method and solution algorithm. The results indicate that the proposed method is an efficient tool to assign scholarships to students with consideration of the equity.

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When distributive justice and gender stereotypes coincide: Reactions to equity and equality violations

Cited by 6 publications

References 54 publications

Men's experience in masculine contest cultures

Men's experience in masculine contest cultures

Current directions in organizational justice.

An Incentive Dynamic Programming Method for the Optimization of Scholarship Assignment

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