The spotlight in the CSR discourse has traditionally been focused on multinational corporations (MNCs). This paper builds on a burgeoning stream of literature that has accorded recent attention to ...the relevance and importance of integrating small and medium enterprises (SMEs) in the CSR debate. The paper begins by an overview of the CSR literature and a synthesis of relevant evidence pertaining to the peculiarities and special relational attributes of SMEs in the context of CSR. Noting the thin theoretical grounding in the literature on offer, the paper then presents relevant CSR theoretical perspectives that could be useful in conducting further research on SMEs. In light of this framework, the paper outlines the findings of an empirical study highlighting the peculiar CSR orientations of SMEs in a developing country context in comparison to some of their MNC counterparts. The study is qualitative in nature, capitalizing on a comparative research design to highlight differences in CSR orientations between SMEs and MNCs. The findings are presented and implications are drawn regarding the peculiar relational attributes of SMEs in the context of CSR generally, and developing countries more specifically, and how this inclination can be further nurtured and leveraged.
We study shifts in the ideal worker culture as experienced by working mothers across organizations in the United States during the COVID‐19 pandemic. Experiences of 53 interviewees who attended to ...increased responsibilities across both work and family domains revealed an entrenchment of the ideal worker culture across nearly all organizations and professions. This manifested in three levels: as (1) a reinforced ideal worker culture in the workplace through work intensification, increased competitiveness, and surface‐level support; (2) the reinforcing of organizations' ideal worker norms at home, with gendered division of space and labor; and (3) experienced internalized ideal worker norms in the expectations working mothers maintained for themselves. These findings offer insight into the lives of working mothers during the COVID‐19 pandemic and the challenges which have pushed many mothers to reduce work hours or leave the workforce. Highlighting the intricate nature of the entrenchment of the ideal worker culture informs implications for theory of gendered organizations and for organizational practice.
Purpose
Drawing on social exchange theory, social capital theory, and perspectives of political influence in organizations, this study develops and tests a model in which managerial political skill ...is associated with internal, supplier and customer supply chain integration through two mediating mechanisms: facilitating a supply chain orientation and mitigating self-serving politics.
Design/methodology/approach
Data were collected from three independent samples, one for each achieved state of integration (i.e. internal, customer and supplier) (ninternal = 225; ncustomer = 225; nsupplier = 225; N = 675). Hypotheses were tested with structural equation modeling and indirect effects analysis. The potential impact of unmeasured endogenous factors was mitigated through appropriate survey design, statistical control, marker variable analysis and instrument variable usage.
Findings
Managerial political skill exhibited a positive, direct relationship with achieved internal and supplier integration. Supply chain orientation partially mediated the relationship for achieving integration with both customers and suppliers. Self-serving organizational politics was not associated with achieving internal, customer or supplier integration.
Research limitations/implications
By demonstrating the importance of political influence in achieving supply chain integration, the findings support the role of managerial social capital in the underlying social exchange processes that drive integration.
Originality/value
Despite the fundamental role of informal, social dynamics in supply chain integration, past research has largely focused on either the technical prowess of middle managers or the political skill of executives in supporting integration. The present study explicates the critical role of middle management political skill in actually achieving supply chain integration.
Through parasport, adults and young athletes with disability often report increases in well-being and related psychosocial perceptions. While researchers often attribute these benefits to the ...positive social experiences that go along with sport participation, optimal parasport experiences have not been comprehensively defined. Applying a conceptualization of the experiential aspects of ‘participation’ across disability settings (Martin Ginis, Evans, Mortenson, & Noreau, 2017) we sought to generate an evidence-informed framework of optimal parasport participation.
The framework was developed through a multi-step process that involved establishing the scope and purpose of the framework, synthesizing existing literature, and constructing the framework alongside stakeholder insights. The latter step entailed four phases based on AGREE-II reporting criteria: (a) Phase 1, where propositions about quality experiences were derived from the literature synthesis, (b) Phases 2 and 3, where we developed a provisional framework informed by stakeholders using an expert round-table (n = 16) and an online survey (n = 80), and (c) Phase 4, where the framework was refined through an online expert panel including researchers and sport administrators (n = 20).
The resulting hierarchical framework focuses on 25 conditions across the physical environment, sport activities, and social environment of parasport organizations as precursors to quality experiences that, in turn, reinforce quality participation. Quality experience stands at the core, defined as a feeling state derived from athletes’ appraisals of whether their experiences satisfy one or more of their values and needs across six elements: belongingness, autonomy, challenge, mastery, engagement and meaning.
The ‘Quality Parasport Participation Framework’ directs future research examining parasport athletes' subjective experiences, and sets forth provisional guidelines for promoting quality experiences within parasport.
•We developed the Quality Parasport Participation Framework.•Literature synthesis and community engagement were integrated throughout this process.•The framework defines quality participation, quality experiences, and parasport conditions.•Quality experiences include belongingness, mastery, autonomy, challenge, engagement, and meaning.•Program characteristics that influence parasport experiences are classified in 25 conditions.
Hostile and benevolent sexism continue to have adverse impacts on opportunities for advancement of women in organizations. In this study we examined the relationship between observer assessments and ...male interviewer sexism, emphasizing sexism's impact on perceptions of female candidates' hireability and competence. The sample included 266 male and female participants randomized as observers across interview scenarios. Scenario conditions varied between hostile, benevolent, and neutral interviewers, but the female candidate remained neutral. We found that benevolent sexism implies a positive outcome of enhanced observer perception of hireability with little stigma associated with the female candidate's competence, whereas hostile sexism had an overall negative effect, which was offset by observer impressions of likeability of the female job candidate who maintained a neutral composure. Our study findings suggest that observers' perceptions of sexism, benevolence, and a woman candidate's likeability differ and may change with experience. Perception of likeability, in particular, may provide a positive relational strategy for mitigating the effect of benevolent sexism without the tradeoff of perceived diminished competence.
Celotno besedilo
Dostopno za:
DOBA, FSPLJ, IZUM, KILJ, NUK, PILJ, PNG, SAZU, SIK, UILJ, UKNU, UL, UM, UPUK
Purpose
Early intervention and support for workers with mental health problems may be influenced by the mental health literacy of the worker, their colleagues and their supervisor. There are gaps, ...however, in our understanding of how to develop and evaluate mental health literacy within the context of the workplace. The purpose of this study was to evaluate the psychometric properties of a new Mental Health Literacy tool for the Workplace (MHL-W).
Methods
The MHL-W is a 16-question, vignette-based tool specifically tailored for the workplace context. It includes four vignettes featuring different manifestations of mental ill-health in the workplace, with parallel questions that explore each of the four dimensions of mental health literacy. In order to establish reliability and construct validity, data were collected from 192 healthcare workers who were participating in a mental health training project. Baseline data was used to examine the scale’s internal consistency, factor structure and correlations with general knowledge ratings, confidence ratings, attitudes towards people with mental illness, and attitudes towards seeking help. Paired t-tests were used to examine pre and post intervention scores in order to establish responsiveness of the scale.
Results
There was strong support for internal consistency of the tool and a one-factor solution. As predicted, the scores correlated highly with an overall rating of knowledge and confidence in addressing mental health issues, and moderately with attitudes towards seeking professional help and (decreased) stigmatized beliefs. It also appears to be responsive to change.
Conclusions
The MHL-W scale is promising tool to track the need for and impact of mental health education in the workplace.
Hostile and benevolent sexism continue to have adverse impacts on opportunities for advancement of women in organizations. In this study we examined the relationship between observer assessments and ...male interviewer sexism, emphasizing sexism's impact on perceptions of female candidates'
hireability and competence. The sample included 266 male and female participants randomized as observers across interview scenarios. Scenario conditions varied between hostile, benevolent, and neutral interviewers, but the female candidate remained neutral. We found that benevolent sexism
implies a positive outcome of enhanced observer perception of hireability with little stigma associated with the female candidate's competence, whereas hostile sexism had an overall negative effect, which was offset by observer impressions of likeability of the female job candidate who maintained
a neutral composure. Our study findings suggest that observers' perceptions of sexism, benevolence, and a woman candidate's likeability differ and may change with experience. Perception of likeability, in particular, may provide a positive relational strategy for mitigating the effect of benevolent
sexism without the tradeoff of perceived diminished competence.
Celotno besedilo
Dostopno za:
DOBA, FSPLJ, IZUM, KILJ, NUK, PILJ, PNG, SAZU, SIK, UILJ, UKNU, UL, UM, UPUK
Recent years have witnessed a growing concern for individuals’ abilities to effectively manage work and family. Employees are demanding balance between work and personal life and employers, who are ...interested in attracting and retaining talent, are looking for ways to respond. One way employers are responding is by implementing work-family initiatives and encouraging a family-supportive culture. In this thesis, I investigate the relationship of such resources (family-supportive organizational perceptions-FSOP and perceptions of implementation of work-family initiatives) and contextual demands (role overload) with the work-family interface (work-to-family conflict and enrichment). ;
In response to research calls to highlight the role of the individual in shaping the relationships between work and family experiences, I introduce the construct and measure of balance self-efficacy. I define balance self-efficacy as one’s beliefs about one’s own ability to manage resources, demands, and stakeholders from the work and family domains. I argue that balance self-efficacy mediates the relationships between resources and demands from one side and the work-family interface from the other side. ;
I draw on the Conservation of Resources Theory and the Work-Home Resource Model to propose that balance self-efficacy is a personal resource that enables the individual to perceive less conflict and more enrichment between work and family. I propose that balance self-efficacy is largely drawn from the individual’s perception of his or her context. Hypotheses were tested in a sample of 420 participants employed at a financial institution in the United Arab Emirates. Hypotheses were tested using multiple regression and Bootstrapping techniques using PROCESS by Preacher and Hayes (2008). ;
The results show that the individual’s cognitive assessment of their own ability to manage work and family (balance self-efficacy) relates negatively to work-to-family conflict and positively to work-to-family enrichment, thus suggesting that balance self-efficacy is not only a resilience resource that employees refer to in moments of conflict but also an enriching resource that allows the individual to view participation in the work domain as beneficial for participation in the family domain. Results also suggest that the employee’s perception of the messages emitted by the organization in the form of perceptions of family supportiveness and perceptions of implementation of work-family initiatives relate positively to an increased sense of balance self-efficacy. Contextual demands, in the form of role overload, relate negatively to balance self-efficacy. ;
This thesis aims to contribute to the resource-view of the work-family interface and highlight personal agency in determining perceptions of conflict and enrichment between work and family. It does so by focusing on the individual’s assessment of their beliefs in their own ability to manage work and family and the role of organizational context in determining that sense of efficacy. By doing so, the purpose is to shed the light on the malleable aspects of the work-family experiences that can be positively manipulated.
Thesis
Doctor of Philosophy (PhD)
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