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Conceptualizing disability accommodation device acceptance by workgroups through a sociomaterial lens 从社会材料的角度概念化工作组对残疾人便利设备的接受程度
Pub Date : 2022-10-07 DOI: 10.1108/edi-01-2022-0010
Mukta Kulkarni, David C. Baldridge, Michele Swift
PurposeThe provision of accommodation devices is said to aid organizational inclusion of employees with a disability. However, devices that are meant to enable might only partially facilitate productivity, independence, and social inclusion if these devices are not accepted by the user's workgroup. The authors outline a conceptual model of accommodation device acceptance through a sociomaterial lens to suggest conditions influencing workgroup device acceptance.Design/methodology/approachTo build the model, the authors draw upon the sociomateriality and disability literature to frame accommodation devices as experienced in ongoing interactions, representing the goals, feelings, and interpretations of specific workgroups. The authors also unpack attributes of devices—instrumentality, aesthetics, and symbolism—and propose how each of these can pattern social conduct to influence device acceptance. The authors then draw upon the disability literature to identify attributes of workgroups that can be expected to amplify or diminish the effect of device attributes on device acceptance in that workgroup.FindingsThe conceptualization, which the authors illustrate with examples particular to visual impairment, presents implications for who and what serves as a gatekeeper to accommodation device acceptance and thereby workgroup inclusion.Originality/valuePrior research has focused on conditions under which devices are requested by users or made available by organizations, undergirded by the assumption that devices are well-specified once provided and that they operate relatively predictably when used in various workgroups. The authors focus instead on what happens after the device is provided and highlight the complex and dynamic interaction between an accommodation device and the workgroup, which influences device and user acceptance.
目的提供便利设施据说有助于组织包容残疾员工。然而,如果这些设备不被用户的工作组接受,那么这些设备可能只是部分地促进了生产力、独立性和社会包容性。作者通过社会材料视角概述了调节装置接受度的概念模型,以建议影响工作组设备接受度的条件。设计/方法/方法为了建立模型,作者借鉴了社会物质和残疾文献,将适应设备作为持续互动的经验,代表了特定工作组的目标、感受和解释。作者还分析了设备的属性——工具性、美学和象征主义——并提出了这些属性如何影响社会行为来影响设备的接受度。然后,作者利用残疾文献来确定工作组的属性,这些属性可以放大或减少工作组中设备属性对设备接受度的影响。研究结果作者用视觉障碍的具体例子说明了这一概念,提出了谁和什么是辅助装置接受度和工作组纳入的看门人的含义。原创性/价值先验研究的重点是用户请求设备或组织提供设备的条件,其假设基础是设备一旦提供就被明确规定,并且在各种工作组中使用时它们的操作相对可预测。相反,作者关注的是设备提供后发生的事情,并强调了调节设备和工作组之间复杂而动态的相互作用,这影响了设备和用户的接受程度。
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引用次数: 0
Board diversity as a determinant of the social performance in the European banking sector 董事会多元化是欧洲银行业社会绩效的决定因素
Pub Date : 2022-10-04 DOI: 10.1108/edi-05-2022-0129
C. Bussoli, Danilo Conte, Marco Barone
PurposeThis study intends to test the relationship between banks’ board diversity, detected with age and gender characteristics, and banks’ social performance. The resource dependence theory posits that board diversity is a strategic tool able to enrich the board of directors by expanding skills and the number of links with stakeholders, which have a strategic role in achieving a competitive advantage and sustainable goals, especially in the banking sector.Design/methodology/approachThe research hypotheses are tested using a sample of 46 European banks observed from 2009 to 2017. The gender and age diversity data of bank board members are hand-collected from banks’ social reports.FindingsThe empirical results show that bank social performance is positively influenced by board gender and age diversity. Thus, the human capital determined by a higher bank’s board diversity constitutes an essential resource for adopting more sustainable business models.Originality/valueThis paper analyses the association between board diversity and social performance, providing empirical evidence for the European banking sector in the period after the 2008 global financial crisis. The banking literature provides scarce evidence on the topic; however, the empirical results claim the strategic importance of the appointment of directors to the banks’ boards to balance corporate strategy with social and environmental issues generating a positive impact on sustainable growth.
目的本研究旨在检验以年龄和性别特征为特征的银行董事会多样性与银行社会绩效之间的关系。资源依赖理论认为,董事会多样性是一种战略工具,能够通过扩大技能和与利益相关者的联系数量来丰富董事会,这在实现竞争优势和可持续目标方面具有战略作用,尤其是在银行业。设计/方法/方法使用2009年至2017年观察的46家欧洲银行的样本来测试研究假设。银行董事会成员的性别和年龄多样性数据是从银行的社会报告中手工收集的。实证结果表明,董事会性别和年龄多样性对银行社会绩效有正向影响。因此,较高的银行董事会多样性所决定的人力资本是采用更可持续的商业模式的必要资源。本文分析了董事会多样性与社会绩效之间的关系,为2008年全球金融危机后的欧洲银行业提供了实证证据。关于这一主题,银行业文献提供的证据很少;然而,实证结果表明,在银行董事会中任命董事具有战略重要性,可以平衡企业战略与社会和环境问题,对可持续增长产生积极影响。
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引用次数: 2
Examining strategic antecedents of the appointment of women to top management teams 研究任命女性进入高级管理团队的战略因素
Pub Date : 2022-10-04 DOI: 10.1108/edi-09-2021-0245
R. Bonner, S. J. Hyde, Kristen Faile
PurposeThe purpose of this study is to examine the organizational and environmental antecedents to the appointment of a woman to a non-CEO top management team (TMT) position.Design/methodology/approachThis study uses a conditional fixed effects logistic regression model to analyze non-CEO TMT appointment data collected from the S&P 500 between 2008 and 2016.FindingsWomen were more likely to be appointed to non-CEO TMT positions when a firm was undergoing strategic change, had slack resources, and was in a less munificent environment.Originality/valueThis article contributes to the literature concerning the antecedents of the selection of women to executive leadership (e.g. the glass cliff) roles by examining organizational and environmental contexts at the non-CEO TMT unit of analysis.
目的本研究的目的是检查任命女性担任非ceo高层管理团队(TMT)职位的组织和环境前因。设计/方法/方法本研究采用条件固定效应logistic回归模型,分析了2008年至2016年从标准普尔500指数收集的非ceo TMT任命数据。研究发现,当公司正在进行战略变革、资源松弛、环境不那么慷慨时,女性更有可能被任命为非首席执行官的TMT职位。原创性/价值本文通过检查非ceo TMT分析单元的组织和环境背景,为有关选择女性担任行政领导(例如玻璃悬崖)角色的先例的文献做出了贡献。
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引用次数: 1
Guest editorial: Crossing boundaries and strengthening social connections through improved professional integration of immigrants 嘉宾评论:通过改善移民的职业融合,跨越边界,加强社会联系
Pub Date : 2022-09-21 DOI: 10.1108/edi-09-2022-377
T. Saba, J. Vassilopoulou, E. Ng, M. Ozbilgin
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引用次数: 0
Thriving at work with ADHD: antecedents and outcomes of proactive disclosure 与注意力缺陷多动症一起工作:主动披露的前因和结果
Pub Date : 2022-09-15 DOI: 10.1108/edi-02-2022-0033
Cheryl K. McIntosh, S. Hyde, M. Bell, P. Yeatts
PurposeThe purpose of this study is to examine factors relating to the decision to proactively disclose a diagnosis of attention deficit hyperactivity disorder (ADHD), a concealable stigmatized identity, before experiencing performance issues at work. These factors include stigma consciousness, psychological safety, and job demands. Proactive disclosure is also measured in relation to thriving.Design/methodology/approachData were collected through the online research platform Prolific. Variables of interest were measured using surveys of 166 working adults who have ADHD. Path analysis was used to test the hypotheses.FindingsThe authors hypothesized that stigma consciousness is negatively related to proactive disclosure of ADHD at work and that psychological safety and job demands are positively related to it. The authors further hypothesized that proactive disclosure mediates the relationship between these variables and thriving at work. The results partially support these hypotheses, indicating that stigma consciousness is negatively related to proactive disclosure while psychological safety is positively related. Proactive disclosure fully mediates the relationship between stigma consciousness and thriving and partially mediates the relationship between psychological safety and thriving. Job demands relate to thriving but are not significantly related to proactive disclosure.Practical implicationsOrganizations can help employees who have concealable disabilities to proactively disclose them and thrive by providing a psychologically safe environment where disabilities are not stigmatized.Originality/valueThis study diverges from previous studies by measuring positive contextual and individual factors that help employees who have ADHD to thrive in the workplace. A proactive disclosure scale is developed and validated.
目的本研究的目的是研究在工作中遇到表现问题之前,决定主动披露注意力缺陷多动障碍(ADHD)诊断(一种可隐藏的耻辱性身份)的相关因素。这些因素包括污名意识、心理安全感和工作需求。主动披露也与繁荣有关。设计/方法/方法通过在线研究平台多产收集数据。研究人员对166名患有注意力缺陷多动症的成年工作人员进行了调查,测量了相关变量。采用通径分析对假设进行检验。研究结果:作者假设耻辱意识与工作中主动披露ADHD呈负相关,而心理安全和工作要求与之呈正相关。作者进一步假设,主动披露可以调节这些变量与工作表现之间的关系。研究结果部分支持上述假设,即耻感意识与主动披露呈负相关,而心理安全感与主动披露呈正相关。主动披露在耻感意识与成功之间起完全中介作用,在心理安全与成功之间起部分中介作用。工作需求与成功有关,但与主动披露没有显著关系。实际意义组织可以帮助那些有隐蔽性残疾的员工主动披露他们的残疾,并通过提供一个心理安全的环境来茁壮成长,在这个环境中,残疾不会被污名化。独创性/价值这项研究与以往的研究不同,它测量了有助于患有多动症的员工在工作场所茁壮成长的积极环境和个人因素。开发并验证了主动披露量表。
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引用次数: 2
Male executives' experiences of mentoring Black African women in South Africa 男性高管在南非指导非洲黑人女性的经验
Pub Date : 2022-09-08 DOI: 10.1108/edi-11-2021-0285
C. Scheepers, Rebone Mahlangu
PurposeThis study explored the motives, relationship dynamics and outcomes of male executives in mentoring Black African women within the context of South Africa. The authors investigated the experiences of White, Black African, coloured, and Indian male mentors conducting cross-gender and cross-race mentoring in South Africa.Design/methodology/approachA qualitative study was conducted with 21 male executives within South Africa's male-dominated financial services industry. Data were collected via semi-structured, one-on-one virtual video interviews. The study endeavoured to deeper understand the mentors' experiences during their interactions with the intersecting marginalised identities of Black African women as protégés.FindingsThe authors found that the mentoring relationship is central to mentoring Black African women. This relationship is often influenced by the mentors' parental approach to mentoring, with resultant negative consequences, including the protégé not taking accountability for driving the relationship. Mentors' stereotypical expectations of women as homemakers and carers also influenced mentoring experiences. Mentors' motives included growing next generation leaders, which led to mentors' job satisfaction.Originality/valueThis study contributes an account of male executives' motivations for mentoring Black African women, the relationship dynamics as well as negative mentoring experiences, and the mentoring outcomes for protégés and mentors. Intersectionality theory was used to highlight the mentors' lack of insight into the intersecting marginalised identities of Black African women in the unique South African context, where inequalities in terms of class, race, and gender are amplified.
目的:本研究探讨南非背景下男性高管对非洲黑人女性进行指导的动机、关系动态和结果。作者调查了白人、黑人、有色人种和印度男性导师在南非进行跨性别和跨种族指导的经历。设计/方法/方法对南非男性主导的金融服务行业的21名男性高管进行了定性研究。数据是通过半结构化、一对一的虚拟视频采访收集的。这项研究努力更深入地了解导师们在与非洲黑人妇女作为prosamgsams的相互交叉的边缘身份互动时的经历。研究结果作者发现,师徒关系是指导非洲黑人女性的核心。这种关系经常受到导师父母式的指导方式的影响,从而产生负面后果,包括导师不承担推动这种关系的责任。导师对女性作为家庭主妇和照顾者的刻板期望也影响了指导经验。导师的动机包括培养下一代领导者,这导致了导师的工作满意度。原创性/价值本研究探讨了男性高管指导非洲黑人女性的动机、人际关系动态、负面指导经历,以及对女性和导师的指导结果。交叉性理论被用来强调导师缺乏对南非独特背景下黑人女性交叉的边缘化身份的洞察力,在南非,阶级、种族和性别方面的不平等被放大了。
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引用次数: 0
Sustainable women empowerment at the bottom of the pyramid through credit access 通过获得信贷,可持续地赋予金字塔底层的妇女权力
Pub Date : 2022-09-08 DOI: 10.1108/edi-02-2022-0028
Mukesh Pal, Hemant Gupta
PurposeThe importance of gender in inclusive economic growth has been a growing area of research. Finance is seen as an efficacious instrument for social inclusion, and sustainable women empowerment (SWE). The lack of credit access often constrains women to scale up. The objective of this study is to examine the attributes influencing the decision of women to access the credit at the bottom of the pyramid (BoP) and the impact of this credit access on social, psychological and economic dimensions of SWE at the BoP in rural India.Design/methodology/approachThe threshold theory of decision-making in the form of logistic regression (LR) is applied here to analyze the influence of four determinants, namely individual household level (IHLA), social attributes (SA), economic attributes (EA) and ownership of documents (OD) on women’s credit access. Likewise, the same method is applied to study the relationship between credit access and three dimensions of SWE.FindingsThe results have revealed a statistically significant relationship between credit access and studied four attributes. Subsequently, a positive relationship has been observed between credit access and dimensions of SWE.Originality/valueThe present study broadly addresses the concern of accessing credit by women at BoP level, which helps the government and policymakers to promote enabling an environment for women entrepreneurship and comprehensive financial policies for the BoP.
性别在包容性经济增长中的重要性已成为一个日益增长的研究领域。金融被视为促进社会包容和可持续妇女赋权的有效工具。缺乏信贷渠道往往限制妇女扩大规模。本研究的目的是研究影响处于金字塔底层的妇女获得信贷的决定的因素,以及这种信贷获得对印度农村处于金字塔底层的SWE的社会、心理和经济层面的影响。设计/方法/方法本文运用逻辑回归(LR)形式的决策阈值理论,分析了家庭个体水平(IHLA)、社会属性(SA)、经济属性(EA)和文件所有权(OD)四个决定因素对妇女信贷获取的影响。同样,我们也用同样的方法研究了信贷获取与SWE三个维度之间的关系。研究结果揭示了信贷获取与研究的四个属性之间的统计显著关系。随后,信贷获取与SWE维度之间存在正相关关系。原创性/价值本研究广泛地探讨了妇女在国际收支一级获得信贷的问题,这有助于政府和政策制定者促进为妇女创业创造环境,并为国际收支制定全面的财政政策。
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引用次数: 2
Customer harassment against LGBTQ workers: highlighting its uniqueness as a group-based customer harassment 针对LGBTQ员工的顾客骚扰:突出其作为群体顾客骚扰的独特性
Pub Date : 2022-09-07 DOI: 10.1108/edi-07-2021-0165
Koji Ueno, Lacey J. Ritter, Randi Ingram, Taylor M. Jackson, Emily Daina Šaras, Jason V. D'Amours, Jessica Grace
PurposeThe authors aimed to identify the nature of customer harassment against lesbian, gay, bisexual, transgender, and queer (LGBTQ) workers.Design/methodology/approachThe authors analyzed data from in-depth interviews with 30 LGBTQ service workers in the United States who had recently experienced customer harassment.FindingsAmong various forms of customer harassment LGBTQ workers reported, some showed commonalities with previously reported cases of race-based and gender-based customer harassment. However, other cases highlighted unique aspects of LGBTQ-based customer harassment—customers morally condemned their LGBTQ identities, refused their service while displaying emotional disgust, and made sexual advances while imposing sexual stereotypes and fantasies about LGBTQ people. Experiences of customer harassment varied across subgroups of workers who had specific sexual and gender identities, and LGBTQ workers of color were harassed for their LGBTQ and racial identities simultaneously.Originality/valuePast research on group-based customer harassment has focused on incidents against straight, cisgender women and workers of workers of color, but the present study identified the nature of customer harassment that targeted workers' LGBTQ status.
目的:作者旨在确定顾客对女同性恋、男同性恋、双性恋、跨性别和酷儿(LGBTQ)员工骚扰的性质。设计/方法/方法作者分析了对30名最近经历过顾客骚扰的美国LGBTQ服务工作者的深度访谈数据。在报告的各种形式的LGBTQ员工客户骚扰中,有些与之前报告的基于种族和性别的客户骚扰案件有共同点。然而,其他案例凸显了LGBTQ客户骚扰的独特之处——客户在道德上谴责他们的LGBTQ身份,在情感上厌恶地拒绝服务,在对LGBTQ人群施加性刻板印象和性幻想的同时进行性挑逗。有特定性取向和性别认同的员工的客户骚扰经历各不相同,有色人种的LGBTQ员工同时因其LGBTQ和种族身份而受到骚扰。过去对基于群体的顾客骚扰的研究主要集中在针对异性恋、顺性女性和有色人种工人的事件上,但本研究确定了针对LGBTQ工人身份的顾客骚扰的本质。
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引用次数: 1
Take-off, turbulence and turnaround 起飞,乱流和返航
Pub Date : 2022-09-06 DOI: 10.1108/edi-09-2021-0249
U. Forseth
PurposeThe aim of this paper is to explore the evolving nature of the work of cabin crew in a Scandinavian carrier in three eras, drawing on theories of gender and emotional labour.Design/methodology/approachThe paper draws on ethnographic data from fieldwork, interviews and documents.FindingsFrom being a feminized and temporary occupation for young, upper- and middle-class women in the 1970s, the occupation became a full-time job and with greater diversity of cabin crew. Today there are signs of the job becoming a precarious and temporary one of demanding and devalorized work in a polarized and class-divided labour market. Changing circumstances impact on the emotional labour requirement and terms and conditions at work.Research limitations/implicationsA limitation is that the research design was not initially longitudinal in the sense that the author does not have exactly the same kind of data from each era. The author has, however, been involved in this field for two decades, used multiple methods and interacted with different stakeholders and drew on a unique data material.Practical implicationsThe development in aviation is contributing to new discriminatory practices, driving employee conditions downwards and changing the job demands. This development will have practical consequences for the lives and families of cabin crew.Social implicationsThe analysis illustrates how work ‘constructs' workers and contributes in creating jobs that are not sustainable for the employees. Intensification of work, insecurity and tougher working conditions also challenge key features in the Nordic model such as proper pay, decent work and a life-long employment. Much indicates that the profession is again becoming a temporary one of demanding work with poor working conditions in a polarized and class-divided labour market.Originality/valueThe research contributes to the literature on emotional labour, gender and the evolving nature of the work of cabin crew. The unique data material, the longitudinal aspect of the research and the focus on a single network carrier are good in charting changes over time.
本文的目的是利用性别和情绪劳动理论,探讨斯堪的纳维亚航空公司三个时代乘务员工作的演变性质。设计/方法/方法本文借鉴了来自田野调查、访谈和文献的人种学数据。研究结果:在20世纪70年代,空姐是年轻、中上层和中产阶级女性的一种女性化的临时职业,现在这个职业变成了一份全职工作,机组人员的多样性也越来越大。如今,有迹象表明,在两极分化和阶级分化的劳动力市场上,这份工作正变成一份不稳定的、临时的、要求苛刻的、贬低价值的工作。不断变化的环境会影响情绪劳动的要求和工作条件。研究局限性/启示研究的局限性是,研究设计最初不是纵向的,也就是说,作者没有从每个时代获得完全相同的数据。然而,作者已经在这个领域工作了二十年,使用了多种方法,与不同的利益相关者进行了互动,并利用了独特的数据材料。实际意义航空业的发展导致了新的歧视性做法,导致员工条件下降,并改变了工作需求。这一发展将对机组人员的生命和家庭产生实际影响。社会意义分析说明了工作是如何“构建”工人的,并有助于创造对员工来说不可持续的工作。工作强度、不安全感和更恶劣的工作条件也挑战了北欧模式的关键特征,如适当的薪酬、体面的工作和终身就业。许多迹象表明,在两极分化和阶级分化的劳动力市场中,这一职业正再次成为一项要求苛刻、工作条件恶劣的临时工作。独创性/价值本研究对情绪劳动、性别和乘务员工作性质演变的文献有所贡献。独特的数据材料、纵向的研究以及对单一网络载体的关注有助于绘制随时间变化的图表。
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引用次数: 1
Allies as organizational change agents to promote equity and inclusion: a case study 联盟作为促进公平和包容的组织变革推动者:一个案例研究
Pub Date : 2022-08-30 DOI: 10.1108/edi-12-2021-0308
Yun Ling Li, Karoline Evans, M. Bond
PurposeThe current case study investigated how intentional, systematic planning can help organizations harness the energy of these willing allies who may be motivated to support change. The focus of the study is the development of a peer-to-peer approach, involving “Equity Leaders (ELs),” that was part of a larger, multi-level organization change initiative that addressed personal, interpersonal and structural considerations at a mid-sized public university in northeastern USA.Design/methodology/approachThe authors used multiple methods to collect data for the current study, including observations and interviews. Over the course of four years, the authors attended more than 50 EL meetings. In these meetings, the authors took notes regarding ELs' discussions on workshop development and planning, debates on workshop substances and ELs' personal reflections on these workshops. Following the fourth year of the program, the first two authors invited all current ELs to participate in semi-structured, open-ended interviews about their experience.FindingsThe case study shows that through careful planning, peer change can play multiple roles in pushing organizational changes. By embracing their formal responsibilities and yielding their informal power, change agents are able to cause radiating impact across as organizations. Organizations can also capitalize on the fact that employees are more likely to be engaged in the change effort when it is promoted by peers. Finally, the support and resources from the organizational leaders is important because these inputs not only legitimize change agents' roles but they also signify the importance of the actions.Research limitations/implicationsThis study has limitations. First, the authors recognize that this was a qualitative study grounded in a single context. Although the study explored a novel context for understanding change agents—a deliberately planned initiative targeting social norms through addressing subtle biases like microaggressions—the authors recognize that additional examination would be necessary to understand how implementation may work in different contexts or organization types. Second, the authors also acknowledge that the authors’ positionality, as females studying a change initiative targeting gendered and intersectional microaggressions, may have shaped the role as researchers.Originality/valueThe findings underscore the notion that allies can serve as organized peer change agents to affect organizational culture. In alignment with the principles in the social ecological framework, the approach involved selecting change agents who are internal to the organization, have informal influence or power and can broaden the impact to other parts of the organization. Moreover, the results underscore the need for organizations to provide essential support and resources that can assist change agents to bridge organizational goals and individual actions.
当前的案例研究调查了有意的、系统的计划如何帮助组织利用这些愿意支持变革的盟友的能量。该研究的重点是发展一种点对点的方法,包括“公平领导者(ELs)”,这是美国东北部一所中等规模公立大学的一个更大的、多层次的组织变革计划的一部分,该计划解决了个人、人际关系和结构方面的问题。设计/方法/方法作者使用了多种方法来收集当前研究的数据,包括观察和访谈。在四年的时间里,作者参加了50多次EL会议。在这些会议中,作者记录了ELs关于讲习班发展和规划的讨论,关于讲习班内容的辩论以及ELs对这些讲习班的个人思考。在项目的第四年之后,前两位作者邀请了所有当前的el参加关于他们经历的半结构化、开放式访谈。案例研究表明,通过精心策划,同伴变革可以在推动组织变革中发挥多种作用。通过接受他们的正式责任并放弃他们的非正式权力,变革推动者能够在整个组织中产生辐射影响。组织也可以利用这样一个事实,即员工在同事的推动下更有可能参与到变革中来。最后,来自组织领导者的支持和资源很重要,因为这些投入不仅使变革推动者的角色合法化,而且还表明了行动的重要性。研究的局限性/意义本研究有局限性。首先,作者认识到这是一项基于单一背景的定性研究。尽管这项研究探索了一种理解变革动因的新环境——通过解决像微侵犯这样的微妙偏见,以社会规范为目标的精心策划的倡议——但作者认识到,有必要进行额外的研究,以了解实施如何在不同的环境或组织类型中发挥作用。其次,作者也承认,作为女性研究针对性别和交叉微侵犯的变革倡议,作者的地位可能塑造了研究人员的角色。原创性/价值研究结果强调了这样一种观念,即盟友可以作为有组织的同伴变革推动者,影响组织文化。与社会生态框架中的原则一致,该方法涉及选择组织内部的变革推动者,具有非正式的影响力或权力,并可以将影响扩大到组织的其他部分。此外,结果强调了组织提供基本支持和资源的需要,这些支持和资源可以帮助变革推动者连接组织目标和个人行动。
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引用次数: 0
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Equality, diversity and inclusion : an international journal
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