Inclusive Leadership Initiative
Transforming the Workforce, Together.
Bauer Faculty Research on Inclusive Work Practices,
Benefits, & Organization Cultures
Bauer College faculty are analyzing issues related to women in business through academic research, including workplace dynamics and perceptions and the impact of a diverse workforce on business performance. Through this section of our website, we will link to studies and papers written by Bauer faculty in this area.
Note: this content is still preliminary, and over time, we will include additional faculty research on Inclusive Leadership here.
- Too tired to inspire or be inspired: Sleep deprivation and charismatic leadership
- By: Barnes, C. Guarana, C., Nauman, S., & Kong, D. T. (2016). Journal of Applied Psychology, 108, 1191-1199. doi: 10.1037/apl0000123
- Ethnic minorities' paranoia and self-preservative work behaviors in response to perceived ethnic discrimination, with collective self-esteem as a buffer
- By: Kong, D. T. (2016) Journal of Occupational Health Psychology, 21, 334-351. doi: 10.1037/ocp0000013
- Exploring the signaling function of idiosyncratic deals and their interaction
- (* equal authorship) Ho, V. T.*, & Kong, D. T.* (2015). Organizational Behavior and Human Decision Processes, 131, 149-161. doi: 10.1016/j.obhdp.2015.08.002
- Perceived Organizational Support and Organizational Performance: Contributions of High-Performance Work Systems, Resource Scarcity, and CEO Leadership
- By: Kim, K.Y., Eisenberger, R. (MANA Joint Faculty), Baik, K.
- Study: Despite the many studies that have established a positive relationship between perceived organizational support (POS) and employee performance, research is lacking concerning the relationship of organizational-level POS (OPOS) with organizational performance as influenced by organization-wide and industry-level moderating factors.
- Perceived Organizational Support: A Meta-Analytic Evaluation of Organizational Support Theory
- By: Kurtessis, J. N., Eisenberger, R. (MANA Joint Faculty, Ford, M. T. Buffardi, L. C. Stewart, K. A., & Adis, C. S.
- Study: Organizational support theory (OST) proposes that employees form a generalized perception concerning the extent to which the organization values their contributions and cares about their well-being (perceived organizational support, or POS).
- Who's More Critical of Business: Men or Women?
- By: Betsy D. Gelb (MARK Faculty) and James Stafford (MARK Faculty).
- Study: Women, more strongly than men, look to government to curb the power and profits of business and to cure social ills. To reverse this trend, management must respond with alternatives.
- Perceived organizational support: A meta-analytic evaluation of organizational support theory
- By: Kurtessis, J. N., Eisenberger, R. (MANA Joint Faculty), Ford, M. T. Buffardi, L. C. Stewart, K. A., & Adis, C. S.
- Study: Found that perceptions of family supportive practices were linked to employee views that the organization valued their contributions and cared about their wellbeing (perceived organizational support). Perceived organizational support, in turn, was linked to a variety of positive outcomes including reduced stress, greater work/family balance, reduced work/family conflict, greater job satisfaction, greater performance, and reduced turnover.
- Status: In Press at Journal of Management.
- Supervisor appraisal as the link between family-work balance and contextual performance
- By: Carlson, D. S., Witt, L. A. (MANA Joint Faculty), Zivnuska, S., Kacmar, K. M., & Grzywacz, J. G.
- Found that greater family-work conflict was related to few organizational citizenship behaviors (job dedication and interpersonal facilitation).
- Status: Published 2008 in Journal of Business and Psychology, 23, 37-49.
- The work-family interface and job performance: Moderating effects of conscientiousness and perceived organizational support
- By: Witt, L. A. (MANA Joint Faculty), & Carlson, D.
- Found that great family-work conflict was related to lower job performance.
- Status: Published in 2006 in Journal of Occupational Health Psychology, 11, 343-357.
- Examining Sex Discrimination Experiences among Female Employees: A Multi-level Signaling Theory Perspective
- By: Kyoung Yong Kim (MANA Ph.D. Student), Teri Elkins Longacre (MANA Faculty), & Steve Werner (MANA Faculty).
- Study: Found that in firms with more family friendly policies, women are less likely to experiences sex discrimination.
- Status: Under revise and resubmit at Human Resource Management.
- Antecedents, Moderators, and Outcomes of Firefighter Stress
- By: Elizabeth Anderson-Fletcher (DISC Faculty), Richard S. DeFrank (MANA Faculty), and Timothy Gibson.
- Study: Examines how family friendly policies and practices affect stress levels of firefighters.
- Status: Grant proposal awaiting funding decision from FEMA.
- Predicting Career Advancement under Different Gender Equality Climates.
- By Kyoung Yong Kim (MANA Ph.D. Student), Leanne Atwater (MANA Faculty), Myungsun Kim (MANA Ph.D. Student), and Phillip Jolly (MANA Ph.D. Student).
- Study: Found that in high gender equity climates women strived to achieve promotion through increased work effort, while men increased career development effort. Increased work effort lead to negative personal consequences while increased career development effort lead to promotion.
- Status: Data analysis stage.
- Leadership Mentoring Programs and Motivation to Lead Among Female Protégés
- By Min Kyu Joo (MANA Ph.D. Student) and Leanne Atwater (MANA Faculty).
- Study: Examines how mentoring programs for females can enhance motivation to lead and ultimately more females in leadership positions.
- Status: Foreign data collected, seeking U.S. data collection site.
- Understanding the Effects of Perceived Follower Support on a Supervisor’s Family-Supportive Behaviors
- By Phillip Jolly (MANA Ph.D. Student) and Robert Eisenberger (MANA Joint Faculty).
- Study: Examines how family supportive supervisor behaviors such as flexible scheduling, listening to subordinates’ work-life problems, and modeling work-life balance strategies help facilitate work-life balance for employees.
- Status: Theoretical development and measurement development completed. Looking for U.S. organization to collect data.
- The Effect of Work/Family Practices on Perceived Organizational Support and Individual and Organizational Performance
- By Robert Eisenberger (MANA Joint Faculty).
- Study: Examines how Work/Family practices (such as family leave, telecommuting, child care, flexible working hours, job sharing, etc.) and their implementation affect individual attitudes and behaviors and subsequently organizational performance.
- Searching organizations to partner with to implement study.
- Family Friendly work Policies and Programs and Their Effect on Work Climate and Faculty Performance
- By Leanne Atwater (MANA Faculty) and Alan Witt (MANA Joint Faculty).
- Study: Examines how the funding, training, communication, and implementation of formal family friendly policies and programs affect the work climate and individual and department level performance measures.
- Status: Part of an NSF funded ADVANCE PROJECT, in measurement development stage.
- Family Responsibilities Discrimination: An Analysis of Current Legal Protections and Future Legislative Needs
- By Teri Longacre (MANA Faculty), Mark Roehling, Angela Hall, and Phillip Jolly (MANA Ph.D. Student).
- Study: Provides an overview of caregiving and demographic trends in the U.S. that highlight the importance Family Responsibilities Discrimination protection, summarizes existing legal protection along with relevant theoretical frameworks, and offers support for designating family and caregiving responsibilities as a protected category in federal discrimination legislation.
- Status: Theoretical development stage.