Carol T Kulik
Datos Biográficos
| ID | 104751 |
|---|---|
| NOMBRE | Carol T Kulik |
| NOMBRES | Carol T |
| APELLIDO | Kulik |
| FIRMA | KULIK C T |
| AFILIACIONES | University of South Australia |
| ORCID | 0000-0002-6558-8234 |
| VERIFICADO | Sí |
| TOTAL DE OBRAS | 26 |
| TOTAL DE CITAS | 59 |
| TOTAL COMO AUTOR | 26 |
| TOTAL COMO EDITOR | 0 |
| PRIMER AÑO DE PUBLICACIÓN | 1988 |
| AÑO MÁS RECIENTE DE PUBLICACIÓN | 2024 |
| ÍNDICE H | 4 |
Gender, place leadership and levelling up across regions
This paper seeks to understand how ‘sticky’ the gendered, socialised understanding of leadership remains and what impact it has on efforts to level up outcomes between dominant and peripheral regions. We found that women and men leaders agreed on the characteristics that make a good place-based leader, however, women used four channels to dismantle the gendered stereotypes of leadership, demonstrating that gendered perceptions of place-based lead…
When time is running out
Using dynamic theory and methods, we investigate the phenomenon of older workers who withdraw from paid work while still healthy. We focus on intention to retire as the penultimate stage in the retirement process. We extend socio‐emotional selectivity theory to explain the growth of intention to retire. Older workers have a rising perception of time running out but good health allows for an ongoing choice between remaining in work or active retir…
Gender targets and trickle‐down effects
Women constitute the majority of the Australian public sector workforce, but their representation in senior roles is not proportional. Australian public services have gender targets to improve the representation of women in senior roles. Based on previous research, targets are expected to first increase female representation at the target's focal level, such as executive level. Then they should initiate a trickle‐down effect (TDE), increasing fem…
Faculty Gender Diversity, Institutional Performance, and the Role of Diversity Climate
Sweated Labour among Clothing Outworkers at the Start of the Twenty-First Century
This study examines whether sweating existed in clothing outwork in Australia at the start of the twenty-first century. A history from below investigation is conducted of the working lives of immigrant outworkers, interviewed in their own language in their own homes. Content and textual analyses of their narratives show that outwork was sweated labour. Individuals worked intensively for long hours, sometimes through the night, and often helped by…
The Tyranny of Fit
Policies that encourage the aspirations of disabled people for mainstream employment might be an effective way to increase their workforce participation rate. This study aims to determine which people in sheltered employment aspire to a job beyond their current sheltered employment job. We asked 64 people with sheltered employment jobs about their workplace and job fit, their intentions to stay in their current job and their future job aspiration…
Differences in Well‐being among People with Disabilities in Paid Employment
This study investigates the variability in well‐being of people with disabilities in paid employment in two different labour market contexts: the beginning (1998) and end (2009) of a period of growth in non‐standard hours and work intensification. It focuses on the well‐being constraints that arise from three influences: a person's disability, a person's gender, and the labour market context. Hypotheses are developed using the social model of dis…
Health or harm? A cohort study of the importance of job quality in extended workforce participation by older adults
Extended working lives mean that people will be 'exposed' to work for longer, and this exposure will occur at a life stage characterised by declining health for many. Our findings show that ensuring older workers have access to secure jobs which allow for control over work time, skill use and fair rewards will be essential if policy goals to boost participation and productivity, as well as reduce the health and care costs of the elderly, are to b…
Shaping attitudes to disability employment with a national disability insurance scheme
Approximately twenty per cent of the world's population has some form of disability, but workforce participation of people with disability has been intractably low. In an effort to improve the economic and social participation of people with disability, the Australian Government introduced legislation in 2013 designed to provide individualised support and encourage communities and employers to be more receptive to people with disability. The auth…
The Third-Party Perspective of (In)justice
Which Employers Offer Hope for Mainstream Job Opportunities for Disabled People
Employer reluctance to hire disabled people narrows the economic and vocational opportunities of disabled people. This study investigates employer hiring decisions to identify which mainstream employers are most likely to hire disabled people. The study reports findings from interviews with eighty-seven employers in urban and regional South Australia. Analysis reveals differences across groups of employers based on their previous hiring behaviour…
Board Age and Gender Diversity
The Effects of Age and Drug Dependency on the Emotional Exhaustion and Job Satisfaction of Adult Streetworkers in Australia
The rich get richer
This research examined whether trainee demographics and pre‐training competence predicted participation in voluntary diversity training. Results indicate that demographic variables had no impact on interest in training (Study One) or on actual training participation (Study Two). However, pre‐training competence levels had a positive effect on both outcomes. More competent trainees expressed more interest in additional training (Study One) and wer…
Third-Party Reactions to Employee (Mis)treatment
Designing effective diversity training
Despite the popularity of diversity training in corporate America, a lack of systematic evaluation has left managers with little guidance on how to design effective diversity training programmes. In this research, we examine how training group composition and trainee experience interact to influence the effects of diversity training on cognitive, affective, and behavioral outcomes. Results indicate that trainees with prior experience with diversi…
Ironic evaluation processes
This research explored ironic evaluation processes initiated by suppression instructions conveyed during diversity training. Raters watched one of three training videos: a video providing information about age diversity and recommending that they try to suppress age-related thoughts; a video providing information about age, sex, race, and ethnic diversity and recommending that they try to suppress demography-related thoughts; or a control video c…
Demographics in Service Encounters
A closer look at the effects of subordinate-supervisor age differences
Relational demography research has emphasized a similarity–attraction paradigm in explaining employees' reactions to demographic differences from other organizational members. This study examined similarity–attraction (nondirectional age differences) and status incongruence (directional age differences) predictions of age difference effects. The nondirectional and directional differences between the age of a subordinate and the ages of his or her…
Propensity to Sexually Harass
Understanding gender differences in distributive and procedural justice
Understanding gender differences in distributive and procedural justice
Frustration effects in procedural justice research
Perspective and procedural justice
The relationship of attributional frameworks to job seekers' perceived success and job search involvement
The rich get richer
This research examined whether trainee demographics and pre‐training competence predicted participation in voluntary diversity training. Results indicate that demographic variables had no impact on interest in training (Study One) or on actual training participation (Study Two). However, pre‐training competence levels had a positive effect on both outcomes. More competent trainees expressed more interest in additional training (Study One) and wer…
Designing effective diversity training
Despite the popularity of diversity training in corporate America, a lack of systematic evaluation has left managers with little guidance on how to design effective diversity training programmes. In this research, we examine how training group composition and trainee experience interact to influence the effects of diversity training on cognitive, affective, and behavioral outcomes. Results indicate that trainees with prior experience with diversi…
Propensity to Sexually Harass
Understanding gender differences in distributive and procedural justice
Gender, place leadership and levelling up across regions
This paper seeks to understand how ‘sticky’ the gendered, socialised understanding of leadership remains and what impact it has on efforts to level up outcomes between dominant and peripheral regions. We found that women and men leaders agreed on the characteristics that make a good place-based leader, however, women used four channels to dismantle the gendered stereotypes of leadership, demonstrating that gendered perceptions of place-based lead…
Which Employers Offer Hope for Mainstream Job Opportunities for Disabled People
Employer reluctance to hire disabled people narrows the economic and vocational opportunities of disabled people. This study investigates employer hiring decisions to identify which mainstream employers are most likely to hire disabled people. The study reports findings from interviews with eighty-seven employers in urban and regional South Australia. Analysis reveals differences across groups of employers based on their previous hiring behaviour…
Perspective and procedural justice
Referent Sharing
This study examines the impact of workgroup membership on individuals' perceptions of equity and choice of referent. Subjects indicated who they compared themselves to on four job facets (compensation, job complexity, supervisory behavior, and security) and whether or not they felt equitably treated relative to their referent. For security comparisons, results show that workgroup membership is related to perceptions of equity and referent choice.…
When time is running out
Using dynamic theory and methods, we investigate the phenomenon of older workers who withdraw from paid work while still healthy. We focus on intention to retire as the penultimate stage in the retirement process. We extend socio‐emotional selectivity theory to explain the growth of intention to retire. Older workers have a rising perception of time running out but good health allows for an ongoing choice between remaining in work or active retir…
The Tyranny of Fit
Policies that encourage the aspirations of disabled people for mainstream employment might be an effective way to increase their workforce participation rate. This study aims to determine which people in sheltered employment aspire to a job beyond their current sheltered employment job. We asked 64 people with sheltered employment jobs about their workplace and job fit, their intentions to stay in their current job and their future job aspiration…
Shaping attitudes to disability employment with a national disability insurance scheme
Approximately twenty per cent of the world's population has some form of disability, but workforce participation of people with disability has been intractably low. In an effort to improve the economic and social participation of people with disability, the Australian Government introduced legislation in 2013 designed to provide individualised support and encourage communities and employers to be more receptive to people with disability. The auth…
The Effects of Age and Drug Dependency on the Emotional Exhaustion and Job Satisfaction of Adult Streetworkers in Australia
Demographics in Service Encounters
Referent Sharing
This study examines the impact of workgroup membership on individuals' perceptions of equity and choice of referent. Subjects indicated who they compared themselves to on four job facets (compensation, job complexity, supervisory behavior, and security) and whether or not they felt equitably treated relative to their referent. For security comparisons, results show that workgroup membership is related to perceptions of equity and referent choice.…
The relationship of attributional frameworks to job seekers' perceived success and job search involvement
Perspective and procedural justice
Frustration effects in procedural justice research
Understanding gender differences in distributive and procedural justice
Understanding gender differences in distributive and procedural justice
Propensity to Sexually Harass
A closer look at the effects of subordinate-supervisor age differences
Relational demography research has emphasized a similarity–attraction paradigm in explaining employees' reactions to demographic differences from other organizational members. This study examined similarity–attraction (nondirectional age differences) and status incongruence (directional age differences) predictions of age difference effects. The nondirectional and directional differences between the age of a subordinate and the ages of his or her…
Ironic evaluation processes
This research explored ironic evaluation processes initiated by suppression instructions conveyed during diversity training. Raters watched one of three training videos: a video providing information about age diversity and recommending that they try to suppress age-related thoughts; a video providing information about age, sex, race, and ethnic diversity and recommending that they try to suppress demography-related thoughts; or a control video c…
Demographics in Service Encounters
Designing effective diversity training
Despite the popularity of diversity training in corporate America, a lack of systematic evaluation has left managers with little guidance on how to design effective diversity training programmes. In this research, we examine how training group composition and trainee experience interact to influence the effects of diversity training on cognitive, affective, and behavioral outcomes. Results indicate that trainees with prior experience with diversi…
Third-Party Reactions to Employee (Mis)treatment
The rich get richer
This research examined whether trainee demographics and pre‐training competence predicted participation in voluntary diversity training. Results indicate that demographic variables had no impact on interest in training (Study One) or on actual training participation (Study Two). However, pre‐training competence levels had a positive effect on both outcomes. More competent trainees expressed more interest in additional training (Study One) and wer…
Board Age and Gender Diversity
The Effects of Age and Drug Dependency on the Emotional Exhaustion and Job Satisfaction of Adult Streetworkers in Australia
The Third-Party Perspective of (In)justice
Which Employers Offer Hope for Mainstream Job Opportunities for Disabled People
Employer reluctance to hire disabled people narrows the economic and vocational opportunities of disabled people. This study investigates employer hiring decisions to identify which mainstream employers are most likely to hire disabled people. The study reports findings from interviews with eighty-seven employers in urban and regional South Australia. Analysis reveals differences across groups of employers based on their previous hiring behaviour…
Health or harm? A cohort study of the importance of job quality in extended workforce participation by older adults
Extended working lives mean that people will be 'exposed' to work for longer, and this exposure will occur at a life stage characterised by declining health for many. Our findings show that ensuring older workers have access to secure jobs which allow for control over work time, skill use and fair rewards will be essential if policy goals to boost participation and productivity, as well as reduce the health and care costs of the elderly, are to b…
Shaping attitudes to disability employment with a national disability insurance scheme
Approximately twenty per cent of the world's population has some form of disability, but workforce participation of people with disability has been intractably low. In an effort to improve the economic and social participation of people with disability, the Australian Government introduced legislation in 2013 designed to provide individualised support and encourage communities and employers to be more receptive to people with disability. The auth…
The Tyranny of Fit
Policies that encourage the aspirations of disabled people for mainstream employment might be an effective way to increase their workforce participation rate. This study aims to determine which people in sheltered employment aspire to a job beyond their current sheltered employment job. We asked 64 people with sheltered employment jobs about their workplace and job fit, their intentions to stay in their current job and their future job aspiration…
Differences in Well‐being among People with Disabilities in Paid Employment
This study investigates the variability in well‐being of people with disabilities in paid employment in two different labour market contexts: the beginning (1998) and end (2009) of a period of growth in non‐standard hours and work intensification. It focuses on the well‐being constraints that arise from three influences: a person's disability, a person's gender, and the labour market context. Hypotheses are developed using the social model of dis…
Faculty Gender Diversity, Institutional Performance, and the Role of Diversity Climate
Sweated Labour among Clothing Outworkers at the Start of the Twenty-First Century
This study examines whether sweating existed in clothing outwork in Australia at the start of the twenty-first century. A history from below investigation is conducted of the working lives of immigrant outworkers, interviewed in their own language in their own homes. Content and textual analyses of their narratives show that outwork was sweated labour. Individuals worked intensively for long hours, sometimes through the night, and often helped by…
When time is running out
Using dynamic theory and methods, we investigate the phenomenon of older workers who withdraw from paid work while still healthy. We focus on intention to retire as the penultimate stage in the retirement process. We extend socio‐emotional selectivity theory to explain the growth of intention to retire. Older workers have a rising perception of time running out but good health allows for an ongoing choice between remaining in work or active retir…
Gender targets and trickle‐down effects
Women constitute the majority of the Australian public sector workforce, but their representation in senior roles is not proportional. Australian public services have gender targets to improve the representation of women in senior roles. Based on previous research, targets are expected to first increase female representation at the target's focal level, such as executive level. Then they should initiate a trickle‐down effect (TDE), increasing fem…
Psychology (24 obras) · Political science (20 obras) · Social Psychology (15 obras) · Social Psychology (13 obras) · Economics (12 obras) · Law (11 obras) · Sociology (11 obras) · Demographic economics (7 obras) · Gender Diversity and Inequality (7 obras) · Law (7 obras)