Laurie Larwood
Datos Biográficos
| ID | 196446 |
|---|---|
| NOMBRE | Laurie Larwood |
| NOMBRES | Laurie |
| APELLIDO | Larwood |
| FIRMA | LARWOOD L |
| AFILIACIONES | Claremont Colleges |
| VERIFICADO | No |
| TOTAL DE OBRAS | 19 |
| TOTAL DE CITAS | 99 |
| TOTAL COMO AUTOR | 19 |
| TOTAL COMO EDITOR | 0 |
| PRIMER AÑO DE PUBLICACIÓN | 1975 |
| AÑO MÁS RECIENTE DE PUBLICACIÓN | 2005 |
| ÍNDICE H | 7 |
Preliminary Validation of the Work-Family Integration-Blurring Scale
Several studies of telecommuting and working at home have alluded to the blurring line between work and family that can result from such highly integrated work-family arrangements. However, little is known about working parents' perceptions of the integration and blurring of their work and family roles. In this study, the authors created and validated the Work-Family Integration-Blurring Scale using a national sample of business professors raisin…
Gender Discrimination and the Workplace
Further Examination of the Cosmopolitan-Local Latent Role Construct
Organizational researchers widely accept the 1957 work of Gouldner describing the influence of cosmopolitan-local “latent roles” on various organizational outcome variables. New cosmopolitan and local scales were described here for further research
End-User Training
Rational decision processes and sex discrimination
The extent to which sex discrimination is likely to occur as a consequence of manager‐client relationships was examined in this test of rational bias theory. Results were gathered by means of a computerized survey technique. Findings indicated that discrimination is more likely to occur in relationships in which the client is relatively important to the manager, but less likely to occur, or be reversed, in the presence of conditions signaling tha…
Predictors for Career Achievement in the Corporate Hierarchy
This study investigates the interrelationships between objective and perceived career achievement and career choices, success criteria, family variables, and demographics, as well as examining vocational congruence between career and the individual. The congruence model is tested by using both objective and subjective measures. A sample composed of more than 200 managers from a variety of organizations revealed that demographic and family variabl…
Women and Work
Sex and race discrimination resulting from manager-client relationships
Predictors for Managers' Career Mobility, Success, and Satisfaction
Research into career success has usually dealt with objective aspects of career paths such as income and job title. This paper suggests also using cognitive variables to assess career success and examines past career choices to show that postdecisional justification may be apparent. The data reveal that demographics and success criteria are the best predictor sets when trying to explain a person's objective career success, mobility, and career sa…
Women and Work, an Annual Review Volume 1
Women and Work
Bias in the Attribution of Marital Conflict
Two types of attributional bias (unrealistic optimism and responsibility) were examined in their relationship to conflict among married and divorced individuals. Individuals perceived themselves both as better than average and as more responsible than their partners for marital problems. Optimism bias was lower among divorced individuals and among those with a higher level of conflict. Responsibility bias was unrelated to the respondents' current…
Attitudes of male and female cadets toward military sex integration
Women as managers
Women as managers
Sex role and developmental evaluations in the just world
Sex discrimination in managerial selection
Sex role as a mediator of achievement in task performance
In Defense of Psychological Territory
128 subjects won or lost to a confederate on sex-appropriate or inappropriate tasks. Sex of confederate, subject, and experimenter was also varied factorially. Defense of intellectual territory was operationalized as shock administered to the confederate in an aggression paradigm following loss at a sex-appropriate task. The concept received support for male subjects having male experimenters. An association of masculinity with the differentiatio…
Preliminary Validation of the Work-Family Integration-Blurring Scale
Several studies of telecommuting and working at home have alluded to the blurring line between work and family that can result from such highly integrated work-family arrangements. However, little is known about working parents' perceptions of the integration and blurring of their work and family roles. In this study, the authors created and validated the Work-Family Integration-Blurring Scale using a national sample of business professors raisin…
Predictors for Managers' Career Mobility, Success, and Satisfaction
Research into career success has usually dealt with objective aspects of career paths such as income and job title. This paper suggests also using cognitive variables to assess career success and examines past career choices to show that postdecisional justification may be apparent. The data reveal that demographics and success criteria are the best predictor sets when trying to explain a person's objective career success, mobility, and career sa…
Sex discrimination in managerial selection
Women and Work
Gender Discrimination and the Workplace
Predictors for Career Achievement in the Corporate Hierarchy
This study investigates the interrelationships between objective and perceived career achievement and career choices, success criteria, family variables, and demographics, as well as examining vocational congruence between career and the individual. The congruence model is tested by using both objective and subjective measures. A sample composed of more than 200 managers from a variety of organizations revealed that demographic and family variabl…
Sex and race discrimination resulting from manager-client relationships
Women as managers
Attitudes of male and female cadets toward military sex integration
Bias in the Attribution of Marital Conflict
Two types of attributional bias (unrealistic optimism and responsibility) were examined in their relationship to conflict among married and divorced individuals. Individuals perceived themselves both as better than average and as more responsible than their partners for marital problems. Optimism bias was lower among divorced individuals and among those with a higher level of conflict. Responsibility bias was unrelated to the respondents' current…
Sex role and developmental evaluations in the just world
Rational decision processes and sex discrimination
The extent to which sex discrimination is likely to occur as a consequence of manager‐client relationships was examined in this test of rational bias theory. Results were gathered by means of a computerized survey technique. Findings indicated that discrimination is more likely to occur in relationships in which the client is relatively important to the manager, but less likely to occur, or be reversed, in the presence of conditions signaling tha…
Sex role as a mediator of achievement in task performance
In Defense of Psychological Territory
128 subjects won or lost to a confederate on sex-appropriate or inappropriate tasks. Sex of confederate, subject, and experimenter was also varied factorially. Defense of intellectual territory was operationalized as shock administered to the confederate in an aggression paradigm following loss at a sex-appropriate task. The concept received support for male subjects having male experimenters. An association of masculinity with the differentiatio…
Sex role as a mediator of achievement in task performance
Sex discrimination in managerial selection
Women as managers
Women as managers
Sex role and developmental evaluations in the just world
Attitudes of male and female cadets toward military sex integration
Bias in the Attribution of Marital Conflict
Two types of attributional bias (unrealistic optimism and responsibility) were examined in their relationship to conflict among married and divorced individuals. Individuals perceived themselves both as better than average and as more responsible than their partners for marital problems. Optimism bias was lower among divorced individuals and among those with a higher level of conflict. Responsibility bias was unrelated to the respondents' current…
Women and Work, an Annual Review Volume 1
Women and Work
Sex and race discrimination resulting from manager-client relationships
Predictors for Managers' Career Mobility, Success, and Satisfaction
Research into career success has usually dealt with objective aspects of career paths such as income and job title. This paper suggests also using cognitive variables to assess career success and examines past career choices to show that postdecisional justification may be apparent. The data reveal that demographics and success criteria are the best predictor sets when trying to explain a person's objective career success, mobility, and career sa…
Women and Work
Predictors for Career Achievement in the Corporate Hierarchy
This study investigates the interrelationships between objective and perceived career achievement and career choices, success criteria, family variables, and demographics, as well as examining vocational congruence between career and the individual. The congruence model is tested by using both objective and subjective measures. A sample composed of more than 200 managers from a variety of organizations revealed that demographic and family variabl…
Rational decision processes and sex discrimination
The extent to which sex discrimination is likely to occur as a consequence of manager‐client relationships was examined in this test of rational bias theory. Results were gathered by means of a computerized survey technique. Findings indicated that discrimination is more likely to occur in relationships in which the client is relatively important to the manager, but less likely to occur, or be reversed, in the presence of conditions signaling tha…
End-User Training
Further Examination of the Cosmopolitan-Local Latent Role Construct
Organizational researchers widely accept the 1957 work of Gouldner describing the influence of cosmopolitan-local “latent roles” on various organizational outcome variables. New cosmopolitan and local scales were described here for further research
Gender Discrimination and the Workplace
Preliminary Validation of the Work-Family Integration-Blurring Scale
Several studies of telecommuting and working at home have alluded to the blurring line between work and family that can result from such highly integrated work-family arrangements. However, little is known about working parents' perceptions of the integration and blurring of their work and family roles. In this study, the authors created and validated the Work-Family Integration-Blurring Scale using a national sample of business professors raisin…
Psychology (17 obras) · Social Psychology (14 obras) · Social Psychology (14 obras) · Gender Diversity and Inequality (9 obras) · Developmental psychology (7 obras) · Sociology (7 obras) · Work-Family Balance Challenges (4 obras) · Cognitive psychology (3 obras) · Computer Science (3 obras) · Demography (3 obras)