Alison M Konrad
Biographic Data
| ID | 285617 |
|---|---|
| NAME | Alison M Konrad |
| GIVEN NAMES | Alison M |
| FAMILY NAME | Konrad |
| SIGNATURE | KONRAD A M |
| AFFILIATIONS | Western University |
| ORCID | 0000-0001-6231-2307 |
| VERIFIED | Yes |
| TOTAL WORKS | 40 |
| TOTAL CITATIONS | 367 |
| AUTHOR COUNT | 40 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1987 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 10 |
Does age diversity benefit team outcomes, if so, when and how? A moderated mediation model
Earnings of persons with disabilities
Purpose Persons with disabilities (PWD) are among the largest and most diverse minority groups and among the most disadvantaged in terms of employment. Entrepreneurial pursuit is often advocated as a path toward employment, inclusion, and equality, yet few studies have investigated earning variation among PWD. Design/methodology/approach The authors draw on social cognitive career theory (SCCT), and the disability employment and entrepreneurship …
HRM systems and employee affective commitment
Purpose Despite decades of studies on high-involvement human resource management (HRM) systems, questions remain of whether high-involvement HRM systems can increase the commitment of women. This study aims to contribute to the growing body of research on the cross-level effect of HRM systems and practices on employee affective commitment by considering the moderating role of gender. Design/methodology/approach Integrating social exchange theory …
Denial of racism and the Trump presidency
Purpose The purpose of this paper is to document the racist undertones of Donald Trump’s Presidential campaign rhetoric and draw implications regarding its impact on equality, diversity, and inclusion. Most contemporary individuals reject explicitly racist beliefs and strive to present themselves as having egalitarian attitudes toward other races and ethnicities. However, commonly held implicit biases toward historically marginalized racioethnic …
Childhood-onset disability, strong ties and employment quality
Purpose Persons with childhood-onset disabilities are among the most marginalized populations, often unemployed or underemployment in jobs providing neither adequate hours for financial self-sufficiency nor fulfillment through skill-utilization. The purpose of this paper is to examine the extent to which social capital in the form of strong ties with family and friends is associated with enhanced employment outcomes for persons with childhood-ons…
Pay dispersion and earnings for women and men
Purpose Relatively little research has examined whether pay dispersion influences men's and women's earnings differently. The purpose of this paper is to fill this research gap. Design/methodology/approach The authors used survey design and multiple regressions to analyze a sample of 650 Swedish medical doctors. Findings Pay dispersion was found to be negatively associated with both men's and women's earnings. These effects were contingent on com…
Is using work–life interface benefits a career‐limiting move? An examination of women, men, lone parents, and parents with partners
Using a large national sample based on Workplace and Employee Survey data collected by Statistics Canada in 2001 and 2002, we examined the effects of employee usage of seven organizational work–life interface benefits on promotions. Analysis predicted promotions in 2002 when number of promotions received by 2001 were controlled. The main effect of using work–life interface benefits on promotions was positive, indicating that using these benefits …
Vocational status and perceived well‐being of workers with disabilities
Purpose The purpose of this paper is to examine whether the different employment statuses of under‐employment, temporary employment, unemployment and non‐participation in the labor force are associated with perceived well‐being among persons with disabilities. Design/methodology/approach The authors used data from the 2006 Participation and Activity Limitation Survey (PALS) conducted by Statistics Canada to develop six categories of employment st…
Leaders’ transformational, conflict, and emotion management behaviors in culturally diverse workgroups
Purpose Previous research has shown that diversity is related to both task and relationship conflict in groups. The purpose of this paper is to posit that leadership is an important factor for maintaining high group performance and morale under conditions of conflict. Specifically, the paper argues that leader conflict management, emotion management, and transformational behaviors determine the impact of conflict on group outcomes. Design/methodo…
Understanding Diversity Management Practices
Diversity management practices consist of the set of formalized practices developed and implemented by organizations to manage diversity effectively among all organizational stakeholders. We review the extant literature on antecedents and outcomes of diversity management practices. Applying institutional and resource-based theories, we develop a research model outlining several possible avenues for future research. We also identify ways that rese…
Women in sport management
Purpose The aim of this paper is to examine the effects of organizational characteristics, philosophical support, and substantive human resource management (HRM) programs on promoting gender equality within sport management. Design/methodology/approach A questionnaire is developed to collect data on philosophical support and HRM practices within sport organizations and sent to 500 collegiate and professional sport organizations in the USA; 196 re…
A reflection of the contributions of “Women in sport management
Purpose The purpose of this paper is to offer a reflection of contributions made by the paper “Women in sport management: advancing the representation through HRM structures.” Design/methodology/approach The approach the paper took in preparing this reflection was to offer the recollections as why the study was initiated and the significance it has had since being in print. Findings In this paper, four key outcomes of the original study are ident…
Diversity and organizational innovation
This study examined the interactive effects of workplace diversity and employee involvement on organizational innovation. Using a sample of 182 large Canadian organizations, we found a three‐way interaction between level of employee involvement, variation in involvement, and racioethnic diversity on innovation. In organizations with high levels of employee involvement, high variation in involvement was associated with higher involvement levels am…
Asymmetrical demography effects on psychological climate for gender diversity
This research examined the association between gender composition of the work context and perceived reward and social outcomes for women and men. A nationally representative sample of 594 male and 430 female Swedish medical doctors responded to a survey asking them to report the gender composition of their medical unit, the gender of their immediate supervisors, and the gender of the head of their work organizations. Participants also responded t…
Creating a vision boosts the impact of top management support on the employment of managers with disabilities
Purpose This study aims to examine the effect of top management vision on top management support, practice, and the employment of managers with disabilities within the sport industry. Design/methodology/approach A questionnaire was developed to collect data on perception of top management vision, top management support, supportive practices, and representation of managers with disabilities in sport organizations and sent to 500 collegiate and pro…
Critical Mass
Gender Role Attitudes and Careers
Gender-Role Attitudes and Earnings
Diversity attitudes and norms
This study investigated attitudes and subjective norms related to workplace diversity initiatives and intentions to engage in diversity‐related behaviors in a sample of 852 public service employees. Participants completed a survey measuring behavioral intentions, attitudes, belief‐based norms, ethnic identity achievement, and demographic characteristics. Comparisons were made between people of color and Whites as well as between those with high a…
The Relationship of Job Attribute Preferences to Employment, Hours of Paid Work, and Family Responsibilities
Preferences for Job Attributes Associated with Work and Family
Diversity programs
The purpose of this study was to examine the effect of diversity programs on female student representation within sport management preparation programs. A questionnaire was sent to 172 undergraduate and graduate sport management preparation programs at the North American Society for Sport Management member institutions and 72 completed surveys were returned. These data were used to test a confirmatory path model at the undergraduate and graduate …
Job and industry fit
Using a sample of 232 MBA alumni, we tested the impact of respondent age, gender, and their interaction on career progress outcomes (managerial level, number of promotions, and salary) and whether age‐ and gender‐type of contexts moderated these relationships. Women's salaries did not increase much with age, whereas men's salaries showed a marked increase with age. We also found a gender × job gender‐type effect on salary, such that women earned …
Family Demands and Job Attribute Preferences
Demographic Differences and Reactions to Performance Feedback
This study examined the effects of demographic similarity and dissimilarity on perceptions of performance appraisals and reactions to negative feedback. We surveyed a sample of 180 non-supervisory employees from an organization whose members represent over 120 nationalities. Consistent with predictions based on status characteristics theory, employees reacted more favorably to feedback from White managers. An asymmetrical dissimilarity effect was…
Gender Role Attitudes and Careers
Sex differences and similarities in job attribute preferences
Many researchers have studied sex differences in job attribute preferences. The authors meta-analyzed 242 samples collected from 321,672 men and boys and 316,842 women and girls in the United States between 1970 and 1998. Findings indicated significant (p < .05) sex differences on 33 of 40 job attribute preferences examined. The effect sizes were small. Of the 33 significant differences, 26 had average effect sizes of magnitude .20 or less. The d…
Gender-Role Attitudes and Earnings
Desirability of the Bem Sex-Role Inventory Items for Women and Men
The Effects of Gender Role Congruence and Statistical Discrimination on Managerial Advancement
This paper makes the argument that the managerial advancement process is different for women and men. Men in management who choose to participate more fully in family labor experience gender role congruence pressures and are penalized in the workplace. Women in management experience statistical discrimination, meaning that they are viewed with suspicion and that their commitment and competence is over-tested. Findings from data collected in two l…
Diversity and organizational innovation
This study examined the interactive effects of workplace diversity and employee involvement on organizational innovation. Using a sample of 182 large Canadian organizations, we found a three‐way interaction between level of employee involvement, variation in involvement, and racioethnic diversity on innovation. In organizations with high levels of employee involvement, high variation in involvement was associated with higher involvement levels am…
Understanding the Hiring of Women and Minorities in Educational Institutions
The conditions under which women and minorities were hired for managerial positions in higher education administration were studied using data on 821 institutions from the 1978 and 1983 College and University Personnel Association's annual compensation surveys. The percentage of women in a particular job across institutions, the percentage of women in all the administrative positions in an institution, and the fact that the previous occupant of t…
Gender Differences in Attitudes Toward Affirmative Action Programs in Australia
Is using work–life interface benefits a career‐limiting move? An examination of women, men, lone parents, and parents with partners
Using a large national sample based on Workplace and Employee Survey data collected by Statistics Canada in 2001 and 2002, we examined the effects of employee usage of seven organizational work–life interface benefits on promotions. Analysis predicted promotions in 2002 when number of promotions received by 2001 were controlled. The main effect of using work–life interface benefits on promotions was positive, indicating that using these benefits …
Job-Seeking in a Turbulent Economy
This study extends previous research on the micro-level processes of job-seeking and demonstrates that job-seeking behaviors are affected by macro-level factors. Using a longitudinal research design, we monitored the job-seeking strategies of a diverse sample of recently unemployed labor market participants. Specifically, we examined the impact of shrinking or growing industry sectors on the use of personal contacts. Overall, results indicated th…
Job and industry fit
Using a sample of 232 MBA alumni, we tested the impact of respondent age, gender, and their interaction on career progress outcomes (managerial level, number of promotions, and salary) and whether age‐ and gender‐type of contexts moderated these relationships. Women's salaries did not increase much with age, whereas men's salaries showed a marked increase with age. We also found a gender × job gender‐type effect on salary, such that women earned …
Demographic Differences and Reactions to Performance Feedback
This study examined the effects of demographic similarity and dissimilarity on perceptions of performance appraisals and reactions to negative feedback. We surveyed a sample of 180 non-supervisory employees from an organization whose members represent over 120 nationalities. Consistent with predictions based on status characteristics theory, employees reacted more favorably to feedback from White managers. An asymmetrical dissimilarity effect was…
Asymmetrical demography effects on psychological climate for gender diversity
This research examined the association between gender composition of the work context and perceived reward and social outcomes for women and men. A nationally representative sample of 594 male and 430 female Swedish medical doctors responded to a survey asking them to report the gender composition of their medical unit, the gender of their immediate supervisors, and the gender of the head of their work organizations. Participants also responded t…
The Relationship of Job Attribute Preferences to Employment, Hours of Paid Work, and Family Responsibilities
Denial of racism and the Trump presidency
Purpose The purpose of this paper is to document the racist undertones of Donald Trump’s Presidential campaign rhetoric and draw implications regarding its impact on equality, diversity, and inclusion. Most contemporary individuals reject explicitly racist beliefs and strive to present themselves as having egalitarian attitudes toward other races and ethnicities. However, commonly held implicit biases toward historically marginalized racioethnic …
Diversity attitudes and norms
This study investigated attitudes and subjective norms related to workplace diversity initiatives and intentions to engage in diversity‐related behaviors in a sample of 852 public service employees. Participants completed a survey measuring behavioral intentions, attitudes, belief‐based norms, ethnic identity achievement, and demographic characteristics. Comparisons were made between people of color and Whites as well as between those with high a…
Political Participation
This research is an integration of previous work on political activity and examines a variety of factors thought to be influential in the performance and nonperformance of political behavior.The political participation of a randomly selected sample of local citizens was studied using survey research methods.One hundred and twenty-six individuals responded to survey items assessing participation in a variety of political activities including votin…
Vocational status and perceived well‐being of workers with disabilities
Purpose The purpose of this paper is to examine whether the different employment statuses of under‐employment, temporary employment, unemployment and non‐participation in the labor force are associated with perceived well‐being among persons with disabilities. Design/methodology/approach The authors used data from the 2006 Participation and Activity Limitation Survey (PALS) conducted by Statistics Canada to develop six categories of employment st…
Preferences for Job Attributes Associated with Work and Family
Family Demands and Job Attribute Preferences
The Effects of Individual Power on Earnings
In a large national sample of college and university faculty, individual earnings were affected by individual-level power, controlling for other individual, departmental, academic, field, and organization-level determinants of salaries. Specifically, having an outside job offer, having more extensive communication with individuals in other institutions, bringing in outside research grants, and being active and influential in departmental and inst…
Earnings of persons with disabilities
Purpose Persons with disabilities (PWD) are among the largest and most diverse minority groups and among the most disadvantaged in terms of employment. Entrepreneurial pursuit is often advocated as a path toward employment, inclusion, and equality, yet few studies have investigated earning variation among PWD. Design/methodology/approach The authors draw on social cognitive career theory (SCCT), and the disability employment and entrepreneurship …
Pay dispersion and earnings for women and men
Purpose Relatively little research has examined whether pay dispersion influences men's and women's earnings differently. The purpose of this paper is to fill this research gap. Design/methodology/approach The authors used survey design and multiple regressions to analyze a sample of 650 Swedish medical doctors. Findings Pay dispersion was found to be negatively associated with both men's and women's earnings. These effects were contingent on com…
Leaders’ transformational, conflict, and emotion management behaviors in culturally diverse workgroups
Purpose Previous research has shown that diversity is related to both task and relationship conflict in groups. The purpose of this paper is to posit that leadership is an important factor for maintaining high group performance and morale under conditions of conflict. Specifically, the paper argues that leader conflict management, emotion management, and transformational behaviors determine the impact of conflict on group outcomes. Design/methodo…
Women in sport management
Purpose The aim of this paper is to examine the effects of organizational characteristics, philosophical support, and substantive human resource management (HRM) programs on promoting gender equality within sport management. Design/methodology/approach A questionnaire is developed to collect data on philosophical support and HRM practices within sport organizations and sent to 500 collegiate and professional sport organizations in the USA; 196 re…
Political Participation
This research is an integration of previous work on political activity and examines a variety of factors thought to be influential in the performance and nonperformance of political behavior.The political participation of a randomly selected sample of local citizens was studied using survey research methods.One hundred and twenty-six individuals responded to survey items assessing participation in a variety of political activities including votin…
Predicting Social-Sexual Behavior at Work
This study explored two competing hypotheses about social-sexual behavior at work, which we defined as any non-work-related behavior having a sexual component, including harassment, flirting, and m...
Understanding the Hiring of Women and Minorities in Educational Institutions
The conditions under which women and minorities were hired for managerial positions in higher education administration were studied using data on 821 institutions from the 1978 and 1983 College and University Personnel Association's annual compensation surveys. The percentage of women in a particular job across institutions, the percentage of women in all the administrative positions in an institution, and the fact that the previous occupant of t…
The Effects of Individual Power on Earnings
In a large national sample of college and university faculty, individual earnings were affected by individual-level power, controlling for other individual, departmental, academic, field, and organization-level determinants of salaries. Specifically, having an outside job offer, having more extensive communication with individuals in other institutions, bringing in outside research grants, and being active and influential in departmental and inst…
Task Complexity, Dependency Relationships and Influence
The relationships among task complexity, patterns of dependency relationships, and influence were examined by analyzing the survey responses of staff nurses in a large general hospital. Strategic contingency theory was used to develop a set of hypotheses concerning power / dependency relationships, and task interdependency theory was used to develop a set of hypotheses concerning interdependency relationships. Staff nurses perceived both power / …
Formalized HRM Structures
Do formalized human resources management (HRM) structures promote goals of equal employment opportunity and affirmative action or symbolize good faith in the absence of real change? We examined the antecedents and outcomes of formalized HRM structures in over a hundred organizations, assessing the presence of “identity-conscious” and “identity-blind” HRM structures. Findings indicated that identity-conscious structures were associated with some p…
Task Complexity and Information Exchange
We used an information-processing perspective and the reported work activities of practicing nurses to examine the relationships among task complexity, human capital endowments and patterns of networking. In addition, we also examined the impact of all of these factors on nurses' perceptions of influence over hospital policies and procedures. Measures of task complexity, including task instability and decision-making autonomy, were found to be po…
A cross‐national cross‐gender study of managerial task preferences and evaluation of work characteristics
Addresses the debate about gender‐based leadership/management styles by examining and comparing managerial task preferences and rating of work characteristics of women and men in management positions in the USA, Japan, Australia, Israel and Italy. The findings do not support the notion that women have a distinct leadership style, e.g. that they are more people‐oriented than men, or that they differ consistently in their evaluation of various job …
The Effects of Gender Role Congruence and Statistical Discrimination on Managerial Advancement
This paper makes the argument that the managerial advancement process is different for women and men. Men in management who choose to participate more fully in family labor experience gender role congruence pressures and are penalized in the workplace. Women in management experience statistical discrimination, meaning that they are viewed with suspicion and that their commitment and competence is over-tested. Findings from data collected in two l…
The Impact of Labor Market Structure on Sex Differences in Earnings
This research examines how structural features of a labor market affect the size of the male‐female earnings differential in that market. Theoretical predictions are tested using data on the earnings of male and female academics in the US. Measures of labor market structure are shown to be significantly associated with the size of the earnings differential in 56 labor markets corresponding to specific academic disciplines. As predicted, an oversu…
Sex differences and similarities in job attribute preferences
Many researchers have studied sex differences in job attribute preferences. The authors meta-analyzed 242 samples collected from 321,672 men and boys and 316,842 women and girls in the United States between 1970 and 1998. Findings indicated significant (p < .05) sex differences on 33 of 40 job attribute preferences examined. The effect sizes were small. Of the 33 significant differences, 26 had average effect sizes of magnitude .20 or less. The d…
Women in sport management
Examines the effects of organizational characteristics, philosophical support, and substantive human resource management (HRM) programs on promoting gender equality within sport management. A questionnaire was developed to collect data on philosophical support and HRM practices within sport organizations and sent to 500 collegiate and professional sport organizations in the USA; 196 respondents (39 per cent) returned their completed survey forms.…
Gender Differences in Attitudes Toward Affirmative Action Programs in Australia
Job-Seeking in a Turbulent Economy
This study extends previous research on the micro-level processes of job-seeking and demonstrates that job-seeking behaviors are affected by macro-level factors. Using a longitudinal research design, we monitored the job-seeking strategies of a diverse sample of recently unemployed labor market participants. Specifically, we examined the impact of shrinking or growing industry sectors on the use of personal contacts. Overall, results indicated th…
Desirability of the Bem Sex-Role Inventory Items for Women and Men
Family Demands and Job Attribute Preferences
Demographic Differences and Reactions to Performance Feedback
This study examined the effects of demographic similarity and dissimilarity on perceptions of performance appraisals and reactions to negative feedback. We surveyed a sample of 180 non-supervisory employees from an organization whose members represent over 120 nationalities. Consistent with predictions based on status characteristics theory, employees reacted more favorably to feedback from White managers. An asymmetrical dissimilarity effect was…
Diversity programs
The purpose of this study was to examine the effect of diversity programs on female student representation within sport management preparation programs. A questionnaire was sent to 172 undergraduate and graduate sport management preparation programs at the North American Society for Sport Management member institutions and 72 completed surveys were returned. These data were used to test a confirmatory path model at the undergraduate and graduate …
Job and industry fit
Using a sample of 232 MBA alumni, we tested the impact of respondent age, gender, and their interaction on career progress outcomes (managerial level, number of promotions, and salary) and whether age‐ and gender‐type of contexts moderated these relationships. Women's salaries did not increase much with age, whereas men's salaries showed a marked increase with age. We also found a gender × job gender‐type effect on salary, such that women earned …
Preferences for Job Attributes Associated with Work and Family
Diversity attitudes and norms
This study investigated attitudes and subjective norms related to workplace diversity initiatives and intentions to engage in diversity‐related behaviors in a sample of 852 public service employees. Participants completed a survey measuring behavioral intentions, attitudes, belief‐based norms, ethnic identity achievement, and demographic characteristics. Comparisons were made between people of color and Whites as well as between those with high a…
The Relationship of Job Attribute Preferences to Employment, Hours of Paid Work, and Family Responsibilities
Gender Role Attitudes and Careers
Gender-Role Attitudes and Earnings
Critical Mass
Psychology (34 works) · Social Psychology (28 works) · Gender Diversity and Inequality (25 works) · Economics (22 works) · Social Psychology (21 works) · Political science (18 works) · Sociology (16 works) · Demographic economics (14 works) · Job Satisfaction and Organizational Behavior (14 works) · Work-Family Balance Challenges (13 works)