Karen Korabik
Biographic Data
| ID | 335573 |
|---|---|
| NAME | Karen Korabik |
| GIVEN NAMES | Karen |
| FAMILY NAME | Korabik |
| SIGNATURE | KORABIK K |
| AFFILIATIONS | University of Guelph |
| VERIFIED | No |
| TOTAL WORKS | 16 |
| TOTAL CITATIONS | 116 |
| AUTHOR COUNT | 14 |
| EDITOR COUNT | 2 |
| FIRST PUBLICATION YEAR | 1982 |
| LATEST PUBLICATION YEAR | 2020 |
| H-INDEX | 5 |
The work-family interface around the world
Gender, polychronicity, and the work–family interface: Is a preference for multitasking beneficial
This study examined how polychronicity, or the preference to do several things concurrently, was related to work and family overload, work–family conflict, and outcomes in the work, family, and life domains (i.e. turnover intent, family, and life satisfaction). Using conservation of resources theory as a framework, polychronicity was conceptualized as a resource that could be used to reduce work and family overload. The participants were 553 empl…
The Work-Family Interface in Global Context
A growing number of work-family (W-F) researchers are engaging in the challenging work of conducting cross-national and cross-cultural analyses of how various national contextual factors influence work-life policies, practices, and outcomes at the organizational and individual levels. In particular, Ollier-Malaterre, Valcour, Den Dulk, and Kossek (2013) have been instrumental in promoting scholarship that includes analysis of how such macro-level…
Portuguese Mothers and Fathers Share Similar Levels of Work-Family Guilt According to a Newly Validated Measure
Leadership: Why gender and culture matter
For decades, understanding of leadership has been largely based on the results of studies carried out on White men in the United States. We review major theories and models of leadership as they pertain to either gender or culture. We focus on 3 approaches to leadership: trait (including leadership categorization or implicit leadership theory), behavioral (including the two-factor, transformational-transactional leadership, and leader-member exch…
Handbook of Work-Family Integration: Research, Theory, and Best Practices
In today's industrialized societies, the majority of parents work full time while caring for and raising their children and managing household upkeep, trying to keep a precarious balance of fulfilling multiple roles as parent, worker, friend, & child. Increasingly demands of the workplace such as early or late hours, travel, commute, relocation, etc. conflict with the needs of being a parent. At the same time, it is through work that people incre…
A Multi-Level Approach to Cross Cultural Work-Family Research: A Micro and Macro Perspective
This article describes the theoretical framework and rationale that underlie a large-scale international study of the work-family interface. This research study utilizes a multi-level, theoretically based approach. It is being undertaken by a collaborative, multicultural team composed of indigenous researchers from countries that were selected based on theoretically important dimensions. It consists of three empirical components: (1) qualitative …
Employed Mothers and the Work-Family Interface: Does Family Structure Matter
Differences in the experience of work-family (W-F) issues between employed single and married mothers were investigated among women in lower level (Study 1) and higher level (Study 2) occupations. Few differences were found. For both single and married mothers in lower level occupations, higher organizational and supervisor support and greater use of formal policies were related to lower work interference with family (WIF) and higher family and j…
Evaluating the Learning Opportunities Program: Some Challenges and Lessons Learned
Recent research indicates that, with appropriate instruction, accommodation, and support, students with learning disabilities can successfully meet the academic and social challenges of university. In 1998, the Learning Opportunities Program was launched at the University of Guelph to promote the academic and workplace success and social-emotional adjustment of students with learning disabilities. This multi-faceted program, funded by the Learnin…
Testing a Model of Socially Desirable and Undesirable Gender-Role Attributes
Examining the relationships between the socially desirable and undesirable aspects of agency and communion
Gendering Organizational Analysis
Managers' conflict management style and leadership effectiveness: The moderating effects of gender
Corporate Flight of Women Managers: Moving From Fiction to Fact
A large scale survey of 391 women and 263 men managers produced no evidence for four common contentions about the attribution of women managers from organizations: (1) large numbers of women are “dropping out”, (2) women managers leave organizations primarily due to maternity and work‐family conflict, (3) more female than male managers are leaving organizations, and (4) managers who are mothers are less committed to their careers and to organizat…
Workplace variables, affective responses, and intention to leave among women managers
This study investigated workplace variables and affective responses as precursors of intentions to leave organizations via a survey of 306 women managers. The contribution of workplace variables typically included in turnover studies was assessed, as well as that of additional variables thought to be particularly pertinent to professional women's organizational experiences. The results of a canonical correlation analysis indicated that women who …
The Effects of Sex-Typed Trait Descriptions on Judgments of Likeableness
The present study attempted to specify some of the conditions in which the use of sex-typed trait description would influence ratings of likeableness. Ninety male and 90 female subjects evaluated descriptions of stimulus persons varying in gender and sex role orientation. Female subjects rated masculine role descriptions less favorably than feminine or androgynous descriptions regardless of the gender ascribed to the stimulus person. Male subject…
Leadership: Why gender and culture matter
For decades, understanding of leadership has been largely based on the results of studies carried out on White men in the United States. We review major theories and models of leadership as they pertain to either gender or culture. We focus on 3 approaches to leadership: trait (including leadership categorization or implicit leadership theory), behavioral (including the two-factor, transformational-transactional leadership, and leader-member exch…
Employed Mothers and the Work-Family Interface: Does Family Structure Matter
Differences in the experience of work-family (W-F) issues between employed single and married mothers were investigated among women in lower level (Study 1) and higher level (Study 2) occupations. Few differences were found. For both single and married mothers in lower level occupations, higher organizational and supervisor support and greater use of formal policies were related to lower work interference with family (WIF) and higher family and j…
Managers' conflict management style and leadership effectiveness: The moderating effects of gender
Gendering Organizational Analysis
Examining the relationships between the socially desirable and undesirable aspects of agency and communion
A Multi-Level Approach to Cross Cultural Work-Family Research: A Micro and Macro Perspective
This article describes the theoretical framework and rationale that underlie a large-scale international study of the work-family interface. This research study utilizes a multi-level, theoretically based approach. It is being undertaken by a collaborative, multicultural team composed of indigenous researchers from countries that were selected based on theoretically important dimensions. It consists of three empirical components: (1) qualitative …
Portuguese Mothers and Fathers Share Similar Levels of Work-Family Guilt According to a Newly Validated Measure
The Effects of Sex-Typed Trait Descriptions on Judgments of Likeableness
The present study attempted to specify some of the conditions in which the use of sex-typed trait description would influence ratings of likeableness. Ninety male and 90 female subjects evaluated descriptions of stimulus persons varying in gender and sex role orientation. Female subjects rated masculine role descriptions less favorably than feminine or androgynous descriptions regardless of the gender ascribed to the stimulus person. Male subject…
Workplace variables, affective responses, and intention to leave among women managers
This study investigated workplace variables and affective responses as precursors of intentions to leave organizations via a survey of 306 women managers. The contribution of workplace variables typically included in turnover studies was assessed, as well as that of additional variables thought to be particularly pertinent to professional women's organizational experiences. The results of a canonical correlation analysis indicated that women who …
Corporate Flight of Women Managers: Moving From Fiction to Fact
A large scale survey of 391 women and 263 men managers produced no evidence for four common contentions about the attribution of women managers from organizations: (1) large numbers of women are “dropping out”, (2) women managers leave organizations primarily due to maternity and work‐family conflict, (3) more female than male managers are leaving organizations, and (4) managers who are mothers are less committed to their careers and to organizat…
Gendering Organizational Analysis
Managers' conflict management style and leadership effectiveness: The moderating effects of gender
Examining the relationships between the socially desirable and undesirable aspects of agency and communion
Testing a Model of Socially Desirable and Undesirable Gender-Role Attributes
Evaluating the Learning Opportunities Program: Some Challenges and Lessons Learned
Recent research indicates that, with appropriate instruction, accommodation, and support, students with learning disabilities can successfully meet the academic and social challenges of university. In 1998, the Learning Opportunities Program was launched at the University of Guelph to promote the academic and workplace success and social-emotional adjustment of students with learning disabilities. This multi-faceted program, funded by the Learnin…
Employed Mothers and the Work-Family Interface: Does Family Structure Matter
Differences in the experience of work-family (W-F) issues between employed single and married mothers were investigated among women in lower level (Study 1) and higher level (Study 2) occupations. Few differences were found. For both single and married mothers in lower level occupations, higher organizational and supervisor support and greater use of formal policies were related to lower work interference with family (WIF) and higher family and j…
A Multi-Level Approach to Cross Cultural Work-Family Research: A Micro and Macro Perspective
This article describes the theoretical framework and rationale that underlie a large-scale international study of the work-family interface. This research study utilizes a multi-level, theoretically based approach. It is being undertaken by a collaborative, multicultural team composed of indigenous researchers from countries that were selected based on theoretically important dimensions. It consists of three empirical components: (1) qualitative …
Handbook of Work-Family Integration: Research, Theory, and Best Practices
In today's industrialized societies, the majority of parents work full time while caring for and raising their children and managing household upkeep, trying to keep a precarious balance of fulfilling multiple roles as parent, worker, friend, & child. Increasingly demands of the workplace such as early or late hours, travel, commute, relocation, etc. conflict with the needs of being a parent. At the same time, it is through work that people incre…
Leadership: Why gender and culture matter
For decades, understanding of leadership has been largely based on the results of studies carried out on White men in the United States. We review major theories and models of leadership as they pertain to either gender or culture. We focus on 3 approaches to leadership: trait (including leadership categorization or implicit leadership theory), behavioral (including the two-factor, transformational-transactional leadership, and leader-member exch…
Gender, polychronicity, and the work–family interface: Is a preference for multitasking beneficial
This study examined how polychronicity, or the preference to do several things concurrently, was related to work and family overload, work–family conflict, and outcomes in the work, family, and life domains (i.e. turnover intent, family, and life satisfaction). Using conservation of resources theory as a framework, polychronicity was conceptualized as a resource that could be used to reduce work and family overload. The participants were 553 empl…
The Work-Family Interface in Global Context
A growing number of work-family (W-F) researchers are engaging in the challenging work of conducting cross-national and cross-cultural analyses of how various national contextual factors influence work-life policies, practices, and outcomes at the organizational and individual levels. In particular, Ollier-Malaterre, Valcour, Den Dulk, and Kossek (2013) have been instrumental in promoting scholarship that includes analysis of how such macro-level…
Portuguese Mothers and Fathers Share Similar Levels of Work-Family Guilt According to a Newly Validated Measure
The work-family interface around the world
Psychology (14 works) · Social Psychology (11 works) · Work-Family Balance Challenges (9 works) · Social Psychology (8 works) · Sociology (7 works) · Engineering (6 works) · Gender Diversity and Inequality (6 works) · Developmental psychology (5 works) · Political science (5 works) · Computer Science (4 works)