Stacy Blake‐beard
Biographic Data
| ID | 3476600 |
|---|---|
| NAME | Stacy Blake‐beard |
| GIVEN NAMES | Stacy |
| FAMILY NAME | Blake‐beard |
| SIGNATURE | BEARD S B |
| AFFILIATIONS | Simmons University |
| VERIFIED | No |
| TOTAL WORKS | 8 |
| TOTAL CITATIONS | 40 |
| WORKS AS AUTHOR | 8 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2005 |
| LATEST PUBLICATION YEAR | 2021 |
| H-INDEX | 3 |
A Model for Strengthening Mentors
The extensive body of literature on mentoring has largely ignored the developmental needs of mentors themselves. This conceptual and practice-oriented paper asks mentors and others to consider the needs of mentors who may or may not arrive ready to deal with the challenges of being effective mentors. The authors ask: how should mentors think about their own growth and development? Drawing on a broad spectrum of academic literatures, three frames …
The Importance of Peer Mentoring, Identity Work and Holding Environments
Mentoring is well-known for its positive impact on diversity and inclusion across a wide variety of organizational contexts. Despite these demonstrated advantages, efforts to develop diverse leaders either through access to informal mentoring relationships or via formal mentoring programs are often complex, expensive, and frequently produce mixed results. We examine the unique impact of peer mentoring to support and develop African American leade…
Feminine? Masculine? Androgynous leadership as a necessity in Covid-19
Purpose The purpose of this paper is to explore the relationship between leaders’ expressed traits and their impact on their country’s COVID-19 outcomes. Some leaders are over relying on masculine traits and dismissing feminine traits. An alternative – androgynous leadership – supports leaders in drawing from the full portfolio of behaviors. Design/methodology/approach This paper has a theoretical approach using an extensive review of the literat…
She’s already busy
Purpose – This study aims to examine women’s organizational citizenship behaviors (OCBs) or the voluntary, discretionary behaviors employees perform that are not linked to their reward system but benefit organizations. Specifically, it investigates several attitudinal and organizational antecedents relative to two sub-dimensions of OCB: organizational loyalty and helping behaviors. Design/methodology/approach – Alumnae ( n = 160) responded to an …
Handbook of Research on Promoting Women's Careers
Contents:Introduction: Advancing Women's Careers: A Key Business IssueRonald J. Burke and Susan VinnicombePART I: SETTING THE SCENE1. Gender Ratios in Organizations: Managerial and Cross-Cultural IssuesHetty van Emmerik and Merel M.S. Kats2. The Continuing Challenge of Incorporating Race and Ethnicity into Research on Women's Management CareersStella M. Nkomo3. Sprinters, Marathoners and Relay Runners: Profiles of Women's Career Development Over …
Matching by Race and Gender in Mentoring Relationships
This study examined the extent to which science, technology, engineering, and math (STEM) students reported having had mentors of their own race and gender and the extent to which they have adopted the idea that matching by race and gender matters. The study also documented the effects of race and gender matching on three academic outcomes, self-reported grade point average, efficacy, and confidence, based on data collected from 1,013 undergradua…
Social sustainability, flexible work arrangements, and diverse women
Purpose A key challenge facing organizations today is sustainability in economic, environmental, and social arenas. The purpose of this paper is to examine flexible work arrangements (FWAs) a source of social sustainability. Design/methodology/approach Drawing from theoretical explanations of social sustainability, the authors explored opportunities and challenges of FWAs as social sustainability in the American workforce. Findings While FWAs all…
The Perceived Importance of Developmental Relationships on Women Undergraduates' Pursuit of Science
Using a survey of women science majors, we tested the assumption that women mentors and other women guides help women students pursue the sciences. The survey explicitly distinguished among three types of guides: mentors (who provide psychosocial support), sponsors (who provide instrumental support), and role models (who act as examples) encountered before and during college. We found that over 90% of the women had a guide of one type or another,…
Matching by Race and Gender in Mentoring Relationships
This study examined the extent to which science, technology, engineering, and math (STEM) students reported having had mentors of their own race and gender and the extent to which they have adopted the idea that matching by race and gender matters. The study also documented the effects of race and gender matching on three academic outcomes, self-reported grade point average, efficacy, and confidence, based on data collected from 1,013 undergradua…
Feminine? Masculine? Androgynous leadership as a necessity in Covid-19
Purpose The purpose of this paper is to explore the relationship between leaders’ expressed traits and their impact on their country’s COVID-19 outcomes. Some leaders are over relying on masculine traits and dismissing feminine traits. An alternative – androgynous leadership – supports leaders in drawing from the full portfolio of behaviors. Design/methodology/approach This paper has a theoretical approach using an extensive review of the literat…
The Perceived Importance of Developmental Relationships on Women Undergraduates' Pursuit of Science
Using a survey of women science majors, we tested the assumption that women mentors and other women guides help women students pursue the sciences. The survey explicitly distinguished among three types of guides: mentors (who provide psychosocial support), sponsors (who provide instrumental support), and role models (who act as examples) encountered before and during college. We found that over 90% of the women had a guide of one type or another,…
Social sustainability, flexible work arrangements, and diverse women
Purpose A key challenge facing organizations today is sustainability in economic, environmental, and social arenas. The purpose of this paper is to examine flexible work arrangements (FWAs) a source of social sustainability. Design/methodology/approach Drawing from theoretical explanations of social sustainability, the authors explored opportunities and challenges of FWAs as social sustainability in the American workforce. Findings While FWAs all…
Handbook of Research on Promoting Women's Careers
Contents:Introduction: Advancing Women's Careers: A Key Business IssueRonald J. Burke and Susan VinnicombePART I: SETTING THE SCENE1. Gender Ratios in Organizations: Managerial and Cross-Cultural IssuesHetty van Emmerik and Merel M.S. Kats2. The Continuing Challenge of Incorporating Race and Ethnicity into Research on Women's Management CareersStella M. Nkomo3. Sprinters, Marathoners and Relay Runners: Profiles of Women's Career Development Over …
The Perceived Importance of Developmental Relationships on Women Undergraduates' Pursuit of Science
Using a survey of women science majors, we tested the assumption that women mentors and other women guides help women students pursue the sciences. The survey explicitly distinguished among three types of guides: mentors (who provide psychosocial support), sponsors (who provide instrumental support), and role models (who act as examples) encountered before and during college. We found that over 90% of the women had a guide of one type or another,…
Social sustainability, flexible work arrangements, and diverse women
Purpose A key challenge facing organizations today is sustainability in economic, environmental, and social arenas. The purpose of this paper is to examine flexible work arrangements (FWAs) a source of social sustainability. Design/methodology/approach Drawing from theoretical explanations of social sustainability, the authors explored opportunities and challenges of FWAs as social sustainability in the American workforce. Findings While FWAs all…
Matching by Race and Gender in Mentoring Relationships
This study examined the extent to which science, technology, engineering, and math (STEM) students reported having had mentors of their own race and gender and the extent to which they have adopted the idea that matching by race and gender matters. The study also documented the effects of race and gender matching on three academic outcomes, self-reported grade point average, efficacy, and confidence, based on data collected from 1,013 undergradua…
Handbook of Research on Promoting Women's Careers
Contents:Introduction: Advancing Women's Careers: A Key Business IssueRonald J. Burke and Susan VinnicombePART I: SETTING THE SCENE1. Gender Ratios in Organizations: Managerial and Cross-Cultural IssuesHetty van Emmerik and Merel M.S. Kats2. The Continuing Challenge of Incorporating Race and Ethnicity into Research on Women's Management CareersStella M. Nkomo3. Sprinters, Marathoners and Relay Runners: Profiles of Women's Career Development Over …
She’s already busy
Purpose – This study aims to examine women’s organizational citizenship behaviors (OCBs) or the voluntary, discretionary behaviors employees perform that are not linked to their reward system but benefit organizations. Specifically, it investigates several attitudinal and organizational antecedents relative to two sub-dimensions of OCB: organizational loyalty and helping behaviors. Design/methodology/approach – Alumnae ( n = 160) responded to an …
Feminine? Masculine? Androgynous leadership as a necessity in Covid-19
Purpose The purpose of this paper is to explore the relationship between leaders’ expressed traits and their impact on their country’s COVID-19 outcomes. Some leaders are over relying on masculine traits and dismissing feminine traits. An alternative – androgynous leadership – supports leaders in drawing from the full portfolio of behaviors. Design/methodology/approach This paper has a theoretical approach using an extensive review of the literat…
A Model for Strengthening Mentors
The extensive body of literature on mentoring has largely ignored the developmental needs of mentors themselves. This conceptual and practice-oriented paper asks mentors and others to consider the needs of mentors who may or may not arrive ready to deal with the challenges of being effective mentors. The authors ask: how should mentors think about their own growth and development? Drawing on a broad spectrum of academic literatures, three frames …
The Importance of Peer Mentoring, Identity Work and Holding Environments
Mentoring is well-known for its positive impact on diversity and inclusion across a wide variety of organizational contexts. Despite these demonstrated advantages, efforts to develop diverse leaders either through access to informal mentoring relationships or via formal mentoring programs are often complex, expensive, and frequently produce mixed results. We examine the unique impact of peer mentoring to support and develop African American leade…
Psychology (6 works) · Social Psychology (5 works) · Social Psychology (5 works) · Gender Diversity and Inequality (4 works) · Mentoring and Academic Development (4 works) · Career Development and Diversity (3 works) · Computer Science (3 works) · Higher Education Research Studies (3 works) · Originality (3 works) · Pedagogy (3 works)