Corinne Post
Biographic Data
| ID | 3611183 |
|---|---|
| NAME | Corinne Post |
| GIVEN NAMES | Corinne |
| FAMILY NAME | Post |
| SIGNATURE | POST C |
| AFFILIATIONS | Lehigh University |
| ORCID | 0000-0002-6842-602X |
| VERIFIED | Yes |
| TOTAL WORKS | 12 |
| TOTAL CITATIONS | 176 |
| AUTHOR COUNT | 12 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2006 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 6 |
Strengthening Our Cities
Toward a broader understanding of career shocks
Career shocks have become an increasingly important part of current careers scholarship. In this article, we focus on the role of career shocks in career choice, career development, and career adaptation by exploring interdisciplinary connections with the domains of: (1) job search, (2) human resource management, (3) entrepreneurship, and (4) diversity. Specifically, we argue that a self-regulated job search process is likely often triggered by a…
A Female Leadership Trust Advantage in Times of Crisis
We examined differences in trust for men and women leaders who adopt relational behaviors during an organizational crisis. We addressed two important shortcomings of previous research. First, we independently manipulated leader gender and leader relational behaviors (interpersonal emotion management) to identify their separate and interacting influences on trust outcomes, which may lead to a leadership advantage for women. Second, we examined how…
When is female leadership an advantage? Coordination requirements, team cohesion, and team interaction norms
This study seeks to understand to what extent and in what contexts women leaders may be advantageous for teams. More specifically, this study examines how team leader gender relates to team cohesion, cooperative learning, and participative communication. Furthermore, the study argues that advantages derived from female leadership may be contingent on teams' coordination requirements. I propose that as teams' coordination requirements increase (i.…
From Board Composition to Corporate Environmental Performance Through Sustainability-Themed Alliances
Pathways to retirement
In western economies with aging populations, organizations are increasingly challenged to understand and manage employees’ retirement expectations. At the same time, employees’ relationships to retirement decisions and the age at which they expect to retire are likely to change as their careers unfold. This article seeks to inform the careers and management literatures on factors contributing to retirement intentions at different career stages. U…
White Attitudes toward Equal Opportunity and Affirmative Action
White attitudes toward equal opportunity and affirmative action are explored through semi-structured interviews with 246 middle and working class respondents from three areas of the USA. Both working and middle class interviewees espouse a consistent and coherent view: that opportunity is widespread for anyone willing to take advantage of it, that facing adverse conditions or obstacles is not a sufficient excuse for lack of success, and that gove…
The Impact of Board Diversity and Gender Composition on Corporate Social Responsibility and Firm Reputation
How Does Tie Strength Affect Access to Social Capital Resources for the Careers of Working and Middle Class African-Americans
This study uses qualitative interviews with 50 working and middle class African-Americans to explore how they use social capital resources from their strong and weak ties to obtain education and jobs. As expected, the strong tie relationships of middle class blacks provided college information, while the working class did not discuss such assistance. The working class respondents relied primarily on strong tie relationships for social capital res…
Reciprocal Obligations in the Social Capital Resource Exchanges of Diverse Groups
This paper theorizes how reciprocal obligations that are inherent in social capital resource exchanges work for groups defined by gender, class and race. When one receives favors, there is generally an expectation that the favor will be returned either to the group as a whole or to the individual who extended the favor. While these ideas are discussed in the social capital literature, insufficient attention has been given to how these processes m…
Workforce Diversity and Inequality
Workforce diversity refers to the composition of work units in terms of the cultural or demographic characteristics that are salient and symbolically meaningful in the relationships among group members. Although generally thought of as the purview of management research, the topic of workforce diversity draws from and is relevant to research from sociology and psychology. In this review, we highlight two issues: (a) the importance of the substant…
The Social Capital Resources of Gender and Class Groups
Social capital resources affect careers. Yet, insufficient attention has been given to how access to social capital resources differs for social groups and, therefore, differentially affects careers. This study consists of in-depth interviews with 246 white interviewees from three parts of the U.S.: New Jersey, Tennessee, and Ohio. The interviews provide extensive details about how social capital resources affected the respondents' educational an…
Workforce Diversity and Inequality
Workforce diversity refers to the composition of work units in terms of the cultural or demographic characteristics that are salient and symbolically meaningful in the relationships among group members. Although generally thought of as the purview of management research, the topic of workforce diversity draws from and is relevant to research from sociology and psychology. In this review, we highlight two issues: (a) the importance of the substant…
A Female Leadership Trust Advantage in Times of Crisis
We examined differences in trust for men and women leaders who adopt relational behaviors during an organizational crisis. We addressed two important shortcomings of previous research. First, we independently manipulated leader gender and leader relational behaviors (interpersonal emotion management) to identify their separate and interacting influences on trust outcomes, which may lead to a leadership advantage for women. Second, we examined how…
From Board Composition to Corporate Environmental Performance Through Sustainability-Themed Alliances
Pathways to retirement
In western economies with aging populations, organizations are increasingly challenged to understand and manage employees’ retirement expectations. At the same time, employees’ relationships to retirement decisions and the age at which they expect to retire are likely to change as their careers unfold. This article seeks to inform the careers and management literatures on factors contributing to retirement intentions at different career stages. U…
When is female leadership an advantage? Coordination requirements, team cohesion, and team interaction norms
This study seeks to understand to what extent and in what contexts women leaders may be advantageous for teams. More specifically, this study examines how team leader gender relates to team cohesion, cooperative learning, and participative communication. Furthermore, the study argues that advantages derived from female leadership may be contingent on teams' coordination requirements. I propose that as teams' coordination requirements increase (i.…
The Social Capital Resources of Gender and Class Groups
Social capital resources affect careers. Yet, insufficient attention has been given to how access to social capital resources differs for social groups and, therefore, differentially affects careers. This study consists of in-depth interviews with 246 white interviewees from three parts of the U.S.: New Jersey, Tennessee, and Ohio. The interviews provide extensive details about how social capital resources affected the respondents' educational an…
White Attitudes toward Equal Opportunity and Affirmative Action
White attitudes toward equal opportunity and affirmative action are explored through semi-structured interviews with 246 middle and working class respondents from three areas of the USA. Both working and middle class interviewees espouse a consistent and coherent view: that opportunity is widespread for anyone willing to take advantage of it, that facing adverse conditions or obstacles is not a sufficient excuse for lack of success, and that gove…
How Does Tie Strength Affect Access to Social Capital Resources for the Careers of Working and Middle Class African-Americans
This study uses qualitative interviews with 50 working and middle class African-Americans to explore how they use social capital resources from their strong and weak ties to obtain education and jobs. As expected, the strong tie relationships of middle class blacks provided college information, while the working class did not discuss such assistance. The working class respondents relied primarily on strong tie relationships for social capital res…
Reciprocal Obligations in the Social Capital Resource Exchanges of Diverse Groups
This paper theorizes how reciprocal obligations that are inherent in social capital resource exchanges work for groups defined by gender, class and race. When one receives favors, there is generally an expectation that the favor will be returned either to the group as a whole or to the individual who extended the favor. While these ideas are discussed in the social capital literature, insufficient attention has been given to how these processes m…
The Social Capital Resources of Gender and Class Groups
Social capital resources affect careers. Yet, insufficient attention has been given to how access to social capital resources differs for social groups and, therefore, differentially affects careers. This study consists of in-depth interviews with 246 white interviewees from three parts of the U.S.: New Jersey, Tennessee, and Ohio. The interviews provide extensive details about how social capital resources affected the respondents' educational an…
Workforce Diversity and Inequality
Workforce diversity refers to the composition of work units in terms of the cultural or demographic characteristics that are salient and symbolically meaningful in the relationships among group members. Although generally thought of as the purview of management research, the topic of workforce diversity draws from and is relevant to research from sociology and psychology. In this review, we highlight two issues: (a) the importance of the substant…
Reciprocal Obligations in the Social Capital Resource Exchanges of Diverse Groups
This paper theorizes how reciprocal obligations that are inherent in social capital resource exchanges work for groups defined by gender, class and race. When one receives favors, there is generally an expectation that the favor will be returned either to the group as a whole or to the individual who extended the favor. While these ideas are discussed in the social capital literature, insufficient attention has been given to how these processes m…
How Does Tie Strength Affect Access to Social Capital Resources for the Careers of Working and Middle Class African-Americans
This study uses qualitative interviews with 50 working and middle class African-Americans to explore how they use social capital resources from their strong and weak ties to obtain education and jobs. As expected, the strong tie relationships of middle class blacks provided college information, while the working class did not discuss such assistance. The working class respondents relied primarily on strong tie relationships for social capital res…
The Impact of Board Diversity and Gender Composition on Corporate Social Responsibility and Firm Reputation
White Attitudes toward Equal Opportunity and Affirmative Action
White attitudes toward equal opportunity and affirmative action are explored through semi-structured interviews with 246 middle and working class respondents from three areas of the USA. Both working and middle class interviewees espouse a consistent and coherent view: that opportunity is widespread for anyone willing to take advantage of it, that facing adverse conditions or obstacles is not a sufficient excuse for lack of success, and that gove…
Pathways to retirement
In western economies with aging populations, organizations are increasingly challenged to understand and manage employees’ retirement expectations. At the same time, employees’ relationships to retirement decisions and the age at which they expect to retire are likely to change as their careers unfold. This article seeks to inform the careers and management literatures on factors contributing to retirement intentions at different career stages. U…
From Board Composition to Corporate Environmental Performance Through Sustainability-Themed Alliances
When is female leadership an advantage? Coordination requirements, team cohesion, and team interaction norms
This study seeks to understand to what extent and in what contexts women leaders may be advantageous for teams. More specifically, this study examines how team leader gender relates to team cohesion, cooperative learning, and participative communication. Furthermore, the study argues that advantages derived from female leadership may be contingent on teams' coordination requirements. I propose that as teams' coordination requirements increase (i.…
A Female Leadership Trust Advantage in Times of Crisis
We examined differences in trust for men and women leaders who adopt relational behaviors during an organizational crisis. We addressed two important shortcomings of previous research. First, we independently manipulated leader gender and leader relational behaviors (interpersonal emotion management) to identify their separate and interacting influences on trust outcomes, which may lead to a leadership advantage for women. Second, we examined how…
Toward a broader understanding of career shocks
Career shocks have become an increasingly important part of current careers scholarship. In this article, we focus on the role of career shocks in career choice, career development, and career adaptation by exploring interdisciplinary connections with the domains of: (1) job search, (2) human resource management, (3) entrepreneurship, and (4) diversity. Specifically, we argue that a self-regulated job search process is likely often triggered by a…
Strengthening Our Cities
Political science (10 works) · Psychology (9 works) · Sociology (9 works) · Social Psychology (8 works) · Economics (7 works) · Public relations (7 works) · Social science (6 works) · Gender Diversity and Inequality (5 works) · Social Psychology (5 works) · Law (4 works)