Sheryl Skaggs
Biographic Data
| ID | 5685845 |
|---|---|
| NAME | Sheryl Skaggs |
| GIVEN NAMES | Sheryl |
| FAMILY NAME | Skaggs |
| SIGNATURE | SKAGGS S |
| AFFILIATIONS | The University of Texas at Dallas |
| VERIFIED | No |
| TOTAL WORKS | 16 |
| TOTAL CITATIONS | 432 |
| WORKS AS AUTHOR | 16 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1999 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 7 |
Flying the not-so-friendly skies
Over the past several years, media reports of airline passenger misconduct have climbed sharply. Research has shown that while industry-level factors such as delayed and canceled flights, poor customer service, and overcrowded seating contribute to increased unruly behavior, additional contextual elements related to personal use of alcohol (prohibited and served) have also played a role in this shift. Drawing on data from more than 915 incidents …
Managing racial diversity
Women in Power
A growing literature examines the organizational factors that promote women's access to positions of organizational power. Fewer studies, however, explore the implications of women in leadership positions for the opportunities and experiences of subordinates. Do women leaders serve to undo the gendered organization? In other words, is women's greater representation in leadership positions associated with less gender segregation at lower organizat…
The 'State' of Equal Employment Opportunity Law and Managerial Gender Diversity
Women’s underrepresentation in management is a persistent social problem. We take a new approach to understanding the lack of managerial gender diversity by investigating how U.S. state equal employment opportunity laws are related to women’s presence in upper and lower management. We draw on data from 2010 EEO-1 reports documenting managerial sex composition in U.S. work establishments and a state employment law database to answer our research q…
Race and Sex Discrimination in the Employment Process
In this article, we outline the evidence demonstrating the pervasiveness of sex and race/ethnic workplace discrimination, paying particular attention to the areas of hiring, compensation, and evaluations and promotions. Key sociological explanations for why and how these forms of employment discrimination occur are also examined. Although discrimination is often considered as discrete acts that occur within employment arrangements, the existing r…
Checking the Pulse of Diversity among Health Care Professionals
What factors are associated with variation in the racial/ethnic composition of hospital health care professionals? Institutional theories suggest that organizations react to external environmental and internal structural pressures for the racial/ethnic integration of workers. Using an institutional framework, we bring to bear new insight into how hospitals respond to such pressure for diversity. Models estimated with original data from 328 U.S. W…
Shaking things up or business as usual? The influence of female corporate executives and board of directors on women's managerial representation
Organizational Approaches to Inequality
This article reviews recent theoretical and empirical research addressing organizations and workplace stratification, with an emphasis on the generic organizational mechanisms responsible for producing both stability and change in workplace inequality. We propose that an organizational approach to the study of stratification should examine status- and class-based inequalities at the intersection of (a) the inertial tendencies of organizational st…
Organizational Variation in Formal Equal Employment Opportunity Structures 1
This article identifies the factors associated with variation in the complexity of formal equal employment opportunity (EEO) structures across a sample of Washington and Oregon hospitals. Understanding such variation provides insight into two key organizational processes: commitment to workplace equality and response to external pressures for equality. We draw on Oliver’s (1991) organizational strategic response theory to document the extent to w…
Legal-Political Pressures and African American Access to Managerial Jobs
Prior work on equal employment opportunity tends to focus on a limited set of factors that influence change in organizational structures and policies. This article considers a broader set of potentially influential legal and political coercive pressures-namely, discrimination lawsuits, federal court dynamics, and state political ideology-and analyzes their implications for concrete changes in organizational behavior. Using national establishment-…
Producing Change or Bagging Opportunity? The Effects of Discrimination Litigation on Women in Supermarket Management
Despite women’s advancement in the workplace over the past 40 years, their representation in top‐level positions remains disproportionately low relative to that of men. This raises the question of what factors drive greater gender equality in managerial ranks. Using national equal employment opportunity (EEO‐1) data for the supermarket industry, this article proposes that high‐profile sex discrimination lawsuit filings provide the type of intense…
Product Review
Inside Toyland
Sex Segregation, Labor Process Organization, and Gender Earnings Inequality
This article revisits Tam's finding that occupational sex composition does not influence wages. This problem is approached in two quite different ways. First, a potential conceptual and methodological weakness in all research that focuses on national occupational, rather than local job and organizational, processes is pointed out. Second, the implications of organizationally relevant social closure and gendered labor process theories for our unde…
The Connective Edge
Contents: A New Wind is Blowing. What Drove the Need for New Leaders? How Did We Get to Stage Three? For the New Stage Three World, New Connective Leaders. The Origins of Connective Leadership: The L-BL Achieving Styles Model. Early Connective Leaders in a Non-Connective World. Why Are We So Hooked on Leaders Anyway? (Or the Psychological and Existential Foundations of Leadership) The American MAnage e Trois: Individualism, Authoritarianism, and …
An Establishment-Level Test of the Statistical Discrimination Hypothesis
This article explores the basic assumption of statistical discrimination theory, which holds that women and minorities earn lower wages because they, on average, have lower productivity. Employer exploitation of women and minorities and social closure by advantaged employees are advanced as alternative explanations for the lower wages of women and minorities. The authors first demonstrate that there are substantial gender and racial wage penaltie…
Organizational Approaches to Inequality
This article reviews recent theoretical and empirical research addressing organizations and workplace stratification, with an emphasis on the generic organizational mechanisms responsible for producing both stability and change in workplace inequality. We propose that an organizational approach to the study of stratification should examine status- and class-based inequalities at the intersection of (a) the inertial tendencies of organizational st…
Sex Segregation, Labor Process Organization, and Gender Earnings Inequality
This article revisits Tam's finding that occupational sex composition does not influence wages. This problem is approached in two quite different ways. First, a potential conceptual and methodological weakness in all research that focuses on national occupational, rather than local job and organizational, processes is pointed out. Second, the implications of organizationally relevant social closure and gendered labor process theories for our unde…
An Establishment-Level Test of the Statistical Discrimination Hypothesis
This article explores the basic assumption of statistical discrimination theory, which holds that women and minorities earn lower wages because they, on average, have lower productivity. Employer exploitation of women and minorities and social closure by advantaged employees are advanced as alternative explanations for the lower wages of women and minorities. The authors first demonstrate that there are substantial gender and racial wage penaltie…
Women in Power
A growing literature examines the organizational factors that promote women's access to positions of organizational power. Fewer studies, however, explore the implications of women in leadership positions for the opportunities and experiences of subordinates. Do women leaders serve to undo the gendered organization? In other words, is women's greater representation in leadership positions associated with less gender segregation at lower organizat…
Legal-Political Pressures and African American Access to Managerial Jobs
Prior work on equal employment opportunity tends to focus on a limited set of factors that influence change in organizational structures and policies. This article considers a broader set of potentially influential legal and political coercive pressures-namely, discrimination lawsuits, federal court dynamics, and state political ideology-and analyzes their implications for concrete changes in organizational behavior. Using national establishment-…
Producing Change or Bagging Opportunity? The Effects of Discrimination Litigation on Women in Supermarket Management
Despite women’s advancement in the workplace over the past 40 years, their representation in top‐level positions remains disproportionately low relative to that of men. This raises the question of what factors drive greater gender equality in managerial ranks. Using national equal employment opportunity (EEO‐1) data for the supermarket industry, this article proposes that high‐profile sex discrimination lawsuit filings provide the type of intense…
Shaking things up or business as usual? The influence of female corporate executives and board of directors on women's managerial representation
The 'State' of Equal Employment Opportunity Law and Managerial Gender Diversity
Women’s underrepresentation in management is a persistent social problem. We take a new approach to understanding the lack of managerial gender diversity by investigating how U.S. state equal employment opportunity laws are related to women’s presence in upper and lower management. We draw on data from 2010 EEO-1 reports documenting managerial sex composition in U.S. work establishments and a state employment law database to answer our research q…
Organizational Variation in Formal Equal Employment Opportunity Structures 1
This article identifies the factors associated with variation in the complexity of formal equal employment opportunity (EEO) structures across a sample of Washington and Oregon hospitals. Understanding such variation provides insight into two key organizational processes: commitment to workplace equality and response to external pressures for equality. We draw on Oliver’s (1991) organizational strategic response theory to document the extent to w…
Inside Toyland
Flying the not-so-friendly skies
Over the past several years, media reports of airline passenger misconduct have climbed sharply. Research has shown that while industry-level factors such as delayed and canceled flights, poor customer service, and overcrowded seating contribute to increased unruly behavior, additional contextual elements related to personal use of alcohol (prohibited and served) have also played a role in this shift. Drawing on data from more than 915 incidents …
Race and Sex Discrimination in the Employment Process
In this article, we outline the evidence demonstrating the pervasiveness of sex and race/ethnic workplace discrimination, paying particular attention to the areas of hiring, compensation, and evaluations and promotions. Key sociological explanations for why and how these forms of employment discrimination occur are also examined. Although discrimination is often considered as discrete acts that occur within employment arrangements, the existing r…
Checking the Pulse of Diversity among Health Care Professionals
What factors are associated with variation in the racial/ethnic composition of hospital health care professionals? Institutional theories suggest that organizations react to external environmental and internal structural pressures for the racial/ethnic integration of workers. Using an institutional framework, we bring to bear new insight into how hospitals respond to such pressure for diversity. Models estimated with original data from 328 U.S. W…
Managing racial diversity
An Establishment-Level Test of the Statistical Discrimination Hypothesis
This article explores the basic assumption of statistical discrimination theory, which holds that women and minorities earn lower wages because they, on average, have lower productivity. Employer exploitation of women and minorities and social closure by advantaged employees are advanced as alternative explanations for the lower wages of women and minorities. The authors first demonstrate that there are substantial gender and racial wage penaltie…
The Connective Edge
Contents: A New Wind is Blowing. What Drove the Need for New Leaders? How Did We Get to Stage Three? For the New Stage Three World, New Connective Leaders. The Origins of Connective Leadership: The L-BL Achieving Styles Model. Early Connective Leaders in a Non-Connective World. Why Are We So Hooked on Leaders Anyway? (Or the Psychological and Existential Foundations of Leadership) The American MAnage e Trois: Individualism, Authoritarianism, and …
Sex Segregation, Labor Process Organization, and Gender Earnings Inequality
This article revisits Tam's finding that occupational sex composition does not influence wages. This problem is approached in two quite different ways. First, a potential conceptual and methodological weakness in all research that focuses on national occupational, rather than local job and organizational, processes is pointed out. Second, the implications of organizationally relevant social closure and gendered labor process theories for our unde…
Product Review
Inside Toyland
Producing Change or Bagging Opportunity? The Effects of Discrimination Litigation on Women in Supermarket Management
Despite women’s advancement in the workplace over the past 40 years, their representation in top‐level positions remains disproportionately low relative to that of men. This raises the question of what factors drive greater gender equality in managerial ranks. Using national equal employment opportunity (EEO‐1) data for the supermarket industry, this article proposes that high‐profile sex discrimination lawsuit filings provide the type of intense…
Organizational Variation in Formal Equal Employment Opportunity Structures 1
This article identifies the factors associated with variation in the complexity of formal equal employment opportunity (EEO) structures across a sample of Washington and Oregon hospitals. Understanding such variation provides insight into two key organizational processes: commitment to workplace equality and response to external pressures for equality. We draw on Oliver’s (1991) organizational strategic response theory to document the extent to w…
Legal-Political Pressures and African American Access to Managerial Jobs
Prior work on equal employment opportunity tends to focus on a limited set of factors that influence change in organizational structures and policies. This article considers a broader set of potentially influential legal and political coercive pressures-namely, discrimination lawsuits, federal court dynamics, and state political ideology-and analyzes their implications for concrete changes in organizational behavior. Using national establishment-…
Organizational Approaches to Inequality
This article reviews recent theoretical and empirical research addressing organizations and workplace stratification, with an emphasis on the generic organizational mechanisms responsible for producing both stability and change in workplace inequality. We propose that an organizational approach to the study of stratification should examine status- and class-based inequalities at the intersection of (a) the inertial tendencies of organizational st…
Checking the Pulse of Diversity among Health Care Professionals
What factors are associated with variation in the racial/ethnic composition of hospital health care professionals? Institutional theories suggest that organizations react to external environmental and internal structural pressures for the racial/ethnic integration of workers. Using an institutional framework, we bring to bear new insight into how hospitals respond to such pressure for diversity. Models estimated with original data from 328 U.S. W…
Shaking things up or business as usual? The influence of female corporate executives and board of directors on women's managerial representation
Race and Sex Discrimination in the Employment Process
In this article, we outline the evidence demonstrating the pervasiveness of sex and race/ethnic workplace discrimination, paying particular attention to the areas of hiring, compensation, and evaluations and promotions. Key sociological explanations for why and how these forms of employment discrimination occur are also examined. Although discrimination is often considered as discrete acts that occur within employment arrangements, the existing r…
The 'State' of Equal Employment Opportunity Law and Managerial Gender Diversity
Women’s underrepresentation in management is a persistent social problem. We take a new approach to understanding the lack of managerial gender diversity by investigating how U.S. state equal employment opportunity laws are related to women’s presence in upper and lower management. We draw on data from 2010 EEO-1 reports documenting managerial sex composition in U.S. work establishments and a state employment law database to answer our research q…
Women in Power
A growing literature examines the organizational factors that promote women's access to positions of organizational power. Fewer studies, however, explore the implications of women in leadership positions for the opportunities and experiences of subordinates. Do women leaders serve to undo the gendered organization? In other words, is women's greater representation in leadership positions associated with less gender segregation at lower organizat…
Managing racial diversity
Flying the not-so-friendly skies
Over the past several years, media reports of airline passenger misconduct have climbed sharply. Research has shown that while industry-level factors such as delayed and canceled flights, poor customer service, and overcrowded seating contribute to increased unruly behavior, additional contextual elements related to personal use of alcohol (prohibited and served) have also played a role in this shift. Drawing on data from more than 915 incidents …
Sociology (13 works) · Gender Diversity and Inequality (11 works) · Political science (11 works) · Economics (10 works) · Law (8 works) · Demographic economics (7 works) · Inequality (7 works) · Labor Movements and Unions (7 works) · Business (6 works) · Public relations (6 works)