Belle Rose Ragins
Biographic Data
| ID | 5790462 |
|---|---|
| NAME | Belle Rose Ragins |
| GIVEN NAMES | Belle Rose |
| FAMILY NAME | Ragins |
| SIGNATURE | RAGINS B R |
| AFFILIATIONS | Marquette University |
| VERIFIED | No |
| TOTAL WORKS | 13 |
| TOTAL CITATIONS | 115 |
| WORKS AS AUTHOR | 12 |
| WORKS AS EDITOR | 1 |
| FIRST PUBLICATION YEAR | 1989 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 4 |
Give it your all or hardly give? The role of mentors' beliefs about protégé advancement potential and gender in mentoring relationships
Our research challenges assumptions about equity in formal mentoring programs. Drawing on mentoring schema and diversified mentoring theory, we theorized that mentors' beliefs about their protégés' advancement potential predict the career support they provide and the quality of their relationship, and that these effects vary by gender. Using matched-pair designs, we tested our model in two field studies of mentors and their protégés (total n = 35…
Exploring Positive Relationships at Work
Making the invisible visible
Stigma theory was used to examine the fears underlying the disclosure of a gay identity at work. Using a national sample of 534 gay, lesbian, and bisexual employees, this study examined the antecedents that affect the degree of disclosure of a gay identity at work and, for those who had not disclosed, the factors that influence their fears about full disclosure. Employees reported less fear and more disclosure when they worked in a group that was…
Sexual Orientation in the Workplace
Lesbian, gay and bisexual (LGB) employees constitute one of the largest, but least studied, minority groups in the workforce. This article examines what we know, and what we need to know, about the career and workplace experiences of this understudied population. The construct of sexual identity is defined, followed by a review of the research on sexual orientation in the workplace. Then an analysis of the differences between LGB employees and ot…
Marginal Mentoring
Employing a national sample of 1,162 employees, the authors examined the relationship between job and career attitudes and the presence of a mentor, the mentor's type (formal or informal), the qual...
Mentor functions and outcomes
The authors examined the effects of the type of mentoring relationship and the gender composition of the relationship on mentoring functions and career outcomes reported by 352 female and 257 male protégés. Protégés of informal mentors viewed their mentors as more effective and received greater compensation than protégés of formal mentors. Protégés with informal mentors also received more career outcomes than nonmentored individuals, but no signi…
Burden or blessing? Expected costs and benefits of being a mentor
We investigated the relationship between anticipated costs and benefits of being a mentor, mentoring experience, and intentions to mentor among a sample of 275 executives. Individuals lacking mentoring experience anticipated greater costs and fewer benefits than experienced individuals. Anticipated costs and benefits were related to intentions to mentor, and this relationship varied by mentoring experience. The results suggest that mentoring may …
Antecedents and work-related correlates of reported sexual harassment
Gender effects in subordinate evaluations of leaders
Perceptions of mentor roles in cross-gender mentoring relationships
Gender and perceived power in manager—subordinate relations
A field study in three organizations investigated gender differences in subordinates' perceptions of managers' power. For 55 female and 55 male managers matched on position power, one subordinate per manager ( N = 110, half male and half female) completed a questionnaire. Perceived reward, legitimate, expert and referent power were all intercorrelated, but unrelated to coercive power. Male and female managers did not show the expected differences…
Barriers to Mentoring
Mentoring relationships may be critical for women seeking advancement in organizations. The infrequency of mentoring relationships for females suggests special concerns and considerations. This literature review draws upon current research to examine the interpersonal and organizational barriers female managers face in developing and maintaining effective mentoring relationships in organizations. An analysis is made of gender differences in the f…
Gender and power in organizations
Presentation d'un modele permettant d'organiser un bilan des recherches empiriques concernant les differences selon le sexe dans le pouvoir au sein des organisations
Barriers to Mentoring
Mentoring relationships may be critical for women seeking advancement in organizations. The infrequency of mentoring relationships for females suggests special concerns and considerations. This literature review draws upon current research to examine the interpersonal and organizational barriers female managers face in developing and maintaining effective mentoring relationships in organizations. An analysis is made of gender differences in the f…
Gender and power in organizations
Presentation d'un modele permettant d'organiser un bilan des recherches empiriques concernant les differences selon le sexe dans le pouvoir au sein des organisations
Antecedents and work-related correlates of reported sexual harassment
Gender effects in subordinate evaluations of leaders
Barriers to Mentoring
Mentoring relationships may be critical for women seeking advancement in organizations. The infrequency of mentoring relationships for females suggests special concerns and considerations. This literature review draws upon current research to examine the interpersonal and organizational barriers female managers face in developing and maintaining effective mentoring relationships in organizations. An analysis is made of gender differences in the f…
Gender and power in organizations
Presentation d'un modele permettant d'organiser un bilan des recherches empiriques concernant les differences selon le sexe dans le pouvoir au sein des organisations
Perceptions of mentor roles in cross-gender mentoring relationships
Gender and perceived power in manager—subordinate relations
A field study in three organizations investigated gender differences in subordinates' perceptions of managers' power. For 55 female and 55 male managers matched on position power, one subordinate per manager ( N = 110, half male and half female) completed a questionnaire. Perceived reward, legitimate, expert and referent power were all intercorrelated, but unrelated to coercive power. Male and female managers did not show the expected differences…
Gender effects in subordinate evaluations of leaders
Antecedents and work-related correlates of reported sexual harassment
Mentor functions and outcomes
The authors examined the effects of the type of mentoring relationship and the gender composition of the relationship on mentoring functions and career outcomes reported by 352 female and 257 male protégés. Protégés of informal mentors viewed their mentors as more effective and received greater compensation than protégés of formal mentors. Protégés with informal mentors also received more career outcomes than nonmentored individuals, but no signi…
Burden or blessing? Expected costs and benefits of being a mentor
We investigated the relationship between anticipated costs and benefits of being a mentor, mentoring experience, and intentions to mentor among a sample of 275 executives. Individuals lacking mentoring experience anticipated greater costs and fewer benefits than experienced individuals. Anticipated costs and benefits were related to intentions to mentor, and this relationship varied by mentoring experience. The results suggest that mentoring may …
Marginal Mentoring
Employing a national sample of 1,162 employees, the authors examined the relationship between job and career attitudes and the presence of a mentor, the mentor's type (formal or informal), the qual...
Sexual Orientation in the Workplace
Lesbian, gay and bisexual (LGB) employees constitute one of the largest, but least studied, minority groups in the workforce. This article examines what we know, and what we need to know, about the career and workplace experiences of this understudied population. The construct of sexual identity is defined, followed by a review of the research on sexual orientation in the workplace. Then an analysis of the differences between LGB employees and ot…
Making the invisible visible
Stigma theory was used to examine the fears underlying the disclosure of a gay identity at work. Using a national sample of 534 gay, lesbian, and bisexual employees, this study examined the antecedents that affect the degree of disclosure of a gay identity at work and, for those who had not disclosed, the factors that influence their fears about full disclosure. Employees reported less fear and more disclosure when they worked in a group that was…
Exploring Positive Relationships at Work
Give it your all or hardly give? The role of mentors' beliefs about protégé advancement potential and gender in mentoring relationships
Our research challenges assumptions about equity in formal mentoring programs. Drawing on mentoring schema and diversified mentoring theory, we theorized that mentors' beliefs about their protégés' advancement potential predict the career support they provide and the quality of their relationship, and that these effects vary by gender. Using matched-pair designs, we tested our model in two field studies of mentors and their protégés (total n = 35…
Psychology (13 works) · Social Psychology (10 works) · Gender Diversity and Inequality (7 works) · Mentoring and Academic Development (7 works) · Political science (5 works) · Career Development and Diversity (4 works) · Higher Education Research Studies (4 works) · Career development (3 works) · Developmental psychology (3 works) · Management (3 works)