JAMIE LADGE
Biographic Data
| ID | 6085069 |
|---|---|
| NAME | JAMIE LADGE |
| GIVEN NAMES | JAMIE |
| FAMILY NAME | LADGE |
| SIGNATURE | LADGE J |
| AFFILIATIONS | Universidad del Noreste |
| ORCID | 0000-0003-0655-9828 |
| VERIFIED | Yes |
| TOTAL WORKS | 5 |
| TOTAL CITATIONS | 9 |
| AUTHOR COUNT | 5 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2012 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 1 |
Profane Pregnant Bodies Versus Sacred Organizational Systems: Exploring Pregnancy Discrimination at Work (R2)
This paper explores how pregnancy discrimination at work is perceived by both employers and pregnant employees. Using a public, qualitative dataset collected by the UK Equality and Human Rights Commission that offers perspectives from both employers and pregnant employees, we explore the unfair and unethical treatment of pregnant employees at work. Our findings show how pregnant workers are expected to conform with workplace systems that are trea…
Confinement during the Covid-19 pandemic: How multi-domain work-life shock events may result in positive identity change
The value of 21st century work–family supports: Review and cross‐level path forward
The adoption of work–family supports (WFSs), defined as discretionary and formal organizational policies, services, and benefits aimed at reducing employees' work–family conflict and/or supporting their family roles outside of the workplace, has become a growing trend in contemporary organizational life. Yet, despite their widespread popularity and vast scholarship investigating their effects, questions remain as to the value (i.e., positive effe…
Making the Invisible Visible: Paradoxical Effects of Intersectional Invisibility on the Career Experiences of Executive Black Women
The unique and complex experiences of and challenges for Black women, which are tied to their intersecting marginalized identities, have largely been overlooked in management research. Although Black women are physically visible in that they are different from most of their colleagues, intersectional invisibility research suggests that they can be simultaneously invisible—easily overlooked or disregarded—because they are non-prototypical members …
Cross-Domain Identity Transition during Liminal Periods: Constructing Multiple Selves as Professional and Mother during Pregnancy
Through our grounded theory qualitative research, we explore how women begin to construct and react to images of possible multiple selves as professionals and mothers during the liminal period of pregnancy. Our study makes a contribution to identity transition scholarship by introducing and exploring the intricacies of cross-domain identity transitions, which we define as those identity transitions that occur when an individual's established work…
The value of 21st century work–family supports: Review and cross‐level path forward
The adoption of work–family supports (WFSs), defined as discretionary and formal organizational policies, services, and benefits aimed at reducing employees' work–family conflict and/or supporting their family roles outside of the workplace, has become a growing trend in contemporary organizational life. Yet, despite their widespread popularity and vast scholarship investigating their effects, questions remain as to the value (i.e., positive effe…
Cross-Domain Identity Transition during Liminal Periods: Constructing Multiple Selves as Professional and Mother during Pregnancy
Through our grounded theory qualitative research, we explore how women begin to construct and react to images of possible multiple selves as professionals and mothers during the liminal period of pregnancy. Our study makes a contribution to identity transition scholarship by introducing and exploring the intricacies of cross-domain identity transitions, which we define as those identity transitions that occur when an individual's established work…
Making the Invisible Visible: Paradoxical Effects of Intersectional Invisibility on the Career Experiences of Executive Black Women
The unique and complex experiences of and challenges for Black women, which are tied to their intersecting marginalized identities, have largely been overlooked in management research. Although Black women are physically visible in that they are different from most of their colleagues, intersectional invisibility research suggests that they can be simultaneously invisible—easily overlooked or disregarded—because they are non-prototypical members …
The value of 21st century work–family supports: Review and cross‐level path forward
The adoption of work–family supports (WFSs), defined as discretionary and formal organizational policies, services, and benefits aimed at reducing employees' work–family conflict and/or supporting their family roles outside of the workplace, has become a growing trend in contemporary organizational life. Yet, despite their widespread popularity and vast scholarship investigating their effects, questions remain as to the value (i.e., positive effe…
Confinement during the Covid-19 pandemic: How multi-domain work-life shock events may result in positive identity change
Profane Pregnant Bodies Versus Sacred Organizational Systems: Exploring Pregnancy Discrimination at Work (R2)
This paper explores how pregnancy discrimination at work is perceived by both employers and pregnant employees. Using a public, qualitative dataset collected by the UK Equality and Human Rights Commission that offers perspectives from both employers and pregnant employees, we explore the unfair and unethical treatment of pregnant employees at work. Our findings show how pregnant workers are expected to conform with workplace systems that are trea…
Psychology (5 works) · Social Psychology (5 works) · Gender Diversity and Inequality (4 works) · Sociology (4 works) · Identity (music) (3 works) · Work-Family Balance Challenges (3 works) · Aesthetics (2 works) · Computer Science (2 works) · Emotional Labor in Professions (2 works) · Gender Studies (2 works)