David Bourget (Western Ontario)
David Chalmers (ANU, NYU)
Rafael De Clercq
Jack Alan Reynolds
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Journal of Business Ethics 16 (9):877-889 (1997)
This paper explores the psychological phenomena of sex stereotypes and their consequences for the occurrence of sex discrimination in work settings. Differential conceptions of the attributes of women and men are shown to extend to women and men managers, and the lack of fit model is used to explain how stereotypes about women can detrimentally affect their career progress. Commonly-occurring organizational conditions which facilitate the use of stereotypes in personnel decision making are identified and, lastly, data are provided demonstrating the way in which affirmative action programs and practices can act to promote the stereotyping of women suggesting, that rather than being a remedy for sex discrimination, such programs might in fact be another contributor to the problem. Conclusions focus on the importance of attending to the role sex stereotypes play in hindering women's career progress when procedures to combat sex discrimination in organizations are designed and implemented.
|Keywords||Philosophy Ethics Business Education Economic Growth Management|
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Steven Kaplan, Kurt Pany, Janet Samuels & Jian Zhang (2009). An Examination of the Association Between Gender and Reporting Intentions for Fraudulent Financial Reporting. Journal of Business Ethics 87 (1):15 - 30.
Eddy S. Ng & Willi H. Wiesner (2007). Are Men Always Picked Over Women? The Effects of Employment Equity Directives on Selection Decisions. Journal of Business Ethics 76 (2):177 - 187.
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