4 Burst results for "Academy Management Journal"

"academy management journal" Discussed on The Workr Beeing Podcast

The Workr Beeing Podcast

02:21 min | 8 months ago

"academy management journal" Discussed on The Workr Beeing Podcast

"So this. Paper is called mothers re entry a relative contribution perspective of dual earner parents roles resources and outcomes and it was published in the academy management journal Very recently just came out. I believe it's a two twenty twenty one paper. And it's by laura little and courtney masterson and The paper basically takes a look at the importance of mothers being supported by their organizations. When they're coming back from attorney leave And one of the reasons that they focus on this time period and on mothers in particular is because after women. Leave the workforce to take maternity. Leave while it's a really nice break. from work responsibilities and allows them to focus holy. Or you know almost entirely on the family domain. It can be stressful. Figure out how then to reincorporate work into your life. Now that you've been spending time just focused on family. It can be stressful to anticipate what that returned to. Work is gonna look like and there are also some anticipated stressors that come from thinking through how your identity might play out. Were shift so there. Some research out there that looks at how pregnant women anticipate their identity shifts once they become working moms and that bat nine months of pregnancy is really a time period where people are thinking about. What's that gonna look like. And who am i and who do i wanna be. And how much do. I wanna put emphasis on on my work identity year my family identity or my mom identity in particular so there's some stressors that are introduced wall. Obviously it's a wonderful thing to have maternity leave and it's it's a fantastic resource and they're not arguing at all that that's not the keys. But when people are anticipating that reentry it can be a particularly stressful time. And so they're kind of honing in on that time period to take a look at how organizational support might play a role in affecting some of that

Katina sawyer katina ray Kind Instagram kona
Why Organizational Support Is Crucial for Working Moms Returning to the Workplace

The Workr Beeing Podcast

02:21 min | 8 months ago

Why Organizational Support Is Crucial for Working Moms Returning to the Workplace

"So this. Paper is called mothers re entry a relative contribution perspective of dual earner parents roles resources and outcomes and it was published in the academy management journal Very recently just came out. I believe it's a two twenty twenty one paper. And it's by laura little and courtney masterson and The paper basically takes a look at the importance of mothers being supported by their organizations. When they're coming back from attorney leave And one of the reasons that they focus on this time period and on mothers in particular is because after women. Leave the workforce to take maternity. Leave while it's a really nice break. from work responsibilities and allows them to focus holy. Or you know almost entirely on the family domain. It can be stressful. Figure out how then to reincorporate work into your life. Now that you've been spending time just focused on family. It can be stressful to anticipate what that returned to. Work is gonna look like and there are also some anticipated stressors that come from thinking through how your identity might play out. Were shift so there. Some research out there that looks at how pregnant women anticipate their identity shifts once they become working moms and that bat nine months of pregnancy is really a time period where people are thinking about. What's that gonna look like. And who am i and who do i wanna be. And how much do. I wanna put emphasis on on my work identity year my family identity or my mom identity in particular so there's some stressors that are introduced wall. Obviously it's a wonderful thing to have maternity leave and it's it's a fantastic resource and they're not arguing at all that that's not the keys. But when people are anticipating that reentry it can be a particularly stressful time. And so they're kind of honing in on that time period to take a look at how organizational support might play a role in affecting some of that

Academy Management Journal Laura Little Courtney Masterson
"academy management journal" Discussed on The Workr Beeing Podcast

The Workr Beeing Podcast

02:43 min | 8 months ago

"academy management journal" Discussed on The Workr Beeing Podcast

"As soon as they sit down to make something they're like. Why can't make this right but like maybe you could make something or even just making something you enjoy right. You don't have to be like check off eight hundred boxes to just sit down and paint something right like so. I thought that was a useful thought exercise and then she also gave me this journal. That someone she knows road which isn't out for another week but i'm going to get it when it comes out but basically it's like every day eight minutes of creative brain exercises that are just like prompts. You respond to that if you do it every night before you go to bed. Every morning we get up during lunch. Break whenever you have eight minutes. You're supposed to just keep your creativity flowing in a way that it might not otherwise if you didn't try to like flex that muscle more frequently and that's really cool. You'll have to see how you like it. Yeah i should buy two yeah. It looks like it's going to be cool so i so anyway. That was kind of nice and we don't have time to set aside to take like a full course on something. So i thought that was a nice a nice thing and a good way of wrapping it up so i feel like that was a good highlight for the week and kind of got me started on a good foot yesterday for my monday. Nice so now your creative juices flowing translating your learnings and then you're gonna continue to grow so that's always good. And hey if we're going back on the wallace train you talk about recovery a ton and as you really going towards that masterpiece right. Yeah what are you mastering learning etc to help you and that's obviously going to be good for recovery. So look at you look very very true hitting on some stuff that we tell people to do so i feel like that is always a good thing to practice what we preach in trying to do that more and more as well because it's hard for us to so So yeah so that's basically it and then now today i'm going to be talking about how you know. This person provided me with support. And now we're gonna talk about how workplaces can provide support for people to serve their families and their working lives awesome. Yes i'm excited to hear about it. So tell us a little bit more about you know who wrote it and all that good stuff. Yes so this. Paper is called mothers re entry a relative contribution perspective of dual earner parents roles resources and outcomes and it was published in the academy management journal Very recently just came out..

wallace academy management journal
"academy management journal" Discussed on GovExec Daily

GovExec Daily

10:57 min | 1 year ago

"academy management journal" Discussed on GovExec Daily

"Effect of distributive justice. He joins me now to talk about pay secrecy. Welcome to the program. Thanks so without pay transparency. It's kinda easy to question if compensation is fair. How does your research treat this hypothesis. We we look at it on the basis of people having a sense as to whether or not other pay is fair Either their own sense kind a collective sense as to whether or not pay his fair and that creates kind of a strange situation when a pay becomes more transparent and people can actually see their pay relative to others because at that point It's no longer deniable Whether in fact you're being paid less or more than others so Secrecy in a sense is beneficial in those situations. Where people have a overarching sense that they're not being paid fairly or where others around them feel that they're not being paid fairly. Because there's always that sense of doubt and you can always dismiss her deny it and say well it may just be me well that maybe the general sense but in my case i think my pay is fair the minute it's transparent there. No more questions than slammed in your face. Yeah i imagine. There's a lot of keeping up with the joneses kind of stuff that people may feel immediately go. I'm not making much as you know personality or person why that doesn't seem like it. Tracks from an organizational behavior standpoint. You know what are the major benefits and downsides of pay transparency like why would an organization choose to be more transparent a great question a lot of times i get asked you know is trade. is transparency good or bad and my typical answer is yes because it all it all depends on what the outcome is that you're looking at so over the last ten or eleven years. I've been doing a lot of research on pay. Transparency in its implications and others particularly in the field of economics have been doing Increasing work on the areas well and the findings are are pretty consistent When we look across all of the different studies that have been done when it comes to task performance. We find that pay. Transparency transparency is actually beneficial. And it's not because of perceptions of fairness it's more it's more motivational thing. That when you get a better sense of what your effort is worth you tend to be more motivated and performed enter and when you are in the dark about that you tend to think more negatively and your expectations of what your contributions might yield you personally in terms of rewards or more limited so the minute we become more transparent and people get to see the amount of what their pay is worth. They tend to work harder and achieve more in terms of task performance. There are some problems though when it comes to other types of performance what we call a contextual performance or sometimes we call counterproductive work behavior so in other studies. We shown that Patrons parenti can have adverse effects on collaborative behavior and that operates partially through envy. Right people get to see that others are making more than them. We tend to look at people who were making comparisons upwards rather than downwards right. Those that are doing better than ourselves. We tend to not think about the ones that are aren't doing as well. And then when we need work with those people that are doing better than ourselves We may hold a little bit against them. So it's not necessarily going to go our way to hurt them but we may not collaborate quite as much and another research found that actually people may actually Engaged in deceptive behavior as well so it kind of depends on what the outcome is. The clear benefits that have been shown by the economists have to do with gender Gender pay disparities. And here we see that one pay transparent the gender pay disparity which in the us is greater than twenty percents Comes down now. This research hasn't been done to the. Us it was done in scandinavia but it actually shows a significant decline in in in gender pay disparities. There's a downside of that as well because what also happens. Is that the differences in pay by contribution what we call pages version. How much the biggest contributors make relative to the to the smallest contributors that also declines and some interesting research in california municipality. Show when that happens. Some of the best performers jumped ship and Through less less left with less well-performing employees. So it's a mixed bag. You got to choose what you're what outcome you're striving for and then you can get a better sense as to whether transparency is going to help get you. There are some aspects of transparency though that have beneficial effects regardless like being transparent about the procedures by which we determined pay for that there tend to be far less downsize so that sort of pay for performance type things like bonuses things like that. How does that sort of factor into this so most of what we look at when we look at pay for performance. When i look at. I'm sorry in terms of transparency has been looking at pay for performance bonuses in merit increases. Most of what i do is experimental designs And we look at we. We actually look at bonuses as being the deciding factor but the research on gender pay disparities focuses more on base. Pay not on on bonuses and pay for performance fast. I know elise even with federal government with twee. We mostly cover. There is a lot of back and forth united states federal government. I should say is There's been a lot of push and pull on things like pay for performance and and things like that and and You know a lot of employee groups not super into that because of and things like that but It's interesting to know that that's that's where a lot of this Research comes from a sort of gift to the notion of value therein lies the question for a lot of Non sales jobs for example or non super quantifiable jobs. How do you kind of factor in that as far as value How does the research treat value of an employee. You mentioned the issue of metrics and measuring pay measuring pay for performance in our research particularly the research on on task performance. We find that. There's a perfect storm between patrons parents happy and The way in which we measure performance so most that the worst case scenario terms of task performance is when pay is not transparent But it is. There is a pay for performance component. Like a bonus which is based on subjective assessment and that assessment rates the employees relative to other employees other employees as opposed to against an absolute score. That's required for getting the bonus. That's the worst possible situation. And unfortunately it's the situation that's down into many many organizations so if that's the situation that you have subjective relative performance appraisal Some degree of pay transparency. We find actually boosts individual task performance but again it have negative effects with regard to other outcomes paper concludes with with recommendations for organizations for particularly regarding pay communication like having ranges or being or of front about about bonus structures with the caveat obviously that every organization different is their recommendation for the level of transparency around things like that pay bands both structures. Things like that. Yeah so it's not only that particular paper that was published in academy management journal. Some of the other papers at that. I've i've published on on the thing kind of lead me to the conclusion that Like i said transparency over in pay procedures providing employee with much greater information as to how pay is determined in the organization Greater information in that regard if it's pay for performance how performance at is actually assessed Seems to have nothing but beneficial beneficial consequences now. Of course that makes the job of the manager much more difficult because now they have to be more accountable because things are they're being observed right And there's reduced what we call a asymmetry of information right So there's greater pressure on the manager greater incentive to hide in some other way anyway but In terms of the organizational outcomes that's beneficial when it comes to actually being transparent about rates of pay. The solution seems to be. I think being more transparent as you say about ranges about bands aggregate level pay information even so little is providing individuals with information it out on their particular Level of pay and the ranger paying their particular level seems to have more limited negative consequences. Because again i'm not disclosing any information about any individual. I'm simply providing sense as to where they are relative to everyone else in the ban it navy discouraging for some. It may actually boost motivation for others. But in general we don't see particularly negative consequences of that and finally when it comes to Liberalizing restrictions on employee pay communication. First of all Lawn united states requires employers to ought to be to check to restrict their restrictions on a play communication. That doesn't stop a lot of lawyers doing that. A lot of employers still have their employees signed contracts that say that they won't disclose pay even though those contracts are not legally binding those kinds of restrictions we see as being quite damaging and offering little benefit to the organization. I can't imagine certainly reading reading the research that i've seen girls Just on the level of retention it seems like that would be factors that people in management would want to keep in mind. Thanks so much for being on the alleged thanks for listening to the daily. Our show is bruce about learn hosted by me. Ross john for wanna think dr peter bamberger for joining the program. Music is signals by catfish teams. He should have reviewed subscribed on apple. Podcasts google podcasts. Wherever you get your podcast. Vinnie melts any feedback. Podcasts ago dot com. Or here's a twitter. We'd love to hear from the we'll talk to you later..

Ross john twitter california scandinavia Vinnie melts apple united states both structures Lawn united states eleven years federal government greater than twenty percents dr peter bamberger google First joneses dot com ten