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Masculine organizational cultures: The effect of emotional norms on human resources decision making.

机译：男性组织文化：情感规范对人力资源决策的影响。

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摘要

Extending research on gendered organizational culture into the affective realm, the current research introduces a typology of emotional norms to identify what I will refer to as "masculine organizational cultures." Although qualitative researchers, legal experts, managers, and the popular press have been discussing masculine organizational cultures for decades, the construct is rarely, if ever, subject to quantitative investigation. I examine how conceptualizing organizational culture as a function of emotional norms enhances our understanding of the link between organizational culture and a number of organizational practices and processes. I argue that norms specifying the acceptability of expressing interpersonally disengaged emotions (e.g., anger and pride) and the unacceptability of expressing interpersonally engaged emotions (e.g., nurturing and guilt) represent a defining characteristic of masculine organizational cultures. I propose a theoretical typology of emotional norms based on the underlying value dimensions of independence (i.e., competitiveness and dominance) and interdependence (i.e., cooperativeness and relationality). In three field studies conducted among random samples of full-time working adults, I validate the theoretical typology and test the effect of masculine emotional norms---as distinct from constrained, feminine, and unconstrained emotional norms---on derogation of emotional norm violators, bias in personnel selection, turnover, and escalation of commitment. Results provide support for the validity of the theoretical typology. In addition, results suggest that masculine emotional norms lead to increased derogation of emotional norm violators and increased escalation of commitment.
机译：将性别组织文化的研究扩展到情感领域，当前的研究引入了情感规范的类型学，以识别我称之为“男性组织文化”的东西。尽管定性研究人员，法律专家，管理人员和大众媒体一直在讨论男性组织文化数十年，但这种结构很少（如果有的话）接受定量研究。我研究了将组织文化概念化为情感规范的方式如何增强我们对组织文化与许多组织实践和过程之间联系的理解。我认为，规范表达人际交往情感（例如愤怒和自尊心）的可接受性和表达人际交往情感（例如养育和内）的不可接受性代表了男性组织文化的定义特征。我基于独立性（即竞争力和支配性）和相互依存性（即合作性和关系性）的潜在价值维度，提出了一种情感规范的理论类型学。在对全职工作的成年人的随机样本进行的三项野外研究中，我验证了理论类型并测试了男性情绪规范的效果-与受约束的，女性化的和不受约束的情绪规范不同-对情绪规范的贬损违反者，人员选择，人员流动和承诺升级方面的偏见。结果为理论分类学的有效性提供了支持。此外，结果表明，男性的情感规范会导致对情感规范违反者的贬损和承诺的提升。

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  • 作者

    O'Neill, Olivia Amanda.;

  • 作者单位

    Stanford University.;

  • 授予单位 Stanford University.;
  • 学科 Business Administration Management.; Psychology Industrial.
  • 学位 Ph.D.
  • 年度 2005
  • 页码 79 p.
  • 总页数 79
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 贸易经济;工业心理学;
  • 关键词

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