There are 3 questions that need to be answered based on the following resources:
Question 1:
How does role congruity theory help to explain why women are under-represented in leadership roles? Drawing upon Ibarra, Ely and Kolb (2013) and Elsesser and Lever (2011) ‘to support your answer.
Eagly, A. H. and Karau, S. J. (2002) ‘Role congruity theory of prejudice toward female leaders’. Psychological Review, 109(3), pp. 573-598.
Elsesser, K. M. and Lever, J. (2011) ‘Does gender bias against female leaders persist? Quantitative and qualitative data from a large-scale survey’. Human Relations, 64(12), pp. 1555-1578.
Hoobler, J.M., Wayne, S.J. and Lemmon, G. (2009) ‘Bosses’ perceptions of family-work conflict and women’s promotability: Glass ceiling effects’. Academy of Management Journal, 52(5), pp. 939-957.
Ibarra, H., Ely, R. and Kolb, D. (2013) ‘Women rising: The unseen barriers’. Harvard Business Review, 91(9), pp. 60-66.
Ibarra, H., Ely, R. and Kolb, D. (2013) ‘Women rising: The unseen barriers’. Harvard Business Review, 91(9), pp. 60-66.
Rudman, L.A. and Glick, P. (2001) ‘Prescriiptive gender stereotypes and backlash toward agentic women’. Journal of Social Issues, 57(4), pp. 743-762.
Question 2:
“There is a direct relationship between stress and employee performance.” Critically evaluate the above statement drawing upon Mark and Smith (2006).
Mark, G. M., and Smith, A. P. (2008) ‘Stress models: A review and suggested new direction’. Occupational Health Psychology, 3, pp. 111-144.
Glaser, D. N., Tatum, B. C., Nebeker, D. M., Sorenson, R. C. and Aiello, J. R. (1999) ‘Workload and social support: Effects on performance and stress’. Human Performance, 12(2), pp. 155-176.
Hunter, L. W. and Thatcher, S. M. B. (2007) ‘Feeling the heat: Effects of stress, commitment, and job experience on job performance’. Academy of Management Journal, 50(4), pp. 953-968.
LePine, J. A., LePine, M. A., and Jackson, C. L. (2004) ‘Challenge and hindrance stress: Relationships with exhaustion, motivation to learn, and learning performance’. Journal of Applied Psychology, 89(5), pp. 883-891.
Liu, C., Liu, Y., Mills, M. J. and Fan, J. (2013) ‘Job stressors, job performance, job dedication, and the moderating effect of conscientiousness: A mixed-method approach’. International Journal of Stress Management, 20(4), pp. 336-363.
Penney, L. M. and Spector, P. E. (2005) ‘Job stress, incivility, and counterproductive work behaviour (CWB): The moderating role of negative affectivity’. Journal of Organizational Behavior, 26(7), pp. 777-796.
Podsakoff, N. P., LePine, J. A. and LePine, M. A. (2007) ‘Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behaviour: A meta-analysis’. Journal of Applied Psychology, 92(2), pp. 438.
Sidle, S. D. (2008) ‘Workplace stress management interventions: What works best?’ The Academy of Management Perspectives, 22(3), pp. 111-112.
Spector, P. E. and O’Connell, B. J. (1994) ‘The contribution of personality traits, negative affectivity, locus of control and Type A to the subsequent reports of job stressors and job strains’. Journal of Occupational and Organizational Psychology, 67(1), pp. 1-11.
Van Yperen, N. W. and Hagedoorn, M. (2003) ‘Do high job demands increase intrinsic motivation or fatigue or both? The role of job control and job social support’. Academy of Management Journal, 46(3), pp. 339-348.
Question 3:
“Emotions are problematic for organisations.” Critically assess this statement, drawing upon Williams (2003); and Barsade and Gibson (2007).
Williams, C. (2003) ‘Sky service: The demands of emotional labour in the airline industry’. Gender, Work & Organization, 10(5), pp. 513-550.
Barsade, S. G. and Gibson, D. E. (2007) ‘Why does affect matter in organizations?’ Academy of Management Perspectives, 21(1), pp. 36-59.
Ashkanasy, N. M. and Daus, C. S. (2002) ‘Emotion in the workplace: The new challenge for managers’. The Academy of Management Executive, 16(1), pp. 76-86.
Diefendorff, J. M., Croyle, M. H. and Gosserand, R. H. (2005) ‘The dimensionality and antecedents of emotional labour strategies’. Journal of Vocational Behaviour, 66(2), pp. 339-357.
Gibson, D. E. and Callister, R. R. (2010) ‘Anger in organizations: Review and integration’. Journal of Management, 36(1), pp. 66-93.
Hϋlsheger, U. R. and Schewe, A. F. (2011) ‘On the costs and benefits of emotional labor: A meta-analysis of three decades of research’. Journal of Occupational Health Psychology, 16(3), pp. 361-389.
Judge, T. A., Woolf, E. F. and Hurst, C. (2009) ‘Is emotional labour more difficult for some than for others? A multilevel, experience-sampling study’. Personnel Psychology, 62(1), pp. 57-88.
Seo, M-G. and Barrett, L. F. (2007) ‘Being emotional during decision making – good or bad? An empirical investigation’. Academy of Management Journal, 50(4), pp. 923-940.
Shockley, K. M., Ispas, D., Rossi, M. E. and Levine, E. L. (2012) ‘A meta-analytic investigation of the relationship between state affect, discrete emotions, and job performance’. Human Performance, 25(5), pp. 377-411.
Sy, T., Côté, S. and Saavedra, R. (2005) ‘The contagious leader: Impact of the leader’s mood on the mood of group members, group affective tone, and group processes’. Journal of Applied Psychology, 90(2), pp. 295-305.
