Elena Doldor

Individual-level foci of identification at work: A systematic review of the literature

This paper presents a systematic literature review of individual-level targets (or foci) of identification, that is, the bases by which one derives a sense of self as a unique being in the context of work. We reviewed 253 articles from over 30 top management journals between 2005 and 2016. In examining foci types, definitions, underpinning theoretical and philosophical assumptions, we catalogue nine categories of individual-level identification foci (manager, leader, follower, team, organization, occupation-specific, professional, career and work), finding a dominance of functionalist meta-theoretical orientations (comprising over half the sample, with interpretivist approaches comprising about a third of studies). Further, we enhance construct clarity in the field; we identify conceptual challenges with extant definitions of key foci, and offer integrative definitions by specifying scope conditions for each identity focus and semantic relationships between various identity foci. We contextualize our discussion of construct clarity to different research orientations in the field and offer possibilities for theoretical developments therein. Third, we offer an integrative framework for positioning work in the field by scope of interest (identity content or context) and identity construction assumptions (stable or evolving), suggesting directions for future research.

Accidental activists: Headhunters as marginal diversity actors in institutional change towards more women on boards

We present a qualitative study that examines the role of headhunters as actors in a broader institutional change process aiming to increase gender diversity on corporate boards. We draw on institutional and diversity management theories to conceptualize their change agency in the broader field of women on boards. We describe their role as ‘accidental activists’ and theorize two micro-processes that define their change agency in this field: voluntaristic framing of intentionality and role redefinition by drawing on competing logics. This conceptualization does not match the heroic image of the institutional entrepreneur driving institutional change, or that of the tempered radical championing diversity, but rather casts light into a marginal and previously neglected change role. We demonstrate the opportunistic and precarious nature of this role with regards to both institutional change and diversity management, and discuss its possibilities and perils.

Women at the top

Purpose – This paper reviews the recent “Women at the Top” Conference held in London by the British Psychological Societys Division of Occupational Psychology and offers some suggestions for future research on women at the top.Design/methodology/approach – The report is generated from attendee observations, notes, other reviews and podcast recordings following the conference.Findings – Conference proceedings highlighted key areas of interest and current work for psychologists tackling the dearth of women leaders. A majority of presentations examined the role of stereotyping and prejudice in understanding leadership and gender, while a few others discussed contextual factors shaping womens leadership journeys such as life experiences and external parties such as head‐hunters. The limited focus on other diversity dimensions such as racio‐ethnicity is noted.Originality/value – In light of the conference proceedings, the authors discuss how psychological research could further contribute to addressing the l...

Expanding the Notion of Dialogic Trading Zones for Impactful Research: The Case of Women on Boards Research

Debates about research impact highlight the importance of involving practitioners in research processes but are unclear as to how precisely to foster this dialogue. This paper considers how dialogic encounter can be encouraged through �trading zones� where academics and practitioners collaborate. We draw on our experience of conducting research on women on boards for over 15 years to examine (a) how we established and evolved our role within trading zones in this field, achieving impact on policy and business practice, and (b) how we interfaced between trading zones and the academic field, thereby enabling cross-fertilization of ideas between academics and practitioners. We contribute to literature on research impact by empirically examining and critically evaluating the key characteristics of trading zones. First, trading zones are theorized to be action-oriented. Our analysis reveals how multiple stakeholders collectively redefine the action goals, illustrating the need to expand our understanding of relevant �practitioners� beyond managers. Second, we find that durability of trading zones is crucial because it enables gestation of ideas and reframing problems. Third, we problematize the notion of psychological safety in trading zones, arguing that dialogic capability and the pursuit of impact require acceptance of trade-offs and political manoeuvrings. © 2017 British Academy of Management

From Politically Naïve to Politically Mature: Conceptualizing Leaders’ Political Maturation Journey

This paper contributes to the literature on organizational politics and leadership. Current studies of leaders’ engagement in politics neglect notions of learning and development. The current paper aims to overcome this shortcoming by providing a developmental perspective on leaders’ engagement in organizational politics. Using in-depth qualitative interviews with leaders at different seniority levels, the study examines developmental patterns in leaders’ willingness and ability to engage in organizational politics. The inductive findings inform a three-stage model of political maturation, providing insights into the developmental nature of political will and political skill. Drawing on leadership skill and adult development literature, the paper posits that political maturation entails not only changes in leaders’ observable skills and behaviours, but also deep-structure changes in mindsets and cognitive scripts regarding engagement in organizational politics. Furthermore, findings demonstrate the roles of experience and significant others in facilitating learning about organizational politics. The paper discusses theoretical and practical implications of this dynamic, developmental perspective.

UK: The Merits and Shortcomings of a Voluntary Approach

This chapter examines the situation of women on boards in the UK. The chapter begins by providing an overview of the country’s political and economic context, outlining gender equality trends and the nature of workplace equality and diversity policies in the UK. Second, the chapter discusses the UK corporate governance system and its landmark ‘comply or explain’ approach. Third, the chapter outlines trends in gender representation on FTSE boards, analyzing national-level policy on women on boards over almost two decades, with an emphasis on the relatively successful Davies Review (2011–2015). The achievements and limitations of this voluntary approach are then critically discussed, drawing particular attention to the effectiveness of a multi-stakeholder approach, but also to the fragility of change secured through voluntary measures.