Stacy Blake-Beard

THE PERCEIVED IMPORTANCE OF DEVELOPMENTAL RELATIONSHIPS ON WOMEN UNDERGRADUATES' PURSUIT OF SCIENCE

Using a survey of women science majors, we tested the assumption that women mentors and other women guides help women students pursue the sciences. The survey explicitly distinguished among three types of guides: mentors (who provide psychosocial support), sponsors (who provide instrumental support), and role models (who act as examples) encountered before and during college. We found that over 90% of the women had a guide of one type or another, that mentors were most influential to womens pursuit of science, and that guides during college were more influential than guides prior to college. Participants reported having more female than male guides overall, but that some of the most influential guides were men.

The Invisible Work of Managing Visibility for Social Change Insights From the Leadership of Reverend Dr. Martin Luther King Jr

In this article, we introduce the concept of tempered visibility as a lens through which to view Martin Luther King Jr.s civil rights leadership. First, we review the academic literature on visibility and its implications for leadership. Second, we outline key moral and sociopolitical factors that enabled King to become visible. Third, we provide examples of how King intentionally increased and decreased his exposure while leading key events in the Civil Rights Movement. From Kings example, the process by which leaders gain visibility and the positive and negative outcomes of visibility for leaders and their change efforts is learned. This analysis extends the understanding of the strategic management of visibility as a tool that is motivated by personal goals, social pressures, and moral concerns and that is critical for managing impressions and leading social change.

Using Power to Influence Outcomes: Does Gender Matter?.

The conventional definitions of power and masculinity are tightly conflated. The same words that are often used to describe power, such as authority, control, and decisiveness, are also often used to define masculinity. Where does that leave women in building and using power? Even as feminist scholars attempt to decouple the definition of power from masculinity by expanding power paradigms, cultural norms in the Unites States are still such that there is an expectation of women to be collaborative and self-sacrificing. As a result, many women are reluctant to use “masculine” power, or when they do, they are faced with the double bind: Be powerful but unfeminine. This exercise allows both female and male students to explore their personal relationship with power and how they build and use power to influence outcomes. The exercise fosters a rich discussion about cultural definitions and expectations on power and the double binds they create for both men and women.

She’s already busy

Purpose – This study aims to examine women’s organizational citizenship behaviors (OCBs) or the voluntary, discretionary behaviors employees perform that are not linked to their reward system but benefit organizations. Specifically, it investigates several attitudinal and organizational antecedents relative to two sub-dimensions of OCB: organizational loyalty and helping behaviors. Design/methodology/approach – Alumnae (n = 160) responded to an e-mail survey regarding their self-reported OCBs, job satisfaction, work engagement and several demographic and organizational variables. Findings – In this fiscal climate, organizations are challenged with fostering an environment encouraging employees to go beyond job requirements. Findings here suggest that married women who are engaged in work have the highest propensity to do this by engaging in these non-compensated, non-mandated behaviors. However, importantly, differences were found between organizational loyalty citizenship and helping behaviors. An invers...