Endorsements by Alison Konrad

0000-0001-6231-2307

Professor of Organizational Behavior, Corus Entertainment Chair in Women in Management, Ivey Business School, Western University
Gender and Diversity in Organizations, Strategic HRM, Work-Life Flexibility, Women in Leadership

Faculty Web Page

Endorsements

Dealing with Diversity in Psychology: Science and Ideology
robustclearexciting
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Own works

Grand challenges in organizational justice, diversity and equity
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From Home to Corner Office: How Work–Life Programs Influence Women's Managerial Representation in Japan
All endorsers
Does age diversity benefit team outcomes, if so, when and how? A moderated mediation model
All endorsers
Earnings of persons with disabilities: Who earns more (less) from entrepreneurial pursuit?
All endorsers
Innovation strategy, voice practices, employee voice participation, and organizational innovation
All endorsers
Dynamic capabilities for managing racially diverse workforces: Effects on competitive action variety and firm performance
All endorsers
Does age diversity benefit team outcomes, if so, when and how? A moderated mediation model
All endorsers
Dynamic capabilities for managing racially diverse workforces: Effects on competitive action variety and firm performance
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Earnings of persons with disabilities: Who earns more (less) from entrepreneurial pursuit?
All endorsers
Innovation strategy, voice practices, employee voice participation, and organizational innovation
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Women in hospitality and tourism: a study of the top-down and bottom-up dynamics
All endorsers
Both Diversity and Meritocracy: Managing the Diversity-Meritocracy Paradox with Organizational Ambidexterity
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Bridging Caste Divides: Middle-Status Ambivalence, Elite Closure, and Lower-Status Social Withdrawal
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Does Age Diversity Benefit Team Outcomes, if so, When and How? A Moderated Mediation Model
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Trickle-down and bottom-up effects of women’s representation in the context of industry gender composition: A panel data investigation
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Both Diversity and Meritocracy: Managing the Diversity-Meritocracy Paradox with Organizational Ambidexterity
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Bridging Caste Divides: Middle-Status Ambivalence, Elite Closure, and Lower-Status Social Withdrawal
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A Meta-Analytic Review of Gender Composition Influencing Employees’ Work Outcomes: Implications for Human Resource Development
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Creating Mutual Gains to Leverage a Racially Diverse Workforce: The Effects of Firm-Level Racial Diversity on Financial and Workforce Outcomes Under the Use of Broad-Based Stock Options
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HRM systems and employee affective commitment: The role of employee gender
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Attaining Elite Leadership: Career Development and Childhood Socioeconomic Status
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Denial of racism and the Trump Presidency
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Childhood-onset disability, strong ties and employment quality
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Antecedents and consequences of diversity and equality management systems: The importance of gender diversity in the TMT and lower to middle management
All endorsers
Antecedents and consequences of diversity and equality management systems: The importance of gender diversity in the TMT and lower to middle management
All endorsers
Causality Between High-Performance Work Systems and Organizational Performance
All endorsers
Variety, Dissimilarity, and Status Centrality in MBA Networks: Is the Minority or the Majority More Likely to Network Across Diversity?
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Variety, dissimilarity, and status centrality in MBA networks: Is the minority or the majority more likely to network across diversity?
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Antecedents and Outcomes of Diversity and Equality Management Systems: An Integrated Institutional Agency and Strategic Human Resource Management Approach
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A Two-Wave Study of Self-Monitoring Personality, Social Network Churn, and In-Degree Centrality in Close Friendship and General Socializing Networks
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Participation in Helping Networks As Social Capital Mobilization: Impact on Influence for Domestic Men, Domestic Women, and International MBA Students
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Participation in helping networks as social capital mobilization: impact on influence for domestic men, domestic women, and international MBA students
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Violation and activation of gender expectations: Do Chinese managerial women face a narrow band of acceptable career guanxi strategies?
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Violation and activation of gender expectations: Do Chinese managerial women face a narrow band of acceptable career guanxi strategies?
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From female leadership advantage to female leadership deficit: A developing country perspective
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Proactive Personality Heterophily and the Moderating Role of Proactive Personality on Network Centrality and Psychological Outcomes: A Longitudinal Study
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Temporary Work, Underemployment and Workplace Accommodations: Relationship to Well-being for Workers with Disabilities
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Temporary Work, Underemployment and Workplace Accommodations: Relationship to Well-being for Workers with Disabilities
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Societal institutions and work and family gender-role attitudes
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Pay dispersion and earnings for women and men: A study of Swedish doctors
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Vocational status and perceived well-being of workers with disabilities
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Erratum to "Online work: Managing conflict and emotions for performance in virtual teams" [European Management Journal 30 (2) 2012 156-174]
All endorsers
Is using work-life interface benefits a career-limiting move? An examination of women, men, lone parents, and parents with partners
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Is using work-life interface benefits a career-limiting move? An examination of women, men, lone parents, and parents with partners
All endorsers
Leaders’ transformational, conflict, and emotion management behaviors in culturally diverse workgroups
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Online work: Managing conflict and emotions for performance in virtual teams
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Online work: Managing conflict and emotions for performance in virtual teams
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Online work: Managing conflict and emotions for performance in virtual teams (vol 30, pg 156, 2012)
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Diversity and organizational innovation: The role of employee involvement
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Diversity and organizational innovation: The role of employee involvement
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The vocational well-being of workers with childhood onset of disability: Life satisfaction and perceived workplace discrimination
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The vocational well-being of workers with childhood onset of disability: Life satisfaction and perceived workplace discrimination
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Understanding diversity management practices: Implications of institutional theory and resource-based theory
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Women in sport management: Advancing the representation through HRM structures
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A reflection of the contributions of "Women in sport management: Advancing the representation through HRM structures"
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Asymmetrical demography effects on psychological climate for gender diversity: Differential effects of leader gender and work unit gender composition among Swedish doctors
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Creating a vision boosts the impact of top management support on the employment of managers with disabilities: The case of sport organizations in the USA
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Gender and racial differentials in promotions: Is there a sticky floor, a mid-level bottleneck, or a glass ceiling?
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Implementing employment equity in gendered organizations for gendered lives
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Critical Mass:. The Impact of Three or More Women on Corporate Boards
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Critical mass: does the number of women on a corporate board make a difference?
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Gender-role attitudes and earnings: A multinational study of married women and men
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Gender role attitudes and careers: A longitudinal Study
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Editorial comment
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Editorial comment
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Editorial comment
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Group and Organization Management: Editorial Comment
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Group and Organization Management: Editorial comment
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Group and Organization Management: Editorial comment
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The effect of human resource management practices on the job retention of former welfare clients
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The relationship of job attribute preferences to employment, hours of paid work, and family responsibilities: An analysis comparing women and men
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Conclusion: Reflection and future direction
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Diversity attitudes and norms: The role of ethnic identity and relational demography
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Diversity attitudes and norms: The role of ethnic identity and relational demography
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Examining the contours of workplace diversity: Concepts, contexts and challenges
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Group & Organization Management: Editorial Comment
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Group and Organization Management: Editorial Comment
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Group and Organization Management: Editorial comment
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Group and Organization Management: Editorial comment
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Group and Organization: Editorial Comment
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Group and organization management: Editorial comment
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Is promoting an African American unfair? The triple interaction of participant ethnicity, target ethnicity, and ethnic identity
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Is promoting an African American unfair? the triple interaction of participant ethnicity, target ethnicity, and ethnic identity
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Measures for quantitative diversity scholarship
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Nonprofits and the job Retention of former welfare clients
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Preferences for job attributes associated with work and family: A longitudinal study of career outcomes
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Affirmative Action as a Means of Increasing Workforce Diversity
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Editorial Comment
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Editorial Comment
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Editorial Comment
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Editorial Comment
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Group and Organization Management: Editorial comment
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Diversity programs: influencing female students to sport management?
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Editorial Comment
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Editorial Comment
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Editorial Comment
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Group and Organization Management: Editorial comment
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Job and industry fit: The effects of age and gender matches on career progress outcomes
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Job and industry fit: the effects of age and gender matches on career progress outcomes
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Explaining Demographic Group Differences in Affirmative Action Attitudes
All endorsers
Behavioral Goals for a Diverse Organization: The Effects of Attitudes, Social Norms, and Racial Identity for Asian Americans and Whites
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Family demands and job attribute preferences: A 4-Year longitudinal study of women and men
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Demographic differences and reactions to performance feedback
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Group and Organization Management: Editorial Comment
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Group and Organization Management: Editorial comment
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Group and Organization Management: Editorial comment
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Group and Organization Management: Editorial comment
All endorsers
Special issue introduction: Defining the domain of workplace diversity scholarship
All endorsers
Desirability of the Bem Sex Role Inventory items for women and men: A comparison between African Americans and European Americans
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Granovetter Was Right: The importance of weak ties to a contemporary job search
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What Do Managers Like to Do? A five-country study
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Gender differences in attitudes toward affirmative action programs in Australia: Effects of beliefs, interests, and attitudes toward women
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Job-seeking in a turbulent economy: Social networks and the importance of cross-industry ties to an industry change
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Human resource management trends in the USA: Challenges in the midst of prosperity
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Women in sport management: Advancing the representation through HRM structures
All endorsers
Sex Differences in Job Attribute Preferences among Managers and Business Students
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Sex differences and similarities in job attribute preferences: A meta-analysis
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The impact of work-life programs on firm productivity
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Diluting diversity implications for intergroup inequality in organizations
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The impact of labor market structure on sex differences in earnings
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What do managers like to do? Comparing women and men in australia and the US
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A cross-national cross-gender study of managerial task preferences and evaluation of work characteristics
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The effects of gender role congruence and statistical discrimination on managerial advancement
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Task complexity and information exchange: The impact of nurses’ networking activities on organizational influence
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Race and Sex Differences in Line Managers' Reactions to Equal Employment Opportunity and Affirmative Action Interventions
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Formalized HRM Structures: Coordinating Equal Employment Opportunity or Concealing Organizational Practices?
All endorsers
OF MOMMY TRACKS AND GLASS CEILINGS - A CASE-STUDY OF MENS AND WOMENS CAREERS IN MANAGEMENT
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Task Complexity, Dependency Relationships and Influence: The Case of Nurses in a General Hospital
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The Effects of Individual Power on Earnings
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UNDERSTANDING THE HIRING OF WOMEN AND MINORITIES IN EDUCATIONAL-INSTITUTIONS
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Predicting Social-Sexual Behavior At Work: A Contact Hypothesis
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DO YOU GET WHAT YOU DESERVE? FACTORS AFFECTING THE RELATIONSHIP BETWEEN PRODUCTIVITY AND PAY
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SEX AT WORK - THE POWER AND PARADOX OF ORGANIZATION SEXUALITY - HEARN,J, PARKIN,W
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POLITICAL-PARTICIPATION - A MATTER OF COMMUNITY, STRESS, JOB AUTONOMY, AND CONTACT BY POLITICAL ORGANIZATIONS
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IMPACT OF WORK EXPERIENCES ON ATTITUDES TOWARD SEXUAL HARASSMENT
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