Machismo in Organizations: Individual Predictors & Context-Dependent Outcomes

Two studies were conducted to examine possible predictors of machismo value endorsement and to test the possibility that machismo’s effects on job-related outcomes may be stronger in “family-oriented” than in “team-oriented” organizations. A total of 178 students were recruited from upper-level management and MBA classes at a large university in the Southwestern U.S. In Study 1, participant gender, familism values, and femininity predicted machismo values. Unexpectedly, ethnicity did not predict machismo values. Study 2 replicated results for predictors of machismo values, except that femininity did not emerge as a significant predictor. Additionally, Study 2 results indicated that machismo’s effects were dependent on the extent to which the company was viewed as family-oriented. Results suggest that machismo values: (a) may be relevant for both Hispanics and non-Hispanic whites, (b) are related, yet somewhat distinct from theoretically related variables like gender role endorsement and familism, and (c) are especially likely to affect expectations and behaviors when the organization’s culture includes elements (e.g., family orientation) that evoke a connection to those values. One of the most prominent recent demographic trends to emerge in the U.S. workforce is the rapid increase in workers of Hispanic descent. Organizations should expect an accompanying wave of employee values, attitudes, beliefs, and behavioral expectations influenced by aspects of Hispanic culture. Further, it would be of considerable applied value to identify ways to strategically harness positive effects of machismo values while mitigating potentially negative effects.     

Wage Differences By Gender: Evidence From Recently Graduated MBAS

In this paper we use data from the London Business School of measuredifferences in outgoing salaries of male and female graduates with a Master's in Business Administration degree. This is a relatively homogeneous population of individuals with very similar educational backgrounds, limited work histories, and who enter very similar jobs upon completion oftheir degree. Controlling for differences in individual characteristics as reported on application forms, we (r)nd that the starting salaries of women are approximately 8.6 percent less than men in identical occupations.     

Experiences of Presence as a Key Factor Toward Sustainability Leadership

In the current article, we describe how individual experiences of presence may be a key factor in giving birth to the kind of leadership that enables deep sustainability. The empirical data come from two studies of the same theme: (a) an international action research project about Waking Up Moments at Work and (b) a Finnish phenomenographical study about experiences of presence. Both studies address the generative qualities of waking up or presence, suggest the value of such experiences as catalysts for inner shifts in human consciousness, and begin to explore how this may be a core component of developing leaders' potential for contributing to sustainability.     

Information-sharing in health and social care: Lessons from a socio-technical initiative

Advances in information technology have led to new and innovative approaches in data-sharing, analysis, interpretation, and the potential for real-time responses to changes in health and social care status. However, health and social care information is not only complex but often socially and personally sensitive in ways that do not apply in other domains. This requires adoption of a tailored interdisciplinary (social, ethical, legal, technical and data science) and intersectoral (health and social care, academic and commercial institutions and citizens) approach to technology development. The authors present some important lessons to date from ongoing development of an innovative infrastructure for sharing health and social care data.