Documents O'Reilly III, Charles 3 results

"Despite rhetoric supporting the advancement of women on corporate boards, meager evidence supports significant progress over the past decade in the United States. The authors examine archival board data (for more than 3,000 U.S. publicly traded firms) from 2002 to 2011 and find that a female is most likely to be appointed to a corporate board when a woman has just exited the position. A similar propensity occurs to reappoint a male when a man leaves, although the effect is smaller than for women. The authors argue that this “gender-matching heuristic” can impede progress in attaining gender diversity, regardless of intention, because it emphasizes the replacement of existing women rather than changing board composition. The authors replicate this effect in follow-up laboratory studies and show that “what works” to increase the representation of women on boards, irrespective of gender matching, is to increase the number of women in the candidate pool."

"Conducted 2 studies with 82 nonfaculty university employees (mean age 31–40 yrs) and 162 graduating business students at the undergraduate and MBA level to investigate relations among the dimensions of commitment and prescribed and extrarole activities. Survey findings suggest that psychological attachment may be predicated on compliance (instrumental involvement for specific extrinsic rewards), identification (involvement based on a desire for affiliation), and internalization (involvement resulting from congruence between individual and organizational values). Identification and internalization were positively related to prosocial behaviors and negatively related to turnover. Internalization was predictive of financial donations to a fund-raising campaign. Overall, the results indicate the importance of clearly specifying the underlying dimensions of commitment using notions of psychological attachment and the various forms such attachment can take."