Gender, emotion and power in work relationships

By B. R. Ragins, Doan Winkel. 2011

95 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/21e9119c18f0212b2d4bfd75b46f5ca4dca0fa73

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. Alyson Meister
2. Bradley P. Owens
3. David R. Hekman
4. A. Sinclair
5. Karen A. Jehn
6. Lindred L. Greer
7. Bertolt Meyer
8. David L. Collinson

In Organizational Behavior and Human Resource Management

1. Bradley P. Owens
2. David R. Hekman
3. Alyson Meister
4. A. Sinclair
5. Karen A. Jehn
6. Miguel Pina e Cunha
7. Arménio Rego
8. Sherry M. B. Thatcher

In Sociology and Political Science

1. David R. Hekman
2. Alyson Meister
3. Bradley P. Owens
4. A. Sinclair
5. Karen A. Jehn
6. Lindred L. Greer
7. Bertolt Meyer
8. Sherry M. B. Thatcher

Citations in the corpus

• Identities under scrutiny: How women leaders navigate feeling misidentified at work (2017, background): “…behave and perform similarly when in comparable leadership roles (Vecchio, 2003), women still tend to be perceived less favorably as potential candidates for leadership roles, and when performing these roles, their behavior is also judged less favorably (Eagly & Karau, 2002; Ragins & Winkel, 2011).”
• MODELING HOW TO GROW: AN INDUCTIVE EXAMINATION OF HUMBLE LEADER BEHAVIORS, CONTINGENCIES, AND OUTCOMES (2012, background): “Future research should explore the possibility that the presence of external signs of authority mitigates the stereotypical biases against female (Eagly, 2007; Eagly & Karau, 2002; Ragins & Winkel, 2008) and minority (Rosette, Leonardelli, & Phillips, 2008) leaders.”
• Managerial Gender Diversity and Firm Performance (2016, unknown): “For example, management, a traditionally male occupation (Ragins & Winkel, 2011; Ryan & Haslam, 2007), is likely to trigger in-group and out-group distinctions for females in management positions.”