Who Is a Good Organizational Citizen? Social Perception of Male and Female Employees Who Use Family Leave

By J. H. Wayne, Bryanne L. Cordeiro. 2003

149 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/5bc962859b39b709356edcfda1f36039c82ddad5

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In Gender Studies

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Consequences of Flexibility Stigma Among Academic Scientists and Engineers (2014, background): “Some research finds that men are penalized when they ask for family leave (Coltrane, Miller, DeHaan, & Stewart, 2013; Rudman & Mescher, 2013; Wayne & Cordeiro, 2003).”
Work–life balance: One size fits all? An exploratory analysis of the differential effects of career stage (2012, background): “Although work–life balance programmes create new ways of working, organisational cultures still reward old ways of working with the result that employees who use work–life programmes are negatively affected (Thompson et al., 1999; Wayne & Cordeiro, 2003).”
Fathers and the Flexibility Stigma (2013, unknown): “…on less benign reasons for wage penalties, but similarly predict that if men or women fail to conform to masculine-based ideal worker norms by taking time off from work, both will suffer lower earnings in the long term (Acker, 1990; Correll et al., 2007; Wayne & Cordeiro, 2003; Williams, 2001).”
Making the link between work-life balance practices and organizational performance (2009, unknown): “…1999), family studies (e.g., Hill, Hawkins, Ferris, & Weitzman, 2001; Raabe, 1996), gender studies (e.g., Nelson, Quick, Hitt, & Moesel, 1990; Wayne & Cordeiro, 2003), industrial relations (e.g., Batt & Valcour, 2003; Eaton, 2003), information systems (e.g., Baines & Gelder, 2003; Frolick,…”
Normative Discrimination and the Motherhood Penalty (2010, background): “Indeed, one experimental study found that men who took leave from work to care for children or elders were penalized on ratings of workplace altruism and compliance and that this penalty was especially strong on the part of male evaluators (Wayne and Cordeiro 2003).”
The Pandemic Penalty: The Gendered Effects of COVID-19 on Scientific Productivity (2020, background): “This penalty is most powerful for women but also affects men; traditional gender norms have negative effects on all modern families (Sallee 2012; Wayne and Cordeiro 2003).”
Factors affecting employee use of work-life balance initiatives (2007, unknown): “Employees may perceive that using family-friendly initiatives will have a negative impact on their perceived commitment to the organisation and decrease the likelihood of salary increases, promotions and positive performance appraisals (Wayne & Cordeiro, 2003).”