Race-Related Differences in Promotions and Support: Underlying Effects of Human and Social Capital

By E. H. James. 2000

293 citations recorded by the source corpus.

Subfields: Education, Gender Studies, Social Psychology

View Paper: https://www.semanticscholar.org/paper/89f6b94df2b4cecb7d8559e70471b34052bd298d

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Citations in the corpus

Family Capital of Family Firms (2009, background): “Networks contribute to management consistency that in turn enables firms to withstand external shocks (Field, 2003; James, 2000).”
Employment-based social capital, job stress, and employee burnout: A public child welfare employee structural model (2010, background): “It speaks to the communication practices, norms, and linkages that make up an organization's culture and represents the traits that exemplify the network of relationships an employee has with organizational peers, subordinates, and superiors (James, 2000).”
RACIAL DIFFERENCES IN EMPLOYEE RETENTION: ARE DIVERSITY CLIMATE PERCEPTIONS THE KEY? (2007, background): “This assertion is based on the notion that Blacks and Hispanics (in order) report more negative working conditions than Whites (Foley et al., 2002, Greenhaus et al., 1990; James, 2000).”
Does Having “the Right Stuff” Matter? Gender Differences in the Determinants of Career Success Among Intercollegiate Athletic Administrators (2004, methodology): “The strength of one’s network ties can be (a) strong ties, which represent those ties that are emotionally intense, frequent, reciprocal, and time-consuming (Granovetter, 1973), or (b) weak ties, which include relationships with only loose or weak connections or acquaintances ( James, 2000 ).”
When Firms Fail to Learn (2004, unknown): “, Essed & Stanfield, 1991; Hilton & von Hippel, 1996) and prejudice (James, Brief, Dietz, & Cohen, 2001); at the group level, exploring network variables, such as homophily and tie strength (Ibarra, 1992, 1993, 1995; James, 2000); as well as at the organizational level, including structural consider”
Stereotype Threat in Organizations: Implications for Equity and Performance (2015, background): “…report greater levels of identity threat are perceived by supervisors as poor performers and as less suitable for promotion; they also show higher levels of turnover and absenteeism (Avery et al. 2007, Browne 1999, Greenhaus et al. 1990, Ilgen & Youtz 1986, James 2000, Kanter 1979, Landau 1995).”
HOW SIMILARITY TO PEERS AND SUPERVISOR INFLUENCES ORGANIZATIONAL ADVANCEMENT IN DIFFERENT CULTURES (2002, background): “…studies have found that qualifications and demographic traits such as race and gender were significant influences on advancement (Fox & Butterfield, 1994; James, 2000) , the empirical literature on promotions has not fully captured what are, by many accounts, the key social influences on promotion.”
Warning! Diversity Recruitment Could Backfire (2005, background): “They often experience various forms of discrimination at work such as pay inequity, poor advancement opportunities, exclusion from key job assignments, social isolation from developmental networks, and general discriminatory treatment (Dreher & Cox, 2000; Foley, Kidder, & Powell, 2002; James, 2000).”