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Jamie L Gloor is an experienced, international researcher, educator and mentor. She is American born but currently resides in Zurich, Switzerland. Her research interests focus on individual and organizational health, including publications on diversity and leadership and research experience at prestigious universities across four different continents. 

News

Exciting news, research, updates, & events!

 

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Predictors of parental leave support: Bad news for (big) dads and a policy for equality

Jamie Gloor

We are very pleased to share that our new paper on coworker support for parental leave is now published in Group Processes & Intergroup Relations. This article is part of a special issue on addressing gender inequality, edited by Prof. Dr. Michelle Ryan and Dr. Thekla Morgenroth.

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Although men typically benefit from widely held gender biases in employment (e.g., selection, promotion, and pay), they are often disadvantaged when it comes to work-life. This interferes with fathers' ability to care for their children, but it may also hinder women's career development, thus reinforcing traditional gender roles and sustaining challenges to balance work and family for men and women. Best practices specify that benefits should be equally available to employees, but such policies may only be effective if there is a work culture to support them. As coworkers' responses have not yet been tested, we examine for whom coworkers show the most (and least) support for parental leave (Study 1), we replicate this finding using different methods and show the process whereby employee characteristics influence coworker support for their parental leave (Study 2), and then we test a policy-based intervention to further increase equality in coworker support for parental leave (Study 3).

Gloor, J. L., Li, X., & Puhl, R. M. (2018). Predictors of parental leave support: Bad news for (big) dads and a policy for equality. Group Processes & Intergroup Relations, 21(5), 810-830. doi: 10.1177/1368430217751630

This paper's findings and implications are relevant to our current ForGenderCare project at Professor Peus' chair at TUM. You can find the full publication here.

Fix the game, not the dame: Restoring equality in leadership evaluations

Jamie Gloor

Fresh off the presses in Journal of Business Ethics:

Female leaders continue to face bias in the workplace compared to male leaders. When employees are evaluated differently because of who they are rather than how they perform, an ethical dilemma arises for leaders and organizations. Thus, bridging role congruity and social identity leadership theories, we propose that gender biases in leadership evaluations can be overcome by manipulating diversity at the team level. Across two multiple-source, multiple-wave, and randomized field experiments, we test whether team gender composition restores gender equity in leadership evaluations. In Study 1, we find that male leaders are rated as more prototypical in male-dominated groups, an advantage that is eliminated in gender-balanced groups. In Study 2, we replicate and extend this finding by showing that leader gender and team gender composition interact to predict trust in the leader via perceptions of leader prototypicality. The results show causal support for the social identity model of organizational leadership and a boundary condition of role congruity theory. Beyond moral arguments of fairness, our findings also show how, in the case of gender, team diversity can create a more level playing field for leaders. Finally, we outline the implications of our results for leaders, organizations, business ethics, and society.

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This paper was part of my dissertation, coauthored with fantastic people: Manuela Morf (Erasmus University), Samantha Paustian-Underdahl (Florida State University), and Uschi Backes-Gellner (University of Zurich).

Counterintuitive consequences of maternal leave?

Jamie Gloor

“Maybe Baby” expectations motivate employee disrespect and work withdrawal

Pregnancy is…a wonderful thing for the woman, it’s a wonderful thing for the husband, it’s certainly an inconvenience for a business. -Donald Trump, President of the United States

Main Findings
Childless working women report more disrespect (e.g., being interrupted or ignored) from colleagues and supervisors than childless men, especially in organisations that offer more maternal leave than paternal leave. These uncivil experiences at work also predict employees' career withdrawal one year later.

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Comparison to the General View of the Topic
A wealth of research has highlighted mothers’ many employment disadvantages compared to childless women and men; however, "actual motherhood is not necessary for young women to experience motherhood penalties” concludes study author Dr. Jamie L. Gloor. Although maternal leave is ostensibly intended to benefit working women (e.g., enhance their economic returns and job security), this might come at the cost of their social mistreatment. Finally, states Dr. Gloor, "targeting female leaders and professors for study or intervention is too late if women have already withdrawn at an earlier career stage."   

Data
Two waves of quantitative survey data were collected one year apart from 474 early career academics (i.e., PhD and post-doctoral students, assistant professors) from all federal and cantonal universities in Switzerland. 

Conclusion
"Maybe baby” expectations–highlighted by the organizational inconveniences that pregnancy may entail–may be another explanation for the gender gap in leadership and professorships. Thus, "to retain highly educated women in the workforce, reduce "brain drain" and turnover costs,” recommends Dr. Gloor, “parental leave should also be available to male employees."

Reference
Gloor, J. L., Li, X., Lim, S., & Feierabend, A. (in press). An inconvenient truth? Interpersonal and career consequences of "maybe baby" expectations. Journal of Vocational Behavior.*

*This paper was recently honored with the "Emerald Best Paper Based on a Dissertation Award" at the 2017 Academy of Management Conference in Atlanta, Georgia, USA, as well as being included in the 2017 Academy of Management Best Paper Proceedings. 

Feeling Bullied by Parents About Weight

Miranda Peterson

Rudd Center research published in New York Times Well Blog post by Harriet Brown: Feeling Bullied by Parents About Weight. Read Full Article Here

“There still remains the widespread perception that a little stigma can be a good thing, that it might motivate weight loss,” said Dr. Puhl, a clinical psychologist. (Medical doctors, too, fall prey to this misconception.) But research done at the Rudd Center and elsewhere has shown that even well-intentioned commentary from parents and other adults can trigger disordered eating, use of laxatives and other dangerous weight-control practices, and depression.

 Campers at Camp Shane in Ferndale, N.Y., one of two camps for overweight children that participated in a study published in Pediatrics.Credit David Ettenberg

Campers at Camp Shane in Ferndale, N.Y., one of two camps for overweight children that participated in a study published in Pediatrics.Credit David Ettenberg


Allergies, extra weight tied to bullying

Miranda Peterson

In another study, researchers from Yale University in New Haven, Connecticut, found that almost two-thirds of 361 teens enrolled in weight-loss camps had been bullied due to their size.

That likelihood increased with weight, so that the heaviest kids had almost a 100 percent chance of being bullied, Rebecca Puhl and her colleagues found. Verbal teasing was the most common form of bullying, but more than half of bullied kids reported getting taunted online or through texts and emails as well.

Read full article here. 

Weight Stereotyping Research published in Glamour Magazine

Miranda Peterson

Glamour commissioned an exclusive poll of more than 1,800 women ages 18 to 40, designed with guidance from Rebecca Puhl, Ph.D., director of research and weight stigma initiatives at Yale’s Rudd Center for Food Policy and Obesity. We asked respondents to imagine a woman whom they had never met and knew nothing about except that she was “overweight” or “thin”; they then had to choose from pairs of words, like ambitious or lazy, to describe her. They could select neither, but fewer than half did—a telling statistic, according to Puhl. “Weight,” she says, “is one of the last acceptable prejudices.”

Read the full article here


Don’t Call My Kid Fat! Parents Want Doctors to Talk About ‘Unhealthy Weight’

Miranda Peterson

Rudd Center research published in article on Time Magazine website. 

With 2 million U.S. children classified as extremely obese, it’s impossible to ignore kids’ growing girth. But researchers at the Rudd Center for Food Policy and Obesity at Yale University are suggesting that there are better, more sensitive ways to discuss the issue with parents and children.

“Many people find the term ‘fat’ to be pejorative and judgmental,” says Rebecca Puhl, the study’s lead author and Rudd’s director of research. “A lot of the time, providers have positive intentions, but the language they use can be seen as blaming, accusatory and not helpful.”

Read full article here.