Contact Jamie

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14 Plattenstrasse
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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. 


Exciting news, research, updates, & events!


What leaders actually do...

Jamie Gloor

3rd Interdisciplinary Perspectives on Leadership Symposium

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Last week, a small, interdisciplinary group of international leadership scholars gathered for the 3rd IPLS symposium in Crete, Greece. I presented a new paper coauthored with Agnes Baeker on humor in potential leaders (see below).


UZH was well-represented with our incoming chair of HRM and Leadership, Jochen Menges. TUM was also well-represented, as Peus chair alumni Susanne Braun, Brooke Gazdag, Tanja Hentschel, and Jennifer Sparr also presented their work (three of us pictured below).


We were encouraged and entertained by organizers Niels van Quaekebeke (KLU) and Olga Epitropaki (Durham), and challenged by critical keynotes from Jeff Edwards (UNC) and John Antonakis (Lausanne).


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).

New Forms of Leadership Conference

Jamie Gloor

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We welcomed a great group for our "New Forms of Leadership" conference at TUM School of Management Executive Education on Friday, November 10, in Munich. Main themes included part-time and shared leadership models, leader's flexible accommodations (e.g., flex-place and -time) and family leaves, how digitization facilitates these new leadership and work models, and if such models are especially important for Generation Y (i.e., Millennials) or female employees.

Thanks again to our talented organizers, energizing speakers and science slammers, and engaged attendees from practice and research.

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My science slam presentation of first results from our ForGenderCare Project, "Leaders who care," is here.

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.


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."   

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. 

"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."

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. 

Dissertation Award for Jamie Gloor at Academy of Management 2017

Jamie Gloor

Dr. Jamie L. Gloor has just been honored with the Emerald Best Dissertation Award. She will be recognized at the upcoming Academy of Management annual meeting in Atlanta, Georgia (USA) this August. This is the largest international conference in the field of management with 10,000+ scholar and practitioner attendees annually and 18,000+ members.  


The winning paper based on her dissertation completed at the chair in HRM at the University of Zurich is titled, "An inconvenient truth? Interpersonal and career consequences of 'maybe baby' expectations;" this paper was also recently selected for inclusion in the prestigious Best Paper Proceedings of the Academy of Management. It is coauthored with Xinxin Li (NUS), Prof. Sandy Lim (NUS), and Dr. Anja Feierabend (UZH) and based on a research project funded by the Swiss National Science Foundation and swissuniversities' SUK Program 4 as part of the University of Zurich’s Action Plan Gender Equality (2013-16).

"Leaders who care: Better leaders by (not) being there?"

Jamie Gloor

Last week, Jamie presented an empirical paper at the 50th European Association for Social Psychology in Granada, Spain titled, Caring leaders: The impact of parental leave on the perception of transformational leadership. Coauthored with Dr. Lisa Horvath, Professors Susanne Braun and Claudia Peus (abstract/more info here), this paper provides fresh, first results from the ForGenderCare project and was part of a stellar symposium titled, Barriers to achieving gender equality: Shortcomings of placing the burden on women with top gender, diversity, and leadership scholars (more info here).

EASP hosted ~1,200 scholars and practitioners from across Europe, the United States, Australia and beyond from disciplines such as social, developmental, and work psychology, management and organizational behavior. Jamie and her paper received a warm welcome with a room full of attendees and average temperatures that reached 30+ degrees... 

Just a few weeks prior, Jamie also presented the paper at the Executive Education Center of the Technical University of Munich as part of the Munich Leadership Colloquium, where she received encouraging and formative feedback.

Methodical Storytelling for Leaders

Jamie Gloor

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Esther Choy, President of the Leadership Story Lab, and Karl Schmedders, Professor of Quantitative Business Administration, will show us how to use storytelling to bridge the theory-practice gap in a 2-hour event on Thursday evening in Zurich (for more info, see here). Then on Friday, Esther will coach CareerElixier members and alumni in 2 private, small group sessions on how to apply storytelling and persuasion tactics in the context of our own research.

This event is organized by Dr. Hannah Trittin and myself, sponsored by CareerElixier, and generously funded by the Graduate Campus

Subtle Biases & Structural Change for Gender Equality at UZH

Jamie Gloor

A recent article published in the University of Zurich (UZH) journal featured the 8 projects of the UZH Gender Equality Action Plan (2013-2016). For more information about the Action Plan, the individual projects, or specific results from several of the projects, see here.

As 1 of these 8, our "Assistant Professor Project" (together with Professor Bruno Staffelbach, Dr. Anja Feierabend, and Susanne Mehr, MA UZH) at the faculty for business, economics, and informatics was also featured. In this project, we examined the career and life stages leading up to and including the Assistant Professorship, to determine if this position is a suitable springboard for a professorship. Given that family formation overlays this critical career period, an event that entails more negative gender-based career stereotypes and expectations for women than for men, we also examined if achieving an Assistant Professorship (or higher) differs according to scholar gender, parenthood, or both factors.

Examining gender, parenthood, and the interaction of gender and parenthood (i.e., childless women and men, mothers and fathers) is key in light of the "maybe baby" bias, namely, expectations of risk that a young childless woman might have a child soon. In other words, scholar age is used as a proxy for childbearing chance, which triggers gendered expectations of uncertainty pertaining to temporary (during parental leave) or longer-term (drop-out from the labor market) cost and inconvenience for young female scholars, but not young male scholars.

In 2 peer-reviewed papers presented (2015) or accepted for presentation (2017) at the Academy of Management Annual Meeting, a yearly gathering of 10,000+ international management scholars, my coauthors and I argue that even potential parenthood can be hazardous for young women striving to get ahead in their careers: we show that "maybe baby" expectations contribute to gender biases in employment through decision-makers' hiring decisions towards young childless women (here) and coworkers' and supervisors' interpersonal treatment of young childless women (here).

Our central recommendation for an evidence-based structural change to reduce "maybe baby" bias is to more evenly allocate parental leave to both women and men. Currently, women are allotted significantly more parental leave than men at the national- and organizational-levels in Switzerland. Although likely well-intended to aid new mothers' work-life integration, these gender-based discrepancies in parental leave allocation asymmetrically increase the expected cost and inconvenience of women's (potential) childbearing, but not men's. For more information about the Assistant Professor project or our other recommendations, see our final report here.

A new year, a new...uni?!

Jamie Gloor

University of Zurich --> Technical University of Munich, that is. 

I'm very excited to announce that I have just accepted a new post-doc position (from January 2017) at the Technical University of Munich (ranked #1 technical school in Germany, #4 in Europe). I'll be working for Dr. Claudia Peus, Professor of Research & Science Management, as leader of a project examining how gender, parenthood, and caregiving influence perceptions of leadership. The team has a history of publishing high-quality research on topics such as diversity and leadership, so I should fit right in (except for my Swiss German accent!)

I'm really looking forward to joining a new, research-focused team of kind, clever, and motivated young scholars-most of whom I've already met at international academic conferences-and the challenge of making the most of my 4-hour commute...