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Huong Pham
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PublicationA playful path to more professional equity? Networking across diversity via sport( 2024-08)Raina BrandsLeaders develop via all domains of their lives. Yet, leaders’ sports involvement has been largely overlooked despite its theoretical and practical relevance, particularly for social development. Moreover, the limited research on the downstream social consequences of leaders’ sports involvement reveals different effects for men and women leaders—even opposing effects for the latter. Thus, we integrate social cognitive theory from developmental psychology to make sense of these contradictory findings. We theorize that sports contexts facilitate women’s networking with higher-status (male) leaders through its playfulness (i.e., leisurely, spontaneous, and socially interactive). An archival study of 644 leaders’ Twitter/X posts shows that sports generate more engagement—especially men interacting with women leaders’ sports posts (Study 1). A qualitative study with 58 leaders suggests sports’ playfulness facilitates these interactions as well as networking, results that we also quantitatively validated using ChatGPT (Study 2). Two recall experiments (Ntotal = 1,076) showed women leaders’ networking in sports (vs. traditional) contexts was more playful, and more playful sports contexts facilitated women (vs. men) leaders’ networking across gender and status differences (Pilot Study, Study 3). Our results show that more playful sports contexts facilitate women leaders’ successful networking across gender and status diversity—an innovation helping to level the playing field of gendered social capital development and future leadership inequalities in organizations. These results advance our understanding of conventional ways of networking as not always strategic and planned while also adding to diversity research by showing that sports—often framed as exclusionary—can also be inclusive.Type: conference paper
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PublicationHow to foster more sustinable inclusion (when leaders aren't inclusive)( 2024-05-03)
;Sanne Feenstra ;David ChengNiels Van QuaquebekeResearch and practice have focused on if and how leaders can be more inclusive towards their followers and teams. However, in practice, we know that--despite trainings, executive education, etc.--some leaders still cannot (or will not) include. Here, we review the individual and contextual level reasons for this while also highlighting a potential path forward. By theoretically exploring the dynamic, helical process through which followers can also upwardly influence their leaders and their leaders' inclusion, we formulate a way through which followers can inspire more sustainable inclusion over time.Type: conference paper -
PublicationMore motivated to help male leaders? Explaining fatherhood bonuses via follower helping( 2024-08)
;Susanne Braun ;Jenny HooblerClaudia PeusType: conference paper -
PublicationFeeling Excluded from Followers: How Leader Structure Schemas Affect Daily Leader Self-esteem Threat( 2023)
;Karolina Wenefrieda Nieberle ;Angela KuonathDieter FreyType: conference paperJournal: Academy of Management ProceedingsVolume: 2023Issue: 1 -
PublicationHow to be harassment-free: Expert insights and an allyship (micro)training( 2024-08)
;Jenny Hoobler ;Brent Lyons ;Shannon Rawski ;Jennifer BerdahlLilia CortinaThis Professional Development Workshop (PDW) is intended for those who are interested in actively co-creating more respectful, harassment-free work and conference environments. In the spirit of Innovating for the Future, we integrate the newest evidence and interventions (e.g., allyship) in the harassment space to co-create better cultures for our cohorts of today and tomorrow. Our five expert panelists will present various evidence and approaches to stemming harassment and includes those who have published research on the topic and those who have been involved with the topic from a more practical perspective. Each panelist will discuss (sexual) harassment, what they have learned in their research and careers as academics, conference goers, group leaders, bystanders, and/or ethics representatives. Together, we will explore potentially overlooked examples (i.e., what constitutes harassment) and how to be an effective ally (e.g., when we have more privilege). Attendees will have a chance to ask questions, after which they will break out into small, facilitated groups for discussion, reflection, and practice application. Our goal is to help craft more respectful work and conference experiences by raising awareness of the often subtle and ambiguous examples of harassment, practicing how we can all play a role as active allies, and co-creating higher-quality organizational and academy experiences. In this way, we innovate together with cutting-edge insights and more effective action towards a harassment-free future.Type: conference contribution -
PublicationLeaders under threat? Leader identity threat as response to followers with prototypical leadership attributes.( 2023-06-01)Karolina W. NieberleThis research aims to inform the theoretical understanding of leader identity threat in leader-follower relationships. Specifically, we investigate a follower’s (in-)congruence to their leaders’ implicit leadership theories (ILTs; i.e., expectations about prototypical leader attributes) as a driver for leaders’ experience of leader identity threat.Type: conference poster