Backlash Effect

O constitucionalismo contemporâneo promove a expansão e a abertura do texto constitucional, ampliando a discricionariedade do Judiciário, tornando insuficiente a clássica separação de poderes, essência do constitucionalismo liberal. A juristocracia e o backlash são fenômenos associados à expansão do Judiciário e à crise do constitucionalismo liberal, sendo indicativos da insuficiência do modelo institucional liberal adotado pelo constitucionalismo contemporâneo. Utiliza-se neste artigo o método dedutivo e a técnica de pesquisa documental indireta, notadamente a bibliográfica e jurisprudencial. Conclui-se que a juristocracia e o backlash são expressões indicativas da fragilidade do arranjo institucional liberal e recolocam em discussão a tradicional tensão liberal entre contramajoritarismo e majoritarismo (entre constitucionalismo e democracia), fazendo emergir a necessidade de novos arranjos institucionais.

e o backlash são expressões indicativas da fragilidade do arranjo institucional liberal e recolocam em discussão a tradicional tensão liberal entre contramajoritarismo e majoritarismo (entre constitucionalismo e democracia), fazendo emergir a necessidade de novos arranjos institucionais. Palavras-chave: constitucionalismo, juristocracia, backlash, arranjos institucionais. sions of the fragility of the liberal institutional arrangement, bringing into discussion the traditional liberal tension between countermajoritarism and majoritarianism (between constitutionalism and democracy) and the need for new institutional arrangements.

O constitucionalismo contemporâneo promove a expansão e a abertura do texto constitucional, ampliando a discricionariedade do Judiciário, tornando insuficiente a clássica separação de poderes, essência do constitucionalismo liberal. A juristocracia e o backlash são fenômenos associados à expansão do Judiciário e à crise do constitucionalismo liberal, sendo indicativos da insuficiência do modelo institucional liberal adotado pelo constitucionalismo contemporâneo. Utiliza-se neste artigo o método dedutivo e a técnica de pesquisa documental indireta, notadamente a bibliográfica e jurisprudencial. Conclui-se que a juristocracia e o backlash são expressões indicativas da fragilidade do arranjo institucional liberal e recolocam em discussão a tradicional tensão liberal entre contramajoritarismo e majoritarismo (entre constitucionalismo e democracia), fazendo emergir a necessidade de novos arranjos institucionais.

O  constitucionalismo  contemporâneo promove a expansão e a abertura do texto constitucional, ampliando a discricionariedade do Judiciário, tornando insuficiente a clássica separação de poderes, essência do constitucionalismo liberal. A juristocracia e  o  backlash  são  fenômenos  associados  à expansão do Judiciário e à crise do constitucionalismo  liberal,  sendo  indicativos  da insuficiência do modelo institucional liberal adotado  pelo  constitucionalismo  contemporâneo. Utiliza-se neste artigo o método dedutivo e a técnica de pesquisa documental indireta,  notadamente  a  bibliográfica  e  jurisprudencial. Conclui-se que a juristocracia e o backlash são expressões indicativas da fragilidade do arranjo institucional liberal e recolocam em discussão a tradicional tensão liberal  entre  contramajoritarismo  e  majoritarismo  (entre  constitucionalismo  e  democracia),  fazendo  emergir  a  necessidade  de novos arranjos institucionais

The Centre's Diversity Leadership Skills Training Programs (DLSTP) is the primary training vehicle into understanding unconscious bias, how it impacts from an individual and organisational perspective, and what behaviours support or detract from gender equality in the workplace.

Although continuing to capture the attention of scholars, the study of "work-family backlash" remains plagued by a lack of conceptual clarity. As a result, there is growing evidence to suggest that there is a dark side to work-life balance (WLB) policies, but these findings remain scattered and unorganized. We provide a synthesis of this literature, defining work-family backlash as a phenomenon characterized by negative attitudes, negative emotions, and negative behaviors-either individual or collective-associated with WLB policies [i.e., on-site provisions, leave policies, and flexible work arrangements (FWAs)] within organizations. We conceptualize and define four primary mechanisms involving multiple levels of analysis through which the phenomenon operates. More micro levels of analysis within organizations are characterized by (1) an inequity mechanism, (2) a stigma mechanism, and (3) a spillover mechanism. Although less developed in the literature to date, more macro levels of analysis-including the organization and societal levels-are characterized by (4) a strategic mechanism. We explain these four primary mechanisms-including the theories and literatures on which they are grounded-and develop an original conceptual model to catalyze future research.

The Centre's Diversity Leadership Skills Training Programs (DLSTP) is the primary training vehicle into understanding unconscious bias, how it impacts from an individual and organisational perspective, and what behaviours support or detract from gender equality in the workplace.

The authors use the extraordinary 2008 phenomenon of female presidential and vice-presidential candidates in the main U.S. political parties to examine what obstacles remain for women, as they seek to negotiate access to the highest roles in society-and not just governmental roles. After detailing how Hillary Clinton and Sarah Palin fell foul of one or the other of a matched pair of "gotchas" in how people evaluate ambitious women, they outline a strategy for negotiating gender that is relevant for all female professionals advancing in their careers.

Although women are now entering the professions in equal numbers to men, they are still less likely to occupy senior positions, particularly in higher paid private sector organisations. This is of particular concern to many financial services organisations who have already sought to enhance opportunities for women. Despite these efforts there is a growing recognition of a need for more detailed understanding of the processes contributing to differential career progression. A socio-cognitive model of unfair discrimination (Silvester& Chapman, 1996) applied to appraisal contexts suggests two potential barriers to women reaching senior organisational positions. First, that managers use different attribution patterns to explain the behaviour of male and female staff and, secondly, that differences in the way male and female employees explain their own performance impacts on their career progress. The two barriers in this model have yet to be tested within a single organisation. This PhD...

The authors use the extraordinary 2008 phenomenon of female presidential and vice-presidential candidates in both of the main U.S. political parties to examine what obstacles remain for women, as they seek to negotiate access to the highest roles in society – and not just governmental roles. After detailing how Hillary Clinton and Sarah Palin fell foul of one or the other of a matched pair of "gotchas" in how people evaluate ambitious women, they outline a strategy for negotiating gender that is relevant for all female professionals advancing in their careers.

Two experiments investigated evaluative affect display (EAD, i.e., nonverbal evaluative reactions) toward leaders in small face-to-face groups, its transmission among participants, and leaders' reactions. Experiment 1 focused on the transmission process of negative affect, Experiment 2 on group leaders' perceptions, attributions and reactions when faced with negative group affect. Both experiments used confederates to create negative affect. Results suggest robust observations of EAD. Contradicting our hypothesis, EAD was not more negative toward women. In accordance with the hypothesis, participants showed no preference for male over female leaders in competence ratings. Experiment 1 partially supported the existence of an emotional contagion effect. Women in both experiments showed higher awareness of affect display from the group, as was hypothesized. In addition, Experiment 2 suggested that women leaders used a more internal attribution style and that their competence self-ratings dropped significantly after negative group reactions. Conversely, there were no gender differences in leaders' displayed nervousness. The null hypothesis was confirmed in 50% of the case, indicating inconclusiveness and need of further studies on this topic

There have been numerous studies examining the various manners in which female managers are subjected to negative stereotypes and bias, and how such bias influences hiring decisions. We sought to study the job selection challenge within the specific context of project management, a discipline that has historically been viewed as male-dominated, focusing on perceived differences in male and female job candidates based on a set of critical personal/managerial characteristics, including perceived competence, trust, likeability, and lack of perceived self-interest. We developed a scenario-based survey questionnaire and a between-subjects research design, sampled 312 project management personnel and tested subjects' reactions to two candidates for a project management position, employing identical descriptions and language while only changing the candidate's name: Susan or Stan. Our results suggested that all independent variables are significant predictors of the likelihood of a project manager candidate being hired. We only found evidence of gender bias in relation to perceived technical competence; in situations where the perceived technical competence of the job candidate was low, the female candidate was less likely to be hired over a male counterpart. On the other hand, as a candidate's perceived technical competence increased, the resulting attributions were significantly more beneficial for the female job seeker, who was more likely to be hired over a male candidate.

The aim of the research was to find out whether the perception of candidates for leadership position differs along with gender of the candidate in Poland. In order to answer the question, author has conducted an experiment on 50 MBA students, which were experienced in recruitment. Two identical CVs were randomly distributed among the participants, with either a male or female version of the CV. Basing on the provided information respondents were to decide on among others hireability, likeability and offered income to the given candidate. Experiment revealed that female candidate for the CEO position was perceived and evaluated differently than a male candidate. Thus, research proved that among barriers female face within the organization, the experiment reveals gender inequality appearance already at the phase of recruitment for higher positions. Limitation of the study is the low amount of participants, therefore further experiments should be conducted.

The aim of the research was to find out whether the perception of candidates for leadership position differs along with gender of the candidate in Poland. In order to answer the question, author has conducted an experiment on 50 MBA students, which were experienced in recruitment. Two identical CVs were randomly distributed among the participants, with either a male or female version of the CV. Basing on the provided information respondents were to decide on among others hireability, likeability and offered income to the given candidate. Experiment revealed that female candidate for the CEO position was perceived and evaluated differently than a male candidate. Thus, research proved that among barriers female face within the organization, the experiment reveals gender inequality appearance already at the phase of recruitment for higher positions. Limitation of the study is the low amount of participants, therefore further experiments should be conducted.

Effects of an applicant's sex on the ascription of task competence, social skills, and hireability are of theoretical as well as practical concern. In two influential series of studies with American college students, Glick (1999, 2001) showed a backlash effect: When social skills were included in job descriptions ("feminized job descriptions"), female, but not male applicants displaying agentic behaviour were rated low in social skills and considered less hireable than their male counterparts. We tested the generality of this backlash effect in a replication with German students. In four experiments a total of 555 participants listened to telephone interviews with alleged applicants. Female and male applicants were rated very similarly with respect to task competence, social skills, and hireability. Feminizing job descriptions resulted in lower hireability ratings of both female and male agentic applicants. These findings held across different conditions (the manner in which applicants spoke, different business areas, subjective and objective rating scales, applicants' parental status, and amount of information received about applicants). Our findings show that both female and male applicants are punished for overly agentic behaviour if social skills are required in a job description.

This study investigates the influence of socio-cultural factors on the leadership quality of male and female leaders in work organisations that could enhance organisational effectiveness. A descriptive survey research design method was adopted for the study. One hundred and fifty respondents from five purposefully selected work organisations were selected for the study, thirty randomly selected respondents from each workplace. 145 well filled questionnaires out of the 150 were used for data analysis. The questionnaire used as the instrument for data collection was titled: ‘Socio-Cultural Factors and Gender Leadership Quality Scale’ (SOCFGLQS). Collected data were analysed and interpreted accordingly with the aid of descriptive statistical techniques such as total scores, frequencies and percentages. The hypotheses were tested using chi-square method of data analysis at 0.05 alpha levels. Findings reveal that female mother’s instinct promotes organisational effectiveness and that female leader’s staffcenteredness positively affects organisational performance. Also, employees’ job performance is significantly influenced by male headship. This shows that right leadership quality which could be an off-shoot of society’s culture could promote organisational effectiveness, and socio-cultural factors play great role in the quality of the leader and by extension the effectiveness of the organisation. It is recommended that the socio-cultural beliefs and practices that inhibit good leadership in workplace should be discarded and with good leadership training and holistic re-orientation, male and female leaders would perform maximally to enhance better relationship in the workplace for effective organisation performance.

The purpose of this article is to examine how stereotypical gender perceptions relate to employees with physical impairments. This is done by investigating how employees and managers in 13 Danish work organisations draw on stereotypical perceptions of femininity when they talk about their colleague with cerebral palsy and by examining how these stereotypical perceptions influence the work lives of the participating employees with cerebral palsy—as seen from their own perspective. The empirical point of departure is an interview study conducted in 2013 with 14 employees with cerebral palsy, 43 colleagues and 19 managers. In contrast to the findings of much research on gender and work, this study finds that stereotypically feminised perceptions of employees with cerebral palsy as weak, in need of help, etc., are linked to the impairments of the employee rather than his or her biological sex or the specific gender norms of the particular industry. The analysis of this article thus contributes to increase our understanding of gender processes in work organisations. More specifically, the article shows how impairments intersect with gender perceptions; in this case how the study participants with cerebral palsy are expected to relate to and reproduce stereotypically female behaviour—regardless of their biological sex.

The present study examined the relationships among gender, causal attributions for success, and the distribution of organizational rewards. In this study, which attempted to control for methodological deficiencies of previous research, male and female undergraduates reviewed the performance of four stimulus managers: three men and one woman. Participants were asked to make causal attributions for the stimulus manager's success, and to rate how effectively they believed the manager would perform in the future. They were then asked to nominate a manager for an organizational reward. Bias against the female manager was exhibited by females only. Results indicated that lower expectations of future performance for the female manager significantly predicted the bias against her in reward allocation.

The present research investigated linguistic description as a moderator of biased evaluations of counterstereotypical individuals. Members of an online participant pool (N = 237) indicated their liking for stereotypical and counterstereotypical individuals who were described using adjectives or behaviors. There was a significant interaction between target typicality and linguistic description: People liked counterstereotypical individuals more than stereotypical individuals when target individuals were described using adjectives. In contrast, they showed no bias or a negative bias against counterstereotypical individuals who were described using behaviors. This interaction effect generalized across gender targets (men/women) and sexuality targets (gay/straight), and it was partially mediated by subjective processing fluency. Implications for the backlash effect and prejudice reduction are discussed.