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Intergenerational conflict in the workplace stems from differences in values, work preferences, communication styles, and adaptability to technology among Baby Boomers, Generation X, Millennials, and Generation Z. This qualitative descriptive study examines the forms, impacts, and management strategies of such conflicts. Findings reveal that these conflicts manifest in communication mismatches, work-life balance expectations, and varying technological adaptability, leading to interpersonal tension, reduced productivity, and fragmented workplace dynamics. Effective management through open communication, intergenerational training, and collaborative projects can transform conflicts into opportunities for innovation and synergy. The study highlights practical recommendations for managers and HR professionals and contributes to theoretical discussions on managing generational diversity. Future research should quantitatively explore the link between generational conflict and organizational performance. [ABSTRACT FROM AUTHOR]

Despite equivalent qualifications, experience, and degrees, women are underrepresented in architecture, engineering, and construction (AEC) leadership. Understanding the factors behind this is crucial for addressing the issue. Although recent studies have shed light on the influence of a male-dominated culture, systematic barriers, and unconscious biases in contributing to the underrepresentation of female leaders, there is a scarcity of studies addressing the sociopsychological theories underlying cultural expectations and norms that contribute to the gender gap in the AEC industry. Social psychology introduces the self-presentation theory, proposing that individuals actively shape their self-image and the impressions they convey to others. According to this theory, people strategically choose and present information about themselves to cultivate a positive impression. Hence, this theory posits that individuals belonging to a minority, under the pressure of cultural norms and expectations, align their self-presentation with the anticipated roles assigned to them. Our study employs a data-driven methodology that uses natural language processing to explore the gender self-presentation gap. We analyzed 2,800 publicly available LinkedIn profiles of leaders within the top engineering firms ranked based on gross revenue. Our analysis delves into how these leaders present themselves, sharing their biographies, skills, and capacity on social media platform, and contrasts this self-presentation with how their colleagues evaluate their skills through the recommendation section. The findings reveal a higher similarity, both semantically and textually, between received recommendations and the skills and biographies of female leaders. Female leaders tend to present their skills in a way that aligns with others' expectations more than male counterparts. This study underscores the significance of addressing cultural norm biases as a pivotal step toward achieving increased gender equality within leadership roles. [ABSTRACT FROM AUTHOR]

Women are significantly underrepresented in construction and engineering industry leadership roles despite having comparable qualifications, experience, and degrees. Improvements require a better understanding of the factors leading to the underrepresentation of females in the construction industry. While prior studies report that a male-dominated culture in construction negatively impacts females' career advancement, minimal research explores the role congruity theory and the likeability and competency dilemma among construction leaders. When striving to succeed in traditionally male-dominated fields, women face a unique challenge because they need to defy gender stereotypes created by cultural norms, encapsulated by the likeability versus competency dilemma. Females who accomplish traditionally male tasks and demonstrate independence, assertiveness, self-reliance, and power are no longer seen as likeable. Through analyzing publicly available LinkedIn recommendations, this paper proposed a data-driven approach for examining the likeability and competency dilemma for female construction leaders. Results showed that female leaders in construction were seen as competent in the same way as their male counterparts, but far less likeable (a likeability score of 28% compared to 51% for males). Developing a text mining model to predict the gender of the person receiving a recommendation, this paper also highlights unconscious bias in describing and reacting to leaders' successes. The machine learning model accurately predicted the gender of the person receiving the recommendation with more than 86% accuracy. Despite possessing the sufficient capability to handle traditionally male work successfully, women receive negative judgment from colleagues, creating challenges in their career paths. Finally, the paper contributes to social role theory and role congruity theory by highlighting the differences in gender roles and leadership roles for women in the construction industry. [ABSTRACT FROM AUTHOR]

In this study, we examine how full nurse practitioner (NP) practice authority affects racial and ethnic diversity of the NP workforce. Specifically, the purpose of our research is to understand the relationship between the racial and ethnic composition of the NP workforce, NP level of practice authority, and the communities they service. In this paper, we compare the ethnic and racial composition of the NP workforce to the composition of the state's population, and then observe if there are any noticeable differences in the patients served by NPs when we compare full practice authority (FPA) and non-FPA states. We also estimate how FPA affects the race and ethnicity of Medicare patients served by NPs. [ABSTRACT FROM AUTHOR]

Research suggests that majority racial group members in the USA (i.e., White people) sometimes respond to high levels of racial out-group representation with attitudinal concerns about anti-White discrimination, particularly among those who endorse more conservative (vs. more liberal) ideology and perceive economic threats to their in-group. However, research has not yet assessed whether these variables predict actual anti-White discrimination claiming behavior at work. These claims are potentially problematic because concerns about White racial victimization are often cited as a reason to scale back policies aimed at improving racial diversity and racial justice in organizations. We investigate the effects of racial out-group representation, political ideology, and in-group economic threat on the prevalence of anti-White discrimination claims in US counties. In doing so, we contribute to scholarship examining the relationship between workplace intergroup relations and the social contexts surrounding them. We use computational methods to combine (a) a geocoded dataset of discrimination claims filed with the Equal Employment Opportunity Commission with (b) county-level data on the representation of people of color, (c) White unemployment rates, and (d) political liberalism-conservatism. Results reveal a positive relationship between the proportional representation of people of color and the proportion of claims filed for anti-White discrimination and further show that this positive association is stronger in counties with higher conservatism (vs. liberalism). This study provides the first large-scale support for the hypothesis that racial out-group representation positively relates to majority group members’ claims of racial victimization, particularly amid strong preferences to conserve the status quo. [ABSTRACT FROM AUTHOR]

Diversity acceptance enables individuals to deal with social diversity in a constructive and goaloriented way. The DWD-O5 rating scale is a new, multidimensional survey tool for the organizational context to measure this trait. It was developed in three steps: after item analysis (n = 203), iterative exploratory factor analyses followed (n = 2,443), in which 40 models were generated and compared. An interpretable model with five factors and 15 items was chosen. With a third sample (n = 761) this model was verified via confirmatory factor analysis. Taking the relevant parameters (RMSEA, SRMR, CFI, TLI) into account, the scale has a high model quality. The DWD-O5 has a good reliability (internal consistency a = .85, split-half correlation r = .81, retest reliability r = .85). The validity was examined. The scale proved itself in practice and can be used as a research tool to examine questions of development, changeability, and other implications of diversity acceptance. Practical uses and limitations are discussed. [ABSTRACT FROM AUTHOR]

Research suggests that anti-Black bias among White Americans is persistent, pervasive, and has powerful negative effects on the lives of both Black and White Americans. Research also suggests that intergroup contact in workplaces can reduce bias. We seek to address two limitations in prior research. First, the workplaces reviewed in prior studies may not be typical. Second, previously observed relationships between workplace contact and bias may stem from selection bias—namely, that White individuals who tend to work with Black individuals are systematically different from those who do not, and those systematic differences explain lower bias levels. To address these issues, we review records (N = 3,359) of White, non-Hispanic, working adults in a nationally representative survey to examine the relationship between workplace contact and racial closeness bias after adjusting for an exhaustive set of potential confounders. Using propensity score matching, we compare individuals who work with Black individuals with their "virtual twins"—individuals who have the same propensity of working with Black individuals but do not. We estimate that having a Black coworker causes a statistically significant reduction in racial closeness bias for White, non-Hispanic adults. [ABSTRACT FROM AUTHOR]

The Lesbian, Gay, Bisexual and Transgendered Climate Inventory (LGBTCI) is the only instrument that, from a holistic viewpoint, makes it possible to evaluate the workplace climate of support and/or hostility for LGBT workers. Recently, however its factor structure has been questioned. In addition, there is not a validated version in the Spanish-speaking countries. This study has the aim of adapting and validating the LGBTCI to the Spanish context and to investigate their factor structure through more accurate procedures. 587 LGBT Spanish nationality workers completed the LGBTCI and other scales. Its internal structure was checked by exploratory and confirmatory factor analysis and by exploratory structural equation modeling. The final scale of 15 items is divided into two-correlated factors (Support and Non-Hostility). Validity was supported by showing that both sub-scales were related negatively to job insecurity and turnover intentions and positively to work satisfaction, life satisfaction, P-O fit, P-J fit. This version has suitable psychometric properties for application and will allow an advance in research on the inclusion of LGBT workers in the Spanish-speaking context. [ABSTRACT FROM AUTHOR]

The purpose of this study was to examine the perceptions of Black African‐born nurses (BABN) with non‐native accents regarding their nursing career advancement in the United States. Data were collected using individual interviews. Fifteen nurses originally from three sub‐Saharan African countries were included in the study. The findings were reported under six themes: perceived low level of intelligence, not suitable to lead, making fun of/belittling, prejudging without evidence, downgrading, and accent modification. The finding indicated that participants believed that their race and accent influenced their professional nursing opportunities. These results are relevant to BABNs, nurse educators, and healthcare organization leaders. BABNs are capable of participating in nursing leadership and education despite their non‐native accent. [ABSTRACT FROM AUTHOR]

The construction industry has insufficient interest and participation from women, as well as an existing gender wage gap. To address these issues, a better understanding of the recent situation regarding gender workforce biases and income differences is required. Therefore, this study analyzes employment levels and wage distributions in 2015 by gender through data collected from reputable sources, such as the Bureau of Labor Statistics (BLS), Data USA, and the US Census Bureau, on employment and wage gaps related to gender in the construction industry. This data was normalized, and an analysis was conducted to compare males and females versus the total population and median wages. The analysis confirms the existence of gaps in both of these areas, reports that this trend has remained steady over the years, and identifies the top ten construction occupations in which discernable gaps from Data USA can be observed. The purpose is to emphasize the latest status of construction industry employment and wage discrepancy related to gender. This study will contribute to the area of workplace diversity and discrimination by drawing the attention of decision-makers to the problem and encouraging them to develop approaches to reduce disparities. Subsequently, with the attainment of the preceding objectives, the researchers hope this technical note can help increase the interest and sustain participation of women across the construction industry. [ABSTRACT FROM AUTHOR]

Aims: The purpose of this study was to explore the experiences of internationally educated nurses in management positions in United States health care organisations to understand the obstacles and support these individuals’ experience when pursuing and working in managerial roles. Background: Although internationally educated nurses are an integral part of the US health care industry, few work in managerial roles. Little is known about the experiences of internationally educated nurses who do obtain management positions. Methods: In this qualitative, phenomenological study, seven internationally educated nurses who were managers in Chicago, Illinois, responded to open‐ended interview questions. Results: Supervisors contributed to the participants’ acceptance of management positions. The participants experienced challenges such as cultural differences, language, and communication. Despite these challenges, the participants had positive working relationships with staff and supervisors. Further, the participants had opportunities for education and professional growth. Conclusions: Internationally educated nurses benefit from participating in organisational committees. They face challenges related to work responsibilities, cultural differences and communication but can succeed in management roles through developing strategies to overcome the challenges and through receiving support from staff, colleagues and supervisors. Implications for Nursing Management: More internationally educated nurses may obtain managerial positions if supervisors provide encouragement and support. [ABSTRACT FROM AUTHOR]

Research into discrimination on the grounds of sexual orientation and identity is becoming increasingly relevant in the workplace. Discrimination in the form of heterosexism of LGBT employees continues to be a problem. The aim of this study was to design a model to better understand the antecedents and outcomes of workplace heterosexist discrimination in Australia. Using a structural equation modelling framework, the relationship between these variables was used to predict the well-being of employees in the Australian labor market. Well-being was measured in the form of psychological well-being, job satisfaction, satisfaction with life, and mental health. The study indicated that disclosure and concealment of sexual orientation in the Australian workplace are not significantly affected by direct and indirect heterosexism. The study demonstrates that organizational support plays a large role in influencing the type of heterosexism which is present in the Australian workplace. The study indicated that when organizational support for LGBT employees is promoted in the form of policies and activities endorsing these policies, direct heterosexist behaviors decrease but indirect heterosexist behaviors increase. This relationship was completely mediated by direct and indirect heterosexism. [ABSTRACT FROM PUBLISHER]

Diversity climate, defined as an organizational climate characterized by openness towards and appreciation of individual differences, has been shown to enhance outcomes in culturally diverse teams. To date, it remains unclear which processes are responsible for these findings. This paper presents two quantitative studies ( n = 91; 246) that identify trust and openness in workgroup communication as possible mediators. We replicate earlier findings that perceived diversity climate positively relates to job satisfaction, sense of inclusion, work group identification and knowledge sharing in teams. In study 1, trust is shown to mediate the effects of perceived diversity climate on team members' sense of inclusion. In study 2, trust mediates the relationship between perceived diversity climate and workgroup identification and openness mediates its relationship with knowledge sharing. [ABSTRACT FROM AUTHOR]

The study of generational cohorts has seen an increase in popularity in scholarly and popular literature. Millennials comprise the newest cohort to enter the workplace. This study explores how managers use social categorization to make sense of their Millennial-generation employees. Data were collected through interviews conducted with managers in order to learn how they viewed and described Millennials. Twenty-five managers in the hospitality industry were interviewed. Data were analyzed by searching for membership categorization devices (MCDs), then patterns in usage and meaning of the devices were explored. Three patterns were identified in using MCDs to reference Millennials: “kids”, “age group,” and “Millennials”/variations of the term. These findings are examined in reference to how they may inform managerial behavior as well as guide further study of generational cohorts. [ABSTRACT FROM AUTHOR]

The need for civil engineers is growing rapidly. Highly complex, global problems require a diverse pool of engineers with a variety of skills, views, and leadership styles. Although the job market for civil engineers is predicted to grow substantially over the next decade, women currently comprise a small percentage of the civil engineering workforce and the percentage of women graduating from undergraduate civil engineering programs across the US has stagnated. In this paper, recent data are presented to provide a current, overall picture of the national presence of women in civil engineering. The data showed that, overall, ASCE membership is reflective of the national percentages of women in B.S. civil engineering (CE) programs and in CE practice. However, ASCE senior membership, including the rank of Fellow, has very few women and is not reflective of the percentage of women in the society. Recommendations are provided for the role of ASCE as a champion in the effort to increase the percentage and standing of women in ASCE and, thereby, in the CE profession. [ABSTRACT FROM AUTHOR]

Females have become less of a rarity in civil engineering faculty over the past twenty years, but the numbers remain relatively low. This article presents a brief history of females in the profession and discusses some of the issues affecting them, particularly those in academia. The objective is to examine the state of gender distribution in civil engineering academia and perceptions of personal and professional issues. In order to accomplish this, a survey was composed and distributed to female faculty from universities listed by ASCE as having accredited civil engineering programs. These data include demographics, status of mentoring, views on job satisfaction, and feelings of inclusion in a male-dominated arena. As females advance in academia, it is theorized that the numbers of female students will also increase, thus strengthening the engineering profession. This paper is a summary of the first part of the survey. [ABSTRACT FROM AUTHOR]

The culture must change to encourage women throughout their education to pursue computer science and engineering and to welcome and support female technology workers in industry, academia, and government. [ABSTRACT FROM PUBLISHER]

To overcome a construction labor shortage, the Singapore construction industry employs migrant workers from other countries. The cultural differences between local project managers and foreign workers may give rise to communication problems and mismanagement, leading to low productivity. This study identified the similarities and differences in cultural traits among migrant workers from China, India, and Thailand and recommended strategies to manage diversity among migrant construction workers. The research method was a survey, and data were collected from project managers who had experience in managing migrant construction workers in Singapore. In-depth interviews were also conducted to gain insights into how diversity among migrant workers could be managed. The results show that workers from Thailand tend to exhibit the least negative traits. Workers from China have traits that are significantly different from Indian and Thai workers. The recommended management strategies to deal with cultural diversity are: engage highly skilled migrant workers; administer employment contracts closely; supervise strictly to lessen poor and passive-aggressive attitudes; reward workers who take initiative; and train workers to work safely and produce high quality workmanship. In addition to work-related strategies, project managers should also form concrete personal relationships with workers to create trust and organize social activities to engender interteam spirit. [ABSTRACT FROM AUTHOR]

Skill shortages exist in the construction industry in Australia, as they do in most industrialized countries around the world. These shortages are predicted to worsen with an aging population, and with concerns that young people are not attracted to construction. Initial career choices are made during secondary school, after exploring a broad range of options. Career counselors facilitate resource gathering about areas of interest and need to provide accurate information about the many opportunities available. Therefore, perceptions of the working conditions and individual characteristics suitable for blue collar and white collar construction roles were gathered from 202 career counselors. Overall, their knowledge of the industry was reasonably accurate and realistic. However, there were some inconsistencies in responses about work conditions, safety, job security, work hours, and having a good work ethic. Construction was also considered a better career option for males than females. Reasons why young people may not be pursuing construction careers are discussed, including the industry's traditional career path being out of step with current expectations of flexible work arrangements, portable skill sets, work-life balance, and a male dominated work culture. [ABSTRACT FROM AUTHOR]

Women hold relatively few project management positions in the construction industry. Most studies conclude that women’s exclusion from the industry is mostly due to the industry’s male-dominated culture, but no study ever attempted to find out whether women are excluded from project management positions in construction because they are deficient in managerial competencies. This study evaluates the managerial competencies of female project managers by administering a competency assessment test and comparing the results with the managerial competencies of male project managers. The management development questionnaire was used, where competency is defined by subjective comparison. All respondents occupied project management positions and were assessed in 20 different competencies. The study concluded that female project managers do not differ much from male project managers in terms of their managerial behaviors but perform better in “sensitivity,” “costumer focus,” and “authority and presence.” [ABSTRACT FROM AUTHOR]

Despite tremendous advances by women in the natural and applied sciences, where in selective fields women have surpassed men in the earning of doctoral degrees for more nearly 20 years, female enrollment levels in engineering continue to be a fraction of male enrollment. Gender disparities of more than 60% persist in undergraduate engineering enrollments and have recently worsened. As American female civil engineering enrollment has been flat for over 25 years, efforts must be taken to understand this stasis. This paper focuses primarily on secondary education preparation in terms of both attitudes toward and enrollment levels in preengineering courses such as calculus, chemistry, and physics. Additional consideration is given to enrollment and achievement in advanced placement courses, as reflected in national examination rates. This paper concludes that secondary school participation and achievement in physics courses is a critical differential factor as one explanatory element of female engineering enrollment levels and provides specific recommendations as to how to increase interest, enrollment, and achievement in physics, including the segregation of entry-level engineering courses based on previous experience. [ABSTRACT FROM AUTHOR]

Four large organizations, two each from the private and public sectors of the Northern Ireland economy, were selected for this study which, first, explored the effects of religion-based workforce difference on intergroup relationships, second, investigated the contribution of organizational sector to communicative differences, and third, gauged the effects of group-based negativity on the flow and distribution of functional information within the organization. Little evidence of intergroup conflict was found although employees expressed a desire for greater quantity and quality of outgroup contact. Significant differences between the private and public bodies emerged in this respect. Contrasts were consistent with general organizational differences typifying the sectors. Findings are discussed in relation to diversity management and the characteristics of organizational sectors. [ABSTRACT FROM AUTHOR]

Over the last 20 years, equality legislation and positive action on diversity has increased awareness of the detrimental impact of sex discrimination and has begun to address harassment and inequality in many large organizations. While this may yield positive benefits for underrepresented groups working within the construction industry, it remains to be seen whether this legislative drive has overcome indirect forms of discrimination brought about by the ingrained culture and working practices of the sector. This paper explores the impact of indirect discrimination by systematically combining the results of two research projects which explored perspectives on women’s careers in the industry. The first examined the ways in which women’s careers were affected by the nature of working practices within the U.K. construction industry, while the second explored gendered perspectives on work-life balance within the context of the Australian construction sector. Taken in combination, the findings provide prima facie evidence of how construction companies disadvantage women’s careers through their work practices and cultures. Based on this evidence, this paper develops a grounded proposition that the ingrained structures and work cultures of the sector, combined with women’s restricted occupational choices, stymie attempts to create an equitable workplace environment. Suggestions are made as to how construction companies can encourage the structural and cultural shift necessary to overcome the corrosive effect of indirect discrimination on women’s careers in the future. [ABSTRACT FROM AUTHOR]

Despite the wealth of proscriptive information on how to manage diversity, relatively little attention has been paid to measures of workplace diversity. The present study developed a set of measures that practitioners and researchers can use to assess the degree to which members of an organization hold simple or complex views on workplace diversity. Three measures of perceptual complexity were defined and examined in the study: perceptual breadth, depth, and balance. Data collected from 266 participants in three different organizational settings revealed statistically significant differences on all throe complexity measures. Practical implications of the study are discussed and directions for future research are identified. [ABSTRACT FROM AUTHOR]

This study uses multidimensional scaling (MDS) to explore how Chinese professionals perceive interpersonal communication in corporate America. Results show that three dimensions (Blunt Assertiveness, Smooth Amiability, and Surface Humility) underlie perceptions of interpersonal communication in Chinese organizations, as contrasted with those underlying American organizations (Sophisticated Kindness, Manipulative ''Stroking,'' and Casual Spontaneity). The differences in the dimensions reveal the diverse cognitive frames Chinese professionals use as they attempt to understand communication in American contexts. Issues relating to the adaptation of Chinese working professionals to American culture are also discussed. [ABSTRACT FROM AUTHOR]

We draw upon evidence from a qualitative study of headhunters to provide insights into the character and importance of candidate “fit” and skill for the selection of a broad range of white-collar employees. Headhunters suggest that the “fit” of a job candidate is assessed at two levels, one corresponding with a general compatibility with organization-level norms, culture, and strategy, the other corresponding more closely with traits and characteristics of the person or persons with whom the job candidate actually interviews. Skill—a factor which is largely neglected by those who tout the importance of fit—also plays an important and independent role in employee selection. Stalls that influence the selection of employees from a pool of candidates tend to be highly specific if not idiosyncratic, and take the form of what headhunters call “hot buttons.” We conclude by discussing the conceptualization, causes, and implications of fit; we also consider how the importance of fit and hot buttons challenges the explanatory logic of standard accounts of labor-market success. [ABSTRACT FROM AUTHOR]

We draw on institutional theory to examine the connection between state-level regulation of equal employment and political cultures and race/ethnic minority presence in managerial positions in private U.S. workplaces. Analyses examining managerial diversity at upper- and lower-levels show that expanded state EEO posting requirements are associated with a greater presence of nonwhite managers at both levels, while weak state EEO compliance penalties are related to fewer nonwhite lower-level managers. State-level EEO recordkeeping requirements that exceed federal law are unassociated with nonwhite managerial presence at either lower- or upper-levels. Early adoption of fair employment practices agencies (FEPA) is positively associated with only lower-level managerial diversity, whereas progressive state government ideology is negatively related to top managerial diversity. Our findings highlight the complexity of state government regulation, oversight, and culture in shaping managerial racial/ethnic diversity. We discuss the implications of our results for future research and policy aimed at diversifying private workplaces. [ABSTRACT FROM AUTHOR]