Page 42 - MK_3-2024

US workplace”, in Journal of Voca- tional Behavior, Vol. 66, Issue 3, pp. 438-456, https://doi.org/10.1016/j. jvb.2004.01.002.
Fujimoto Y., Härtel C.E.J. (2017), “Or- ganizational diversity learning fra- mework: going beyond diversity trai- ning programs”, in Personnel Review, Vol. 46, Issue 6, pp. 1120-1141, https:// doi.org/10.1108/PR-09-2015-0254. Fuller E.J., Young, M.D. (2022), “Chal- lenges and Opportunities in Diversi- fying the Leadership Pipeline: Flow, Le- aks and Interventions”, in Leadership and Policy in Schools, Vol. 21, Issue 1, pp. 19-34, https://doi.org/10.1080/1570 0763.2021.2022712.
Gaard G. (2001), “Women, water, energy: An ecofeminist approach”, in Organization and Environment, Vol. 14, Issue 2, pp. 157-172, https://doi. org/10.1177/1086026601142002. Schmidt K.L., Cohn J.F. (2001), “Human facial expressions as adaptations: Evo- lutionary questions in facial expression research”, in Yearbook of Physical An- thropology, Vol. 44, pp. 3-24, https:// doi.org/10.1002/ajpa.20001.
Scott L., Dolan C., Johnstone-Louis M., Sugden K., Wu M. (2012), “Enter- prise and Inequality: A Study of Avon in South Africa”, in Entrepreneurship: Theory and Practice, Vol. 36, Issue 3, pp. 543-568, https://doi.org/10.1111/ j.1540-6520.2012.00507.x.
Seron C., Silbey S.S., Cech E., Rubi- neau B. (2016), “Persistence Is Cul- tural: Professional Socialization and the Reproduction of Sex Segrega- tion”, in Work and Occupations, Vol. 43, Issue 2, pp. 178-214, https://doi. org/10.1177/0730888415618728.
Shields M.A., Price S.W. (2002), “Racial harrassment, job satisfaction and in- tentions to quit:Evidence from the Bri- tish nursing profession”, in Economica, Vol. 69, Issue 274, pp. 295-326, https:// doi.org/10.1111/1468-0335.00284. Smith C.J., Dupré K.E., Dionisi A.M. (2023), “Sexual misconduct reporting: the silencing effects of hegemonic ma- sculinity”, in Equality, Diversity and In- clusion, Vol. 42, Issue 3, pp. 398-415, ht- tps://doi.org/10.1108/EDI-07-2022-0179. Spar D.L., La Mure L.T. (2003), “The power of activism: Assessing the im- pact of NGOs on global business”, in California Management Review, Vol. 45, Issue 3, pp. 78-101, https://doi. org/10.2307/41166177.
Sullivan C., Lewis S. (2001), “Ho- me-based telework, gender, and the synchronization of workand family: Perspectives of teleworkers and their co-residents”, in Gender, Work and Or- ganization, Vol. 8, Issue 2, pp. 141-145, https://www.scopus.com/inward/re- cord.uri?eid=2-s2.0-0035029919&par- tnerID=40&md5=f7b787915cea2fb- dc1af5603b87158d5.
Tatli A. (2011), “A multi-layered explo- ration of the diversity management field: Diversity discourses, practices and practitioners in the UK”, in British Journal of Management, Vol. 22, Issue 2, pp. 238-253, https://doi.org/10.1111/ j.1467-8551.2010.00730.x.
Tatli A., Ozturk M.B., Woo H.S. (2017), “Individualization and Marketization of Responsibility for Gender Equali- ty: The Case of Female Managers in China”, in Human Resource Manage- ment, Vol. 56, Issue 3, pp. 407-430, ht- tps://doi.org/10.1002/hrm.21776.
42 3-2024