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Gender affirmative action and management: a systematic literature review on how diversity and inclusion management affect gender wquity in organizations

2021-02-04Artigo científico Acesso aberto
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dc.contributor.authorFurtado, Julia V.
dc.contributor.authorMoreira, Antonio
dc.contributor.authorMota, Jorge
dc.date.accessioned2026-02-19T17:17:16Z
dc.date.available2026-02-19T17:17:16Z
dc.date.issued2021-02-04en_US
dc.date.updated2026-01-27T00:40:24Z
dc.description.abstractGender affirmative action (AA) in management remains a controversial topic among scholars, practitioners, and employees. While some individuals may support the use of AA policies as a means of increasing representation of women, others are not supportive at all, further understanding gender AA as an unacceptable violation of merit—even when targeted by it. With the aim of analyzing how scholars have approached the subject, we systematically reviewed 76 published articles (SCOPUS database), covering the extant literature on gender AA and management. Findings indicate a consensus regarding the common antecedents of attitudes towards gender AA with prior experiences with AA and diversity management (DM) (as well as general perceptions of AA). Performance and satisfaction appear as the predominant outcomes. In addition, while investigating the differences among AA, equal employment opportunity (EEO) and diversity management (DM), scholars are mainly focused on the effectiveness of AA as a means of increasing the inclusion of minorities in general. We conclude that despite marginal studies on employees’ attitudes toward gender AA, there is a gap in the literature, particularly an absence of research on the bivalent position of meritocracy (or merit violation) as both an antecedent and outcome of attitudes towards AA, which deserves further scrutiny.eng
dc.description.versioninfo:eu-repo/semantics/publishedVersion
dc.identifier.doi10.3390/bs11020021en_US
dc.identifier.issn2076-328Xen_US
dc.identifier.slugcv-prod-2351439
dc.identifier.urihttp://hdl.handle.net/10400.2/21389
dc.language.isoeng
dc.peerreviewedyes
dc.rights.urihttp://creativecommons.org/licenses/by/4.0/
dc.subjectGender affirmative action
dc.subjectJob satisfaction
dc.subjectSocial dominance orientation
dc.subjectOrganizational commitment
dc.subjectDiversity management
dc.titleGender affirmative action and management: a systematic literature review on how diversity and inclusion management affect gender wquity in organizationseng
dc.typejournal article
dspace.entity.typePublication
oaire.citation.issue2en_US
oaire.citation.startPage21
oaire.citation.titleBehavioral Sciencesen_US
oaire.citation.volume11en_US
oaire.versionhttp://purl.org/coar/version/c_970fb48d4fbd8a85
person.familyNameMoreira
person.givenNameAntonio
person.identifier.orcid0000-0002-6613-8796
rcaap.cv.cienciaid541F-5442-5666 | António Carrizo Moreira
rcaap.rightsopenAccessen_US
relation.isAuthorOfPublication51ad303d-335c-4e2f-bae3-fffffef2e2f5
relation.isAuthorOfPublication.latestForDiscovery51ad303d-335c-4e2f-bae3-fffffef2e2f5

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