Search Results - "Özbilgin, Mustafa"

Scientism as illusio in HR algorithms: Towards a framework for algorithmic hygiene for bias proofing by Vassilopoulou, Joana, Kyriakidou, Olivia, Özbilgin, Mustafa F., Groutsis, Dimitria

“…Human Resource (HR) algorithms are now widely used for decision making in the field of HR. In this paper, we examine how biases may become entrenched in HR…”
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An Emic Approach to Intersectional Study of Diversity at Work: A Bourdieuan Framing by Tatli, Ahu, Özbilgin, Mustafa F.

“…This paper presents an emic approach, which is sensitive to the emergence of new categories of difference, in intersectional study of workforce diversity. The…”
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Work-Life, Diversity and Intersectionality: A Critical Review and Research Agenda by Özbilgin, Mustafa F., Beauregard, T. Alexandra, Tatli, Ahu, Bell, Myrtle P.

“…Work–life issues have important implications at both organizational and individual levels. This paper provides a critical review of the work–life literature…”
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Non-binary individuals, visibility and legitimacy at work: future crafting inclusive organisations in times of inclusion hysteresis by Özbilgin, Mustafa F., Erbil, Cihat

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Political tie diversity and inclusion at work in Asia: a critical view and a roadmap by Özbilgin, Mustafa F., Erbil, Cihat, Gündoğdu, Nur

“…Diversity and inclusion scholarship addresses inequality at work across categories of difference marked with historical disadvantages such as gender,…”
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Social Diversity and Precarious Organizations: An intersectional feminist perspective by Meliou, Elina, Lopes, Ana, Vincent, Steve, Özbilgin, Mustafa F., Groutsis, Dimitria, Mahalingam, Ramaswami, Rouleau, Linda

“…The rise of precarious organizations exacerbated by neoliberal work arrangements underscores the need for a comprehensive exploration of their intersection…”
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Authenticity and atypicality in leadership: Can an atypical leader afford to be authentic? by Ayaz, Ozlem, Ozbilgin, Mustafa F., Samdanis, Marios, Torunoğlu Tinay, Dilek

“…Leaders from typically privileged backgrounds, such as White, male, elite‐educated and upper‐class individuals, often find it easier to craft an authentic…”
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What happens to diversity at work in the context of a toxic triangle? Accounting for the gap between discourses and practices of diversity management by Küskü, Fatma, Aracı, Özlem, Özbilgin, Mustafa F.

“…With liberalization, the responsibility for the management of diversity has shifted internationally from the state to organizations. Countries that are…”
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Neo-colonial hierarchies of knowledge in marketing: Toxic field and illusio by Yalkin, Cagri, Özbilgin, Mustafa F.

“…We explore the knowledge production experiences of marketing academics who currently work in countries that have previously colonized their home countries…”
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Gendered Constructions of Luck at Work: The Case of Career Narratives of Female and Male Managers by Poorhosseinzadeh, Mahan, Özbilgin, Mustafa F., Strachan, Glenda

“…There is a ubiquitous assumption that luck is a gender-neutral and equally distributed phenomenon. Drawing on 50 interviews with female and male managers, we…”
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Voice, silence, and diversity in 21st century organizations: Strategies for inclusion of gay, lesbian, bisexual, and transgender employees by Bell, Myrtle P., Özbilgin, Mustafa F., Beauregard, T. Alexandra, Sürgevil, Olca

“…Employee voice has been largely examined as a universal concept in unionized and non‐unionized settings, with insufficient attention to diversity of workers…”
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The ‘New’ Migration for Work Phenomenon: The Pursuit of Emancipation and Recognition in the Context of Work by Groutsis, Dimitria, Vassilopoulou, Joana, Kyriakidou, Olivia, Özbilgin, Mustafa F

“…This article examines the ‘new’ migration for work phenomenon gripping Southern Europe since the Global Financial Crisis struck in 2008, by focusing on the…”
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Global diversity management: towards a conceptual framework by Nishii, Lisa H., Özbilgin, Mustafa F.

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Diversity management for innovation in social enterprises in the UK by Bridgstock, Ruth, Lettice, Fiona, Özbilgin, Mustafa F., Tatli, Ahu

“…This paper examines the linkages between diversity management (DM), innovation and high performance in social enterprises. These linkages are explicated beyond…”
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The tragedy of the uncommons: Reframing workforce diversity by Jonsen, Karsten, Tatli, Ahu, Özbilgin, Mustafa F, Bell, Myrtle P

“…This article presents a reframing of workforce diversity as a social tragedy. We draw on Hardin’s concept of ‘tragedy of the commons’, which explored the…”
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Neuronormativity as ignorant design in human resource management: The case of an unsupportive national context by Erbil, Cihat, Özbilgin, Mustafa F., Gündoğdu, Nur

“…Abstract Neurodiversity refers to differences in how people's brains work. Reportedly, human resource functions lag behind scientific developments in offering…”
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Against all odds: how the institutional context shapes diversity management in the Central and Eastern European Oil and Gas industry by Hilger, Andreas M., Velinov, Emil, Özbilgin, Mustafa F.

“…PurposeDue to their multifarious backgrounds, multinational enterprises from emerging economies offer unique research opportunities to push the boundaries of…”
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When atypical leaders fail to deliver allyship for diversity: The case of an unregulated neoliberal national context by Baş, Türker, Özbilgin, Mustafa F, Erbil, Cihat, Samdanis, Marios

“…Organisations increasingly embrace allyship as a strategy to enhance support for diversity. The rise of atypical leaders offers hope to individuals from…”
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Understanding career experiences of skilled minority ethnic workers in France and Germany by Al Ariss, Akram, Vassilopoulou, Joana, Özbilgin, Mustafa F., Game, Annilee

“…Human resource management literature pays little attention to the agency of skilled ethnic minorities in Europe in terms of explaining their career choices and…”
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Gender Diversity and Board Performance: Women's Experiences and Perspectives by Kakabadse, Nada K., Figueira, Catarina, Nicolopoulou, Katerina, Hong Yang, Jessica, Kakabadse, Andrew P., Özbilgin, Mustafa F.

“…Despite considerable progress that organizations have made during the past 20 years to increase the representation of women at board level, they still hold few…”
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