Publications Database

Welcome to the new Schulich Peer-Reviewed Publication Database!

The database is currently in beta-testing and will be updated with more features as time goes on. In the meantime, stakeholders are free to explore our faculty’s numerous works. The left-hand panel affords the ability to search by the following:

  • Faculty Member’s Name;
  • Area of Expertise;
  • Whether the Publication is Open-Access (free for public download);
  • Journal Name; and
  • Date Range.

At present, the database covers publications from 2012 to 2020, but will extend further back in the future. In addition to listing publications, the database includes two types of impact metrics: Altmetrics and Plum. The database will be updated annually with most recent publications from our faculty.

If you have any questions or input, please don’t hesitate to get in touch.

 

Search Results

Anja Krstić and Ivona Hideg (2025). "Parental Leaves and Men’s Communality Advantage at Work", Sex Roles, 91, 53.

Open Access Download

Keywords
Abstract Men’s use of parental leaves is important for advancing gender equity. Yet, men rarely take such leaves for fear of negative effects on their careers. Contrary to these fears, drawing on the literature on gender and leader stereotypes and expectancy violation theory, we suggest that taking a parental leave may enhance others’ perceptions of men’s communality, which are in turn related to positive career outcomes (e.g., reward recommendations, leadership effectiveness). We further suggest that this positive effect of parental leave on career outcomes due to increased perceptions of communality would be unique to men, rather than extending to women who take parental leaves. Using samples of Canadian employees and experimental vignette methodology, we found support for our hypotheses in two studies in the context of Canadian parental leave policies. These findings offer valuable insights for managers and organizations regarding the complex impact of men taking parental leave on gender equity. Men’s participation in parental leave is essential for breaking traditional gender roles surrounding the equal division of childcare. However, men’s use of leave can also inadvertently reinforce gender inequities if organizations fail to proactively implement strategies that ensure equitable career outcomes for both men and women after returning from leave.

Ivona Hideg, Anja Krstić, Raymond Nam Cam Trau, Yujie Zhan and Tanya Zarina (2024). "Agency Penalties From Taking Parental Leave for Women in Men-Dominated Occupations: Archival and Experimental Evidence", Sex Roles, 90, 1326–1345.

Open Access Download

Keywords
Abstract Organizations have started more progressively using and offering family benefits including parental leaves to address the issues of balancing work and family life. Although such leaves are fundamental for supporting, attracting, and retaining women, we examine whether such leaves may also inadvertently affect women’s careers in occupations that overly value masculine traits, unless managed carefully. Drawing on the literature on gender stereotypes (micro factors) and occupation gender type (macro factors), we argue that longer (vs. shorter) parental leaves negatively affect women’s work outcomes (i.e., annual income, salary recommendation, hireability, and leadership effectiveness) in men-dominated but not in women-dominated occupations because it lowers perceptions of women’s agency. We find support for our hypotheses across three studies in the Australian context with an archival data set and two experiments. Our work shows that men-dominated organizational structures reinforce traditional gender stereotypes, whereas such reinforcement does not happen in women-dominated organizational structures. Our research equips leaders and organizations with insights into the unintended negative consequences of parental leave for women. This understanding serves as a crucial first step in developing strategies and programs to mitigate these effects, thereby supporting women in men-dominated occupations and fostering more inclusive and healthy workplaces.