衡量无形:女性领导者性别偏见量表的开发与多行业验证

IF 4 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Human Resource Development Quarterly Pub Date : 2021-06-01 DOI:10.1002/hrdq.21448

{"title":"衡量无形:女性领导者性别偏见量表的开发与多行业验证","authors":"","doi":"10.1002/hrdq.21448","DOIUrl":null,"url":null,"abstract":"In Diehl et al. (2020), the following errors were published.On page 262, the descriptive statistics (M, SD, SKW, KRT) for two variables (unequal standards, salary inequality) were incorrectly reported in Table 4. These were corrected in the table below.On page 279, the alignment of the lower-order factor labelled “Unequal Standards (.91)” in Appendix Table A1 was incorrect. This has been corrected below.","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"32 2","pages":"225-229"},"PeriodicalIF":4.0000,"publicationDate":"2021-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/hrdq.21448","citationCount":"1","resultStr":"{\"title\":\"Measuring the invisible: Development and multi-industry validation of the Gender Bias Scale for Women Leaders\",\"authors\":\"\",\"doi\":\"10.1002/hrdq.21448\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"In Diehl et al. (2020), the following errors were published.On page 262, the descriptive statistics (M, SD, SKW, KRT) for two variables (unequal standards, salary inequality) were incorrectly reported in Table 4. These were corrected in the table below.On page 279, the alignment of the lower-order factor labelled “Unequal Standards (.91)” in Appendix Table A1 was incorrect. This has been corrected below.\",\"PeriodicalId\":47803,\"journal\":{\"name\":\"Human Resource Development Quarterly\",\"volume\":\"32 2\",\"pages\":\"225-229\"},\"PeriodicalIF\":4.0000,\"publicationDate\":\"2021-06-01\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"https://sci-hub-pdf.com/10.1002/hrdq.21448\",\"citationCount\":\"1\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Human Resource Development Quarterly\",\"FirstCategoryId\":\"91\",\"ListUrlMain\":\"https://onlinelibrary.wiley.com/doi/10.1002/hrdq.21448\",\"RegionNum\":3,\"RegionCategory\":\"管理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"INDUSTRIAL RELATIONS & LABOR\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Human Resource Development Quarterly","FirstCategoryId":"91","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1002/hrdq.21448","RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"INDUSTRIAL RELATIONS & LABOR","Score":null,"Total":0}

引用次数: 1

摘要

Diehl et al.(2020)发表了以下错误。在第262页，表4错误地报告了两个变量(不平等标准，工资不平等)的描述性统计(M, SD, SKW, KRT)。这些已在下表中更正。在第279页，附录表A1中标注为“不平等标准(.91)”的低阶因子的对齐是不正确的。这已在下面更正。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

查看原文本刊更多论文

Measuring the invisible: Development and multi-industry validation of the Gender Bias Scale for Women Leaders

In Diehl et al. (2020), the following errors were published.

On page 262, the descriptive statistics (M, SD, SKW, KRT) for two variables (unequal standards, salary inequality) were incorrectly reported in Table 4. These were corrected in the table below.

On page 279, the alignment of the lower-order factor labelled “Unequal Standards (.91)” in Appendix Table A1 was incorrect. This has been corrected below.

求助全文

通过发布文献求助，成功后即可免费获取论文全文。去求助

来源期刊

Human Resource Development Quarterly Multiple-

CiteScore

7.60

自引率

6.10%

发文量

期刊介绍： Human Resource Development Quarterly (HRDQ) is the first scholarly journal focused directly on the evolving field of human resource development (HRD). It provides a central focus for research on human resource development issues as well as the means for disseminating such research. HRDQ recognizes the interdisciplinary nature of the HRD field and brings together relevant research from the related fields, such as economics, education, management, sociology, and psychology. It provides an important link in the application of theory and research to HRD practice. HRDQ publishes scholarly work that addresses the theoretical foundations of HRD, HRD research, and evaluation of HRD interventions and contexts.