Organizational Position Research Articles

Проблемы правового регулирования деятельности профсоюзных организаций

In accordance with the current labour legislation the problems of the position of trade union organisations are analysed. The norms of labour legislation of the RussianSoviet Federative Socialist Republic and the Russian Federation are studied. Attention is paid to the analysis of court decisions on the cases connected with public relations with the participation of trade union organisations.

Organizational ethics and position relationship moderators among knowledge workers: a regional study of Poland

ABSTRACT This research explores organizational ethics among knowledge workers using ICT4Ds in regional enterprises in Poland before, during, and after the COVID-19 pandemic. The study addresses the importance of understanding how ethics in organizations, particularly ethical optimism, corporate social responsibility, and top management action, have evolved across these periods. This topic is crucial as organizational ethics influence employee behavior and decision-making, particularly during crises. The research question focuses on how organizational ethics, influenced by gender and the pandemic, differ by position. Online surveys and random sampling were employed to collect data among knowledge workers (139 before, 134 during, and 98 after the pandemic). The study applied multivariate statistical methods, including variance analysis and causal moderation. Findings were that superiors rated organizational ethics higher than subordinates, and ethical optimism fluctuated, rising during the pandemic and dropping afterward. The study contributes to understanding the role of gender and crises as moderators in organizational ethics, benefiting managers and policymakers.

Understanding public opinion formation in Southeast Europe: Exploring social forces and communication dynamics

The article investigates the mechanisms through which social forces, networks, cognitive frames, and institutions shape public opinion in Southeast Europe via communication. Employing a qualitative approach, data was collected through synchronous focus groups conducted in six Southeast European countries. The findings reveal that social networks play a pivotal role in shaping public opinion, with organizational position and relationships influencing communication effectiveness. Cognitive frames significantly impact public perception, with entrenched beliefs guiding interpretation of information. Meanwhile, social institutions, such as language and communication rules, influence the clarity and accessibility of messages, thereby shaping public understanding. The research underscores the need for deeper research, ethical standards, and transparent communication to build and maintain public trust. Continuous engagement with the public and adaptability in communication strategies are essential for fostering mutual understanding and trust. This research emphasizes social forces’ complexity and overlapping nature in shaping public opinion and the strategic approaches required for effective communication in Southeast Europe.

An Analysis of Women's Roles and Positions in geopolitical organizations

Driven by the global movement for gender equality, women's participation in various fields has gradually increased. This paper describes the evolution of women's roles and status in geopolitical organizations and their current status, and analyzes women's participation in geopolitical organizations, their proportion and positions in leadership, and their influence in policy making. Although the status of women in these organizations has improved, they still face many challenges such as gender stereotypes and inequality. Strategies for promoting the development of women's roles and status in geopolitical organizations include four aspects: formulating and implementing gender equality policies, promoting gender-balanced recruitment and promotion mechanisms, enhancing women's participation in decision-making processes, and establishing women's networks and support systems. These strategies are intended to further promote gender equality in geopolitical organizations and enhance organizational diversity and decision-making quality.

Evaluation of the Training Process of Health and Safety at Work in Industry through Digitalization—Case Study: Position in Organization

This study analyses the opinion of 200 employees who participated in the first online training in the field of occupational health and safety systems (OSHs) from Romania, for which an online platform was used, with the records on electronic files with a qualified electronic signature. The usefulness of this online training was analyzed based on the voluntary answers of the participants to a questionnaire related to 14 questionnaire items (QIs). In order to correctly interpret the results of the applied test, a statistical processing of the answers was carried out, and the following were calculated (using SPSS 23.0 software): the factor analysis, the Kaiser–Meyer–Olkin (KMO) test, the Bartlett’s test, the extraction method, the Principal Component Analysis (PCA), the Cronbach alpha test and the Kruskal–Wallis H-test. The calculations highlighted two essential strategies: “Availability for online training” (S1) and “Challenges of online training” (S2). The conclusion of this study provides an overview of the importance of online training strategies in OSH activity and can help researchers and practitioners to improve this activity, reducing the rejection of its use among managers and authorities, thus providing a new reference for future research.

Dentists’ Mental Health: Challenges, Supports, and Promising Practices

Objectives: The mental health of dentists, like all health professionals, is a growing concern. The objectives of this study were to identify the mental health challenges experienced by Canadian dentists and to describe the support needs and promising practices to better support them. Methods: This study used a mixed-methods case study design to gather data from semistructured qualitative interviews and a survey for triangulation. Results: Thirty-six dentists and 17 stakeholders participated in the interviews, and 397 dentists participated in the survey. The interview and survey data revealed that dentists have experienced several challenges personally, professionally, and socially. Around 44% of participating dentists experienced a wide range of mental health issues, including depression, anxiety, and posttraumatic stress disorder. Sex/gender shaped the mental health experiences of female dentists, who reported more stress related to caring responsibilities. They had a higher percentage of mental health issues (50%) than men (37%). Caretaking emerged as the main challenge in the social and personal domain, particularly for female dentists in both survey and interview findings. The dentists’ role in practice was one of the most frequently reported professional challenges. While practice owners reported challenges with staff and practice management, associate dentists experienced difficulties with the lack of autonomy and conflicts with office managers and owners. Other challenges reported by participating dentists included patient care responsibilities, loneliness, and isolation. To address these challenges and their impact, dentists and stakeholders identified several support needs and promising practices, including increasing awareness about mental health issues, expanding existing mental health resources, incorporating mental health content in dental education, and encouraging engagement in organized dentistry, particularly for women. Conclusions: The impact of mental health challenges on dentists’ career trajectory and productivity is an ongoing concern in Canada. Gender-specific strategies to support the mental health of dentists should be developed. Knowledge Translation Statement: This study identified the mental health challenges of dentists in Canada to inform the development of interventions and strategies to promote the health and well-being of dentists and dental students. It also highlighted the need for clinicians, students, and individuals in leadership positions in institutions and professional organizations to recognize and consider the working conditions of dentists in various positions to avoid negative consequences on their mental health, reduce the attrition from the professional, and improve patient care outcomes.

HISTORICAL AND CULTURAL HERITAGE OF AZERBAIJAN DESTROYED AS A RESULT OF ARMENIAN AGGRESSION

The article studies the historical, material and moral monuments of Azerbaijan, which were destroyed because of the aggression of the Republic of Armenia and its supporting forces. At the same time, the article examines the issues such as the history of Karabakh, the Karabakh Khanate, socio-political, socio-economic, cultural and moral situation of Karabakh, Armenia's terror against the historical, cultural and spiritual monuments of Azerbaijan, Armenian vandalism in Irevan, the Turkic-Muslim, Albanian monuments destroyed in Karabakh during the occupation. At the same time, it analyzes the position of international and regional organizations regarding material and moral monuments destroyed as a result of Armenian vandalism, measures taken by the Republic of Azerbaijan regarding the destruction of monuments as a result of Armenian aggression.

Global distribution and career outcomes of international fellows trained in Canadian gynecologic oncology programs

ObjectiveWe assessed the global distribution and academic, administrative and research outcomes of international fellows (IFs) trained in Canadian gynecologic oncology (GO) programs. MethodsA web-based survey was sent to IFs who completed GO training in Canada. Using the Web of science database, we identified the publication list, citation record and H-index of IFs and classified them according to their region of practice: high-income countries (HIC), middle income countries (MIC), and low-income countries (LIC). ResultsFrom 1996 to 2020, 81 IFs from 23 countries were trained in English-speaking (62,9%) and French-speaking Canadian universities (37,1%). Most IFs came from HIC (87,6%) and none from LIC. Only 12 IFs (14,8%) are now practicing in Canada. Of the 55 IFs who completed the survey (response rate: 67,9%), the majority (58,2%) reported working in an academic hospital and 29,1% were holding an executive position in a national scholar organization. IFs participated in mentoring residents (96.4 %) and medical students (83,6%) and 36,3% initiated a GO fellowship program in their home country. 67,3% of IFs were involved in international research collaboration and 52,7% participated in international clinical trials. The mean number of publications (22,36 vs 7,75, p = 0.007), citations (369,15 vs 45,12 p = 0.0006) and H-Index (6,88 vs 2,37 p = 0.0001) were significantly higher among IFs working in HIC compared to those in MIC. Most IFs (98,2%) recommended their Canadian GO fellowship program to a colleague from their home country. ConclusionMost IFs trained in Canadian GO fellowship programs returned to their home countries and achieved important milestones in terms of academic, clinical and research accomplishments.

Stigma of Women Leadership: The Impact on Trust and Leader Effectiveness

Stigma consciousness is crucial for influencing the effectiveness of female leaders, particularly in transformational leadership. Despite the increasing representation of women in the workplace, they still face significant challenges in reaching the highest organizational positions. This study explores how stigma consciousness moderates the impact of women’s transformational leadership on trust and leader effectiveness, while trust in leaders mediates these relationships. The research model in this study was analyzed using the Structural Equation Model (SEM) and the AMOS 28 software. This approach allows researchers to look at multiple complex relationships at the same time and combines regression and factor analysis to obtain a full picture of how variables interact with each other. We assessed the descriptive statistics and psychometric properties of the measurement scales using SPSS 28. Data were collected from 200 team members and subordinates of female leaders at various organizations in Indonesia. The results indicate that although women’s transformational leadership significantly enhances trust in leaders and leader effectiveness, this impact is moderated by stigma consciousness levels. High stigma consciousness weakens the positive effect of women’s transformational leadership on trust in leaders, thus reducing leadership effectiveness. Conversely, lower levels of stigma consciousness reinforce this positive effect. This finding highlight stigma consciousness as a barrier to women leaders’ trust and an obstacle to achieving leadership effectiveness. Reducing stigma consciousness is essential for the effective acceptance and recognition of women’s leadership. An inclusive, supportive environment free from stigma enables women to lead more effectively and gain greater team trust.

Fifty Years of Psychiatric Classification and Epidemiology Interactions: What is a Mental Disorder?

Psychiatric clinical diagnostic formulation has evolved over time. The changes alter our understanding and our ability to provide a public health perspective on the epidemiology of mental disorders in large populations. Epidemiology is an important perspective and set of tools to assess prevalence, treated prevalence, untreated prevalence, individual risks for mental disorders, and possible links to the etiology of disorders by following the trails of environmental exposures, biological measures, interpersonal dynamics, and genetic risk factors. As communities develop health-care services to treat individuals with mental disorders, knowledge about their prevalence and treatment requirements is also important. Since severe mental disorders may require institutional care, the diagnostic criteria used may either protect an individual’s liability for dangerous behavior (i.e. the insanity defense) or be used to control political and social dissidents. The criteria may also be used to determine evidence-based treatment options and eligibility for disability benefits. In this paper, using my vantage points as a physician scientist and public health officer, with leadership positions in national federal and professional mental health organizations, I address the developments in these areas over the past 50 years that have influenced institutional positions in the U.S. National Institute of Mental Health, the World Health Organization, the American Psychiatric Association, and the Center for the Study of Traumatic Stress. These perspectives may aid the next generation of investigators to advance the epidemiological and mental disorder classification scientific fields.

INFORMATION AND COMMUNICATION TECHNOLOGIES AND THEIR IMPACT ON ENTERPRISE DEVELOPMENT IN THE DATA ECONOMY

The article presents the results of a study aimed at analyzing information and communication technologies and their impact on the development of an enterprise in the data economy. The idea is substantiated that the need for a systematic approach to the formation of the digital environment has led to a change in the indicators for evaluating the use of information and communication technologies. The main research method is the analysis of Rosstat data for the period from 2005 to 2022. It is noted that during the period under review, the composition of indicators has significantly expanded, since all economic entities have access to new digital technologies, but at the same time cross-cutting indicators have been identified, which has significantly increased the time period for analyzing indicators. Some particular indicators of the involvement of economic entities in digitalization are considered. Based on the analysis, it was revealed that access to high-speed Internet allows a digital economy entity to be involved in data exchange with the digital environment (there is an annual increase in the percentage of organizations with access to broadband Internet), the organization's website positions it in the digital space (the percentage of organizations with a website increases annually). It is noted that important indicators for assessing readiness for digitalization are the number of personal computers per one hundred employees of an organization (annual growth) and the costs of organizations for information technology (measured in billions of rubles and increasing annually). It is determined that the driver of digital transformation is the state and the interdependence of the volume of budget allocations for the implementation of the State program «Digital Economy» and the dynamics of GDP is studied. The results of the study are summarized and conclusions are drawn about the future prospects of digitalization of enterprises in the data economy.

АНАЛИЗ УГОЛОВНОГО ПРАВОСУДИЯ И КИБЕРПРЕСТУПНОСТИ В КОНТЕКСТЕ ИСКУССТВЕННОГО ИНТЕЛЛЕКТА ЧЕРЕЗ ПРИЗМУ МЕЖДУНАРОДНЫХ ОРГАНИЗАЦИЙ

The scientific article is aimed at analyzing issues related to the use of existing international instruments in the fight against cybercrime in the context of the use of artificial intelligence technologies. Within its framework, an assessment is made of the current position of international organizations and their potential impact on legislation and processes in the field of combating cybercrime in the near future. The focus is on analyzing the implications of artificial intelligence developments for the effective management of the criminal justice system, particularly in the context of combating cybercrime. The study also examines current trends and practices in the use of artificial intelligence systems and applications to carry out harmful and illegal activities, including phenomena such as deepfakes. The final part of the article proposes alternative approaches to developing effective measures to combat cybercrime carried out using artificial intelligence systems.

Why continuing education and professional development trainings for Black and Minority Ethnic groups (BAME) is not translating into career progression, economic growths and bridging the employment gap in the national workforce in UK

The research objective of this study is to understand why continuing education and professional development (Lifelong Learning) the UK has not delivered the expected career advancement, economic returns and closing on the employment gap for Black and Minority Ethnic (BAME) population. Nevertheless, much funding has been put into such educational programs to improve the condition of the BAME community for career mobility and economic prospects, they remain prejudiced nevertheless. The purpose of this research will be to establish the causes of these disparities with particular emphasis on the system influences as well as the efficiency of the established CPD programmers. The research method of this study is of mixed nature, while qualitative study is followed by the quantitative one. The data was generated through Q<|reserved_special_token_266|> energy questionnaire survey and interviews conducted with BAME professional participants of CPD programs. Second, secondary data were collected from the governmental and organizational reports on diversity in the workforce and career advancement. in qualitative data were coded and categorized to explore the experiences of BAME people as well as measures of central tendency and dispersion were used on quantitative data in order to understand trends and co-relations. The study reveals several key outcomes: Fixed preconceptions arising out of race, scant opportunity to interact professionally, and lack of BAME personnel in dominant organizational positions ensure that BAME learners cannot advance further in their careers despite enrolling in CPD programmers. It has been established that the CPD programs are not very effective, the BAME candidates complained that the training does not make them earn a better position or get a salary increment like the white counterparts. Further, the study reveals that culture and organizations barriers and gates are among the barriers to complete inclusion and effectiveness of CPD BAME employees in their workplaces. The results have various implications for the policy-makers, educators and employers. Therefore, the current study’s findings are particularly important for policymakers to support more effective and sensitive policy measures to help BAME populations in the workplace. The authors recommend that educational institutions need to carry out changes in the content and the delivery of the CPD programs, such that they are appropriate for the BAME participants. Companies are encouraged to come up with better policies on how best to mainstream employees’ ethnicity, and how the promotion policies can be made fair and inclusive. The Authors therefore argue that while the acquisition of continuing, education and professional development are most important in career advancement, they are not in themselves adequate to either close the employment division or foster economic opportunity for BAME people in the UK. There is, therefore, a need for reforms at the system level to remove the social factors that act as hurdles to the actualization of these learning programs by BAME workers. Based on the study, the following policies, collaborative professional development, and organizational development solutions are proposed.

Improving diversity, equity, and inclusion in chiropractic education and profession: Report from three 2020-2021 summit meetings.

Racial and ethnic minority groups are underrepresented in chiropractic education and the profession, and are less likely than individuals identifying as White to have access to or use chiropractic care. Stakeholders with leadership positions in USA-based chiropractic colleges and organizations participated in 3 online diversity, equity, and inclusion (DEI) summit meetings to foster a deeper understanding of DEI, identify DEI objectives, and develop action steps and drive change. Summit I (51 attendees) comprised 3 presentations that provided background about DEI in chiropractic education and practice. Summit II (32 attendees), comprised 4 breakout sessions addressing organizational issues in DEI. Summit III (65 attendees) comprised 5 collaborative sessions focused on implementation of DEI objectives. We use aggregate data and qualitative summaries to provide a descriptive narrative. Data sources include pre/post-summit quantitative surveys, items from open-ended questionnaires, and a spreadsheet of recommendations for increasing organizational DEI. Before attending Summit I, 48% rated their understanding of DEI issues as "moderately" or "very" high, compared with 74% afterward. Summit II participants suggested actions that should be taken by their institutions and the profession. Summit III participants stressed the need for DEI-supportive data, policies, and resources. They identified > 150 action steps to address DEI objectives. A listserv was established to facilitate ongoing institutional collaboration. Summit participants recognized the importance of developing a diverse, culturally aware chiropractic workforce. The summits provided structure and support for stakeholders to effectively plan for and implement DEI in their organizations and institutions.

Addressing Systemic Barriers to Timely Degree Completion through the Establishment of a Graduation Help Desk

This practice report details a large, four-year, public, research 1 (very high research activity), Hispanic Serving Institution’s (HSI) approach to tackling barriers to timely graduation through the implementation of a virtual support center, the Graduation Help Desk (GHD). The GHD, established in late 2017, operates at the level of the provost’s office and tackles graduation obstacles through individual referral cases, proactive outreach, and institutional policy review. By collaborating with academic departments, colleges, and support services, the GHD ensures solutions align with degree integrity and institutional standards of excellence. Its organizational position allows it to quickly elevate institution-wide issues and make recommendations for systemic changes. The GHD’s impact, specifically the number of referral cases, students served, institutional policies changed, cost savings to students, and increased graduation rates is provided. As a successful, cost-effective, virtual service model, the GHD is instrumental in supporting undergraduate students, specifically at-risk and difficult-to-reach student populations, preventing graduation delays and lowering student costs. GHDs are a scalable intervention with a high return on investment for both students and institutions through improved operations and student success outcomes.

The Glass Ceiling in Global Health: Perspectives of Female and Male Anesthesiologists.

Gender equity is essential for improving health outcomes globally. Despite comprising 75% of the global health workforce and dominating academic global health programs, women remain underrepresented in leadership positions in global health organizations. Our study aimed to identify potential gender differences in the beliefs and attitudes regarding barriers that women anesthesiologists encounter in pursuing careers and leadership roles in global health and to identify recommendations for improving gender equity in global health. We conducted a cross-sectional online survey focusing on career leadership opportunities and challenges uniquely faced by women clinicians in global health. We obtained permission from the World Federation of Societies of Anaesthesiologists to distribute our questionnaire to their leadership committee members during 2 months (May-July 2022). The questionnaire was distributed to 164 study participants with 67 individuals (44.8% female) based in 38 different countries completing the survey (response rate 40.9%). Overall, 47.8% of the participants aspired to a leadership position in global health and 58.2% agreed women face unique barriers to global health leadership (70.0% of women compared to 48.6% of men; P = .081). Female gender (odds ratio [OR], 19.22, P = .004) and divorced marital status (OR, 746.26, P = .004) were positively associated and African ethnicity (OR, 0.002, P = .017) was negatively associated with the perception of gender bias in their career growth. The main challenges included balancing work and family responsibilities, lack of female mentors or role models, gender-based discrimination, and limited opportunities for career advancement. Men acknowledged these challenges but reported personally experiencing them to a lesser extent, particularly concerning lack of opportunities (P = .005), inadequate pay (P = .000), and lack of training (P = .000). Gender disparities exist in the pursuit of global health careers. This study underscored that more women than men perceive barriers in pursuing leadership roles in global health and that men generally encounter these obstacles to a lesser extent. Female representation in leadership positions could be supported through evidence-informed policies that promote work-life balance, improve mentorship, offer equal opportunities for career advancement and adequate pay, and combat gender-based discrimination.

Managing employees' needs and well-being in the post-COVID-19 era

PurposeIn the wake of the COVID-19 public health crisis, organizations have increasingly adopted new technologies and new working modalities (e.g. teleworking, smart working and remote working). However, these important changes led to increased work-related stress for employees who are not always able to cope with the actual intrusive digital professional reality. This work identifies the negative effects of technology and new work modalities on employees’ well-being. It suggests remedies based on real-life examples to meet employees’ emerging needs in the post-COVID-19 era.Design/methodology/approachSemi-structured interviews with a variety of workers in different organizational contexts and positions were used as support for our recommendations. In particular, we had representation from managers, human resource (HR) officers, employees, psychologists, consultants and coaches.FindingsThe paper identifies eight specific negative effects of technology and new work modalities, such as inability to cope with stress, negative physical consequences, smart working fatigue, breaking down of the boundaries between private and professional life, decrease in work-life balance, hyper-connection, psychological and psychosomatic symptoms and burnout syndrome. Moreover, the paper proposes timely remedies, including enhancing leaders’ awareness, the right to disconnect and rethinking HR policies.Practical implicationsIt offers practical insights and encompasses views from various internal stakeholders (HR officers, senior managers, managers, subordinates and an organizational counselor) and external stakeholders (psychologists, consultants and coaches). The paper concludes with experience-based tips, highlighting the need for digital leadership to be able to both manage performance and guarantee people psychological safety at the same time. The remedies suggested are “ready-to-use” best practices to implement for safeguarding the health of employees.Originality/valueThis research is not only pertinent for managers grappling with these challenges in their everyday work but also valuable for scholars seeking to deepen their understanding of the topic through practice-based evidence. Furthermore, it significantly contributes to the literature as, while previous works have only analyzed findings singularly, this work is focused on the different perspectives of different internal and external stakeholders, offering a more comprehensive overview. Originality lies precisely in having taken into consideration the point of view of many actors with different roles and backgrounds.

Accounting statements of budgetary organizations: features of methodological approaches to the composition of statements and the formation of a balance sheet

The article studies methodological approaches to the composition of accounting (financial) statements and the disclosure in them of information about the financial position of budgetary organizations in the system of Russian regulatory documents on accounting. A comparison is made of the requirements for the composition of financial statements and the content of the balance sheet of Russian budgetary organizations with the regulations for the composition of financial statements and the content of the balance sheet of Russian commercial organizations. In addition, the requirements for the composition of financial statements and the content of the balance sheet in the system of Russian accounting standards are compared with the regulations on the composition of accounting (financial) statements and the content of the report on the financial position of public sector organizations in the system of international financial reporting standards for public sector organizations. Significant differences are revealed in the methodological approaches to the composition of reporting and the content of the balance sheet in the systems of accounting standards under consideration. Discursive issues regarding aspects of the research carried out are substantiated, and possible ways to solve them are argued.

Repositioning Religious Organization Activism in The Digital Era

The rise of the digital world poses a challenge to the position of religious organizations. This is evident in the emergence of new authorities, both individuals and groups, outside traditional religious structures. Nahdlatul Ulama (NU), a mainstream traditional organization, has also been impacted by this shift. However, several studies indicate that NU has effectively adapted to various challenges and situations over time. This analysis focuses on how NU, as a representative of traditional mainstream Islamic organizations, has repositioned itself in response to the digital era, using the example of its activities in Mojokerto. This work addresses two key issues: first, how NU adapts to the presence of social media; second, what strategies NU employs to reposition itself in the face of these new challenges on social media. To explore these questions, this work employs a qualitative methodology, collecting data through interviews, observations, and documentation. The data is then analyzed and presented using a digital religion approach. The findings suggest that NU has repositioned itself in two main ways. First, through adaptation, by adopting and actively using social media platforms such as Facebook, Instagram, and YouTube via the organization’s official accounts. Second, through a form of resistance, by having NU activists engage on social media without prominently displaying their organizational affiliation.

Gender promotion gaps across business units in a multiunit organization: Supply‐ and demand‐side drivers

AbstractDrawing on gender role and gender queuing theories, we employ a multi‐stage process model to investigate demand‐ and supply‐side drivers of gender promotion gaps and to explore variations in these gaps across different business units within an organization. Analyzing 9 years of personnel records from a multiunit European bank, we find that the gender promotion gap is influenced by both supply‐side and demand‐side factors. Specifically, women are less likely than men to express a motivation to change to a new job or move to a different unit within the bank. Those who do express such motivation are as likely as men to be reassigned to new roles, but their moves are less likely to constitute promotions than are men's moves. Furthermore, gender promotion gaps vary significantly within the organization itself. Business units with the most significant gaps are in regions that have fewer available organizational positions to move into, diminishing women's motivation to seek such moves, and have jobs with numerous incumbents, decreasing women's chances to get a new job or secure a promotion upon doing so. This study extends gender role theory by creating a unified theoretical model that incorporates both employee and employer gender role perceptions as drivers of promotions. It contributes to gender queuing theory by demonstrating the theory's relevance to promotion outcomes.