@article{FayShiptonWestetal.2015,
  author    = {Fay, Doris and Shipton, Helen and West, Michael A. and Patterson, Malcolm},
  title     = {Teamwork and Organizational Innovation: The Moderating Role of the HRM Context},
  series = {Creativity and innovation management},
  volume    = {24},
  journal   = {Creativity and innovation management},
  number    = {2},
  publisher = {Wiley-Blackwell},
  address   = {Hoboken},
  issn      = {0963-1690},
  doi       = {10.1111/caim.12100},
  pages     = {261 -- 277},
  year      = {2015},
  abstract  = {Evidence is accumulating on the role of teams in shaping a variety of business outcomes, but our knowledge on the effect of teamwork on organizational innovation is still evolving. This study examines whether the extent to which two staff groups are organized in teams (production staff and management/administrative staff) affects organizational innovation and whether human resource management (HRM) systems, which can be of facilitating or constraining nature, enhance the teamwork/innovation relationships. Hypotheses were tested with lagged and longitudinal data derived from 18 to 45 organizations from the UK manufacturing sector. Results suggest that the more widespread the use of teamwork in organizations, the higher the level of organizational innovation. Furthermore, this effect depends, particularly for production teams, on the overall quality of the HRM systems that exist in their organizations. Teamwork/innovation relationships are further moderated (for management and administrative teams) by an HRM practice that provides teams with time for thoughtful reflection. Thus, HRM systems can be of more or less facilitating or constraining nature for teams in organizations.},
  language  = {en}
}
@article{HuettgesFay2015,
  author    = {Huettges, Annett and Fay, Doris},
  title     = {The Gender-Differential Impact of Work Values on Prospects in Research Careers},
  series = {Journal of career development},
  volume    = {42},
  journal   = {Journal of career development},
  number    = {6},
  publisher = {Sage Publ.},
  address   = {Thousand Oaks},
  issn      = {0894-8453},
  doi       = {10.1177/0894845315582246},
  pages     = {524 -- 539},
  year      = {2015},
  abstract  = {Women are strongly underrepresented at top positions in research, with some research suggesting the postdoctoral career stage is a critical stage for female researchers. Drawing on role congruity theory and social cognitive career theory, we tested the gender-differential impact of work values (extrinsic rewards-oriented work values and work-life balance values) on subjective career success and supports from supervisors (leader-member exchange) and team members. We conducted an online survey with male and female postdoctoral scientists (N = 258). As hypothesized, the positive relationship between extrinsic rewards-oriented work values and subjective career success and supports was stronger for male researchers than for female researchers. Results on work-life balance values were less conclusive. These findings support the idea that gendered appraisal processes may affect career-relevant outcomes.},
  language  = {en}
}
@misc{HuetgesFay2015,
  author    = {Huetges, Annett and Fay, Doris},
  title     = {Gender influences on career development a brief review},
  series = {Journal of personnel psychology.},
  volume    = {14},
  journal   = {Journal of personnel psychology.},
  number    = {3},
  publisher = {Hogrefe},
  address   = {G{\"o}ttingen},
  issn      = {1866-5888},
  doi       = {10.1027/1866-5888/a000152},
  pages     = {113 -- 120},
  year      = {2015},
  language  = {en}
}
@misc{HuettgesFay2015,
  author    = {H{\"u}ttges, Annett and Fay, Doris},
  title     = {The gender-differential impact of work values on prospects in research careers},
  series = {Postprints der Universit{\"a}t Potsdam : Humanwissenschaftliche Reihe},
  journal   = {Postprints der Universit{\"a}t Potsdam : Humanwissenschaftliche Reihe},
  number    = {402},
  url       = {http://nbn-resolving.de/urn:nbn:de:kobv:517-opus4-404843},
  pages     = {16},
  year      = {2015},
  abstract  = {Women are strongly underrepresented at top positions in research, with some research suggesting the postdoctoral career stage is a critical stage for female researchers. Drawing on role congruity theory and social cognitive career theory, we tested the gender-differential impact of work values (extrinsic rewards-oriented work values and work-life balance values) on subjective career success and supports from supervisors (leader-member exchange) and team members. We conducted an online survey with male and female postdoctoral scientists (N = 258). As hypothesized, the positive relationship between extrinsic rewards-oriented work values and subjective career success and supports was stronger for male researchers than for female researchers. Results on work-life balance values were less conclusive. These findings support the idea that gendered appraisal processes may affect career-relevant outcomes.},
  language  = {en}
}