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The literature on women's under-representation in academia asserts that faculty women face a 'chilly climate', but there are few theoretically based studies examining this proposition. Relational demography, organizational justice, and social network theories all identify possible antecedents of 'chilly climate'. Using survey data of faculty at a private Midwestern US university, we test whether the perception of exclusion (chilly climate) is influenced by demographic dissimilarity, and perceptions of fairness and gender equity. We find that faculty women perceive more exclusion from academic departments with a low representation of women, consistent with relational demography. Perceptions of procedural fairness and gender equity are powerful factors that foster inclusion and warm the climate for both men and women. The 'chilly climate' for women faculty is a complex phenomenon with multiple causes. Policies that fail to address these multiple causes are unlikely to be effective. Academia has traditionally been highly male-dominated and gender-segregated. The proportion of women among full-time faculty in US colleges and universities peaked at 36 percent in 1879, declined to 22 percent in the early 1960s (Bernard, 1964), and only surpassed its 1879 level in 2004 (AAUP, 2005). Almost 40 years after the demise of formal legal barriers to women's participation in higher education, women's under-representation among the professoriate persists, and worsens with academic rank and institutional prestige (Touchton et al., 2008; West and Curtis, 2006). The search for the sources of bias and barriers that contribute to this persistent under-representation continues to be of great interest (National Academy of Sciences, 2006; National Science Foundation, 2003). The professoriate is a highly gendered occupation. Many organizational practices in academia are based on culturally imbedded beliefs and assumptions about gender (Williams, 1995). For example, employers prefer workers who are unencumbered by non-work (i.e. family) responsibilities. In academia, this preference is exemplified by the overlap of the tenure clock with prime child-bearing years. Somewhat counter-intuitively, the flexibility of academic work makes it inhospitable to women with caretaking responsibilities. The work of research and

If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -The paper seeks to examine how the uniqueness and ethnicity of first names influence affective reactions to those names and their potential for hire. Design/methodology/approach -In study 1, respondents evaluated 48 names in terms of uniqueness and likeability, allowing us to select names viewed consistently as Common, Russian, African-American, and Unusual. In Study 2 respondents assessed the uniqueness and likeability of the names, and whether they would hire someone with the name. Findings -Results indicated that Common names were seen as least unique, best liked, and most likely to be hired. Unusual names were seen as most unique, least liked, and least likely to be hired. Russian and African-American names were intermediate in terms of uniqueness, likeability and being hired, significantly different from Common and Unique names, but not significantly different from each other.Research limitations/implications -The name an individual carries has a significant impact on how he or she is viewed, and conceivably, whether or not the individual is hired for a job. Practical implications -Human resource professionals need to be aware that there seems to be a clear bias in how people perceive names. When resumés are screened for hiring, names should be left off. Our findings also suggest that when selecting, parents may want to reconsider choosing something distinctive. Originality/value -This study offers original findings in regards to names, combining diverse research from social psychology and labor economics, and offering practical implications.

Job satisfaction, Philippines, Retention, Facets, Work-life, Intention to quit,