Abstract

The research for this paper focused on the impact which an MBA has on the careers of women in management and compared the career progression of male and female MBA graduates. The research was carried out among graduates who had obtained an MBA from the University of Ulster between 1992 and 1996. The study found that the management careers of men and women did differ significantly in a number of respects and that there were differences between male and female graduates in their perceptions of how the MBA had affected their careers. It also found that women, in particular, experienced barriers to their careers which mediated the effects of obtaining a higher level qualification. The paper discusses how a more “level playing field” might be created and pressures reduced for both men and women in management careers.

Abstract

This article investigates the potential mediating role of organizational commitment in the relationships of the leadership behavior with the work outcomes of job satisfaction and job performance in a non-western country where multiculturalism is a dominant feature of the work force. It also explores the moderating effects of national culture on the relationships of leadership behavior with organizational commitment, job satisfaction and job performance in such a setting. Results suggest (in support of many western studies) that those who perceive their superiors as adopting consultative or participative leadersip behavior are more committed to their organizations, more satisfied with their jobs, and their performance is high. The results also indicate that national culture moderates the relationship od leadership behavior with job satisfaction.

Abstract

Behavior based interviewing is a technique that has been used sucessfully in many industries for a number of years. This paper investigates the process of developing behaviour based interviews for hospitality use with entry level employees. The first step of the investigation process is to identify critical job behaviors. This paper reports on a survey conducted with hospitality professionals to identify these behaviors. Results suggest that clear identification of these key behaviors may be an area of weakness.

Abstract

This article addresses some issues for Western women in negotiating with individuals and organisations in China. To be successful in a Chinese negotiation requires an awareness and understanding of cultural differences, and negotiation characteristics and behaviour to avoid any misunderstanding or tension. Research results show that there are no major hurdles for Western women negotiators in China. There are, in fact, advantages if they follow a few guidelines. These include having a professional and businesslike approach and understanding the cultural characteristics of a Chinese negotiation. The advantages include being easily noticed, remembered and receiving concessions more readily than Western men. As a result, the negotiation receives more attention and consideration, thus facilitating the achievement of the negotiation goals.

Abstract

The hospitality industry in Tennesse employs 181.300 people as seasonal workers; fifty- three percent of those workers come from the school system. The loss of seasonal workers with the implementation of year-round schools will drastically increase the current labor shortage. An alternative labor pool needs to be identified and the issue of year-round schools must be addressed.

Abstract

This study examined the relationship of managerial and professional women's and men's perceptions of organizational values supportive of work-personal life balance and their job experiences, work and non-work satisfactions and psychological wellbeing. Managerial women reporting organizational values more supportive of work-personal life balance also reported greater job and career satisfaction, less work stress, less intention to quit, greater family satisfaction, fewer psychosomatic symptoms and more positive emotional wellbeing. Managerial men reporting organizational values more supportive of workpersonal life balance also reported working fewer working hours and extra hours, less job stress, greater joy in work, lower intention to quit, greater job, career and life satisfaction, fewer psycho- somatic symptoms and more positive emotional and physical well-being. Multiple regression analyses indicated more independent and significant correlates of organizational values, supporting work-personal life balance among men than among women. Possible explanations for why men might benefit more from such organizational values are offered

Abstract

In a survey on job satisfaction among recent college graduates in financial planning, respondents were asked to rank such factors as realization of expectations, company support, attitude, relationships with co-worker, and pay; the results, which indicate that these workers are reasonable satisfied with their jobs, support a "bottom-up" theory in which individuals sum up the positive and negative factors related to their jobs and decide how satisfied they are on that basis.

Abstract

An attitude survey was conducted with 72 management majors attending a prestigious business university in Beijing, China. The results indicate that there is still a significant "glass ceiling" effect to accepting women as they climb up the management hierarchy. The group estimated that it would take at least 32 years before equality would reached. Women were less likely to prefer to work for a woman than for male subjects. Women were described as more incompetent, slower weaker, more a follower-than-a-leader, more lenient, more democratic, less active, and more friendly than male managers. Women were significantly more in agreement with the idea of being both a professional and a wife. The reultsreflect a similar attitudinal position to US women. The conclusion is that it will not be easier for Chinese women to suceed than it is for women i the USA.

Abstract

Based on a survey of 237 managers in Singapore, three measures of organizational ethics (namely, top management support for ethical behavior, the organization's ethical climate, and the association between ethical behavior and career success) are found to be associated with job satisfaction. The link between organizational ethics and job satisfaction is argued from Viswesvaran et al.'s (1998) organizational justice and cognitive dissonance theories. The findings imply that organizational outcomes by engaging in, supporting and rewarding ethical behavior.

Abstract

The authors examine the attitudes and behaviors of employees who provide frontline service and address the extent to which relationships vary among male and female employees. The overall model predicts effects of role stress and work/ nonwork conflict on customer-contact employees' job performance, job and life satisfaction, and quitting intent. Results of structural equations modeling suggest an important role for work/ nonwork conflict overall as well as two areas of interesting variation across gender. Specifically, multisample structural equations analyses suggest that role stress affects female service providers' job performance more negatively than it does males', and that job satisfaction is related more highly to quitting intent among males. Overall, results suggest interesting similarities and differences across gender.

Abstract

Presents a report of research which surveyed managers' views on stress, their beliefs about stress interventions and who should be responsible for addressing job-related stress problems. Stress management interventions have embedded in them a range of practices that offer opportunities for individual development and employee wellbeing. Equally, though, there is a strong-held belief that many interventions fall short, because they offer only partial solution or fail to recognize the wider contextual-structural issues within which organizational behaviour takes place. One reason for this may be that little attempt has been made to find out what managers understand by stress and the extent to which they think that their organization has a responsibility to address problems of stress. Both qualitative and quantitative techniques were ussed to explore these issues, using a sample of 540 New Zealand managers. The results draw attention to a number of issues including: do managers' views of stress reflect acknowledged definitions? Who should assume respon- sibility for managing stress? What do managers mean when they indicate that an intervention is effective? Are stress interventions any different from standard human resource practices and is there a role for theory in stress interventions?

Abstract

This study explores the relationship between Kuwaiti traditional culture and job satisfaction among Kuwaiti women employees in the Kuwaiti public government sector. The analysis is focused on the responses of the female employees to their own jobs as indicated by their
level of job satisfaction. This study differs from previous investigations of job satisfaction in two principal ways: in dealing with the public sector (rather than the more common private sector in studies of the Middle East), in incorporating the environment as well as traditional culture in the public sector work setting. The major findings of this research indicate that a much broader approach towards increasing satisfaction than focusing on the job itself is required. The study shows that traditional culture is of substantial importance in predicting and affecting job satisfaction.

Abstract

The study compared male and female owned and managed SMEs and the impact of gender on the organisational learning taking place in these firms. This explores how the learning process is managed and developed, which staff are drawn into the process and how the organisational memory is developed within female and male run organisations. The managers described their own management style and these views were compared with those of their staff. In the process, patterns of internal communication were identified within female managed firms which aid organisational learning; which were not found within male-run firms. As a result it is argued that communication needed for organisational learning is facilitated by female management processes even when the women involved have adopted ’`male’’ management role models due to pressures within their business sector, while external links and networking need to be developed to aid success in these organisations.

Abstract

Organizational citizenship behaviour (OCB) is discretionary employee behaviour that promotes organizational effectiveness, and has become recognized as an issue of potentially substantial importance in the management of sales operations. Identifies sales management control strategy as an important antecedent to salesperson OCB, which has been neglected in prior OCB research. Uncovers an important gender dimension in the display of OCB by salespeople, not previously investigated, and identifies an important relationship between sales manager gender and the OCB displayed by a sales unit or team, which is associated with the effectiveness of the sales unit. The findings have a number of important implications for managers concerned with enhancing sales organization effectiveness, as well as identifying a number of promising research directions.