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Men and Women of the Corporation
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This article is published in Canadian Woman Studies.The article was published on 1978-06-01 and is currently open access. It has received 1735 citations till now.read more
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The Influence of Protege-Mentor Relationships and Social Networks on Women Doctoral Students' Academic Career Aspirations in Physical Sciences and Engineering.
TL;DR: A qualitative approach and ethnographic traditions were utilized to explore women doctoral students' mentoring activities in physical sciences and engineering programs as mentioned in this paper, and the influence of such relationships on this group of women's academic career aspirations.
Redistributing union power to women : the experiences of two women’s committees
Abstract: This study examined women’s committees in two public sector unions in British Columbia with predominantly female memberships over a twenty year period. The question addressed was how and under what circumstances the committees could secure gains for women, given a context where women remain at a power disadvantage relative to men. Gains sought were of three types: 1) improvements in contract clauses particularly beneficial to women; 2) increased female participation in union governance; and 3) structural changes conducive to future increases in female participation in union governance. Structures as defmed included both formal structures and other regularized procedures, including processes of communication, decision making and resource distribution. Based on literatures from several disciplines, a power model was developed that guided data collection. Data were collected via archival research and semi-structured interviews, and analyzed qualitatively. The study found that the structures governing how the committees operated were significant factors in committee effectiveness and that the active cooperation of the leadership and/or the membership ensured that structures conducive to committee effectiveness existed. The committees’ major challenge was to align their goals with those of the leadership or the membership in order to generate the level of support that would permit them to achieve their goals. The degree of alignment between committee and membership goals affected to what extent the committee could secure goals not supported by the leadership and was the major variable affecting committee power. However, committee power was not necessarily associated with the level of gains achieved for women 111 because both leadership and membership actions and existing union structures could induce outcomes for women not orchestrated by the committees. As a result of this research, the initial power model was refined and the restrictions on the committees’ and leaderships’ use of power were clarified. The utility of crossing the disciplinary boundaries between organizational theory, industrial relations, and political science to explore how power is exercised in unions was demonstrated. Support for the political model of organizations was generated, suggesting that insights gained from the study of unions might advance organizational theorizing. iv TABLE OF CONTENTS Page
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Empirical and pragmatic adequacy of grounded theory: Advancing nurse empowerment theory for nurses' practice.
Sonia Udod,Louise Racine +1 more
TL;DR: This paper examines the empirical and pragmatic adequacy of grounded theory as a methodology to advance the concept of empowerment in the area of nursing leadership and management to address real-life problems in nursing practice.
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Women in the German Workplace: What Facilitates or Constrains Their Claims-Making for Career Advancement?
TL;DR: In this paper, the authors explored gender differences in claims-making for career advancement and how they depend on workplace contexts based on unique German linked employer-employee data, and found that women were less likely than men to make claims, especially when they had children, and that this was related to their working fewer hours.
The role of mentoring in the career development of women administrators in higher education
TL;DR: In this article, it is shown that if the film inspector noticed either blurred copy because of movement during exposure, or duplicate copy, they will find a good image of the page in the adjacent frame, unless we meant to delete copyrighted materials that should not have been filmed.
References
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TL;DR: The Organizational Commitment Questionnaire (OCQ) as discussed by the authors ) is a measure of employee commitment to work organizations, developed by Porter and his colleagues, which is based on a series of studies among 2563 employees in nine divergent organizations.
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Searching for Common Threads: Understanding the Multiple Effects of Diversity in Organizational Groups
TL;DR: This article reviewed and evaluated recent management research on the effects of different types of diversity in group composition at various organizational levels (i.e., boards of directors, top management groups, and organizational task groups) for evidence of common patterns.
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Effectiveness correlates of transformational and transactional leadership: A meta-analytic review of the mlq literature
TL;DR: A meta-analysis of the transformational leadership literature using the Multifactor Leadership Questionnaire (MLQ) was conducted to compute an average effect for different leadership scales, and probe for certain moderators of the leadership style-effectiveness relationship as mentioned in this paper.
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Transformational, Transactional, and Laissez-Faire Leadership Styles: A Meta-Analysis Comparing Women and Men
TL;DR: A meta-analysis of 45 studies of transformational, transactional, and laissez-faire leadership styles found that female leaders were more transformational than male leaders and also engaged in more of the contingent reward behaviors that are a component of transactional leadership.
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Predictors of objective and subjective career success: a meta‐analysis
TL;DR: In this paper, a meta-analysis reviewed four categories of predictors of objective and subjective career success: human capital, organizational sponsorship, sociodemographic status, and stable individual differences.