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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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When and how does diversity increase group performance?: A theoretical model followed by an experimental study
TL;DR: In this paper, a research model that emphasizes the role of collective identity salience and psychological safety climate as important conditions under which diversity may lead to increased group performance is proposed, and three levels of psychological mechanisms (i.e., individual-, dyadic-, and group-level) to explain how diversity can lead to augmented group performance.
The glass ceiling: cracked but not broken? evidence from a study of chartered accountants
Kathy Monks,Patricia Barker +1 more
TL;DR: In this paper, the authors present the findings of the second stage of research into the career progression of chartered accountants focusing in particular on the careers experienced by women, and conclude that women face several obstacles which are not experienced by their male counterparts in their careers and that although the ''glass ceiling'' has been broken by some women, it is frequently at substantial cost to their personal lives.
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Seeking Connectivity in Nurses' Work Environments: Advancing Nurse Empowerment Theory
TL;DR: Investigating how staff nurses and their managers exercise power in a hospital setting in order to better understand what fosters or constrains staff nurses' empowerment and to extend nurse empowerment theory indicates that the manager plays a critical role in the work environment and nurses need the manager to share power with them in the provision of safe, quality patient care.
The value of executive heterogeneity in banking: Evidence from appointment announcements
TL;DR: In this paper, the authors measure the expected performance effects linked to executive heterogeneity, and compute changes in the market valuation of banks linked to announcements of executive appointments, showing that executive age, education and prior work experience create shareholder wealth while gender is not linked to measureable value effects.
Stereotypes and Their Consequences for Women as Leaders in Higher Education Administration.
TL;DR: In this paper, the authors present a review of the literature on gender stereotypes and evidence of gender stereotypes, and the persistence of these stereotypes and their effect on women in the workplace.
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The Measurement of Organizational Commitment.
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.