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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 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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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.
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Gender stereotypes stem from the distribution of women and men into social roles
TL;DR: According to stereotypic beliefs about the sexes, women are more communal (selfless and concerned with others) and less agentic (self-assertive and motivated to master) than men.
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The Gender and Ethnic Diversity of US Boards and Board Committees and Firm Financial Performance
TL;DR: In this paper, the authors examined the business case for the inclusion of women and ethnic minority directors on the board and found no significant relationship between the gender or ethnic diversity of the board, or important board committees, and financial performance for a sample of major US corporations.
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Self-definition of women experiencing a nontraditional graduate fellowship program†
TL;DR: This article examined the self-definition of 8 women graduate students who participated in a GK-12 program at a major research university and contributed to higher education's understanding of the terrain women graduate student in the STEM areas must navigate as they participate in programs that are thought to be more conducive to their modes of selfdefinition while they continue to seek to be successful in the historically Eurocentric, masculine STEM fields.
Managerial Careers in the IT Industry: Women in China and in Finland
Abstract: Jiehua Huang Managerial Careers in the IT Industry: Women in China and in Finland Lappeenranta 2009 166 pages, 4 figures, 12 tables, 8 appendices Acta Universitatis Lappeenrantaensis 344 Diss. Lappeenranta University of Technology ISBN 978-952-214-768-4, ISBN 978-952-214-769-1 (PDF), ISSN 1456-4491 This research focuses on the career experiences of women managers in the IT industry in China and Finland, two countries with different cultures, policies, size of population, and social and economic structures regarding work-life support and equal opportunities. The object of this research is to present a cross-cultural comparison of women’s career experiences and how women themselves understand and account for their careers. The study explores how the macro and the micro levels of cultural and social processes become manifested in the lives of individual women. The main argument in this thesis is that culture plays a crucial role in making sense of women’s career experiences, although its role should be understood through its interrelationship with other social processes, e.g., institutional relations, social policies, industrial structures and organizations, as well as globalization. The interrelationship of a series of cultural and social processes affects individuals’ attitudes to, and arrangement and organization of, their work and family lives. This thesis consists of two parts. The first part introduces the research topic and discusses the overall results. The second part comprises five research papers. The main research question of the study is: How do cultural and social processes affect the experiences of women managers? Quantitative and qualitative research methods, which include in-depth interviews, Q-methodology, interpretive analysis, and questionnaires, are used in the study. The main theoretical background is culturally sensitive career theory and the theory of individual differences. The results of this study are viewed through a feminist lens. The research methodology applied allows new explorations on how demographic factors, work experiences, lifestyle issues, and organizational cultures can jointly affect women’s managerial careers. The sample group used in the research is 42 women managers working in IT companies in China (21) and Finland (21). The results of the study illustrate the impact of history, tradition, culture, institutional relations, social politics, industry and organizations, and globalization on the careers of women managers. It is claimed that the role of culture – cultural norms within nations and organizations – is of great importance in the relationship of gender and work. Women’s managerial careers are affected by multiple factors (personal, social and cultural) reflecting national and inter-individual differences. The results of the study contribute to research on careers, adding particularly to the literature on gender, work and culture, and offering a complex and holistic perspective for a richer understanding of pluralism and global diversity. The results of the study indicate how old and new career perspectives are evidenced in women managers in the IT industry. The research further contributes to an understanding of women’s managerial careers from a cross-culture perspective. In addition, the study contributes to the literature on culture and extends understanding of Hofstede’s work. Further, most traditional career theories do not perceive the importance of culture in determining an individual’s career experience and this study richens understanding of women managers’ careers and has considerable implications for international human resource management. The results of this study emphasize the need, when discussing women managers’ careers, to understand the ways by which gendering is produced rather than merely examining gender differences. It is argued that the meaning of self-knowledge is critical. Further, the environment where the careers under study develop differs greatly; China and Finland are very different – culturally, historically and socially. The findings of this study should, therefore, be understood as a holistic, specific, and contextually-bound.
Clearing for Action : Leadership as a Relational Phenomenon
TL;DR: Although leadership is deemed to matter, scholars seldom pay attention to the phenomenon itself, as it is happening as mentioned in this paper, but there is a lack of vocabulary for expressing what happens in leadership.
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(Dis)trust in Software Projects: a Thrice Told Tale: On Dynamic Relationships between Software Engineers, IT Project Managers, and Customers
TL;DR: In this article, the authors analyze how the trust in software projects is understood, perceived and exercised by the key organizational actors involved according to their research, there are three major groups of actors in software development: managers, clients, and software engineers These roles play an important defining function in IT reality.
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Effects of leader sex, subordinate sex, and subordinate performance on the use of influence strategies
TL;DR: In this paper, the effects of leader sex, subordinate sex, and subordinate performance on leaders' use of influence strategies were examined in role-playing situations with 42 male and 42 female engineering undergraduates.