Open AccessJournal Article
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
Citations
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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.
References
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Journal ArticleDOI
Enactors of horizontal violence: The pathological bully, the self-justified bully and the unprofessional co-worker.
TL;DR: Findings support previous research suggesting nurses do not recognize aggressive behaviours when they witness or experience them and do not have a name for those who enact these behaviours, and introduce an alternative approach to addressing the phenomenon.
Journal Article
Empowering Employees: A Portuguese Adaptation of the Conditions of Work Effectiveness Questionnaire (CWEQ-II)
Alejandro Orgambídez-Ramos,Gabriela Gonçalves,Joana Vieira dos Santos,Yolanda Borrego-Alés,María Isabel Mendoza-Sierra +4 more
TL;DR: In this article, the conditions for work effectiveness questionnaire (CWEQ-II) was adapted and translated into Portuguese, whose psychometric properties were examined using a sample of 282 Portuguese university employees, teachers and services staff.
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What Determines Demographic Similarity Between Incumbent CEOs and Their Successors? A CEO Informal Power Perspective
TL;DR: In this paper, the authors suggest that as CEOs reach the end of their tenure, they attempt to influence the decision about who will replace them in order to safeguard what they have put in place.
Dissertation
Glass networks : the network structure of women directors on corporate boards : a thesis presented in partial fulfilment of the requirements for the degree of Doctor of Business and Administration at Massey University, Palmerston North, New Zealand
TL;DR: This gender ratio has remained static except where affirmative action is applied, which means that only 5-20% of directors of substantial corporations are women.
Dissertation
Lived experiences of women leaders regarding their spiritual intelligence and its use in higher educational leadership settings in Malaysia
TL;DR: In this paper, a qualitative and existential phenomenological study was conducted to understand the experience of women academic leaders concerning their spiritual intelligence and its use within the higher educational institutions leadership, which revealed four approaches of integrating spiritual intelligence into leadership practices which include creating sense of meaning and purpose within people, empowering employees, viewing things in larger patterns and understand its relationships and connections by being holistic and cultivating and demonstrate values as part of the organisational culture.