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1 – 10 of over 2000The widespread use of communication technologies and social media platforms such as the #ME TOO movement has amplified the importance for business leaders to demonstrate high…
Abstract
Purpose
The widespread use of communication technologies and social media platforms such as the #ME TOO movement has amplified the importance for business leaders to demonstrate high standards of ethical behavior for career success. Although the concept of ethical leadership has been widely investigated, a theoretical framework from a career perspective does not yet exist.
Design/methodology/approach
This study draws from sensemaking theory to argue that career identity salience shapes leaders' communication behavior to influence the extent to which they are perceived to be ethical by subordinates. We test our hypotheses using multisource data with a sample (n = 337) of business managers.
Findings
The results show that career identity salience has positive influence on communication competence, which positively influences ethical leadership. We further find that communication frequency positively moderates the relationship between communication competence and ethical leadership.
Practical implications
The theoretical and practical implications that, motivated by their career identity, career-ambitious leaders can manipulate subordinates' perceptions of their ethical behavior are discussed along with suggestions for future research.
Originality/value
To our knowledge, this is the first research to provide a career perspective on ethical leadership.
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Rowena Ortiz‐Walters, Kimberly‐Ann Eddleston and Kathleen Simione
The purpose of this paper is to examine the effects of gender identity on protégés' satisfaction with mentoring relationships. More specifically, it aims to investigate whether or…
Abstract
Purpose
The purpose of this paper is to examine the effects of gender identity on protégés' satisfaction with mentoring relationships. More specifically, it aims to investigate whether or not a protégé's feminine or masculine identity, by virtue of emphasizing different criteria, roles, and preferences, impacts his or her satisfaction with the performance of a mentor.
Design/methodology/approach
Managers and/or professionals, identified by in‐career MBA students at large universities in the East, completed surveys to assess relationship satisfaction as a mentoring outcome.
Findings
The results of this study indicate that masculine protégés, who strongly identify with their career roles, report being more satisfied with mentors who provide career development support. Conversely, feminine protégés, who measure career success using socio‐emotional‐based criteria, report being more satisfied with mentors who provide psychosocial support.
Research limitations/implications
The study is limited in its generalizability due to the type of sample studied. The sample consisted of managers from a variety of male‐dominated occupations. In addition, since the data were self‐reported on a single survey, common method bias may also be an issue.
Practical implications
Despite limitations, the study implies that assessment of gender identity and related skills can provide organizations with more effective guidance and matching of mentors and protégés to maximize perceived satisfaction on the part of the protégé.
Originality/value
Although many studies have investigated a variety of factors that affect mentoring, few have examined the influence of gender identity on the functioning of these relationships.
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The purpose of this study is to examine how gender role orientation (i.e. masculinity and femininity) and career/family role salience affect individuals’ organizational…
Abstract
Purpose
The purpose of this study is to examine how gender role orientation (i.e. masculinity and femininity) and career/family role salience affect individuals’ organizational identification (OID) and intention to leave. Alternative models were developed to specify different relationships among the study variables.
Design/methodology/approach
Data were collected via a questionnaire survey of 362 employees from three large companies in China. Structural equation modeling was used to evaluate alternative models and test the hypotheses.
Findings
This paper found that masculinity was positively related to career role salience, whereas femininity was positively related to family role salience. Career role salience, but not family role salience, was positively related to OID, which in turn was negatively related to intention to leave. A positive relationship was also found between femininity and OID, as well as between family role salience and intention to leave.
Research limitations/implications
The cross-sectional nature of the data of this study precludes any definitive inferences about causality and directionality. The use of self-report measures also invites the potential threat of common method variance. The generalizability of results has been restricted, given that the respondents were drawn from three large companies.
Practical implications
Organizations may provide more resources and support for their employees so as to increase their career role salience, which in turn enhances their level of OID. For employees who are high in femininity, employers may offer family-friendly programs to help them address resource drain from family to work, and hence to retain them.
Originality/value
This study provided evidence for the linkage between gender role orientation with career/family role salience. It also revealed the impacts of career/family role salience on OID and intention to leave. Some gender differences in this regard were highlighted.
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Elizabeth Hamilton Volpe and Wendy Marcinkus Murphy
The purpose of this paper is to address the idea of “opting out” for married professional women by presenting a conceptual investigation into the impact that a woman's identity…
Abstract
Purpose
The purpose of this paper is to address the idea of “opting out” for married professional women by presenting a conceptual investigation into the impact that a woman's identity and social networks have in shaping her decisions surrounding career exit. A model is developed and intended to help researchers in this area move beyond existing frameworks when attempting to explain and predict women's career exit.
Design/methodology/approach
Research from the identity, social networks, turnover, and careers literatures was analyzed and integrated to put forth a new theoretical lens, represented by the conceptual model developed in this paper, that helps to explain married professional women's career exit.
Findings
Development of the model reveals a complex, reciprocal relationship between a woman's identity and her social network and depicts how these factors act in concert to shape women's decisions regarding career exit or “opting out.” This model also highlights the importance of structural constraints shaping a woman's social network, moderators impacting the relationship between a woman's identity and career exit behaviors, and outcomes of career exit.
Originality/value
Although identity is a fundamental element of career development and relationships with others serve as an origin of self and source of self‐understanding, the integration of these perspectives has been conspicuously absent from research on women's career exit. Examining the convergence of identity and social networks and the reciprocal relationship these constructs have on career phenomena advances our knowledge of why married professional women choose to “opt out” or exit their careers.
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Fabian Jintae Froese, Azusa Hitotsuyanagi-Hansel and Alara Cansu Yaman
Gender inequality in employment, pay and leadership positions continue to be a major issue around the world, particularly in many Asian countries such as Japan. To understand the…
Abstract
Gender inequality in employment, pay and leadership positions continue to be a major issue around the world, particularly in many Asian countries such as Japan. To understand the root causes of such inequality better and to synthesize recommendations on what employers can do to integrate, develop, and retain women in the workforce better, we conducted a literature review and interviewed female workers, including managers. We provide new insights by conceptualizing the relationship between women and work from an identity perspective. Our findings from interviews revealed striking differences in the identities, work attitudes and career goals of highly qualified Japanese women. We classified the identities of women into four groups: the Careerist, the Conflicted, the Functionalist and the Caregiver. To better attract, motivate and retain women, employers may provide individualized human resource management practices that meet the demands of the different types of career women.
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Chang-qin Lu, Jing-Jing Lu, Dan-yang Du and Paula Brough
The purpose of this paper is to investigate the crossover effects of one partner’s work-family conflict (WFC) on the other partner’s family satisfaction, physical well-being, and…
Abstract
Purpose
The purpose of this paper is to investigate the crossover effects of one partner’s work-family conflict (WFC) on the other partner’s family satisfaction, physical well-being, and mental well-being. The study tests the moderating effect of the opposite partner’s family identity salience within the crossover process in a Chinese context.
Design/methodology/approach
A self-administered questionnaire was used to collect matched data from 212 Chinese dual-earner couples. Hierarchical multiple regression analysis was employed to test the research hypotheses.
Findings
The results showed that there were significantly negative crossover effects of husbands’ WFC on their wives’ family satisfaction, physical well-being, and mental well-being, and vice versa. The authors found that the wives’ family identity salience mitigated the crossover effects of the husbands’ WFC, but the husbands’ family identity did not moderate the crossover effect of the wives’ WFC.
Originality/value
This is the first study to investigate the crossover effects of WFC among dual-earner couples in China. Further, the study integrated family identity salience into the WFC crossover process between couples from the receiver’s view and provided evidence that partners differed in the ways they dealt with each other’s stress. This research advances scholarly discussions of the psychological crossover process and fills a key gap of considering complex role variables as moderators within this crossover process.
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Ellen Ernst Kossek, Brenda A. Lautsch, Matthew B. Perrigino, Jeffrey H. Greenhaus and Tarani J. Merriweather
Work-life flexibility policies (e.g., flextime, telework, part-time, right-to-disconnect, and leaves) are increasingly important to employers as productivity and well-being…
Abstract
Work-life flexibility policies (e.g., flextime, telework, part-time, right-to-disconnect, and leaves) are increasingly important to employers as productivity and well-being strategies. However, policies have not lived up to their potential. In this chapter, the authors argue for increased research attention to implementation and work-life intersectionality considerations influencing effectiveness. Drawing on a typology that conceptualizes flexibility policies as offering employees control across five dimensions of the work role boundary (temporal, spatial, size, permeability, and continuity), the authors develop a model identifying the multilevel moderators and mechanisms of boundary control shaping relationships between using flexibility and work and home performance. Next, the authors review this model with an intersectional lens. The authors direct scholars’ attention to growing workforce diversity and increased variation in flexibility policy experiences, particularly for individuals with higher work-life intersectionality, which is defined as having multiple intersecting identities (e.g., gender, caregiving, and race), that are stigmatized, and link to having less access to and/or benefits from societal resources to support managing the work-life interface in a social context. Such an intersectional focus would address the important need to shift work-life and flexibility research from variable to person-centered approaches. The authors identify six research considerations on work-life intersectionality in order to illuminate how traditionally assumed work-life relationships need to be revisited to address growing variation in: access, needs, and preferences for work-life flexibility; work and nonwork experiences; and benefits from using flexibility policies. The authors hope that this chapter will spur a conversation on how the work-life interface and flexibility policy processes and outcomes may increasingly differ for individuals with higher work-life intersectionality compared to those with lower work-life intersectionality in the context of organizational and social systems that may perpetuate growing work-life and job inequality.
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Bernard McKenna, Martie-Louise Verreynne and Neal Waddell
Unequal workplace gender outcomes continue to motivate research. Using the prism of work-life-(im)balance, the purpose of this paper is to show how identity salience and…
Abstract
Purpose
Unequal workplace gender outcomes continue to motivate research. Using the prism of work-life-(im)balance, the purpose of this paper is to show how identity salience and motivation contribute to a subject position that for many reproduces socially gendered practices of workplaces.
Design/methodology/approach
After initial inductive computer-assisted text analysis, the authors innovatively move to deductively analyse data from focus group and semi-structured interviews of 18 female and 19 male Australian managers in the financial and government sectors.
Findings
The authors find that a gendered sense of reflexivity is virtually non-existent among the female Australian managers and professionals interviewed in this research. The inductive stage of critical discourse analysis revealed a substantial difference between men and women in two concepts, responsibility, and choice. These form the axes of the typological model to better explain how non-reflexive gendered workplace practices are “performed”.
Practical implications
This empirical research provides a foundation for understanding the role of choice and responsibility in work-home patterns for women.
Social implications
The absence of a reflexive gender-based understanding of women’s work-home choice is explained in Bourdieusian terms.
Originality/value
By not specifically using a gender lens, the authors have avoided the stereotypical understanding of gendered workplaces.
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Raymond Nam Cam Trau and Charmine E.J. Härtel
Most of the research on career development of sexual minorities focuses on lesbians. Gay men, on the other hand, have received little attention in the literature as it is assumed…
Abstract
Most of the research on career development of sexual minorities focuses on lesbians. Gay men, on the other hand, have received little attention in the literature as it is assumed that they face fewer difficulties in career development because they are men. This paper redresses this gap by presenting an analysis of the impact of sexual identity on the career development of gay men, drawing on both a literature review of the literature on sexual identity, gay organizational studies and career development and the results of a recent interview study. In accord with other literature, the study demonstrates that gay men, like other sexual minorities, are confronted with a conflict between personal and career needs, and have to deal with society's expectations and intolerance towards homosexuality. Suggestions are given for research that will lead to a deeper understanding of the career decisions and attitudes of gay men.
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This paper aims to investigate changes in psychological well‐being over time for individuals who experienced a career disruption in the form of a company closing, and to examine…
Abstract
Purpose
This paper aims to investigate changes in psychological well‐being over time for individuals who experienced a career disruption in the form of a company closing, and to examine the relationships between employability, well‐being, and job satisfaction. It seeks to expand on previous work of job loss relative to the long‐term impact of the experience and on Fugate et al.'s psycho‐social conceptualization of employability.
Design/methodology/approach
Data were collected at the time of job loss (T1) and six years later (T2). The 73 respondents at T2 represent a stratified random sample of the T1 respondents. Hypotheses were tested with paired sample t‐tests and hierarchical multiple regression.
Findings
Results indicate that the negative psychological impact of job loss diminishes over time. Additionally, employability predicted well‐being and job satisfaction.
Practical implications
The results of the study provide guidance for the design and administration of outplacement and related programs that focus on increasing employability and psychological well‐being, and suggest ways that individuals can shield themselves from the negative consequences associated with a job loss.
Social implications
The results have policy implications for the design of government funded outplacement and retraining programs.
Originality/value
The paper is the first to examine job loss over a six‐year period of time, and the first to examine the impact of employability attributes on multiple indicators of well‐being and on job satisfaction in the job loss context.
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