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Article
Publication date: 13 February 2007

Cherlyn Skromme Granrose

This paper seeks to review gender differences in career goals and career tactics of men and women in the People's Republic of China (PRC).

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Abstract

Purpose

This paper seeks to review gender differences in career goals and career tactics of men and women in the People's Republic of China (PRC).

Design/methodology/approach

Survey results were used to identify empirical differences in career beliefs of 233 managers employed in 16 organizations in the PRC.

Findings

Women and men were equally likely to value achievement, contributing to the family, and collectivism as career goals and to use loyalty to superiors, and networking as career tactics. Women were more likely than men to try to learn more and to want to get more education as career tactics.

Research limitations/implications

The non‐random sample that does not include every province in the PRC and the low scale internal consistency limit these findings.

Practical implications

Gender discrimination based on beliefs that women will be less loyal or ambitious are not justified by these results.

Originality/value

These results challenge stereotypes about Chinese women and provide information rarely examined.

Details

Career Development International, vol. 12 no. 1
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 1 February 2006

Cherlyn Skromme Granrose and Patricia A. Baccili

To examine the existence of career psychological contracts and consequences of perceived violations for traditional, protean and boundaryless career psychological contracts in one…

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Abstract

Purpose

To examine the existence of career psychological contracts and consequences of perceived violations for traditional, protean and boundaryless career psychological contracts in one sample of aerospace employees.

Design/methodology/approach

Structured questionnaires were used to collect data. Regression analysis was used to test hypotheses.

Findings

Most employees consider traditional career goals like job security and upward mobility important, but believed the organization failed to meet these perceived obligations. Perceived violations of psychological contract obligations for job security and training reduced organizational commitment, and violations of perceived upward mobility opportunity obligations were related to intentions to leave. Employees' commitment to managers moderated the effect of low levels of organizational career contract violations, but had no effect on intentions to leave if managers violated psychological career contracts or if the organization had a high level of perceived career psychological contract violations.

Originality/value

Organizations could benefit from providing more training in career support for managers and scholars should examine organizational and managerial psychological contracts as separate constructs.

Details

Career Development International, vol. 11 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

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