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A key obstacle to women’s advancement to managerial roles and leadership positions is the stereotype of the “good” manager, which is characterized by masculine traits. Although this gendered managerial stereotype has been very persistent over the past decades, Powell et al. (2021) recently showed that business students in the USA reported a decreased preference for masculine leadership traits and an increased preference for feminine leadership traits, resulting in a so-called “androgynous” manager profile that contains both masculine and feminine characteristics. This study aims to replicate Powell et al.’s (2021) findings among an older sample of working adults in The Netherlands.

The present study tests for changes in the managerial stereotype in a sample of 5,542 Dutch employees across 2005, 2010 and 2020.

In line with Powell et al. (2021), the results confirm employees’ decreased preference for masculine and increased preference for feminine leadership traits in 2020 compared to 2005. Nevertheless, Dutch employees still favored masculine over feminine leadership traits in 2020, contrary to the findings by Powell et al. (2021).

These observed changes in the managerial stereotype could prove to be an important step forward for women’s advancement to management and leadership positions.

With the present study, the authors demonstrate cross-cultural generalizability and conclude that the stereotype of a “good manager” is not only changing among US business students but also among working adults in The Netherlands. Overall, this study strengthens the observation that the stereotype of a “good manager” is becoming less gendered.

The purpose of this paper aims to investigate the relationship between the audit firm's ethical climate and workplace bullying perceived by trainee auditors in Chinese audit firms.

An Ethical Climate Questionnaire and a Negative Acts Questionnaire are adapted from the existing organization studies and business ethics literature to fit in the audit firm context and are administered in a survey on 205 trainee auditors with a four-month long work placement in audit firms. SPSS is used in statistical analyses and tests.

This study confirms that some but not all types of organizational ethical climate significantly affect the perceived workplace bullying in audit firms. The results of testing for the relations between workplace bullying and ethical climate after breaking down workplace bullying into the work-related and person-related bullying sub-categories provide some different conclusions. Besides the impacts of the ethical climate on workplace bullying, this paper also finds out that trainee auditor's gender, the leader–subordinate gender difference, firm size and audit engagement team size are more likely to affect the perception of one or more of the bullying categories in audit firms.

This study implies some guidance for the audit firms to establish healthy ethical climates that can help them to recruit, train and retain young skilled auditing professionals.

The findings of this study imply that a healthy ethical climate can help develop the audit profession and markets by deterring workplace bullying in audit firms.

This paper extends the organizational studies on the impact of the audit firm's organizational ethical climate on workplace bullying in the auditing profession. It also extends the gender roles in organization studies by stratifying the levels of workplace harassment.

This study aims to examine the underlying statements with regard to strategic directions and action programmes on tourism found in the state-of-the-nation address (SONA) speeches of six Philippine presidents – from 1987 to 2019. The researchers believe that president SONAs are usually reflective of their plans and are strong indicators of their interest, which could particularly influence the Philippine tourism planning and development. Currently, the lack of guidance in the theoretical framework and research discussion in exploring the Philippine tourism policy and development priorities using presidents’ SONA speeches are found wanting. Scenario planning approach was used as a framework.

Scenario planning approach requires inputs from an advisory group to create scenario drivers. As inputs, the presidents’ SONA speeches were used in this study while the researchers assumed the role of scenario thinkers. The speeches were downloaded and imported into a qualitative data software. Through a series of text search with regard to strategic directions and action programmes on tourism, underlying statements were subjected to content analysis to create nodes. The nodes were used as the basis in creating scenario drivers, which became the basis in creating the model. The models underwent the following validation procedures: researcher, concept and literature review.

Based on the data, there are three identified major drivers of the present and future of Philippine tourism; these are tourism policy, tourism development and prospects for the future (temporal element). It also indicates tourism development and temporal element as dominant, with very few on tourism policies. By combining the tourism policy and tourism development, the development of the tourism policy and development confluence model was created. Meanwhile, the addition of the temporal element provided a third scenario driver that led to the creation of the dimensions of tourism policy and development scenarios.

The developed model can be adapted to many contexts that extend even outside of tourism. The public tourism offices, such as the department of tourism and the regional, provincial, city and municipal tourism offices, can use the model to help them prioritise tourism development programmes and lobby for tourism policy creation.

The model will significantly assist decision-makers and policymakers to be conscious in crafting and enacting their tourism plans and programmes. It presents tourism policy and tourism development as scenario drivers that are interrelated; hence, a mutual relationship between the executive and legislative sectors of the government can be expected.

The study positions its originality and value in three areas: scenario planning, tourism future and president’s interest in tourism. In terms of scenario planning, the study was able to present interaction among three scenario drivers compared to most models that only have two. In the area of tourism future studies, this study claims that qualitative historical data can also be used to predict future scenarios. Despite the limited literature examining the tourism interest of the top-level administration, using speeches made by head of state is found plausible to predict the future of Philippine tourism.

Since its inception, helping behavior has been viewed as a cooperative and affiliative behavior with prudent employee involvement. The paradox of employee involvement, however, implies that helping behavior can be intrusive and obstructive. The primary purpose of this article is to conceptualize helicopter helping as an intrusive and obstructive type of discretionary workplace behavior. In addition, the authors discuss possible antecedents and consequences of helicopter helping.

To conceptualize helicopter helping, the authors utilized the ABI/INFORM Global, Academic Search Complete, Business Source Complete, PsycARTICLES and JSTOR Archive Collection databases focusing on the helping behavior and helicopter parenting research. In particular, the authors applied the hovering nature of helicopter parenting to the conceptualization of helicopter helping exhibited by an employee in the organization. Additionally, the authors discuss antecedents and consequences of helicopter helping by integrating the bright and dark side of helping behavior research.

The authors conceptualize helicopter helping as an employee's excessive involvement in and interference with coworkers' task environment. Based upon the conceptualization of helicopter helping, the authors further propose that the need for achievement, Type-A personality, group rewards, high-performance group norms, a hierarchy organizational culture and strong social ties are possible antecedents of helicopter helping. Furthermore, the authors suggest that helicopter helping can result in reduced organization-based self-esteem, general self-efficacy, group creativity and innovation, quality of social-exchange relationships, learning and development and increased organizational vulnerability.

This article is one of the few studies exploring helping behavior from an intrusive and invasive perspective. Theoretically, the authors advance the dark side of helping behavior literature. Drawing upon the propositions, the authors offer some managerial recommendations that help managers mitigate the intrusive and obstructive type of helping in the organization.