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Tests the prediction that there will be sex differences in how middle managers perceive promotion requirements, and that such differences will be influenced by societal expectations of gender appropriateness, in which women are expected to display communal (nurturing, interpersonally sensitive) and men agentic (independent, assertive and ambitious) qualities and behaviour. Results from 351 male and 156 female managers indicated that sex does not strongly influence the belief that every manager receives the same opportunities for advancement. However, there were sex differences in the reasons given for unequal career advancement, personal career progress, achievement of the last promotion received, and why a future promotion may not occur. Additionally, although male and female managers have similar aspirations to obtain a senior management position, women are less likely to expect a promotion. The results partially support the predictions of social‐role theory.

The paper seeks to provide perspectives on the job search expectations and job seeking strategies of Australian graduates, including their perceptions of University Careers Centres (UCCs).

A total of 45 new graduates and representatives of five UCCs were interviewed.

Both Australian graduates and UCCs are aware of the misalignment between graduates' high expectations and job search realities, but currently do little to proactively redress it. The study also found major inconsistencies between the viewpoints of graduates and UCCs regarding the usefulness of UCCs, as not only did most graduates not use these services, they were often completely unaware of them. This suggests that many graduates find employment based on learning through adversity and persistence rather than good career management.

The research interviewed a small number of new graduates across many disciplines. Focussed interviews from more students in specific discipline areas would be useful.

UCCs should develop strategies for engaging students in the career seeking process early in their studies, and promote the availability and utility of their services. In addition, strategies should be developed to increase students' awareness of the realities of job and career seeking, and to develop their resilience in this area.

The paper increases understanding of student experiences when job seeking, which can be used by universities and UCCs to better prepare students for, and support students during, this process.

The purpose of this paper is to examine the relationship between CEO business education and firm financial performance.

An analysis of the relationship between three‐year and five‐year shareholder return as measured by dividend and change in share price and CEO educational qualification was performed.

No relationship was found between CEO MBA, business, or other qualification and firm financial performance.

More research, particularly in the form of multinational longitudinal studies, should be undertaken on the relationship between CEO business and other qualifications and objective outcomes. A limitation of this study is that it was undertaken in one country and measured only firm financial performance.

It is possible that business education has been over‐emphasized as a prerequisite to successful management practice. It is also possible that the kind of management education that students have received is no longer appropriate to leadership at CEO level.

Although many have blamed the GFC on business schools, there has been no examination of the relationship between CEO qualifications and firm financial performance in Australia, and little elsewhere. This study therefore fills a research gap.

This paper aims to be a response to the “Call for Papers” on challenges for the practice of, and new modes of questioning and delivery in, business education. The authors seek to do this through an investigation of the disadvantages and benefits associated with the move towards using online technologies in an on‐campus undergraduate first year management subject.

The authors conducted a survey of 362 first year students undertaking a blended learning course in management.

Students prefer interactive tutorials over lectures or online material they can access themselves as needed. They also mainly access the online material they believe will be most useful in achieving higher grades, and prefer online material that is related to assessment outcomes, rather than that designed for greater understanding.

The findings suggest that the community of inquiry framework, although designed to evaluate online learning, can also be used to frame the comparative utility of online and other teaching strategies. The paper also explores issues related to the Technology Acceptance Model's prediction that ease of use of online learning resources is important, and finds that many students are restricted by the cost of downloading and printing online learning material in university libraries and laboratories.

The research focuses upon first year management students, and transition implications of the findings are discussed.

This paper aims to assist researchers considering the benefits and constraints of re‐using previously collected data (sourced from media in the public domain) as the sample for a grounded theory qualitative research inquiry.

The paper identifies what were perceived by the researchers as methodological challenges, encountered in the context of a study using grounded theory methodology. The seven areas included: the re‐use of qualitative data, forming the research question, developing the research approach, refining the methodology, ensuring data quality, maintaining methodological integrity, and developing ethical boundaries. It outlines the process of working through these challenges and explains the solutions adopted throughout the course of the research project.

The findings from this study indicate that while re‐using data can be perceived as a constraint in qualitative research, what is not adequately taken into consideration is the actual quality of the archival material that forms the body of collected data. The researchers also illustrate the benefits of using rich archival material in the context of a single research project and caution that the re‐use of previously collected data is not a soft option, nor does it offer a fast track to completion.

Solutions to challenges described in the article may not be immediately applicable to other research contexts or archives of data.

Researchers can adopt approaches similar to those outlined in the paper to assess the applicability of archives of previously‐collected qualitative data as the sample for complementary or supplementary research.

The paper presents solutions to seven commonly perceived challenges to the re‐use of previously collected data as the sample for qualitative research.

Drawing on the challenge–hindrance stressor framework and the “too-much-of-a-good-thing” principle, this study examined the curvilinear effects of two emic social challenge stressors (guanxi beliefs and participative decision-making (PDM)) and the moderating effect of an etic social hindrance stressor (perceived organizational politics) on Hong Kong and United States nurses’ job satisfaction.

A quantitative survey method was implemented, with the data provided by 355 Hong Kong nurses and 116 United States nurses. Structural equation modeling was used to examine the degree of measurement equivalence across Hong Kong and US nurses. The proposed model and the research questions were tested using nonlinear structural equation modeling analyses.

The results show that while guanxi beliefs only showed an inverted U-shaped relation on Hong Kong nurses’ job satisfaction, PDM had an inverted U-shaped relation with both Hong Kong and United States nurses’ job satisfaction. The authors also found that Hong Kong nurses experienced the highest job satisfaction when their guanxi beliefs and perceived organization politics were both high.

The results add to the comprehension of the nuances of the often-held assumption of linearity in organizational sciences and support the speculation of social stressors-outcomes linkages.

Managers need to recognize that while the nurturing and development of effective relationships with employees via social interaction are important, managers also need to be aware that too much guanxi and PDM may lead employees to feel overwhelmed with expectations of reciprocity and reconciliation to such an extent that they suffer adverse outcomes and become dissatisfied with their jobs.

First, the authors found that influences of guanxi beliefs and PDM are not purely linear and that previous research may have neglected the curvilinear nature of their influences on job satisfaction. Second, the authors echo researchers’ call to consider an organization’s political context to fully understand employees’ attitudes and reactions toward social interactions at work. Third, the authors examine boundary conditions of curvilinear relationships to understand the delicate dynamics.