Search results

This paper examines attitudes toward women managers in Chile (n=194) and the USA (n=218) using the women as managers scale (WAMS) and a Spanish version of WAMS developed for this study. Across both cultures, two coherent measures were labeled “acceptance” and “ability”. No cultural differences in the acceptance of women as managers were discovered. The differences in acceptance were divided solely according to sex. There were differences in the perceived ability of women managers for both the sex and culture variables. The paper then compares the impact of the sex and culture variables. Results show that sex explained approximately three times more variance than culture. These findings can inform both the expatriate woman manager who is likely to encounter friction in interactions with males in many cultures and the human resource manager interested in improving the success of women managers working overseas.

The objective of the current study was to determine if stereotypical perceptions of women as managers existed among men and women in two different cultural settings, the U.S. and Chile. Using the Women as Managers Scale (WAMS), 412 participants from the U.S. and Chile responded to questions about their perceptions of women performing managerial roles and tasks. Gender and culture effects were identified at both the multivariate and univariate levels.1 The results showed that male subjects in both cultures had more stereotypical and negative perceptions of women as managers than did female subjects, and the U.S. participants (both male and female) had more positive and less stereotypical perceptions of women as managers than the Chilean participants. Implications for research and practice in cross‐cultural and international management are discussed.

The Peruvian Canon system was designed to collect a percentage of taxed profits from the country's natural resource industries and redistribute these funds into communities that are important to the natural resource extraction process. However, these communities often lack significant basic resources, such as adequate public health facilities and basic medical supplies. The paper aims to discuss these issues.

This analysis focusses on the political and economic factors within Peru's Canon distribution system and proposes public policy strategies that could more effectively ensure natural resource profits reach extraction zone communities.

Policymakers should consider the implementation of policies that require a transparent Canon collection and distribution system. Policies should be developed that mandate an adequate percentage of Canon funds for investment in Peru's public health system.

A significant portion of the available literature on local conditions within natural resource extraction communities and systematic empirical data available are lacking.

This analysis can lead to the development and implementation of public policy that more effectively targets improvements throughout Peru's natural resource communities.

The purpose of this paper is to determine whether or not early, mid, late career stage truck drivers view the safety regulations differently and how drivers’ regulatory attitudes influence their compliance attitudes and intentions.

This survey study is designed to evaluate the differences in truck drivers’ attitudes toward safety regulations across career stages. Moreover, the study applies ordinary least squares path analysis to determine the influence of drivers’ regulatory attitudes on compliance attitudes and intentions.

Results revealed that drivers in early and late career stages harbor different perceptions of the burden safety regulations place on driving operations, the effectiveness of driver-focused safety regulations in maintaining road safety, and the acceptability of certain unsafe acts. Moreover, drivers’ attitudes toward regulations directly and indirectly influenced compliance attitudes and intentions.

The participant sample was taken from employees of four large motor carriers operating refrigerated and dry box trailers over the road in interstate commerce. While the sample is roughly representative of this segment, the authors recommend caution in generalizing the findings across the diverse US trucking industry as a whole.

Findings suggest that motor carrier management should tailor safety and regulatory familiarization training across career stages. Moreover, carriers should provide targeted communication regarding the effectiveness of regulations and impact of regulations on driving operations in order to alleviate drivers’ negative attitudes toward regulations where possible.

This study marks the first application of career stage theory to the motor carrier safety context. This study also provides further evidence as to the efficacy of drivers’ attitudes toward safety regulations in predicting drivers’ compliance attitudes and intentions. A better understanding of these phenomena may lead to improved compliance and safety.

The purpose of this paper is to develop a measurement scale to assess over‐the‐road commercial motor vehicle operators' attitudes toward safety regulations.

A literature review of the current USA motor carrier safety literature and general safety literature is conducted to determine the existence of a construct and measurement scale suitable for assessing truck drivers' attitudes toward regulations. As no existing construct is found, a new construct needs to be developed. A rigorous construct development process is conducted to establish the content domain, reliability, and validity of a new construct to measure truck drivers' regulatory attitudes.

The results of this paper shows a reliable and valid construct to measure truck drivers' perceptions of the general attitude, effectiveness, and enforcement of safety regulations.

This effort is the initial construct development process and use of the construct in theory testing studies is necessary.

The regulatory attitude construct is developed in support of a larger investigation into the behavioral aspects of truck driver safety. The broader study seeks to inform theory and practice as to how the trucking industry's regulatory environment influences truck drivers' safety‐related decisions and behaviors. By identifying the impact of the regulatory environment, safety program managers should be able to direct their educational and training efforts to influence factors that will result in better decisions and safer driving behaviors.

This construct development process marks the first attempt to comprehensively measure truck drivers' attitudes toward safety regulations.

This paper aims to find out what attitudes Economics and Business students have towards sustainability and what they expect from their education in relation to the achievement of economic, social and environmental sustainability. The objective is to find out if the studies of Economics and Business favour the development of pro-sustainability attitudes, taking into account factors such as the gender of the students, the course in which they are enrolled and the economic training received before entering university.

A survey was designed covering ecological, social, cultural, economic and political aspects. The survey was conducted among students of the Bachelor’s Degree in Business Administration and Management and the Bachelor’s Degree in Economics. The authors used discriminant analysis and analysis of variance to test the research hypothesis.

Students are concerned about environmental problems and are aware of the need for action, but there is little consensus on the actions needed to overcome them. Some negationist traits are detected: those who rely more on technology give less importance to environmental problems and to the possibility of a major ecological catastrophe. Girls are more in favour of sustainability than boys, and students who have previously studied economics consider that their training has enabled them to evaluate the resources available and necessary to perform any job more than those who have not studied economics, regardless of their sex and year.

Many articles have focused on the importance of sustainability in higher education, but hardly any have analysed the role of economic education in achieving sustainability. Given the importance and the proven inter-relationship between economics and sustainability, with this article, the authors contribute to fill the gap in the literature. It is necessary that current students and future professionals receive adequate economic education.

To investigate specific barriers that might be hindering Maltese women from achieving a managerial position.

This study is based on research by Cromie. Barriers are classified into two main categories; internal and external barriers. Job‐involvement and work‐based self‐esteem are considered to be internal barriers, whereas attitudes towards women in management are considered to be external barriers. The total population was 200, consisting of male and female middle managers, female and male employees and B. Commerce students.

Results indicate no differences between job involvement and work‐based self‐esteem of male and female managers. On the other hand, both male employees and students seem to hold more stereotypical attitudes towards women in management than their female counterparts.

One of the basic limitations of this study was the sample size since small samples make it difficult to generalize. Further research may focus on two main areas. First, it would be useful to have qualitative research on the work experiences of female managers to further investigate the various factors that have helped and hindered women thorough their career advancement. Secondly, research on corporate climate can be helpful in identifying organizational practices that might be blocking female career prospects. Finally, a study considering how attitudes can be reshaped through the educational system and through the use of the media can also help to reduce gender stereotypes.

This study indicates that women often have to face several attitudinal barriers, which in turn may explain the lack of female participation in managerial occupations. A change in organizational policies can help women to overcome these barriers.

This paper confirms that, as in several countries, Maltese women are facing several barriers, which are hindering their career prospects. It also highlights the important role of organizations in reducing workplace barriers.

The aim of this paper is to examine the narratives of acceptance and resistance to the introduction of corporate environmentalism. Despite recognition that managers and senior executives play a primary role in corporate environmentalism, relatively few researchers have examined how top management supports, accepts, negotiates, disregards, or rejects the implementation of corporate environmentalism within their organization. By considering how members of a top management team reflect on corporate environmentalism the aim is to examine potential identity management conflicts that arise during the implementation of environmentally sustainable initiatives within organizations.

A qualitative approach was adopted to address the research aims. By taking this approach the paper examines the lived experience of the participants as they internalized corporate environmentalism as part of their identity and as part of the organizational identity. Data collection involved 15 semi‐structured interviews with senior executives and board members of a large Australian hospital.

Based on an in‐depth thematic analysis of interview transcripts, it was found that individuals attributed a dominant discourse to corporate environmentalism based on their lived experience of organizational change for sustainability. Six dominant discourses were identified. Three were resistant to corporate environmentalism: the pragmatist, the traditionalist, and the observer; and three were supportive of corporate environmentalism: the technocentrist, holist, and ecopreneur.

The findings demonstrate that although top management operated in and experienced the same organizational context, the narratives and identities they constructed in relation to sustainability varied widely. These findings emphasize the challenges inherent in developing an organizational identity that incorporates sustainability principles and the need for change management strategies to appeal to the diverse values and priorities of organizational managers and executives.

Drawing upon the theory of planned behaviour (TPB), the purpose of this paper is to examine the influence of managers’ attitude and other psychological factors on sustainability reporting (SR). In doing so, this paper aims to respond to calls for the use of previously untried theoretical approaches on the SR literature.

The study uses a survey of top and middle-level managers of listed and non-listed companies in Sri Lanka. Data were analysed using a Partial Least Squares path model.

The findings indicate that managers’ attitude towards SR, belief about stakeholder pressure, and their capacity to control SR behaviour influence their intention to engage in SR and, indirectly, actual corporate SR behaviour (in the context of listed companies). However, whilst managers of non-listed companies exhibit the intention to engage in SR, the lack of a relationship between intention and behaviour suggests that companies face barriers towards SR due to lack of actual control over the SR process. Religion, in the case of non-listed companies, and education, in the case of listed companies, has some degree of influence over managers’ beliefs.

The use of self-reported SR behaviour is a limitation but necessary to maintain anonymity of respondents. The low levels of self-reported SR correspond with past evidence on actual SR in developing countries.

The results show that managers’ psychological factors are important in determining SR behaviour in companies. Specifically, this highlights the possible roles that regulators, professional bodies and companies can play in improving educational and cultural influences towards improving the level of SR.

This is the first study to apply the TPB to understand SR behaviour by integrating psychological factors relating to managers’ belief, attitudes and perceptions.

This paper aims to examine work values among job seekers and how these values differ across experience and gender.

This study asked participants to rate the importance of various intrinsic and extrinsic work values on a five-point Likert scale. Responses were compared for 865 participants.

This study found that individuals differed in their ratings of work values based on experience. Individuals with more experience assigned greater importance to intrinsic job characteristics, while those with less experience assigned greater importance to extrinsic job characteristics. Findings further reveal differences in gender ratings of work values, with females assigning greater importance ratings to both intrinsic and extrinsic job characteristics as compared to males.

Limitations of this study include that it drew its data exclusively from a sample of US respondents. Research investigating populations from other geographic regions within the same study may uncover important cross-national similarities/differences. Moreover, although this study examined experience and gender, it excluded other potentially important factors such as ethnicity. Future research should explore international samples and broaden its focus to include additional factors.

Organizations should be aware of how experience and gender shape work values to impact job choice and retention. They may wish to target their recruitment efforts toward certain groups to ensure alignment between candidates' work values and those of available positions.

This study improves on prior research by examining the dual impact of experience and gender in shaping work values.