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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.

Measures of personality and organizational climate were subjected to three different analytical methods that extract patterns from data: Discriminant, Classification and Regression Trees, and neural network classification analysis. Risk, openness, rewards, and neuroticism (rather than conscientiousness) emerged as key variables in differentiating among three similar work groups. Results of the analyses support the central hypothesis of ASA theory of greater variance in personality across compared to within organizations and an interactionist paradigm between person and environment. Implications for ASA theory and for personnel selection are discussed.

The article focuses upon the concept of self‐service within the service sector. The nature and growth, as well as the present and potential use of self‐service are analysed and explored. Starting with the service industry, several common classification and evaluation schemes are reviewed. Recent contributions to the understanding of the self‐service industry are next discussed. A model of the self‐service sector is proposed which incorporates attributes drawn from three major sectors: the consumer, the organisation, and the environment. Examples and hypotheses to be explored are included.

A review is made of several efforts to describe the instructional emphasis and curricular content of courses relating to theory in educational administration. A summary is then provided of the evolution and eventual discontinuance of one approach to the teaching of theory which has previously been cited in the literature. Finally, a course format initiated as a replacement for the aforementioned instructional approach is described, and the content of the new course is discussed in some detail. A thesis of the article is that by making explicit what is taught concerning theory in educational administration it is thereby possible to provide a greater impetus for an increased theoretical orientation within the discipline.

The empirical literature on charismatic or transformational leadership demonstrates that such leadership has profound effects on followers. However, while several versions of charismatic leadership theory predict such effects, none of them explains the process by which these effects are achieved. In this paper we seek to advance leadership theory by addressing this fundamental problem. We offer a self-concept based motivational theory to explain the process by which charismatic leader behaviors cause profound transformational effects on followers. The theory presents the argument that charismatic leadership has its effects by strongly engaging followers’ self-concepts in the interest of the mission articulated by the leader. We derive from this theory testable propositions about (a) the behavior of charismatic leaders and their effects on followers, (b) the role of followers’ values and orientations in the charismatic relationship, and (c) some of the organizational conditions that favor the emergence and effectiveness of charismatic leaders.

The increasing prevalence and availability of big data represent a potentially revolutionary development for human resource management (HRM) scholars. Despite this, the current literature provides eclectic and often contradictory guidance for scholars attempting to conceptualize big data and subsequently incorporate it into relevant theoretical frameworks. The authors attempt to bridge this gap by discussing key considerations relevant to understanding and integrating big data into the existing theoretical landscape. Building on a novel, integrative definition of big data, the authors propose a parsimonious theoretical framework utilizing the established dimensions of complexity and dynamism as meta-attributes to bring order to the various attributes that have been proposed as central to defining big data (e.g., volume, variety, velocity, and variability). Throughout, the authors highlight numerous theoretical and empirical opportunities and considerations that this perspective holds for future HRM scholarship.

In developing countries like India, changing economic and social condition necessitated working of women irrespective of their religion, class or social status. But at the same time, it raised number of related issues like managing for family adjustment, working environment, etc. The purpose of this paper is to study gender issues like gender stereotype, gender discrimination and sexual harassment in the context of Indian environment.

A structured questionnaire was developed to collect primary data from 500 firms in India. The data collected through questionnaire was coded and tabulated keeping in context with the objective of the study and was analysed by calculating frequencies, factor analysis and one way analysis of variance.

Results elucidate seven job-related factors (infrastructure, HR functions, organisational climate, legal pursuit, empowerment, training and development and ethical concerns) and two individual factors (interpersonal and mindset) that are considered essential for women employees in Indian organisations. Analysis indicates that though age and level of management has no significant effect on these factors but male and female respondents differ significantly on their opinion regarding these issues.

The respondents in present study have been taken mainly from service sector, manufacturing sector and education sector, thus the study looks at only organised sector. The research work suffers from the usual limitations of survey research method.

With women becoming an integral part of the workforce, managers must examine their reliance on stereotypical views concerning women. Gender is a socio-cultural phenomenon and organisations are a key aspect of a given culture. Organisational analysis needs to take into account the relationship between gender, gender stereotypes and organisational life.

The paper studies gender issues of gender stereotype, gender discrimination and sexual harassment on a pan India basis covering various sectors and contribute to the subject from Indian perspective.