Search results

This study aims to explore the reasons why women are leaving the workplace. Are they opting out of the workforce to stay at home with their children as current media reports suggest, or are the reasons more complex as the Kaleidoscope Career Model (KCM) suggests? A second objective is to examine whether or not women's primary career motives change over time as predicted by the KCM. Lastly, the potential barriers or boundaries faced by women pursuing boundaryless careers will be identified.

A survey was sent to 2,000 randomly selected women graduates of an international business school located in the USA. The response rate was 25 percent, or 497 women.

The results revealed that 47 percent of the women surveyed had stopped working at some point in their career. Numerous reasons were cited for leaving. Only 35 percent of the women who stopped working cited rearing children as their sole reason for opting out. Sixty‐two percent of the women reported that their career focus had changed. In line with the KCM predictions, mid‐career women were most interested in finding balance in their lives and the desire for authenticity increased across the lifespan. Finally, 70 percent of the women who left eventually returned to work, debunking the myth that women opt out and do not return to the workforce. Our findings show that there are barriers that make it difficult to move across organizations, especially if time is taken off between jobs.

All of the respondents in this study have a graduate degree in international business; thus, the results may have limited generalizability to other populations. Nonetheless, this study provides valuable data that helps us to better understand the complexities of women's career paths.

This study makes contributions to two different areas of career theory. First, it provides one of the first empirical tests of the KCM. In addition to showing that women are leaving companies for more complex reasons than for family reasons alone, it also shows that women's primary career motives shift over time in the manner predicted by the KCM. Second, the study contributes to the literature on boundaryless careers by showing that there are in fact barriers or boundaries faced by women attempting to pursue careers across organizations.

This article gives an in‐depth examination of the Securities and Exchange Commission's new Regulation S‐P. This rule implements the privacy requirements of last year's financial modernization legislation, better known as the Gramm‐Leach‐Bliley Financial Services Modernization Act. That legislation contains a Title designed to protect the financial privacy of consumers. Regulation S‐P is the SEC's Implementation of that provision. The authors walk the reader through this regulation and its application in some detail. You cannot practice in this industry without a familiarity of Regulation S‐P. This article will take you very far along that path.

The purpose of this paper is to explore how the challenges to women’s authentic leadership identities contribute to their decisions to abandon leadership positions mid-career. It examines the critical career moments and underlying themes behind these women’s decisions to leave.

This paper is based on semi-structured interviews (n = 9) with women between the ages of 32-53 who had opted-out of mid-level corporate leadership positions.

The study found that work–life balance was not the primary factor in women’s decisions to leave. Instead, the women in the study reflected on their inability to be themselves and contribute perceived value to the organization as triggering their decisions to leave.

There are limitations in using a small sample of women selected through the researchers’ social media networks resulting in limited cultural and racial diversity.

Misconceptions about women’s decisions to leave corporate leadership mid-career misleads human resource (HR) practices and initiatives focused on retaining female talent. Organizations need to recognize and reshape the organizational environment to support women to be their authentic self and make the value of their contributions more transparent.

The paper is original in that it examines opt-out from the lens of women’s leadership identities in corporate contexts. There are limited studies that have examined the connections between identity and women’s career decisions beyond work–ife balance. It provides practical value to HR practitioners and organizations focused on retaining female talent.

The Trade‐through rule (TTR) was established in 1975; it was designed to ensure that investors got the best price available for a stock trade. Under the Trade‐through rule, a customer’s order must be routed to the exchange or order market system where the best current price exists at any given moment. For example, if the best price quote for an order is listed by a specialist market maker at the NYSE, a customer order must be routed to the NYSE floor; it may not “trade through” to another exchange. The TTR is really an anti‐trade‐through rule; i.e. it prevents the trading through of orders. In fact, to reflect this reality, the SEC has given the TTR a new name: The Order Protection Rule. In concept, the TTR is a good idea to ensure that investors get the best price possible when trading stocks. At the time the TTR was adopted, it was designed to address a fragmented marketplace for stock trading. However, the financial markets have changed radically since the rule was first adopted. The dramatic increase in the use of personal computers in the early 1980s as well as the advent of electronic communication networks (ECNs) in the 1990s changed the trading landscape.

The purpose of this study is to explore the challenges faced by married women professionals in the private sector and the factors affecting their decisions in leaving the workforce.

A qualitative approach was used in this study. Data were obtained using a purposive sampling method in selecting ten married women professionals based on the inclusion criteria for this study. Semi-structured interviews were conducted and the whole interview sessions were audio recorded. Thematic analysis using the constant comparative method was used in interpreting the data.

The findings of this study revealed that majority of the married women professionals leaving workforce are affected by “pushed out” factors such as workplace inflexibility, long working hours, high volume of work than “opt-out” factors, which focus on the biological and psychological “pulls” that lure women back into their traditional roles of motherhood. Most of the married women professionals interviewed had no intention to return to the workforce and had lost confidence to join back the workforce.

This study involved married women professionals in the private sector only. As a qualitative study, it limits to voice and views of these particular subjects only and could not be generalised to other group of women.

The findings from this study shall enlighten all parties involved such as women professionals, HR managers and private sector organisations in strategies and plan of action towards minimising the talent drain of women professionals.

This paper offers new insight into debating the opt-out or pushed out factors influencing married women professionals’ decisions in leaving the workforce. It provides voice and views of women professionals who faced a predicament in making a decision about their career development.

In this chapter I consider the need for consent in two cases of posthumous donation of parts of one’s body: organ donation and the donation of sperm to allow one’s partner to conceive a child after one’s death. What kind of consent is appropriate in these cases and why? In both cases, jurisdictions tend to prefer explicit consent, although many countries now adopt presumed consent (opt-out) in the case of organ donation, and there has been a recent plea for presumed consent in the case of sperm donation as well. In this chapter I first argue that arguments in favour of presumed consent are inadequate as they stand, and then describe another way of understanding opt-out schemes, one that focuses on different models of what is at stake and on the ethical requirements incurred on such models.

The purpose of this paper is to address the idea of “opting out” for married professional women by presenting a conceptual investigation into the impact that a woman's identity and social networks have in shaping her decisions surrounding career exit. A model is developed and intended to help researchers in this area move beyond existing frameworks when attempting to explain and predict women's career exit.

Research from the identity, social networks, turnover, and careers literatures was analyzed and integrated to put forth a new theoretical lens, represented by the conceptual model developed in this paper, that helps to explain married professional women's career exit.

Development of the model reveals a complex, reciprocal relationship between a woman's identity and her social network and depicts how these factors act in concert to shape women's decisions regarding career exit or “opting out.” This model also highlights the importance of structural constraints shaping a woman's social network, moderators impacting the relationship between a woman's identity and career exit behaviors, and outcomes of career exit.

Although identity is a fundamental element of career development and relationships with others serve as an origin of self and source of self‐understanding, the integration of these perspectives has been conspicuously absent from research on women's career exit. Examining the convergence of identity and social networks and the reciprocal relationship these constructs have on career phenomena advances our knowledge of why married professional women choose to “opt out” or exit their careers.

A detailed analysis of Material Requirements Planning (MRP), Kanban, optimised Production Technology (OPT) and Flexible Manufacturing Systems (FMS), including the applied assumptions behind these and their limitations and weaknesses, shows that each system is sound in its own way and can accomplish low cost, high quality, on‐time production. People problems, however, can destroy the effectiveness of any system and in this respect Kanban and OPT systems solve the majority of people problems, while FMS installations, by design, eliminate most problems of this type. The experience gained during the coming decade may lead factory managers to use two or more of these systems side by side.

This paper aims to present results of a study that focused on the question of how computer and data experts think about Internet and social media surveillance after Edward Snowden’s revelations about the existence of mass-surveillance systems of the Internet such as Prism, XKeyscore and Tempora. Computer and data experts’ views are of particular relevance because they are confronted day by day with questions about the processing of personal data, privacy and data protection.

The authors conducted two focus groups with a total of ten experts based in London. As London is considered by some as the surveillance capital of the world, and has a thriving Internet industry, it provided a well-suited context.

The focus group discussions featured three topics that are of crucial importance for understanding Internet and social media surveillance: the political economy surveillance in general; surveillance in the context of the Snowden revelations; and the question what the best political reactions are to the existence of a surveillance-industrial complex that results in political and economic control of the Internet and social media. The focus groups provided indications that computer and data experts are pre-eminently informed on how Internet surveillance works, are capable of critically assessing its implications for society and have ideas about on what should be done politically.

Studies of privacy and surveillance after Edward Snowden’s revelations have taken on a new dimension: Large-scale covert surveillance is conducted in a collaborative endeavour of secret services, private communications corporations and security companies. It has become evident that a surveillance-industrial Internet surveillance complex exists, in which capitalist communications and security corporations and state institutions collaborate.

If a limited number of EU countries decide to proceed with the stipulated timetable for EMU in 1999, Britain will soon face the crucial decision of whether or not to participate. States the reasons for believing that participation will damage both Britain’s economy and its capacity for self‐government. States that many accept such arguments but claim that exclusion would prove most costly. Proceeds to demonstrate that these fears are based on myths rather than objective facts. Claims Britain’s economic performance will be enhanced, rather than damaged, by opting out of EMU.