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1 – 10 of over 4000Jenny M.H. Sok, Rob J. Blomme, Debbie M. Tromp and Jaap J. Van Muijen
The purpose of this research project was to identify success factors in the careers of top women in the hospitality industry. We started out by interviewing five women who are…
Abstract
The purpose of this research project was to identify success factors in the careers of top women in the hospitality industry. We started out by interviewing five women who are currently working in a high management position in the hospitality industry, about their experiences on their way to the top. For the purpose of comparison we later on decided to apply theoretical sampling and include women from other industries, and subsequently men from inside and outside the hospitality industry. Grounded Theory analysis revealed six factors that influenced all their rising careers: internal drive, ambition, social skills, competencies, personality, and external factors. Although the factors were of varying importance at different stages of their professional life cycle, “internal drive” and “ambition” were found to be most important throughout the progressing careers. Some differences between the groups studied are described and implications for future research and practice are discussed.
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Elizabeth Becker and Cotton M. Lindsay
Three empirical regularities characterize markets for married workers: (1) productivity and leadership potential are predicted by intelligence; (2) assortative mating based on…
Abstract
Three empirical regularities characterize markets for married workers: (1) productivity and leadership potential are predicted by intelligence; (2) assortative mating based on intelligence characterizes marriages; and (3) labor force participation declines with spouse income more rapidly for married women than for married men. Taken together these characteristics imply that labor force participation will decline for women relative to their husbands as intelligence rises. These three observations suggest a nondiscriminatory explanation for the alleged under-representation of females among corporate leaders. They imply that the women who might be predicted to win the tournament for these positions often do not enter this competition. Instead they choose employment in full time household production. Both the three regularities and the implication concerning labor force participation are empirically examined. The findings of these tests are supportive on all counts.
Michael J. Lovaglia, Jeffrey W. Lucas, Christabel L. Rogalin and Abigail Darwin
Fundamental theories of power and status have developed sufficiently to apply in educational and organizational contexts. The path from basic theory to program development is…
Abstract
Fundamental theories of power and status have developed sufficiently to apply in educational and organizational contexts. The path from basic theory to program development is neither simple nor direct. We trace the application of theoretical principles taken from network exchange theories of power as well as status characteristics and expectation states theories through the interdisciplinary field of leadership studies to applications that interrelate basic research, applied research, undergraduate educational programs, and organizational development. Two proposals result (1) a leadership training program that will produce university graduates with effective leadership skills, while also bringing diverse high school students to participate in a university program and (2) basic status characteristics research to explain the glass ceiling phenomenon.
Asokan Anandarajan, Iftekhar Hasan, Glen Moyes and Fred Wulsin
The purpose of this paper is to examine factors associated with promotions to manager of certified public accountants in auditing with special emphasis on ethnicity and gender. A…
Abstract
The purpose of this paper is to examine factors associated with promotions to manager of certified public accountants in auditing with special emphasis on ethnicity and gender. A survey was sent to 2,427 Certified Public Accountants (CPAs) in Santa Clara County, California. We conducted a logistic regression using the survey responses and found that CPAs who were managers had more years of experience and exhibited greater job proficiency in terms of discovering material irregularities and financial statement fraud. They also tended to be predominantly male. Conversely, CPAs who have not succeeded to the position of audit manager tended to have lesser years of experience than those who had, and lower frequencies of detecting material irregularities. They also tended to be predominantly female. While gender appeared to be a significant variable that correlated negatively with promotions, there did not appear to be a significant negative correlation with ethnicity. While there appeared to be a weak association between ethnicity and managerial promotions, this association was not statistically significant. Other factors such as level of college education including holding Master's degrees and possession of additional accounting certifications did not appear to influence the likelihood of becoming an audit manager.
Shelley D Dionne, Amy E Randel, Kimberly S Jaussi and Jae Uk Chun
This article presents a comprehensive and qualitative review of how levels of analysis issues have been addressed in the diversity and demography literature. More than 180…
Abstract
This article presents a comprehensive and qualitative review of how levels of analysis issues have been addressed in the diversity and demography literature. More than 180 conceptual and empirical publications (i.e. book chapters and journal articles) in this field are reviewed and coded regarding the specific incorporation of levels of analysis in theory and hypothesis formulation, representation of levels of analysis in measurement of constructs and variables, appropriateness of data-analytic techniques given the explicit or implied levels of analysis, and alignment between levels of analysis in theory and data in regard to drawing inferences and conclusions. Although the body of diversity and demography literature continues to grow, levels of analysis issues are rarely considered. Only a few reviewed studies address levels of analysis issues in theory development, and no reviewed studies employ appropriate multi-level data analytic techniques. Implications for future research are discussed, and recommendations for incorporating levels of analysis into diversity and demography research are provided.
Isik Urla Zeytinoglu, Omur Timurcanday Ozmen, Alev ErgençKatrinli, Hayat Kabasakal and Yasemin Arbak
Based on an empirical data set including 432 managers, of whom 41 are women, this paper examines factors affecting female managers' careers in Turkey. Focusing on behavioral…
Abstract
Based on an empirical data set including 432 managers, of whom 41 are women, this paper examines factors affecting female managers' careers in Turkey. Focusing on behavioral, human capital and demographic factors, results show that there are no differences in leadership styles and personalities between female and male managers. There are, however, differences in the level of education and family's socio-economic status by sex. We argue that higher socio-economic status of female managers' families affects their careers positively. By contrast, the lower level of female education as compared to males in addition to culturally pervasive and legally institutionalized discriminatory societal attitudes negatively affect female managers' career progress.
Since the mid-1980s, much research attention has been devoted to top management teams and their impact on the strategic behavior and performance of firms. In particular, this…
Abstract
Since the mid-1980s, much research attention has been devoted to top management teams and their impact on the strategic behavior and performance of firms. In particular, this research has focused on the role of top managers’ background, values, and experiences in explaining the choices they make. So far, this research has largely failed to address the national context in which top management teams are formed and operate. Empirical studies have typically involved top management teams of U.S. firms. Other studies are rare, and when they exist, they usually do not take the national context into account. This paper explores the impact of national context characterized by society-specific value systems and institutions, on the composition, organization, and functioning of top management. We address three topics in particular: (1) national variations in the structure and practices of top management and their implications for managerial choices; (2) national governance systems that define and constrain the tasks and functioning of top management teams; and (3) national institutions that help to define managerial selection, promotion, and career patterns.