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Article
Publication date: 16 April 2020

Silvia Ines Monserrat and Claire A. Simmers

In 1979, Rosemary Pledger became the first female President of the Academy of Management (AOM). AOM, through scholarship and teaching about management and organizations, is well…

Abstract

Purpose

In 1979, Rosemary Pledger became the first female President of the Academy of Management (AOM). AOM, through scholarship and teaching about management and organizations, is well known for its contributions to the development of modern management theory. The purpose of this paper is to understand and analyze the human and social influencers which enabled Pledger’s career success. She climbed to the top of her profession and became a role model for other professional women, especially in the academic field; she successfully cracked the glass ceiling.

Design/methodology/approach

The authors used a qualitative methodology as most appropriate to examine the research question of how Pledger used human and social skills to overcome barriers to career success. In addition to her biographical data, the authors analyzed 1,593 pages of documents from the AOM Archives at the Khell Center, Martin P. Catherwood Library, Cornell University, Ithaca, New York.

Findings

Pledger succeeded because she developed strong human and social capital critical for career success and career mobility. Becoming part of the top management team in three organizations – the AOM, the Southwestern AOM and the University of Houston – Clear Lake City is evidence of her skill in using her capital to crack the glass ceiling.

Research limitations/implications

The limitation of author interpretation of secondary data is recognized.

Practical implications

This work illustrates the appropriateness of qualitative research, specifically, in placing important management figures in context, and it makes clear how human and social capital factors are critical to career success for women.

Originality/value

AOM’s contribution to the development of modern management theory is widely recognized; however, there is a lack of studies related to the career successes of AOM’s female leaders. This paper chronicles the career life of Rosemary Pledger who became the first female president of the AOM and a successful Dean and examines the factors that contributed to her career success despite the presence of a glass ceiling.

Details

Journal of Management History, vol. 26 no. 4
Type: Research Article
ISSN: 1751-1348

Keywords

Article
Publication date: 21 November 2018

Silvia Ines Monserrat and Claire A. Simmers

The purpose of this paper is to examine the legacies of Carolyn R. Dexter through the lens of a broader perspective on faculty work productivity and impact.

Abstract

Purpose

The purpose of this paper is to examine the legacies of Carolyn R. Dexter through the lens of a broader perspective on faculty work productivity and impact.

Design/methodology/approach

The authors used critical biography, a qualitative methodology, to explore and explain the development and contributions of Carolyn R. Dexter.

Findings

Carolyn R. Dexter was both a product and an anomaly of her times. By contemporary academic standards Dexter’s publication productivity was limited, yet her influence was strong on many individuals and organizations. She promoted internationalization of professional organizations and supported gender equality.

Research limitations/implications

The limitation of authors’ interpretation is recognized.

Practical implications

Dexter’s career is an example of faculty work productivity and impact which is broader than publication productivity. This work illustrates the appropriateness of qualitative research, specifically, critical biography, in placing important management figures in context.

Originality/value

Studies focusing on women leadership at The Academy of Management, the preeminent professional association for management and organization scholars, are limited. Carolyn R. Dexter’s leadership provides a roadmap illustrating practical contributions of faculty productivity and impact beyond publications. Throughout her academic life Carolyn Dexter made her faculty work “meaningful” to the organizations in which she worked and to the people she encountered.

Details

Journal of Management History, vol. 25 no. 1
Type: Research Article
ISSN: 1751-1348

Keywords

Article
Publication date: 11 July 2018

Denise Salin, Renee Cowan, Oluwakemi Adewumi, Eleni Apospori, Jaime Bochantin, Premilla D’Cruz, Nikola Djurkovic, Katarzyna Durniat, Jordi Escartín, Jing Guo, Idil Išik, Sabine T. Koeszegi, Darcy McCormack, Silvia Inés Monserrat and Eva Zedlacher

The purpose of this paper is to analyze cross-national and cross-cultural similarities and differences in perceptions and conceptualizations of workplace bullying among human…

4486

Abstract

Purpose

The purpose of this paper is to analyze cross-national and cross-cultural similarities and differences in perceptions and conceptualizations of workplace bullying among human resource professionals (HRPs). Particular emphasis was given to what kind of behaviors are considered as bullying in different countries and what criteria interviewees use to decide whether a particular behavior is bullying or not.

Design/methodology/approach

HRPs in 13 different countries/regions (n=199), spanning all continents and all GLOBE cultural clusters (House et al., 2004), were interviewed and a qualitative content analysis was carried out.

Findings

Whereas interviewees across the different countries largely saw personal harassment and physical intimidation as bullying, work-related negative acts and social exclusion were construed very differently in the different countries. Repetition, negative effects on the target, intention to harm, and lack of a business case were decision criteria typically used by interviewees across the globe – other criteria varied by country.

Practical implications

The results help HRPs working in multinational organizations understand different perceptions of negative acts.

Originality/value

The findings point to the importance of cultural factors, such as power distance and performance orientation, and other contextual factors, such as economy and legislation for understanding varying conceptualizations of bullying.

Article
Publication date: 24 April 2009

Miguel R. Olivas‐Luján, Silvia Inés Monserrat, Jaime A. Ruiz‐Gutierrez, Regina A. Greenwood, Sergio Madero Go´mez, Edward F. Murphy and Neusa Maria Bastos F. Santos

The purpose of this paper is to report results from an exploratory, empirical research study that describes personal values and attitudes toward women, two themes that strongly…

2760

Abstract

Purpose

The purpose of this paper is to report results from an exploratory, empirical research study that describes personal values and attitudes toward women, two themes that strongly impact employment relations and a wide variety of management issues.

Design/methodology/approach

Well‐established measures for the major themes for this paper were used in constructing a questionnaire. Data collection instruments were vetted for content, translated and back‐translated, and applied by native researchers, who also contributed local expertise to the paper.

Findings

Female respondents across all four countries were more egalitarian in their attitudes towards women in the workforce than were men. Additionally, Colombian respondents had more egalitarian attitudes towards women scores, followed by Brazilians and Argentineans; Mexicans exhibited the least egalitarian attitudes toward women.

Originality/value

This is the first empirical study that links two well‐validated constructs (personal values and attitudes toward women) in samples from the largest Latin American countries.

Details

Employee Relations, vol. 31 no. 3
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 1 June 2012

Jaime A. Ruiz‐Gutierrez, Edward F. Murphy, Regina A. Greenwood, Silvia Ines Monserrat, Miguel R. Olivas‐Luján, Sergio Madero, Neusa Maria Bastos F. Santos and Arnel Onesimo O. Uy

The purpose of this paper is to explore work‐family conflict antecedents in four Latin American countries by studying whether marital status and number of children impacted values.

509

Abstract

Purpose

The purpose of this paper is to explore work‐family conflict antecedents in four Latin American countries by studying whether marital status and number of children impacted values.

Design/methodology/approach

A convenience sample of 3,529 working adults in major cities in Argentina (n=1,198), Brazil (n=186), Colombia (n=989) and Mexico (n=1,156) were surveyed using the Rokeach Value Survey.

Findings

There were statistically significant differences in values depending on marital status for the terminal values an exciting life, national security, and pleasure, and also differences between respondents depending on having or not, and number of children for the terminal values pleasure, national security, and for the instrumental values logical, and polite.

Originality/value

This study fills a research gap, as no previously published studies have explored whether marital status or number of children impact values.

Details

Management Research: Journal of the Iberoamerican Academy of Management, vol. 10 no. 1
Type: Research Article
ISSN: 1536-5433

Keywords

Article
Publication date: 21 August 2009

Silvia Inés Monserrat, Jo Ann Duffy, Miguel R. Olivas‐Luján, John M. Miller, Ann Gregory, Suzy Fox, Terri R. Lituchy, Betty Jane Punnett and Neusa María Bastos F. Santos

The purpose of this paper is to compare women's mentoring experience in nine countries within the Americas, and to explore linkages between personal characteristics, mentoring…

1454

Abstract

Purpose

The purpose of this paper is to compare women's mentoring experience in nine countries within the Americas, and to explore linkages between personal characteristics, mentoring practices, mentoring functions, and consequences of being mentee.

Design/methodology/approach

A total of 1,146 successful women are questioned about their mentoring experiences as a mentee: 105 from Argentina, 210 from Brazil, 199 from Canada, 84 from Chile, 232 from Mexico, 126 from the USA, and 190 from three countries in the West Indies (Barbados, Jamaica, and St Vincent).

Findings

Most of the women have more than one mentor. Across all countries mentoring practices are more strongly linked to career mentoring function while the age and gender of the mentor are more strongly linked to psychosocial mentoring. Mentoring from the perspective of mentee has the same directional relationship with situational and individual variables, but the significance of those relationships vary by country. A possible cultural difference is detected between Spanish and non‐Spanish speaking countries on the issue of mentoring practice.

Research limitations/implications

The fact that the paper focuses only on successful women in this paper means the findings are not necessarily generalizable to other groups of women or men. The paper is also limited because mentoring functions are constrained to two: psychosocial and career. There may be more functions that mentoring could fulfill for the mentee.

Practical implications

Companies' interest in fostering mentoring among their members, particularly women, should be aware that different mentoring functions are influenced by different factors. For example, formal mentoring programs appear to have a greater impact on career mentoring functions than on psychosocial mentoring functions. To support women in their careers, companies should institute formal mentoring programs; this is especially important in South American countries. Moreover, mentoring programs must be designed to be adaptive since the analyses indicated that there are significant differences by country in terms of many mentoring issues.

Originality/value

In the literature review, the paper finds linkages between culture, mentoring practices, characteristics of mentors and mentees, and mentoring functions, but no evidence that these linkages have been studied with a group of professionally successful women from different American countries, particularly non‐English speaking American countries.

Details

Gender in Management: An International Journal, vol. 24 no. 6
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 13 February 2007

Pamela Lirio, Terri R. Lituchy, Silvia Ines Monserrat, Miguel R. Olivas‐Lujan, Jo Ann Duffy, Suzy Fox, Ann Gregory, B.J. Punnett and Neusa Santos

The purpose of this paper is to examine career‐life issues of successful women in the Americas.

4185

Abstract

Purpose

The purpose of this paper is to examine career‐life issues of successful women in the Americas.

Design/methodology/approach

A total of 30 interviews were conducted with successful women in Canada, Argentina and Mexico. Themes were pulled from the interview transcripts for each country, analyzed and then compared across countries, looking at universalities and differences of experiences.

Findings

The women in all three countries conveyed more subjective measures of career success, such as contributing to society and learning in their work, with Canada and Mexico particularly emphasizing receiving recognition as a hallmark of career success.

Practical implications

This research provides insight into the experiences of successful women in the Americas, which can inform the career development of women in business.

Originality/value

This research contributes to the literature on women's careers, highlighting successful women's experiences across cultures and in an under‐researched area: Latin America.

Details

Career Development International, vol. 12 no. 1
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 1 September 2006

Jo Ann Duffy, Suzy Fox, Betty Jane Punnett, Ann Gregory, Terri Lituchy, Silvia Inés Monserrat, Miguel R. Olivas‐Luján, Neusa Maria Bastos F. Santos and John Miller

The intent of this cross‐national research is to study the personal and cultural characteristics of successful professional women. High‐achieving women may share certain personal…

2081

Abstract

Purpose

The intent of this cross‐national research is to study the personal and cultural characteristics of successful professional women. High‐achieving women may share certain personal characteristics, beliefs, and experiences, regardless of the countries in which they live. However, every individual is socialized within a particular national culture, and may be expected to share certain values and expectations with other members of that culture.

Design/methodology/approach

Over 1,100 professionally “successful women” (including high‐level managers, entrepreneurs, academics, government personnel, and professionals) and 531 undergraduate business students in nine countries – Argentina, Brazil, Canada, Chile, Mexico, the USA and the West Indies (Barbados, Jamaica, St. Vincent, and the Grenadines) completed surveys containing two sets of variables: national/cultural (collectivism/individualism, power distance, uncertainty avoidance) and personal (self‐efficacy, locus of control, need for achievement).

Findings

There were significant differences in the personal characteristics between successful women and the student comparison samples, with successful women consistently higher on self‐efficacy and need for achievement, and more internal on locus of control. There were some significant but smaller than expected differences in cultural characteristics between national samples.

Originality/value

This contrast of successful women living in the Americas provides new insights for managers of international companies seeking to be gender inclusive.

Details

Management Research News, vol. 29 no. 9
Type: Research Article
ISSN: 0140-9174

Keywords

Article
Publication date: 24 July 2007

Betty Jane Punnett, Jo Ann Duffy, Suzy Fox, Ann Gregory, Terri Lituchy, John Miller, Silvia Inés Monserrat, Miguel R. Olivas‐Luján and Neusa Maria Bastos F. Santos

This project aims to examine levels of career and life satisfaction among successful women in nine countries in the Americas.

2856

Abstract

Purpose

This project aims to examine levels of career and life satisfaction among successful women in nine countries in the Americas.

Design/methodology/approach

A structured survey and in‐depth interviews were used, and a variety of occupations, demographics, and personality characteristics assessed – 1,146 successful women from nine countries in the USA responded the survey: 105 from Argentina, 210 from Brazil, 199 from Canada, 84 from Chile, 232 from Mexico, 126 from the USA, and 190 from three countries in the West Indies (Barbados, Jamaica, SVG).

Findings

Results show no differences in satisfaction based on occupation or country and most demographic variables investigated did not have a significant relationship with satisfaction. Age had a small, significant, relationship, with satisfaction increasing with age; married women were significantly more satisfied than single women. Higher scores on self efficacy and need for achievement, and a greater internal locus of control were all related to higher levels of satisfaction. The relationship between career satisfaction and general life satisfaction was stronger in Argentina and Chile that in the other countries.

Originality/value

Extends understanding of professional success and satisfaction, in terms of demographic variables and personality, as well as geographically.

Details

Women in Management Review, vol. 22 no. 5
Type: Research Article
ISSN: 0964-9425

Keywords

Article
Publication date: 25 July 2013

Vishwanath V. Baba, Louise Tourigny, Xiaoyun Wang, Terri Lituchy and Silvia Inés Monserrat

The purpose of this paper is to investigate the effect of job demand, job control, and supervisory support on stress among nurses in China, Japan, Argentina, and the Caribbean…

1924

Abstract

Purpose

The purpose of this paper is to investigate the effect of job demand, job control, and supervisory support on stress among nurses in China, Japan, Argentina, and the Caribbean using the Job demand‐control (JDC) and the Job demand‐control‐support (JDCS) models.

Design/methodology/approach

The authors have employed a comparative research design, cross‐sectional survey methodology with convenient random sampling, and a commonly used statistical analytic strategy.

Findings

The results highlight that job demand, job control, and supervisory support are important variables in understanding stress among nurses. This has been corroborated in China, Japan, Argentina, and the Caribbean. Based on their findings and what is available in the literature, the authors report that the JDCS model has universal significance albeit it works somewhat differently in different contexts.

Originality/value

This study's contribution comes from its comparative nature, theoretical anchor, its use of one of the most popular models of stress, its focus on a profession that is demonstrably stressed, its use of common measures and an established analytic strategy. The study's findings underscore the cross‐cultural usefulness and application of the JDCS model along with its threshold and substitution effects and limiting conditions.

Details

Cross Cultural Management: An International Journal, vol. 20 no. 3
Type: Research Article
ISSN: 1352-7606

Keywords

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