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1 – 10 of 14Pamela 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.
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.
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…
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.
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Terri R. Lituchy, David Ford and Betty Jane Punnett
The purpose of this paper is to consider effective leadership in Africa and the African diaspora. This paper reports the results of emic research in Uganda, Barbados, Canada and…
Abstract
Purpose
The purpose of this paper is to consider effective leadership in Africa and the African diaspora. This paper reports the results of emic research in Uganda, Barbados, Canada and the USA.
Design/methodology/approach
A Delphi technique using open‐ended questions solicited ideas regarding leadership from knowledgeable participants, avoiding researcher bias.
Findings
There were differences among the groups on several attributes that made leaders effective. Ugandans suggested a good leader was “honest and trustworthy”; Canadians and respondents from the USA said “being inspirational/charismatic” Barbadians cited “being a visionary”.
Research limitations/implications
Having data for only one African country and the small sample sizes from all countries limit the generalizability of the findings. The results do, however, provide a base of knowledge on which to build future studies on Africa and the diaspora.
Originality/value
The emic approach overcomes the western bias identified by scholars in most African research. Similarities and differences identified provide evidence of the importance of culture in effective leadership. The results provide a basis for developing further research studies.
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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…
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.
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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.
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.
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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…
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.
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Weiwei Wu, Yexin Liu, Yanggi Kim and Pengbin Gao
This study aims to offer insights regarding the impact of emotional conflict on innovation behavior. This study also explores the boundary conditions by examining the moderating…
Abstract
Purpose
This study aims to offer insights regarding the impact of emotional conflict on innovation behavior. This study also explores the boundary conditions by examining the moderating effects of leader-member exchange (LMX) and team-member exchange (TMX) on the relationship between emotional conflict and innovation behavior.
Design/methodology/approach
This study used a questionnaire survey to collect data in China. Hypotheses were tested using hierarchical regression analysis. To test for inverted U-shaped relationship between emotional conflict and innovation behavior, the authors computed the squared term for emotional conflict. To investigate moderating roles of LMX and TMX, the authors carried out an interaction term between the main effect variables (emotional conflict and emotional conflict2) and the moderating variables (LMX and TMX).
Findings
The empirical findings indicated that emotional conflict had an inverted U-shaped relationship with innovation behavior. Furthermore, LMX and TMX moderated the inverted U-shaped relationship between the emotional conflict and innovation behavior in such a way that the inverted U-shaped relationship was flatter in high-quality LMX and TMX than in low-quality LMX and TMX. That is to say, LMX and TMX may dampen the positive effects of lower levels of emotional conflict on innovation behavior; yet, it may also weaken the negative effects of higher levels of emotional conflict on innovation behavior.
Research limitations/implications
This research can be extended in several ways. First, future research can investigate the impact mechanism of emotional conflict on innovation behavior. Second, future research can analyze other types of moderators at different levels. The last but not the least, future research can test the results using heterogeneous samples. Despite these potential limitations, this study provides an elaborate understanding of the conflict–creativity relationship by outlining the inverted U-shaped relationship between emotional conflict and innovation behavior under the LMX and TMX contexts, which can make important contributions to the conflict management literature.
Practical implications
The findings of this study offer some guidance on how to stimulate innovation behavior through emotional conflict. It suggests that managers should maintain the emotional conflict at the moderate level. Furthermore, managers can strengthen the LMX and TMX to avoid the negative effects of high levels of emotional conflict, and several practices are provided as well.
Originality/value
This study develops an exhaustive understanding of the conflict–creativity relationship by figuring the curvilinear relationship between emotional conflict and innovation behavior, which is the response to the call of Posthuma to focus on the outcomes of conflict management. The findings further provide an empirical evidence of the conceptual argument that the consequences of conflict depend on the situational context by pointing out the important contingency factors of LMX and TMX.
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Xavier Salamin and Doris Hanappi
Research on female expatriates has been substantially growing over the last decades and particularly in more recent years. Complementing previous thematic analyses of the…
Abstract
Purpose
Research on female expatriates has been substantially growing over the last decades and particularly in more recent years. Complementing previous thematic analyses of the literature, the purpose of this paper is to apply textual statistics and correspondence analysis to reveal the existing semantic structure of the field of research on female expatriates.
Design/methodology/approach
Using correspondence analysis, the authors explored textual data from the abstracts of 151 identified journal articles published in English since 1975. The authors obtained a graphical representation showing the various developmental stages of research on female expatriates.
Findings
The authors found that research follows a home-host country orientation and advances from an organizational focus toward individual-level studies. The authors identified various directions for future research and especially a strong need for more multilevel approaches to study men’s and women’s expatriate experiences and trajectories in various contexts.
Research limitations/implications
Only articles with abstracts entered the analysis, which in turn was dependent on the content and quality of these abstracts. This limitation has been addressed by thoroughly reading each article considered.
Originality/value
This review adopts an original method in research on (female) expatriates and more broadly management research. It enabled the authors to map out the development of key research themes over time. Based on this analysis, gaps in current research could be identified and clear directions for future research were formulated.
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Oliver Nnamdi Okafor, Festus A. Adebisi, Michael Opara and Chidinma Blessing Okafor
This paper investigates the challenges and opportunities for the deployment of whistleblowing as an accountability mechanism to curb corruption and fraud in a developing country…
Abstract
Purpose
This paper investigates the challenges and opportunities for the deployment of whistleblowing as an accountability mechanism to curb corruption and fraud in a developing country. Nigeria is the institutional setting for the study.
Design/methodology/approach
Adopting an institutional theory perspective and a survey protocol of urban residents in the country, the study presents evidence on the whistleblowing program introduced in 2016. Nigeria’s whistleblowing initiative targets all types of corruption, including corporate fraud.
Findings
This study finds that, even in the context of a developing country, whistleblowing is supported as an accountability mechanism, but the intervention lacks awareness, presents a high risk to whistleblowers and regulators, including the risk of physical elimination, and is fraught with institutional and operational challenges. In effect, awareness of whistleblowing laws, operational challenges and an institutional environment conducive to venality undermine the efficacy of whistleblowing in Nigeria.
Originality/value
The study presents a model of challenges and opportunities for whistleblowing in a developing democracy. The authors argue that the existence of a weak and complex institutional environment and the failure of program institutionalization explain those challenges and opportunities. The authors also argue that a culturally anchored and institutionalized whistleblowing program encourages positive civic behavior by incentivizing citizens to act as custodians of their resources, and it gives voice to the voiceless who have endured decades of severe hardship and loss of dignity due to corruption.
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