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Article
Publication date: 1 July 2001

Tope Adeyemi‐Bello

Leadership style is a variable that has received significant attention in the management literature. This study suggests that effective leadership style may not be dependent on…

11002

Abstract

Leadership style is a variable that has received significant attention in the management literature. This study suggests that effective leadership style may not be dependent on whether an organization is for‐profit or not‐for‐profit. The findings of this study indicate that even in a not‐for‐profit context, effective leadership is defined not only by task and people orientations but also the interaction between them. Therefore, in developing the psychological profile of effective not‐for‐profit leaders, as is the case in the for‐profit sector, management researchers should explore both their task and people orientations.

Details

Work Study, vol. 50 no. 4
Type: Research Article
ISSN: 0043-8022

Keywords

Article
Publication date: 1 November 2003

Tope Adeyemi‐Bello

The commitment or loyalty of organizational members is one of the important determinants of leadership success. This study examines the relationship between leaders’ locus of…

2278

Abstract

The commitment or loyalty of organizational members is one of the important determinants of leadership success. This study examines the relationship between leaders’ locus of control and value orientation to the performance of the members in a type of not‐for‐profit organization. The results indicate that leaders with conservative values and internal locus of control tend to elicit higher levels of performance from their members. The implications of these results are discussed.

Details

Work Study, vol. 52 no. 6
Type: Research Article
ISSN: 0043-8022

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Article
Publication date: 14 December 2022

Brian Waterwall, Cody Logan Chullen, Dennis Barber and Tope Adeyemi-Bello

This paper aims to examine work values among job seekers and how these values differ across experience and gender.

Abstract

Purpose

This paper aims to examine work values among job seekers and how these values differ across experience and gender.

Design/methodology/approach

This study asked participants to rate the importance of various intrinsic and extrinsic work values on a five-point Likert scale. Responses were compared for 865 participants.

Findings

This study found that individuals differed in their ratings of work values based on experience. Individuals with more experience assigned greater importance to intrinsic job characteristics, while those with less experience assigned greater importance to extrinsic job characteristics. Findings further reveal differences in gender ratings of work values, with females assigning greater importance ratings to both intrinsic and extrinsic job characteristics as compared to males.

Research limitations/implications

Limitations of this study include that it drew its data exclusively from a sample of US respondents. Research investigating populations from other geographic regions within the same study may uncover important cross-national similarities/differences. Moreover, although this study examined experience and gender, it excluded other potentially important factors such as ethnicity. Future research should explore international samples and broaden its focus to include additional factors.

Practical implications

Organizations should be aware of how experience and gender shape work values to impact job choice and retention. They may wish to target their recruitment efforts toward certain groups to ensure alignment between candidates' work values and those of available positions.

Originality/value

This study improves on prior research by examining the dual impact of experience and gender in shaping work values.

Details

Higher Education, Skills and Work-Based Learning, vol. 13 no. 1
Type: Research Article
ISSN: 2042-3896

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Article
Publication date: 1 December 2001

Kenneth Bass, Joseph Tomkiewicz, Tope Adeyemi‐Bello and Cheryl Vaicys

The effectiveness of work groups can be strongly affected by their “cohesiveness”. This study examined stereotypes held by African‐American college students regarding…

806

Abstract

The effectiveness of work groups can be strongly affected by their “cohesiveness”. This study examined stereotypes held by African‐American college students regarding African‐American, Euro‐American, and Hispanic persons. The 92‐items in Schein’s Descriptive Questionnaire were rated by subjects (graduating African‐American undergraduate business students) as either positive (e.g. intelligent, persistent, ambitious, etc.) or negative (e.g. uncertain, passive, nervous, etc.). A total of 55 items were characterized as positive while 11 were considered negative. African‐American students perceived African‐Americans in general in a favorable light when compared to Euro‐Americans and Hispanic persons. The potential effects of such perceptions on African‐Americans’ integration into business organizations and mixed working groups are discussed.

Details

Work Study, vol. 50 no. 7
Type: Research Article
ISSN: 0043-8022

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Article
Publication date: 1 June 2001

Joseph Tomkiewicz, Kenneth Bass, Tope Adeyemi‐Bello and Cheryl Vaicys

Attempts to discover whether African Americans who aspire to managerial positions are the victims of racial discrimination. Seeks to provide insight into the perceptions of these…

Abstract

Attempts to discover whether African Americans who aspire to managerial positions are the victims of racial discrimination. Seeks to provide insight into the perceptions of these candidates against a managerial profile. Provides the results of a survey of 231 African American students at a business school of a historically African‐American University in the southern USA. Concludes that some African‐Americans’ experiences are unique to this minority.

Details

Equal Opportunities International, vol. 20 no. 4
Type: Research Article
ISSN: 0261-0159

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Article
Publication date: 1 June 2004

Joseph Tomkiewicz, Robert Frankel, Tope Adeyemi‐Bello and Mariusz Sagan

As globalization intensifies, the need for tapping the capabilities of corporations’ human resources, gecome more paramount. To this end, businesses cannot afford to have their…

1051

Abstract

As globalization intensifies, the need for tapping the capabilities of corporations’ human resources, gecome more paramount. To this end, businesses cannot afford to have their most important resource, their people, hampered by attitudes that detract from their abilities to perform at their best. This is especially relevant when there may be a misconception that being male is synonymous with management competency. The focus of this research was on exploring the attitudes towards women managers in the United States and Poland. Questionnaires were distributed to two groups of individuals within each nation, professionals and graduating business students or “future managers”. There were 157 and 295 usable responses from Poland and the United States, respectively. The results indicate that Polish women may have more negative attitudes to overcome in becoming managers in comparison to the US counterparts. Perhaps more disconcerting is the potential that “future managers” in Poland may have even more negative attitudes toward women as managers.

Details

Cross Cultural Management: An International Journal, vol. 11 no. 2
Type: Research Article
ISSN: 1352-7606

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Article
Publication date: 1 May 1995

Tope Adeyemi‐Bello and Will Mulvaney

Traditionally, organisations “put their best foot forward” in hiring employees by providing only positive information. Their intention is to attract, hire, and retain the best…

Abstract

Traditionally, organisations “put their best foot forward” in hiring employees by providing only positive information. Their intention is to attract, hire, and retain the best applicants. On the other hand, applicants have their own ideas of what their prospective jobs entail. In most cases, these job applicants' expectations are unduly distorted and the practice by organisations of providing information that is all positive tend to reinforce unrealistic expectations. Real‐istic Job Preview is an attempt to “vaccinate” or make the expectations of prospective employees more congruent with real job experiences (e.g., Brancheau, 1987; Wanous, 1980). Hence, supporters of Realistic Job Previews (RJPs) claim that by giving prospective employees an accurate description of the job, those who take an appointment with the organisation will be less likely to leave the organisation voluntarily (e.g., Buhler, 1992). Furthermore, some proponents claim that in addition to bringing job applicant expectations “down to earth”, RJPs may serve any of the following functions: (1) discourage employees who will be less likely to survive on the job from accepting extended job offers (otherwise called self‐selection) (e.g.,Ilgen&Seely, 1974); (2) make applicants feel that the organisation is being honest and upfront—this may lead them to be more committed to the organisation (e.g., Wanous, 1977); and (3) increase the probability that the new employee will be able to cope with the demands of the job (e.g., Breaugh, 1983).

Details

Equal Opportunities International, vol. 14 no. 5
Type: Research Article
ISSN: 0261-0159

Article
Publication date: 1 February 2000

Joseph Tomkiewicz and Tope Adeyemi‐Bello

Attempts to extend the work of a study which examined the differences that exist between the attitudes of White and African American college business students using the Blacks in…

Abstract

Attempts to extend the work of a study which examined the differences that exist between the attitudes of White and African American college business students using the Blacks in Business Scale (Stevens, 1984). Considers particularly the perception of white students with regards to their beliefs about African Americans. Concludes that White students hold a positive view of their counterparts but African Americans still believe that White students have a less positive view of African Americans than they themselves possess. Discusses the implications for managers.

Details

Equal Opportunities International, vol. 19 no. 1
Type: Research Article
ISSN: 0261-0159

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Article
Publication date: 1 May 2001

Tope Adeyemi‐Bello

States that there is little research into leaders of not‐for‐profit organizations, particularly in the private, religious sector. Attempts to discover if there is a relationship…

465

Abstract

States that there is little research into leaders of not‐for‐profit organizations, particularly in the private, religious sector. Attempts to discover if there is a relationship between organizational growth and a leader’s age and risk propensity and whether organizations are more likely to grow when they have leaders that are relatively young risk takers. Uses a sample of Southern Baptist Churches in Arkansas, USA, to investigate the theory. Concludes that risk propensity has a bigger impact than age.

Details

Management Research News, vol. 24 no. 5
Type: Research Article
ISSN: 0140-9174

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Article
Publication date: 1 May 2002

Joseph Tomkiewicz, Kenneth Bass, Tope Adeyemi‐Bello and Cheryl Voicys

Companies increasingly concern themselves with the question of diversity. As globalisation continues to speed along and demographics undergo major shifts, organisations may…

Abstract

Companies increasingly concern themselves with the question of diversity. As globalisation continues to speed along and demographics undergo major shifts, organisations may believe that a more diverse work group will increase their effectiveness. This article addresses issues that may impact the success of integrating recent African American business school graduates of an historically black university into the culture of an organisation. African Americans were asked to compare Hispanics, the fastest growing minority, to both themselves and to whites with reference to managerial ability. Results show that they view themselves as distinct and more qualified than Hispanics, but see little difference between Hispanics and whites. The greater the supervisory ability of the respondent (as measured by Ghiselli’s Self Description Inventory (1971)) the greater the disparity perceived between African Americans and Hispanics. Implications for organisations are discussed.

Details

Equal Opportunities International, vol. 21 no. 3
Type: Research Article
ISSN: 0261-0159

Keywords

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