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Purpose – This study examined the impact of educational differences between married women and men on marital quality at the intersections of gender, race, and class.Methodology/approach – Guided by an intersectional perspective we analyzed data for 4,835 black and white married couples from the National Survey of Families and Households (NSFH; 1987–1988). Dyadic multigroup models were estimated using structural equation modeling to examine how status differences affected four latent dimensions of marital quality: happiness, stability, perceived fairness, and disagreement.Findings – Our findings highlight how multiple dimensions of marital quality vary according to intersections of gender, race, and class, and reveal how these intersections moderate the impact of status on marital quality.Research limitations/implications – To our knowledge, the NSFH is the most up-to-date, nationally representative dataset available with couple-level data; however, the data were collected in the late 1980s and are insufficient for extending our analysis to other race-ethnic groups. Our findings demonstrate a strong need for more comprehensive contemporary data collection that has adequate numbers of respondents/couples at the intersections of gender, race, and class to facilitate further quantitative studies using an intersectional perspective.Originality/value – Our study is innovative in using education, an arena where women are currently outpacing men, as an indicator of status, and in embracing an intersectional perspective. By doing so we advance literature on status discrepant marriages, and contribute to the fields of gender and family studies which seek to understand how the changing roles of women may be affecting marital quality.

The purpose of this paper is to analyze the conditions for career advancement in healthcare management and examine factors that may be impeding gender equity.

The authors assess gender differences in the odds of being promoted to senior management by: analyzing the relative impact of individual, organizational and family level variables in accounting for gender inequity; examining gender differences in experiences of perceived gender discrimination and sexual harassment, as well as attitudes regarding gender equity in senior management; and by exploring gender differences in aspirations for senior management. ANOVA, χ² and logistic regression were used to analyze data from 685 respondents to the 2006 Gender and Careers in Healthcare Management Survey.

Women were significantly less likely to be promoted to senior management, even after controlling for individual, organizational and family level characteristics. One third of women healthcare managers in our study reported perceived gender discrimination in the past five years. Less than half of male healthcare managers were supportive of increasing the proportion of women in senior management positions, while over 80 percent of women were. Among those not yet promoted women were significantly less likely than their male peers to aspire to senior management positions.

The cross‐sectional nature of the data do not allow for the precise testing of the causal direction of observed relationships.

Objective and subjective measures of gender equity were evaluated. The authors' broad approach demonstrated that factors restraining gender equity operate on multiple levels and highlights the relative importance of family factors.

On the occasion of the publication of the 20th volume of the Advances in Gender Research series, this chapter reviews the series goals and previous volumes and introduces the themes and chapters of the current one.

The chapter shows both continuity and change in approaches to theories, research methods, pedagogy, and praxis in gender studies.

Newer approaches, gender-centered, intersectional and global, offer a critique of older ways of gathering and understanding data, ways that respond to and are impacted by social change.

The chapter and the volume are intended to encourage further advances in gender research.

Delores P. Aldridge has served as the Grace Towns Hamilton Professor of Sociology and African American Studies since 1990 at Emory University. Her career has focused on racial, ethnic, gender, family, and educational issues. She provided the seminal work on Black Women and the Labor Market in the Journal of Social and Behavioral Sciences (1975). For her scholarly contributions and social activism in and beyond the academy, she has received countless awards including the Cox, Johnson, Frazier Lifetime Achievement Award, the American Sociological Association(2010); Charles S. Johnson Award for Professional and Scholarly Achievement on Race and the South, the Southern Sociological Society (2006); and, the W. E. B. Du Bois Award (distinguished scholar, social activist, humanitarian), the Association of Social and Behavioral Sciences (1986).

Drawing from work-family enrichment (WFE) model and path-goal theory of motivation, this paper proposes and tests work engagement (WE) as a mediator between informal learning and WFE.

Questionnaires measuring informal learning, WE and WFE were filled out by 290 hotel employees in India. The abovementioned linkages were tested via structural equation modeling.

The findings suggest that hotel employees' informal learning fosters their WE and WFE. The findings also reveal that WE partly mediates the impact of informal learning on WFE.

Most of employees' learning efforts in the workplace emerge from informal learning. However, there is still limited information whether employees' informal learning activates their WE, which is a timely and significant topic. Importantly, there is a paucity of evidence appertaining to the effect of informal learning on WFE, which is underrepresented in the current literature. Evidence about the mechanism linking informal learning to WFE is also sparse.

This paper aims to investigate to what extent core, technical and social components of relationship value influence customer satisfaction and loyalty in the high technology business to business (B2B) markets.

Seven attributes of a high-technology buyer-seller relationship are identified representing the core, technical and social nature of relationship value. A conceptual model is proposed in which customer satisfaction mediates between the relationship value components and the two aspects of customer loyalty – attitudinal and behavioural. The empirical study is conducted in India employing 127 high technology customers. Structural equation modelling and path analysis is used to test the hypothesized linkages and examine the impact of different components.

Technical and social components of value influence customer satisfaction to a greater extent than the core components. Whilst behavioural loyalty is more driven by core components, attitudinal loyalty is more influenced by the social component. Satisfaction mediates the links between relationship value components and the two aspects of loyalty.

Future research could test the modelled linkages in different countries and using larger samples and investigate the supplier perspective.

The paper provides useful implications for high tech product suppliers to improve their relationship with their customers. Suppliers must develop collaborative product/technology development projects and explore opportunities for personal relationships/rapport building with their customers, whilst delivering a quality product at a competitive price.

To the best of the authors’ knowledge, the paper is the first in B2B literature to provide an insight of how the different components of relationship value vary in influencing satisfaction and loyalty in a high technology B2B buyer-seller relationship.

Personality provides a critical perspective for human resource managers on differences between employees. This study aims to systematically and meta-analytically synthesize the consequences of employee personality in the hospitality context.

After an extensive literature search, 105 empirical studies on the consequences of the big five personality factors (BFF; agreeableness, conscientiousness, extraversion, neuroticism and openness) along with proactive personality (PP) in the hospitality context were included for a systematic review and meta-analysis.

The review highlighted a steady increase in the number of studies on hospitality employee personality. Job satisfaction and organizational citizenship behavior were identified as the most significant consequences for employee personality in the hospitality context. Five dimensions of personality traits varied in their consequences and differed from PP.

This study provides insightful implications and suggestions for future studies in terms of methodological approaches, research topics and dimensions of employee personality that will extend the theoretical framework of individual differences.

To the best of the authors’ knowledge, this study represents the first attempt to systematically investigate the consequences of employee personality in the hospitality context. The results reveal discrepancies in the relations between the dimensions of BFF and PP with a variety of consequences. These results offer research directions for hospitality scholars investigating employee personality.

The paper's purpose is to broaden knowledge of customer satisfaction and loyalty in business‐to‐business markets.

The authors propose and test a model in which customer satisfaction is conceived as mediating the relationship between the elements of relationship value (price, product quality, delivery performance, supplier know‐how, time‐to‐market, service support and personal interaction) and attitudinal and behavioural customer loyalty. The empirical analysis uses structural equation modelling and is based on 477 customer‐supplier relationships in the manufacturing context.

The results show that satisfaction is negatively affected by price and positively by delivery performance, supplier know‐how and personal interaction. On the other hand, satisfaction positively influences behavioural and attitudinal loyalty. In addition, behavioural loyalty is also negatively affected by price and positively by product quality, while attitudinal loyalty is positively affected by personal interaction.

Future research could add views from the supplier's side and also examine the focal relationship in a network of relationships. The model should be cross‐validated with the same instruments in other contexts.

The paper's main finding that satisfaction is more affected by delivery performance, supplier know‐how and personal interaction than by price holds direct implications for generic business strategies. By building unique relationships with their customers, suppliers can demonstrate they have something different to offer when there is strong market pressure on price. In addition, the finding that the antecedents of behavioural loyalty are more “rational” and “firm‐related”, while the antecedents of attitudinal loyalty are more “emotional” and “individual‐related”, can be used by marketers to improve the relationships with their customers.

The paper systematically addresses the antecedents of customer satisfaction and loyalty from the perspective of relationship value dimensions – an approach that has not yet been taken in the literature.

This issue is a selected bibliography covering the subject of leadership.