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Perspectives on employee staffing and selection: readings and commentary
In: The Irwin series in management and the behavioral sciences
Breaking the Glass Ceiling: The Effects of Sex Ratios and Work-Life Programs on Female Leadership at the Top
In: Human relations: towards the integration of the social sciences, Band 56, Heft 5, S. 541-562
ISSN: 1573-9716, 1741-282X
Data, at the level of the corporation, revealed that the percentage of lower-level managerial positions held by women in the 1980s and early 1990s was positively associated with the number of work-life human resource practices provided in 1994 and with the percentage of senior management positions held by women in 1999. In turn, the number of work-life human resource practices provided in 1994 was positively associated with the percentage of senior management positions held by women in 1999 and partially mediated the effect of lower-level female representation on senior level female representation. These results support the blending of a social contact theory perspective and a strategic human resource management perspective when explaining the glass-ceiling phenomenon, and have important implications for managing human resources and individual careers.
Individual needs as correlates of satisfaction and involvement with a modified Scanlon Plan company
In: Journal of vocational behavior, Band 17, Heft 1, S. 89-94
ISSN: 1095-9084
Gender, Mentoring Experiences, and Salary Attainment among Graduates of an Historically Black University
In: Journal of vocational behavior, Band 53, Heft 3, S. 401-416
ISSN: 1095-9084
Substitutes for Career Mentoring: Promoting Equal Opportunity through Career Management and Assessment Systems
In: Journal of vocational behavior, Band 51, Heft 1, S. 110-124
ISSN: 1095-9084
Data Analysis as a Teaching Tool in Organizational Behavior
In: Exchange: The Organizational Behavior Teaching Journal, Band 6, Heft 4, S. 42-45
Interaction of gender, mentoring, and power distance on career attainment: A cross-cultural comparison
In: Human relations: towards the integration of the social sciences, Band 67, Heft 2, S. 153-173
ISSN: 1573-9716, 1741-282X
This article examines how demographics (gender) and cultural values (power distance) differentially moderate the relationship between mentoring (mentor presence) and career attainment (compensation and organizational position) among 390 managers and professionals in two contrasting cultures (Taiwan versus the USA). The four-way interaction of gender x mentor x power distance x country was significant for both dependent variables, supporting our hypotheses based on theories of power distance and gender egalitarianism. In hierarchical cultures such as Taiwan's, mentored women with high power distance reported higher career returns than did mentored women with low power distance. In contrast, in egalitarian cultures such as the USA's, mentored women with low power distance reported higher career returns than did mentored women with high power distance. Our findings demonstrate variation in mentoring outcomes, not just across, but also within, cultures for men and women. We discuss results along with implications for mentoring and cross-cultural theory, research, and practice.
Expatriation and career success: A human capital perspective
In: Human relations: towards the integration of the social sciences, Band 69, Heft 10, S. 1959-1987
ISSN: 1573-9716, 1741-282X
Very little is known about the linkages between expatriation and objective measures of career success. In this field study we address the expatriation–compensation attainment relationship, after controlling for different kinds of international experience, among 440 graduates of elite MBA programs from around the world. The results suggest that a positive compensation return only accrues to repatriates who have experienced more than one expatriate assignment, perceived acquired knowledge and skills to be utilized during post-repatriation periods, and who are working at higher organizational levels. These findings, along with a supplementary analysis, support an explanation of the results based on human capital theory. That is, expatriation relates to compensation attainment because it is an intense developmental experience, and not merely a selection or signaling mechanism. Furthermore, by incorporating the concepts of value of human capital, richness of human capital, and opportunity to display human capital, we provide a stronger test of when and for whom completing expatriate assignments is positively associated with compensation. The results also suggest that there are currently few readily available substitutes for expatriation.
Mentor status, occupational context, and protégé career outcomes: Differential returns for males and females
In: Journal of vocational behavior, Band 83, Heft 3, S. 514-527
ISSN: 1095-9084