Suchergebnisse

Positive organizational behaviour constitutes the study of positive human strengths and competencies, how it can be facilitated, assessed and managed to improve performance in the workplace. It showcases the cutting edge of this challenging new area within organizational behaviour

AbstractDownsizing is common to many organizations and is predicted to continue. A review of the research evidence on downsizing is presented, with an emphasis on four questions: Why do organizations downsize? Does downsizing work? Have organizations achieved their objectives with regard to restructuring? What can be done better? Guidelines for future downsizing efforts are presented, and many "best practices" are within leaders' control.RésuméLa présente recherche traite d'une réalité commune à de nombreuses entreprises, la rationalisation, qui selon les prévisions devrait se poursuivre. Elle analyse les marques évidentes des compressions dans les entreprises en se penchant, en particulier, sur quatre questions. Pour quelles raisons les entreprises réduisent‐elles leurs effectifs? Ces réductions donnent‐elles les résultats escomptés? Les entreprises ont‐elles atteint leurs objectifs en ce qui concerne la restructuration? Que peut‐on faire de mieux? Cette étude donne les grandes lignes des efforts de compressions à venir et signale que nombre des ≪meilleures pratiques≫ pour une restructuration réussie se trouvent entre les mains des dirigeants.>

PurposeThe purpose of this study was to determine if perceptions that women and men hold toward careers in information technology (IT) and toward women working in IT create potential barriers that may prevent women managers from pursuing careers in IT.Design/methodology/approachA field study was designed to test the hypotheses. The subjects were graduate students pursuing either an MBA or IT management degree.FindingsThe results revealed that males had greater self‐efficacy for IT occupations, greater passion for computing, and less positive attitudes toward capabilities of women in IT. Our prediction that career barriers would intensify for women who chose an IT management option was not supported. These findings suggest that traditional work role expectations concerning women's efficacy for careers in IT still persist.Research limitations/implicationsThis research was limited by its focus on subjects in the early stages of a management career. To gain a better understanding of the barriers that women face in IT career fields, longitudinal studies are needed to track these barriers throughout the career development process.Practical implicationsIf organisations want to attract, retain, and advance women managers in IT fields, they must proactively address gender role biases and create work environments that build self‐efficacy expectations for women, as well as for men.Originality/valueMuch of the research on career barriers women face in IT is based on qualitative studies and anecdotal evidence. This study provides empirical evidence that barriers still exist for women in IT despite the enhanced demand for IT professionals and managers over the past decade.