Suchergebnisse

Purpose
The purpose of this study is to examine how gender role orientation (i.e. masculinity and femininity) and career/family role salience affect individuals' organizational identification (OID) and intention to leave. Alternative models were developed to specify different relationships among the study variables.


Design/methodology/approach
Data were collected via a questionnaire survey of 362 employees from three large companies in China. Structural equation modeling was used to evaluate alternative models and test the hypotheses.


Findings
This paper found that masculinity was positively related to career role salience, whereas femininity was positively related to family role salience. Career role salience, but not family role salience, was positively related to OID, which in turn was negatively related to intention to leave. A positive relationship was also found between femininity and OID, as well as between family role salience and intention to leave.


Research limitations/implications
The cross-sectional nature of the data of this study precludes any definitive inferences about causality and directionality. The use of self-report measures also invites the potential threat of common method variance. The generalizability of results has been restricted, given that the respondents were drawn from three large companies.


Practical implications
Organizations may provide more resources and support for their employees so as to increase their career role salience, which in turn enhances their level of OID. For employees who are high in femininity, employers may offer family-friendly programs to help them address resource drain from family to work, and hence to retain them.


Originality/value
This study provided evidence for the linkage between gender role orientation with career/family role salience. It also revealed the impacts of career/family role salience on OID and intention to leave. Some gender differences in this regard were highlighted.

In this study, we develop a conceptual model to investigate how immigrants' cultural identity is related to their sociocultural adaptation and life satisfaction in the host society. In our model, we include two types of cultural identity (i.e., identity with the local society and with the home country), which are expected to have differential impacts on the outcome variables. We further propose that assimilation attitude and perception of discrimination serve as potential mediators in the above relationships. Several hypotheses are formulated and tested with a data set collected from a survey of 501 new immigrants from Mainland China to Hong Kong. The results of structural equation modeling indicate that local identity is positively related to assimilation attitude, which is then associated with sociocultural adaptation and life satisfaction of the respondents. Additionally, Mainland identity is found to be positively associated with immigrants' perceived discrimination, which is then negatively associated with their sociocultural adaptation and life satisfaction.

In this study, the authors investigate the relationship of structure and process with partnership satisfaction in interfirm cooperation. In particular, they focus on the less-researched aspect of process. Structure refers to the ex-ante transaction cost-based and partner characteristics of the partnership, whereas process refers to the action pattern that unfolds during the cooperation. Two structural factors, asset specificity and partner reputation, are first examined. Informed by an action approach, they further identify three important aspects of the cooperation process, namely, action acquiescence, action simplicity, and action reciprocity. Their relationships with partnership satisfaction are tested on a sample of 230 architect-contractor partnerships in Hong Kong. The results revealed that action acquiescence and action simplicity explained significant variance in partnership satisfaction above and beyond those explained by the two structural factors.