摘要:

The paper assesses a gender‐specific model of career success, using human capital attributes, career choices, and opportunity structures as predictors. The model was evaluated in two studies using a sample of managers from a public sector organization, and a sample of British employees from the general workforce. The results demonstrated the need for gender‐specific models, as the paths to career success vary between the sexes. The importance attached to specific predictors of career success varied between men and women. Job‐specific attributes influenced more the career success of men; whereas women's achievements were obtained more through job‐relevant merits, career‐move decisions and organizational and occupational opportunities' structures. The results and their implications for future studies of career success are

ISSN:0963-1798    

DOI:10.1111/j.2044-8325.1996.tb00612.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

摘要:

Using structural equation modelling, the present study examined the effect of sex similarity on interviewers' evaluations of actual applicants and assessed whether interview quality mediated this effect. It was hypothesized that sex similarity would positively affect interview quality, which, in turn, would affect interview outcomes. Interviewers were expected to view interactions with same‐sex applicants as higher in quality than interactions with opposite‐sex applicants. As a result, same‐sex applicants were expected to receive more favourable outcomes than opposite‐sex applicants. Analysis of data from 680 interviews provided partial support for this hypothesis. Sex similarity did not affect male recruiters' perceptions of interview quality or evaluations of applicants. However, as hypothesized, female recruiters reported better interview experiences with female applicants than male applicants and, in turn, evaluated them more favourably. Gender differences in recruiters' communication styles, social identification processes, and reactions to organizational equal opportunity policies are offered as possible explanations for the disparate results for male and female rec

ISSN:0963-1798    

DOI:10.1111/j.2044-8325.1996.tb00613.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

摘要:

The relationships between the variables measured by the Myers–Briggs Type Indicator (MBTI) and ipsative scales measuring the concepts in Holland's theory of vocational personalities and Schein's theory of career anchors were investigated by analysing data from 1063 Norwegian adults. Three bipolar factors extracted from the vocational scales were in close agreement with the diagonal dimensions of Holland's hexagon model of the vocational categories. Four factors extracted from the anchor scales were interpreted as bipolar career anchor factors. Regression analysis, using MBTI variables as independent and vocational and career anchor factors as dependent variables, showed that extraversion–introversion predicted the enterprising–investigative factor, sensing–intuition predicted the conventional–artistic factor, and thinking–feeling predicted the realistic–social factor. The Myers–Briggs variables were not distinctly related to the career anchor variables.It is argued that the three‐factor structure of the vocational categories corresponds with Holland's hexagon model of these categories because preferential choice data tend to expand the hexagon

ISSN:0963-1798    

DOI:10.1111/j.2044-8325.1996.tb00614.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

摘要:

Four dimensions of superior–subordinate communication (positive relationship communication, upward openness communication, negative relationship communication, and job‐relevant communication) were used to test a role theory explanation for the moderating effect of job level on the communication–job satisfaction relationship. Consistent with a role theory explanation for such a moderating effect, results indicated that the influence of a superior's communication on job satisfaction was significantly greater for supervisors than for hourly employees. All four communication dimensions were significant predictors of hourly employees' job satisfaction. However, while supervisors reported receiving more positive relationship and more upward openness communication, these two dimensions were not significant predictors of their job satisfaction. Implications for both research and management practice are of

ISSN:0963-1798    

DOI:10.1111/j.2044-8325.1996.tb00615.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

摘要:

While problems of self‐report measures of work stress have long been recognized, those of more ‘objective’ measures are often underestimated. Combining both in structural equation models yields more valid estimates, yet correlations with indicators of well‐being or strain rarely exceed .30. To decide whether this is due to insufficient validity of instruments or to the multi‐causal aetiology of well‐being, the concept of ‘shared job strain’ is introduced. This is a latent variable, with individual symptoms of strain of two workers holding the same job as indicators. Thus, it represents the strain that these two workers have in common, while truly individual variance is removed. It should, therefore, show much higher correlations with job stressors than do individual symptoms of strain. To estimate stressors, self‐reports of the two workers and of two independent observers are used as indicators. Four stressors explained two‐thirds of the variance in ‘shared job strain’. It is concluded (a) that estimating latent job stressors on the basis of self‐report and observer indicators yields highly valid measurement and (b) that the substantive argument is supported. There probably is an upper limit of 15 to 20 per cent variance in total strain symptoms that can be e

ISSN:0963-1798    

DOI:10.1111/j.2044-8325.1996.tb00616.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

摘要:

Book reviewed in this article:Fast Food, Fast Talk: Service Work and the Routinization of Everyday Life.ByRobin Leidner.Emotion in Organizations.Edited byStephen Fineman.

ISSN:0963-1798    

DOI:10.1111/j.2044-8325.1996.tb00617.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY