摘要:

AbstractThe relationship between sex role stereotypes and characteristics perceived as necessary for management success was examined among 497 male and 328 female management students in the U.S., Great Britain and Germany. Three forms of the 92‐item Schein Descriptive Index were used to define sex role stereotypes and characteristics of successful managers. The results revealed that males in all three countries perceive that successful middle managers possess characteristics, attitudes and temperaments more commonly ascribed to men in general than to women in general. The pattern of results among females varied across cultures. German females sex type the managerial position to almost the same degree as the males. British females also sex type the managerial position, but to a lesser extent than their German counterparts. U.S. females do not sex type the managerial position, but see women and men as equally likely to possess characteristics necessary for managerial success. The implications of these outcomes for the advancement of women in management worldwide are discusse

ISSN:0894-3796    

DOI:10.1002/job.4030130502

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

摘要:

AbstractThe present study examined the relationship of shiftwork and department‐type with employees' job stress, stressors, work attitudes and behavioral intention. Data were collected by means of a structured questionnaire from nurses (N= 1148) working in eight hospitals in a large, metropolitan city in eastern Canada. One‐way ANOVA, MANOVA and two‐way ANOVA were used to analyze data. Results generally support the prediction that nurses working on fixed shifts were better off than nurses working on rotating shifts in terms of the dependent variables of the present study. The prediction that nurses working in non‐intensive care departments were better off than nurses working in intensive care departments received mixed support at best. A few interaction effects of shiftwork × department‐type on dependent variables were also noted.The impact of socio‐demographic variables — age, marital status, cultural background (English‐ versus French‐speaking) — on the above relationships were also analyzed. Results are discussed in light of the previous empirical evidence on shiftwork

ISSN:0894-3796    

DOI:10.1002/job.4030130503

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

摘要:

AbstractThe anticipated labor shortages of the 1990's will intensify organizational needs to retain their existing employees. Women represent an increasingly important segment of the labor force and their turnover rates are thought to exceed men's. Earlier studies of turnover and its psychological antecedent, the behavioral intention to leave, suggest that work‐related factors may contribute to women's relatively higher turnover rates. The current paper reports the results of a study of the intentions of male and female executives, managers and professionals to leave their organizations. The results support the pattern of findings in earlier studies that gender differences disappear when job satisfaction is controlled in the analysis. Further analysis highlights the importance of two components of job satisfaction — meaningful work and opportunities for promotion. The authors conclude that organizations might improve their retention rates of female managers through job enrichment and by enhancing their advancement opportunit

ISSN:0894-3796    

DOI:10.1002/job.4030130504

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

摘要:

AbstractIntense interest in stress had led to a proliferation of coping measures. To aid researchers in choosing or developing coping measures applicable to job stress, this paper provides a conceptual evaluation framework. The framework serves to evaluate the extent to which coping measures are comprehensive (focus and method of coping) and specific (coping behaviors versus coping effectiveness, coping style, or coping resources; and stress management applications). Both theoretical and organizational stress management perspectives are incorporated.

ISSN:0894-3796    

DOI:10.1002/job.4030130505

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

摘要:

AbstractThis study investigated the possible role of self‐efficacy in the stress process by examining relations between stressors (role ambiguity, situational constraints, and hours), strains (job dissatisfaction, anxiety, frustration, and turnover intent), and efficacy beliefs (both individual and collective). Individual efficacy was related to only two of the four strains and had no mediating or moderating effects. Collective efficacy, however, was strongly related to both stressors and strains. Collective efficacy also moderated the effect of work hours and mediated the relation between situational constraints and two of the strain measures. It was concluded that the theory of individual self‐efficacy (Bandura, 1977) may not adequately explain collective efficacy. Future research on the self‐efficacy construct as well as its role in the stress process was sugg

ISSN:0894-3796    

DOI:10.1002/job.4030130506

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030130507

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030130508

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030130509

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030130510

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030130501

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY