ISSN:0090-4848    

DOI:10.1002/hrm.3930260201

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1987

数据来源: WILEY

ISSN:0090-4848    

DOI:10.1002/hrm.3930260202

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1987

数据来源: WILEY

ISSN:0090-4848    

DOI:10.1002/hrm.3930260203

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1987

数据来源: WILEY

摘要:

AbstractThis article explores the nature and origins of wage differences between men and women in the context of a single large financial services organization. Data collected on 800 women and 1831 men showed that modest wage differences do exist and that they tend to be concentrated primarily in managerial levels. Two possible sources of bias in evaluation were assessed – performance appraisal ratings and the translation of performance appraisal ratings into salay. Our analyses showed that performance appraisal ratings, on average, do not differ between men and women at the same level; however, the relationship between performance appraisal ratings and salary was stronger for men then women, particularly at higher levels. This suggests that the salary allocation process, and not the performance appraisal process, may be the source of bias in large organization

ISSN:0090-4848    

DOI:10.1002/hrm.3930260204

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1987

数据来源: WILEY

摘要:

AbstractPacific Rim business is the fastest growing in the world. To remain competitive, no major North American firm dare ignore Asia. Traditionally, very few women have held managerial and executive positions in Asia, Can North American firms successfully send female expatriate managers to Asia or must they limit international management positions to men? To answer this question, fifty‐two women were interviewed, each of whom had held at least one management position in Asia. They were overwhelmingly successful. The study describes who the women are, how they were chosen, and their professional experience as female expatriate managers in Asi

ISSN:0090-4848    

DOI:10.1002/hrm.3930260205

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1987

数据来源: WILEY

摘要:

AbstractOn the basis of interview materials, this article describes the organizational and attitudinal barriers Japanese women face in respect to recruitment and career mobility in Japanese corporations and the career implications of their roles as wives and mothers. Forces for change in the position of white‐collar and managerial women are also examined, with particular reference to the internationalization of the Japanese economy and societ

ISSN:0090-4848    

DOI:10.1002/hrm.3930260206

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1987

数据来源: WILEY

摘要:

AbstractThe aim of this article is to present the current position of female managers in Britain and examine the similarities and differences between male and female managers. In terms of managerial efficiency and performance per se, the evidence strongly suggests that there are far more similarities than differences between the way men and women ‘manage’. However, there are some major sex differences in relation to demographic profiles, job status and employment factors, career development, occupational stress levels, and attitudes towards female managers compared to their male counterparts. One in nine managers in Britain are women and less than one per cent occupy senior management positions. Women managers tend to have to be more highly qualified than men managers, are more likely to be single or divorced, and encounter more prejudice and discrimination in the work environment. In addition, compared to male managers female managers have to cope with additional stresors stemming both from their work and home lives. It is suggested that many of these differences are hampering the career prospects of women in management and contributing towards the difficulties they have in reaching the higher levels of management compared to men. Finally, recommendations for changes in corporate and legislative policies are also propo

ISSN:0090-4848    

DOI:10.1002/hrm.3930260207

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1987

数据来源: WILEY

摘要:

AbstractThis is a study of differences between women and men in their responsiveness to formal organizational career management. Questionnaire data from 272 men and 101 women were analyzed. It was found that women's individual career variables were mostly similar to men's, but their responsiveness to organizational career management was higher than men's. Women's career effectiveness (performance, attitudes, identity, and adaptability) and career planning increased when the level of perceived organizational career management was high. The sex difference remained even when the effects of two other responsiveness‐reducing factors, managerial position and tenure, were controlled. The results are interpreted in terms of women's cognitive construction of organizational reality. It is suggested that human resource managers have to distinguish between two different objectives: enhancing women's effectiveness vs. enhancing their career progress. To attain the first objective, formal career management systems should be developed. To attain the second, it is argued that women need to relate differently to the informal organizational syste

ISSN:0090-4848    

DOI:10.1002/hrm.3930260208

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1987

数据来源: WILEY

ISSN:0090-4848    

DOI:10.1002/hrm.3930260209

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1987

数据来源: WILEY

摘要:

AbstractThis article considers what corporations' attitudes toward women will be in the year 2000, and what women's attitudes toward corporations will be at that time. Women's current position in the workforce is characterized. Consideration is given to the direction today's workplace is taking as it transitions to the start of a new century. Based on current observations and trends, the article explores the needs and desires of the twenty‐first century woman. Four major tools available to U.S. corporations preparing to enter the next century are discussed, including family issues, a commitment to innovation, training, and women's contributions to the management of transitio

ISSN:0090-4848    

DOI:10.1002/hrm.3930260210

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1987

数据来源: WILEY