Joy Schneer and Frieda Reitman
This study examines the impact of employment gaps on career success for men and women managers. Women have had concerns about their ability to achieve career success in managerial…
Abstract
Purpose
This study examines the impact of employment gaps on career success for men and women managers. Women have had concerns about their ability to achieve career success in managerial careers that had required uninterrupted commitment.
Design/methodology/approach
The study analyzes mail survey data collected in early post‐MBA career from men and women MBAs. Two cohorts of alumni were sent surveys containing questions on career and demographic factors. Career success was assessed using an objective measure (yearly income) and a subjective measure (career satisfaction).
Findings
MBAs with employment gaps earned less than those continuously employed for both the early and recent cohorts. This income penalty appears to be worse for men. Career satisfaction is not impacted by an employment gap for the recent cohort.
Research limitations/implications
Since the sample is geographically limited, the findings may not apply to other regions of the US or other countries.
Practical implications
There is still a bias against managers with discontinuous work histories. While the managers themselves have accepted alternate career patterns, employers have not. The nature of career paths is changing and organizations need to accept this.
Originality/value
The study contributes to the career literature by providing analyses of two data sets from different decades with the same controlled educational background. It seems that women and men can achieve a satisfying managerial career even with time out of work although there are still some income penalties.
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Frieda Reitman and Joy A. Schneer
The career path once promised to good managers was an uninterrupted, upward climb on a corporate ladder. When environmental forces caused organizations to downsize and…
Abstract
The career path once promised to good managers was an uninterrupted, upward climb on a corporate ladder. When environmental forces caused organizations to downsize and restructure, the promise was broken. A protean path emerged, one that was self‐directed rather than company‐directed, and involved changes in employment. The study assesses whether managers have achieved the promised path and whether demographic and career factors differ for those on promised versus protean paths. Longitudinal data from MBAs surveyed three times over a 13‐year period demonstrated that the promised career path still exists for one‐third of the MBAs. Managers on promised paths were somewhat older and worked in larger companies. However, they did not have greater income, managerial level, career satisfaction, company loyalty, or job security than those on protean paths. Women followed both paths but career advancement was more accessible on protean paths. This study makes a unique contribution as the longitudinal data, controlled educational background, and controlled time period enhance understanding of managerial career paths.
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Some 20 or 30 years ago, embarking on a managerial career was a safe and secure option. You could reasonably expect to join a company, work your way up the ladder, hit top…
Abstract
Some 20 or 30 years ago, embarking on a managerial career was a safe and secure option. You could reasonably expect to join a company, work your way up the ladder, hit top management level and retire with a golden farewell as thanks for your loyalty. Not any more. As a result of the downsizing and restructuring of companies in the 1980s and 1990s, relationships between employer and employee are no longer so sturdy. These days very few can be totally confident their job is safe.
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Dean Elmuti, Judith Lehman, Brandon Harmon, Xiaoyan Lu, Andrea Pape, Ren Zhang and Terad Zimmerle
We examined the role gender plays in managerial stereotypes and changes that have occurred in the US for executive women in the workforce. We also investigated factors and…
Abstract
We examined the role gender plays in managerial stereotypes and changes that have occurred in the US for executive women in the workforce. We also investigated factors and personality traits that affect advancement into upper management for all executives and those that affect women in particular. Despite increased organisational sensitivity, public policies, and equal rights legislation, women continue to be underrepresented in corporate America. Pay increases and promotions for females have not kept pace with those for men. Study results also indicate that managerial womenwho juggle jobs and family life benefit from these multiple roles, but women who put off marriage and family to build top‐level careers suffer in later years from greatly reduced chances of finding spouses and having children. Further adaptation of organisational culture in the new economy, weakening of the glass ceiling phenomenon, and family friendly work policies may alleviate some of the difficulties experienced by women who want it all.
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Employment of Urban Chinese Women Volume Lll, Number 1 of theReview of Social Economy includes an article by Gale Summerfield enrided “Effects of the Changing Employment Situation…
Abstract
Employment of Urban Chinese Women Volume Lll, Number 1 of theReview of Social Economy includes an article by Gale Summerfield enrided “Effects of the Changing Employment Situation on Urban Chinese Women”.
Alain Klarsfeld and Anne‐Francoise Bender
The purpose of this paper is to report upon the “Diversity and equal opportunities” Special Interest Group of the Francophone Association of Research in Human Resource Management…
Abstract
Purpose
The purpose of this paper is to report upon the “Diversity and equal opportunities” Special Interest Group of the Francophone Association of Research in Human Resource Management (AGRH), which held its first international conference on “Gender and diversity in organizations”, at the ESCPEAP European Management School in Paris in January 2009.
Design/methodology/approach
Equal opportunity and diversity management are relatively recent research fields in Continental Europe, and particularly in France, however there were 95 conference participants who attended two plenary sessions, four workshops and one round table.
Findings
Sub‐themes were: diversity management and gender equality; Work‐life practices and equality policies between women and men; gender stereotypes and management; and women's and men's careers. The workshops covered: diversity management and gender equity; work‐life practices; women and men's careers; and social representations and stereotypes.
Originality/value
This paper provides an informative overview of the conference which was original in being co‐sponsored by The Emilie du Chatelet Institute – the first research network for developing and publishing research on women, sex and gender in France. The co‐sponsor was the IAE Gustave Eiffel (Business studies department of the Paris 12 University).