Hazel M. Rosin and Karen Korabik
The entry of significant numbers of women into managerial positions over the past two decades has prompted considerable interest in their experiences and, more recently, in their…
Abstract
The entry of significant numbers of women into managerial positions over the past two decades has prompted considerable interest in their experiences and, more recently, in their progress through the various levels of management. An examination of the circumstances presently facing such women paints a discouraging picture: some investigations indicate that highly qualified, competent individuals feel disappointed and disillusioned with their experiences in organizations (Gallese, 1985; Hardesty, & Jacobs, 1986). Other reports suggest that female executives face formidable structural and attitudinal barriers which virtually preclude advancement to upper management echelons (Fierman, 1990; Morrison, White, & Van Velsor, 1987; Nicholson, & West, 1988). In addition, recent media accounts proclaim that massive numbers of corporate women are choosing to ‘bail out’ in favor of entrepreneurial self‐employment or full‐time homemaking (Maynard, 1988; Taylor, 1986).
Volume 64 Part 4 of the Journal of Occupational Psychology includes an article by Hazel M. Rosin and Karen Korabik entitled “Workplace variables, affective responses, and…
Abstract
Volume 64 Part 4 of the Journal of Occupational Psychology includes an article by Hazel M. Rosin and Karen Korabik entitled “Workplace variables, affective responses, and intention to leave among women managers”.
Increasing numbers of men today are partners in dual careermarriages. However, the professional and personal consequences of thislifestyle for men′s traditional roles are not yet…
Abstract
Increasing numbers of men today are partners in dual career marriages. However, the professional and personal consequences of this lifestyle for men′s traditional roles are not yet well understood. Utilising an in‐depth interview methodology, an exploratory research study of 30 dual career partners focused on husbands and wives′ perceptions of the effect of wives′ careers on men. Predominantly positive professional and personal effects for husbands were identified, with men′s ages and the evolution in some marital structures from traditional to non‐traditional as apparent moderators of these outcomes. Specific consequences for men are discussed and implications of the study for organisations′ career development and human resource functions are considered.
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Hazel M. Rosin and Karen Korabik
A large scale survey of 391 women and 263 men managers produced noevidence for four common contentions about the attribution of womenmanagers from organizations: (1) large numbers…
Abstract
A large scale survey of 391 women and 263 men managers produced no evidence for four common contentions about the attribution of women managers from organizations: (1) large numbers of women are “dropping out”, (2) women managers leave organizations primarily due to maternity and work‐family conflict, (3) more female than male managers are leaving organizations, and (4) managers who are mothers are less committed to their careers and to organizations. It appears that poor research methodology and failure to adopt a multivariate perspective have resulted in existing knowledge based more on fiction than fact.
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The February issue of the National Westminster Bank's Quarterly Review contains an article by Lynne Evans entitled “The ‘Demographic ‐ Dip’: A Golden Opportunity for Women in the…
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The February issue of the National Westminster Bank's Quarterly Review contains an article by Lynne Evans entitled “The ‘Demographic ‐ Dip’: A Golden Opportunity for Women in the Labour Market?”
Marketing for women in management This is the title of an article by M. Domsch and A. Hadler in Vol. 7 No. 4 of the European Management Journal.
Barry Gledson, Sambo Lyson Zulu, Ali M. Saad and Hazel Ponton
Against a background context of Construction 4.0, this study aims to explore what digital leadership in construction firms is, why it is necessary and what considerations it…
Abstract
Purpose
Against a background context of Construction 4.0, this study aims to explore what digital leadership in construction firms is, why it is necessary and what considerations it involves. It provides a digital leadership considerations framework to aid organisational digital transformations.
Design/methodology/approach
To address the research question informing what digital leadership involves, an interpretivist study was conducted. Eleven purposively selected expert practitioners, including construction business leaders and company digital champions were surveyed using in-depth semi-structured interviews. This obtained insights and reflections on how construction leaders can impel digital transformations.
Findings
How construction leaders can embed the skills to drive such transformation in their firms, what the essential digital skills for construction businesses now are in Construction 4.0 and how leaders can attempt to evaluate the value of digital technology for their business practices, are all crystallised. Impacts of digital transformations on the construction workplace are also highlighted.
Practical implications
Because of this work, business leaders will be better equipped to lead and support further digital transformation efforts in Construction 4.0. Future research directions aid academics.
Originality/value
Clear definitions of digital transformation and digital leadership are provided, and a digital leadership considerations framework is provided to support firm-level digital transformations for Construction 4.0.
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Gianluca Brunori, Tessa Avermaete, Fabio Bartolini, Natalia Brzezina, Stefano Grando, Terry Marsden, Erik Mathijs, Ana Moragues-Faus and Roberta Sonnino
Among the food system's outcomes, food and nutrition security remains a key concern also in developed countries. This chapter analyzes food and nutrition security issues…
Abstract
Among the food system's outcomes, food and nutrition security remains a key concern also in developed countries. This chapter analyzes food and nutrition security issues, unpacking the four dimensions in which the concept is articulated: availability, access, utilization and stability. Then the concept is explored, beyond the official definitions, through a description of the various frames that shape the public debate on food and nutrition security. These frames are: the classical productivist view emerged in the early post-war period; the neoproductivism, promoting a sustainable intensification aimed at producing more food while reducing negative environmental impacts, the entitlement approach based on Sen's reflections on people's capability to access food; the food sovereignty (Via Campesina, 1996) which regards food insecurity as an outcome of unequal power relations: the livelihood approach focused on the assets that determine the living gained by the individual or household; the right to food (De Schutter, 2014) based on the status of each individual as a rights-holder; the similar but less individualistic food democracy and food citizenship perspective which focusses on the collective dimension of those rights; the community food security, again close to the food citizenship but with stronger emphasis on communities and localization. Finally, the main contributions given by small farms to food and nutrition security are described, as identified on the base of the SALSA project outcomes.
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Although getting along with people is just as important to being agood manager as being able to get the job done, according to the currentstereotype the ideal manager is…
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Although getting along with people is just as important to being a good manager as being able to get the job done, according to the current stereotype the ideal manager is task‐oriented rather than person‐oriented. Here the importance of feminine qualities and interpersonal skills for managerial effectiveness are discussed. Interviews with 30 women managers illustrate the fact that women can approach management with a “masculine” (task‐oriented), “feminine” (people‐oriented), or an “androgynous” style which combines the two. The androgynous style is the one most likely to be successful.
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Recently, more and more North American women have been choosing to pursue careers in management and the professions. The invasion of women into these once exclusively masculine…
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Recently, more and more North American women have been choosing to pursue careers in management and the professions. The invasion of women into these once exclusively masculine domains has been accompanied by a host of problems, many of which were unanticipated. In the articles presented here we examine the nature of these problems and provide some suggestions about what can be done to help resolve them.