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Although qualified women are still underrepresented at ranks of senior management in all countries, considerable progress has been made in identifying work experiences associated with career success and advancement. The studies of mentor relationships in North America have shown that women receiving more functions from their mentors reported benefits such as greater job and career satisfaction, and female mentors provided more psychosocial functions than did male mentors. The present study examined antecedents and consequences of mentor relationships in a sample of managerial and professional women working for a large organization in Turkey. The paper aims to discuss these issues.

Data were collected from 192 women managers and professionals using anonymously completed questionnaires.

The following results were obtained: having a mentor relationship had little impact on work outcomes, female and male mentors generally provided the same mentor functions, and mentor functions had little impact on work outcomes.

Highlights the potential role of both organizational and societal values in mentoring programs.

These findings are at odds with previously reported results obtained in Anglo-Saxon countries. Possible explanations for the failure to find previously reported benefits of mentoring are offered.

Although women continue to enter managerial and professional jobs in increasing numbers, they continue to be underrepresented at more senior levels of management. Several factors have been found to account for this, an important one being women's responsibilities for home and family functioning, often resulting in work‐family conflict (WFC). The purpose of this paper is to examine correlates and consequences of WFC among a sample of managerial and professional women working in Istanbul, Turkey.

Data were collected from 143 women, most working in the public sector, using anonymously completed questionnaires. About half were married and about half had children. WFC, both work interfering with family and family interfering with work (time‐, strain‐ and behaviour‐based) were measured by a scale developed and validated by Carlson et al., in a US study.

The respondents indicated relatively low levels of WFC. Levels of work interfering with family and family interfering with work were significantly and positively correlated. Hierarchical regression analyses, controlling for both personal demographic and work situation characteristics, showed that WFC generally predicted both work and psychological well‐being outcomes, work interfering with family being a consistently stronger predictor of these than was family interfering with work.

Data collected at one point in time make it difficult to examine causality. In addition, most respondents worked in the public sector, raising the issue of generalizability to women managers and professionals in the private sector.

Practical implications are offered for individuals, families and workplaces to address work‐family issues.

This is one of the few studies of WFC among women managers and professionals in Turkey.

This study examined the usefulness of 12 university‐based initiatives for preparing managerial and professional women for their work and careers. Respondents were 267 women graduates of a university commerce and business programme. Data were collected via questionnaires completed anonymously. The three most useful initiatives were: having female business graduates speak candidly about their experiences to students; supporting the development of a women′s network outside the university; and including content on management and human behaviour in organisations more reflective of the experiences of women.

Examines the desirability of 21 different career development opportunities for managerial and professional women. Data were collected from 245 women in early career stages using questionnaires. There was considerable variety in their desired developmental opportunities; women with family responsibilities were less desirous of career development activities and geographic moves and more desirous of flexible working hours and working fewer hours; managerial and professional women desirous of flexible work hours or working fewer hours reported less work satisfaction and poorer psychological wellbeing. Offers implications for organizations and managerial women (and men).

Although more women are entering managerial and professional jobs with increasingly appropriate academic and experience credentials for upward mobility, few of them make it to senior management or executive ranks (Morrison & Von Glinow, 1990). They encounter a glass ceiling (Morrison, White & Van Velsor, 1987), an almost impenetrable barrier, which prevents them from reaching the top levels.

An increasing number of women are preparing themselves for managerial and professional careers. They are doing this by enrolling in and graduating from schools of administration, obtaining additional professional designations, working long hours, and acquiring the years of experience necessary for entering the ranks of corporate management. However, the number of women who advance to levels of General Manager and above are few and this pattern is common across all industrialised countries (Morrison & Von Glinow, 1990; Adler & Israeli, 1988).

Reports on a study which examined the incidence, antecedents and consequences of social‐sexual behaviours at work. These include any non‐work related behaviour having a sexual component, such as harassment, flirting, posters and pin‐ups, and sexual jokes. Data were collected from 267 Canadian managerial and professional women using questionnaires completed anonymously. Women experiencing more harassing and non‐harassing social‐sexual behaviours at work were less satisfied and less committed to their organizations and reported poorer emotional wellbeing. Few demographic characteristics were related to social‐sexual behaviours experienced. Work environment characteristics, however, were more strongly related to experienced social‐sexual behaviours at work. Managerial and professional women reported experiencing harassing and non‐harassing social‐sexual behaviours with the same frequency as working women in general.

A review of the research areas of faculty members and the teaching programmes of this institution.

The purpose of this paper is to present a systematic literature review of the application of eye-tracking technology within the field of library and information science. Eye-tracking technology has now reached a level of maturity, which makes the use of the technology more accessible. Subsequently, a growing interest in employing eye tracking as a methodology within library and information science research must be anticipated.

The review follows the guidelines set in the Preferred Reporting Items for Systematic Reviews and Meta-Analyses recommendations. Two reference databases are searched for relevant references: Library and Information Science Abstracts and Library, Information Science and Technology Abstracts. The main selection criteria are peer-reviewed literature that describes the experimental setting, including which eye-tracking equipment was used, the number of test persons and reports on the eye-tracking measures. Furthermore, this study will report which other methods were applied in combination with eye tracking.

The number of published research utilizing eye-tracking technologies within library and information science (LIS) is still limited although an increase in the use of eye-tracking technologies is observed during recent years.

To the knowledge of the author, this is the first systematic review on eye-tracking technology and application in LIS.

The purpose of this paper is to present readers with information on the state of provision of agricultural insurance as a means of protecting financial investment in agricultural productivity in Ghana.

The paper reviews interventions in the provision of agricultural insurance in Ghana and then examines what is currently being done in this area. The paper looks at issues arising from empirical evidence on agricultural insurance provision and links them to scholarly articles on these issues.

This paper shows that there has been considerable effort from the German Development Cooperation, the Ghana National Insurance Commission and government ministries and agencies, the Insurance sector in Ghana and stakeholder institutions leading to the creation of an agricultural insurance provider in Ghana. It is, however, evident from the results that the system is facing major challenges resulting primarily from the inability of the state to provide the needed policy and regulatory support that will assist the insurance sector in the development and delivery of the agricultural insurance products.

Even though there has been some research that has touched on agricultural insurance in Ghana, none of them has actually examined the current systems of providing the insurance since its inception. The paper therefore fills the gap of providing information on the current ongoing interventions for the provision of agricultural insurance for individuals and organizations that invest in the agricultural sector in Ghana.