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Article
Publication date: 3 April 2017

Laura Madden, Deborah Kidder, Kimberly Eddleston, Barrie Litzky and Franz Kellermanns

The purpose of this paper is to examine the differential effects of workplace stress and the use of social support by contingent vs standard employees.

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Abstract

Purpose

The purpose of this paper is to examine the differential effects of workplace stress and the use of social support by contingent vs standard employees.

Design/methodology/approach

Conservation of resources (COR) theory is used to frame research questions. Using content analysis of 40 interviews from individuals in the hospitality industry, differences between the levels of stress reported by contingent and standard employees as well as differences in their use of social support networks to offset stress is examined.

Findings

Contingent employees report experiencing more stress than do standard employees in the same profession. Furthermore, contingent employees seek out more social support than do standard employees. There was no difference between the two groups with respect to the desire for social support from three sources: vertical, horizontal, and customer groups.

Originality/value

This study extends the literature on contingent workers, the literature on how different types of employees deal with stress, as well as adding to the COR literature by showing that contingent employees experience and assuage their stress differently than do standard employees.

Details

Personnel Review, vol. 46 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

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Book part
Publication date: 8 July 2010

Esra Memili, Kimberly A. Eddleston, Thomas M. Zellweger, Franz W. Kellermanns and Tim Barnett

Drawing on organizational identity theory, we develop a model linking family ownership and expectations, entrepreneurial risk taking, and image in family firms to explain family…

Abstract

Drawing on organizational identity theory, we develop a model linking family ownership and expectations, entrepreneurial risk taking, and image in family firms to explain family firm growth. Testing our model on a sample of 163 Swiss family firms, we suggest that entrepreneurial risk taking and image can both lead to growth in family firms. We further find that family expectations have an influence on both entrepreneurial risk taking and family firm image. This finding suggests that family firms may benefit from two growth paths – forward looking risk taking and the image of the family firm that builds on the past, and that these paths are nurtured by family expectations.

Details

Entrepreneurship and Family Business
Type: Book
ISBN: 978-0-85724-097-2

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Book part
Publication date: 6 September 2019

Kimberly A. Eddleston and Ghita Sabil

Women are becoming more and more visible in family firms. They appear to be the adhesive that bonds the family together and may, therefore, help explain why some families are a…

Abstract

Women are becoming more and more visible in family firms. They appear to be the adhesive that bonds the family together and may, therefore, help explain why some families are a key source of strength for their business while others struggle to maintain family harmony and business success. Yet, these women face many challenges in working for their family’s business. In this chapter, we offer a brief review of the literature as related to the historical perspectives in terms of CEO wives and daughters and concerns about primogeniture. We conclude with a discussion on progress and capture the experiences of women working in their family’s business.

Details

Go-to-Market Strategies for Women Entrepreneurs
Type: Book
ISBN: 978-1-78973-289-4

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Article
Publication date: 20 February 2009

Kimberly A. Eddleston

The purpose of this paper is to apply social comparison theory to the study of managerial careers. It is proposed that how managers evaluate their career progression in comparison…

3815

Abstract

Purpose

The purpose of this paper is to apply social comparison theory to the study of managerial careers. It is proposed that how managers evaluate their career progression in comparison with the accomplishments of others will affect how they feel about their careers and organizations.

Design/methodology/approach

Male and female managers who were similar in age (±5 years) and from the same organization, functional area, management level, and region were asked to participate in the study. Data from 392 managers from lower and middle levels were used to test the study hypotheses. Respondents completed measures of upward comparisons, downward comparisons, enacted aspirations, competitiveness of work group, career satisfaction and turnover intentions.

Findings

Study results showed that social comparisons influence managers' turnover intentions and career satisfaction. Upward comparisons were found to be positively related to turnover intentions and career satisfaction. Downward comparisons were found to be negatively related to turnover intentions and positively related to career satisfaction. In addition, the competitiveness of the managers' work group and their enacted aspirations were found to be significant moderators. These findings emphasize the importance of relative standards in predicting managerial career attitudes.

Research limitations/implications

The measures created to assess the degree to which individuals make downward and upward social comparisons when assessing their career progress should be tested in additional occupations and studies. Future research should investigate how social comparisons influence career attitudes beyond considering feelings of relative deprivation. In particular, researchers should aim to understand when upward comparisons are threatening or motivating.

Practical implications

The findings demonstrate that social comparisons can be quite prevalent within organizations and that the competitiveness of the organizational climate can have a significant impact on how social comparisons affect managers' career satisfaction. Therefore, organizations should be mindful of the climates they endorse. Furthermore, findings suggest that organizations should encourage managers to participate in career strategies since career strategies associated with enacted aspirations were found to enhance the effects of the social comparison process, leading to an increase in managers' career satisfaction and a decrease in their turnover intentions.

Originality/value

This is the first known study to empirically examine how upward and downward comparisons affect managers' turnover intentions and career satisfaction.

Details

Career Development International, vol. 14 no. 1
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 1 June 2004

Kimberly A. Eddleston, David C. Baldridge and John F. Veiga

Although research has uncovered important predictors of managerial career success, the causal relationships between these predictors has not been fully explored. Accordingly, we…

3547

Abstract

Although research has uncovered important predictors of managerial career success, the causal relationships between these predictors has not been fully explored. Accordingly, we propose and test a model that establishes a link between individual differences, salient career‐related beliefs, career enhancing outcomes and managerial career success. Using path analysis, we found that education and career impatience directly affected willingness to relocate and perceived marketability, which in turn led to more promotions offered and greater exposure to powerful networks. Finally, the number of promotions offered directly affected management level, which in turn affected compensation level. With respect to gender differences, we found that beliefs regarding the efficacy of mentoring positively influenced a woman's sense of marketability, and like her male counterpart, exposure to powerful networks. However, we also found that for women managers, unlike men, such exposure did not affect the number of promotions they were offered.

Details

Journal of Managerial Psychology, vol. 19 no. 4
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 25 May 2010

Rowena Ortiz‐Walters, Kimberly‐Ann Eddleston and Kathleen Simione

The purpose of this paper is to examine the effects of gender identity on protégés' satisfaction with mentoring relationships. More specifically, it aims to investigate whether or…

2830

Abstract

Purpose

The purpose of this paper is to examine the effects of gender identity on protégés' satisfaction with mentoring relationships. More specifically, it aims to investigate whether or not a protégé's feminine or masculine identity, by virtue of emphasizing different criteria, roles, and preferences, impacts his or her satisfaction with the performance of a mentor.

Design/methodology/approach

Managers and/or professionals, identified by in‐career MBA students at large universities in the East, completed surveys to assess relationship satisfaction as a mentoring outcome.

Findings

The results of this study indicate that masculine protégés, who strongly identify with their career roles, report being more satisfied with mentors who provide career development support. Conversely, feminine protégés, who measure career success using socio‐emotional‐based criteria, report being more satisfied with mentors who provide psychosocial support.

Research limitations/implications

The study is limited in its generalizability due to the type of sample studied. The sample consisted of managers from a variety of male‐dominated occupations. In addition, since the data were self‐reported on a single survey, common method bias may also be an issue.

Practical implications

Despite limitations, the study implies that assessment of gender identity and related skills can provide organizations with more effective guidance and matching of mentors and protégés to maximize perceived satisfaction on the part of the protégé.

Originality/value

Although many studies have investigated a variety of factors that affect mentoring, few have examined the influence of gender identity on the functioning of these relationships.

Details

Career Development International, vol. 15 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

Available. Content available
Article
Publication date: 28 June 2011

Sally Jones and Lorna Treanor

1400

Abstract

Details

International Journal of Gender and Entrepreneurship, vol. 3 no. 2
Type: Research Article
ISSN: 1756-6266

Available. Content available
Book part
Publication date: 8 July 2010

Abstract

Details

Entrepreneurship and Family Business
Type: Book
ISBN: 978-0-85724-097-2

Available. Content available
Book part
Publication date: 6 September 2019

Abstract

Details

Go-to-Market Strategies for Women Entrepreneurs
Type: Book
ISBN: 978-1-78973-289-4

Available. Content available
Article
Publication date: 1 January 2006

Professor Yehuda Baruch

384

Abstract

Details

Career Development International, vol. 11 no. 1
Type: Research Article
ISSN: 1362-0436

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