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Given continuing gender inequality in the upper echelons of organizations, women's leadership aspirations and orientations are of significant research interest. Controversy remains as to whether today's “Millennial” college women approach work with different leadership aspirations and attitudes than previous generational cohorts. This study compares the leadership and achievement orientations of college women leaders from 1985 to 2015, along with peer comparators from 2015.

Data were obtained from attendees at a conference for college women leaders in 1985 and 2015; male and female comparators were surveyed in 2015.

Comparing 1985 and 2015 cohorts of college women leaders suggests both similarity and change, as well as differences between women leaders and their male and female peers. Women leaders from 2015 demonstrated no differences in intrinsic direct achievement, lower self-esteem and higher power apprehension and lower levels of leadership motivation compared to the 1985 cohort. Millennial women leaders reported higher intrinsic direct and power direct achievement than male and female peers, with men higher on competitive achievement than either female group. Millennial women were more concerned about workplace gender equity, about sharing household responsibilities and were more favorable toward using external childcare while working compared to male peers.

Implications for developing young women with leadership potential are discussed.

These results make a strong contribution to understanding the leadership aspirations, achievement orientations and work–life expectations of the next generation of organizational leaders.

The purpose of this paper is to investigate the relationships among incivility, stress, workaholism, and psychological capital (PsyCap).

Data on incivility, stress, workaholism, and PsyCap were collected, through administration of an online survey, from 168 employees.

Workaholism and stress were positively related to uncivil behaviors, while PsyCap was negatively linked to incivility. Additionally, workaholism was positively associated with stress and negatively related to PsyCap. Finally, PsyCap acted as a mediator between workaholism and uncivil behaviors.

Future researchers should obtain a larger number of minority participants, assess the instigators of incivility, and implement a longitudinal model.

Managers should focus on reducing stress and uncivil behaviors, and implement interventions to reduce workaholism and stress and increase PsyCap.

It is the first study to examine measurable traits that are likely to lead to negative behaviors, and includes an emotional tool, PsyCap, that can be developed to limit the negative influence of incivility on the organization.

This study forces respondents to tradeoff between invasive human resource practices and salary.

Respondents evaluated 16 calibration profiles to estimate a conjoint model among four categories: pre-employment, employment at the office, employment outside the office, and salary. Each profile included one level from the four categories.

In a study of mostly full-time employees, conditions at work were paramount. Salary was second followed closely by pre-employment monitoring. Monitoring outside of the office was a distance last.

In a tight employment market, salary may not be the deciding selection factor for employment.

Employee monitoring is advancing dramatically and making human resource activities commonplace and invasive. This study forces respondents to confront these practices and determine whether salary can compensate for their acceptance.