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Article
Publication date: 1 November 1995

Ronald F. Burke and Carol A. McKeen

Reports the findings of a study which examined the relationship ofemployment gaps to measures of work outcomes and emotional wellbeing.Data were collected from a diverse sample of…

1211

Abstract

Reports the findings of a study which examined the relationship of employment gaps to measures of work outcomes and emotional wellbeing. Data were collected from a diverse sample of 161 women chartered accountants (CAs) using questionnaires completed anonymously. Women CAs with more employment gaps were older, more likely to be married, had more children if married, and worked fewer hours and extra hours per week. Women with more employment gaps also reported less satisfaction, less job involvement and were less optimistic about their career prospects, when other factors were controlled. Employment gaps were not related to psychological wellbeing however.

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Journal of Managerial Psychology, vol. 10 no. 7
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 1 February 2003

Ronald J. Burke, Fay Oberklaid and Zena Burgess

This study examined the relationship of female and male psychologists perceptions of organizational values supportive of work‐personal life balance and their work experiences…

222

Abstract

This study examined the relationship of female and male psychologists perceptions of organizational values supportive of work‐personal life balance and their work experiences, work and non‐work satisfactions, and psychological well‐being. Data were collected from 458 Australian psychologists using anonymous questionnaires. Psychologists reporting organizational values more supportive of work‐personal life balance also reported greater job and career satisfaction, less work stress, less intention to quit, greater family satisfaction, fewer psychosomatic symptoms, and more positive emotional well‐being. Interestingly, perceptions of organizational values supportive of work‐personal life balance were unrelated to hours and extra‐hours worked and job involvement.

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The International Journal of Organizational Analysis, vol. 11 no. 2
Type: Research Article
ISSN: 1055-3185

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Article
Publication date: 1 August 2003

Ronald J. Burke

This study, using a longitudinal design, examined the relationship of perceived organizational support (POS) and job satisfaction among hospital‐based nursing staff survivors of…

1572

Abstract

This study, using a longitudinal design, examined the relationship of perceived organizational support (POS) and job satisfaction among hospital‐based nursing staff survivors of significant healthcare restructuring. In addition, the role of both restructuring processes and restructuring stressors in affecting POS, and the potential mediating role of POS in the relationship between both restructuring processes and stressors and job satisfaction, was considered. Data were collected from 393 respondents at two points separated by three years. Levels of POS were relatively low on both occasions and declined slightly over the three year period. POS and job satisfaction were found to have a bi‐directional relationship over time. Both restructuring processes and stressors had significant relationships with POS, positive and negative respectively. POS fully mediated the relationship between restructuring processes and job satisfaction and partially mediated the relationship between restructuring stressors and job satisfaction.

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International Journal of Sociology and Social Policy, vol. 23 no. 8/9
Type: Research Article
ISSN: 0144-333X

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Publication date: 25 November 2016

Ronald J. Burke

Abstract

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The Aging Workforce Handbook
Type: Book
ISBN: 978-1-78635-448-8

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Article
Publication date: 1 August 2006

James A. Russo and Lea E. Waters

This study had three aims. First, to examine the validity of the workaholism triad as compared to the workaholism dyad. Second, to test the relationship between workaholism and…

6042

Abstract

Purpose

This study had three aims. First, to examine the validity of the workaholism triad as compared to the workaholism dyad. Second, to test the relationship between workaholism and work‐family conflict. Third, to explore the three‐way relationships between worker type, work‐family conflict (WFC) and supervisor support and flexible work schedules.

Design/methodology/approach

Participants consisted of 169 workers employed in the legal industry. The sample used was respondent‐driven and questionnaires were self‐administered. Workaholism was operationalised using two dimensions of the Spence and Robbins WorkBat: first, drive to work and second, work enjoyment, which produced four worker types (workaholics, enthusiastic workaholics, relaxed workers and uninvolved workers).

Findings

Support was found for McMillan et al.'s dyad conceptualisation of workaholism as opposed to Spence and Robbins' triad model. Specifically it was found that the work involvement subscale had low internal reliability and an unreliable factor structure. Results demonstrated that worker type was significantly related to WFC. Specifically, workaholics and enthusiastic workaholics experienced significantly more WFC than relaxed and uninvolved workers. Regarding the three‐way relationships, it was found that worker type moderated the relationship between schedule flexibility and WFC. Specifically, it was found that enthusiastic workaholics, in contrast to their workaholic counterparts, experienced declining WFC with access to flexible scheduling. Supervisor support was not significant.

Practical implications

The current study suggests that blanket policies, designed to promote work‐life balance, are unlikely to be effective for all employees. Indeed, it appears that although both workaholics and enthusiastic workaholics experience high levels of WFC, these two worker types may require different support mechanisms in order to achieve greater work‐life balance.

Originality/value

Despite their apparent conceptual linkage, the relationship between workaholism and work‐family conflict has not been explored in the literature to date. The current study contributes to the field of organisational behaviour both through proposing an additional dispositional antecedent to WFC (i.e. workaholism) and through uncovering an additional consequence of workaholic behaviour patterns (i.e. WFC).

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Career Development International, vol. 11 no. 5
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 12 February 2010

Lisa Fiksenbaum, Mustafa Koyuncu and Ronald J. Burke

The purpose of this paper is to investigate the relationship between virtues and indicators of work engagement, satisfaction, and psychological well‐being among a large sample of…

901

Abstract

Purpose

The purpose of this paper is to investigate the relationship between virtues and indicators of work engagement, satisfaction, and psychological well‐being among a large sample of managerial and professional women working in a large Turkish bank. Managerial women in Turkey, as elsewhere, are under‐represented at senior levels of management. A virtue is any psychological process that enables a person to benefit herself or himself and others.

Design/methodology/approach

Data are collected from 286 managerial and professional women using anonymously completed questionnaires, a 72 percent response rate. Two virtues are considered: Optimism and Proactive Behavior.

Findings

Optimism and Proactive Behavior are significantly and positively correlated. Hierarchical regression analyses, controlling for both personal demographic and work situation characteristics, indicate that virtues account for significant increments in explained variance on all outcome measures. Optimism emerges as a particularly consistent predictor of these.

Research limitations/implications

The research data are collected at one point in time, limiting the understanding of causality.

Practical implications

Suggestions for increasing levels of virtues through training are offered based on previous theory.

Originality/value

This paper contributes to the emerging literature in positive organizational scholarship on the relationship of virtues to individual health and performance in work settings.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 29 no. 2
Type: Research Article
ISSN: 2040-7149

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Article
Publication date: 1 May 1997

Ronald J. Burke

The last ten years has demonstrated increased attention to women in management research (Davidson & Burke, 1994; Fagenson, 1993; Sekaran & Leong, 1992). We have a good…

159

Abstract

The last ten years has demonstrated increased attention to women in management research (Davidson & Burke, 1994; Fagenson, 1993; Sekaran & Leong, 1992). We have a good understanding of the barriers women face as they pursue careers in medium and large organizations (Morrison, 1992; Auster, 1993). An increasing number of organizations have realized that the full utilization and development of the talents of all employees has become a business imperative (Schwartz, 1992). Supporting the career aspirations of women is not just the right thing to do; it is the smart thing to do if organizations are to remain productive and competitive in an increasingly demanding market place (Totta & Burke, 1995).

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Equal Opportunities International, vol. 16 no. 5
Type: Research Article
ISSN: 0261-0159

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Article
Publication date: 15 July 2019

Ghada El-Kot, Ronald J. Burke and Lisa M. Fiksenbaum

This paper aims to examine the relationship of perceived supervisor empowerment behaviors and feelings of personal empowerment with important work and well-being outcomes in a…

836

Abstract

Purpose

This paper aims to examine the relationship of perceived supervisor empowerment behaviors and feelings of personal empowerment with important work and well-being outcomes in a sample of Egyptian women managers and professionals.

Design/methodology/approach

Data were collected from 155 managerial and professional women using anonymously completed questionnaires. Respondents were relatively young; had university educations; had the short job and organizational tenures; held various levels of management jobs; and worked in a range of functions. All measures used here had been used and validated previously by other researchers.

Findings

Work outcomes included job satisfaction, career satisfaction, work engagement, work-family and family-work conflict, emotional exhaustion/burnout, life satisfaction and intent to quit. Both perceived levels of supervisory/leader empowerment behaviors and self-reported feelings of empowerment had significant relationships with the majority of work and well-being outcomes.

Research limitations/implications

Data were collected using self-report questionnaires with the small risk of response set and common method biases. Second, all data were collected at one point in time making it challenging to address issues of causality. Third, all respondents came from the two largest cities in Egypt, Cairo and Alexandria; thus, the extent to which our findings would generalize to managerial and professional women and men is indeterminate. Fourth, it was not possible to determine the representativeness of our sample as well.

Practical implications

Practical implications of these findings along with future research directions are offered. Practical applications include training supervisors on empowerment behaviors, and training all employees on the benefits of personal empowerment and efficacy and ways to increase them.

Social implications

A number of ways to increase levels of empowerment of both front-line employees and managers have been identified. These include increasing employee participation in decision-making, delegating authority and control to these employees, creating more challenging work roles through job redesign, leaders sharing more information and leaders providing more coaching and mentoring to their staff. At the micro level, increasing levels of employee self-efficacy through training and more effective use of their work experiences will increase personal empowerment and improve work outcomes.

Originality/value

Relatively little research has been undertaken on women in management and human resource management in Egypt.

Details

Gender in Management: An International Journal, vol. 34 no. 5
Type: Research Article
ISSN: 1754-2413

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Article
Publication date: 4 July 2008

Ayala Malach‐Pines, Mustafa F. Özbilgin and Ronald Burke

The purpose of this paper is to introduce the papers in this special issue and some issues surrounding choosing management as a career. A jointly developed questionnaire is also…

1793

Abstract

Purpose

The purpose of this paper is to introduce the papers in this special issue and some issues surrounding choosing management as a career. A jointly developed questionnaire is also presented.

Design/methodology/approach

The paper is descriptive in nature.

Findings

It is crucial for researchers and practitioners to expand their perspectives to include other cultures and other theoretical perspectives beyond those offered by traditional vocational choice theories.

Originality/value

Understanding the antecedents, correlates and consequences of people's vocational choice to become managers will not only help researchers and practitioners and benefit managers, but will improve the understanding of career choice in general.

Details

Career Development International, vol. 13 no. 4
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 12 February 2010

Jawad Syed, Ronald J. Burke and F. Pinar Acar

The purpose of this paper is to offer an editorial introduction to the special issue on “Diversity management in the Middle East”.

1535

Abstract

Purpose

The purpose of this paper is to offer an editorial introduction to the special issue on “Diversity management in the Middle East”.

Design/methodology/approach

The paper reviews the state of extant research on diversity and equal opportunity in the Middle East. It also offers an overview of the papers included in the special issue and the unique contribution they make to this field of knowledge.

Findings

Findings vary from one paper to the other; however, overall, the papers in the special issue bring to fore alternative types of national and corporate institutions, theoretical ideas, activities and challenges involved in diversity and equality management in the Middle East.

Research limitations/implications

The papers offer some fresh insights in terms of theorizing and enacting diversity and equal opportunity in departure from the dominant Anglo‐centric theorizations in this field.

Practical implications

Policy makers as well as business managers may take into account various findings and recommendations offered in the papers in formulating context‐specific policies and practices of diversity management in the Middle East.

Originality/value

There are not many researchers interested in this field in the Middle East. Thus there are relatively few high quality research papers being produced. Those that are published appear in a wide variety of journals never achieving a critical mass. And the central role of national culture and values is rarely examined. The current (special) issue of Equality, Diversity and Inclusion addresses these gaps.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 29 no. 2
Type: Research Article
ISSN: 2040-7149

Keywords

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