Critical Analysis of Quantitative and Qualitative Research in Business and Management Study

There are two kinds of research traditions-qualitativeand and quantitative in business and management study and both of them have their own merits and demerits. In the practicalsituation we should choose the most suitable method based on the requirements, even adopting the mixed method.     

Leadership,Gender and Sense‐making

This article examines the nature of sense‐making processes in teams and considers the extent to which leadership as a sense‐making process is impacted by gender. We conducted an in‐depth inquiry into the decision‐making behaviour of two single‐gender teams and a third, mixed gender team, as they worked together to produce gender‐specific leadership schema in an experimental setting. Our research question was, ‘To what extent is leadership as a sense‐making process impacted by gender?’ The article reports on the design, conduct and outcomes of this research project. We found that using a meeting as part of the research method created a specific instance of a gendered organizational context exerting a dominant and directive influence on individual and collective behaviour. The current trend toward team‐based leadership is likely to involve more meetings with increasing numbers of women in senior positions. This suggests to us that men and women need to be alert to the possibility that the gendered nature of meetings may be acting as a barrier to the expression of feminine forms of leadership.     

Leadership in faith‐based nonprofits

This case study illustrates the unique challenges of leading a faith‐based nonprofit organization within a multifaith constituency in Asia. The core themes of the case are based on research conducted with the staff, executive team, and board members of an international faith‐based nonprofit organization in Asia. Specifically, the case focuses on three identity‐based leadership dilemmas in relation to (1) creating a shared sense of organizational identity, (2) talent management, and (3) board governance. By describing the challenges faced by the CEO, the case shows how a strong faith‐based identification can positively bind an organization together, but also result in organizational blind spots with unintended consequences.     

Using Values‐Based Webinar Interventions to Facilitate Career‐Life Exploration and Planning

Using a quasi‐experimental design, the authors examined whether career indecision could be reduced by participation in a values‐based career webinar designed to translate various types of psychological data (e.g., Holland‐type themes) into values‐based language. Participants (N = 67; 36 women, 31 men; mean age = 36 years) were divided into 1 control and 2 treatment groups. The 1st treatment group received an interest‐based intervention. The 2nd received a values‐based intervention. Both interventions consisted of 1 additional webinar spanning 1 hour in length. This study demonstrated a statistical significance of career indecision decrease through use of the values‐based, process‐oriented webinar intervention, which is particularly helpful to career counselors working with adults. The study also illustrated the effective application of online technology as a service delivery tool. Future research might examine the efficacy of this intervention in a variety of settings (e.g., K–12, postsecondary, agency, mental health, corporate).     

Leadership development inside‐out in Africa

Leadership development is a high priority for African nonprofit organizations, but we know very little about what causes leaders in Africa change their behavior and how. Most leadership development programs use imported Western models that at best pay only lip‐service to the very different culture and context in Africa. This article outlines the research findings of a three‐country study conducted in Malawi, Uganda, and Kenya. This study found that changes in leadership style, although individual and complex, followed an underlying pattern. External events catalyzed an inside‐out change process. Effective leadership development requires in‐depth understanding and application of local contextual and cultural issues. Ultimately, however, the process of leadership development is tied to deeper, universal principles of human behavior.     

Retirement Planning and the Women Business Owner

This article investigates similarities and differences in the relationship between "public" and "private" in the lives of women and men who hold elective and appointive office. An analysis of data collected through surveys of federal appointees and state legislators indicates that men's political choices may be more influenced by private sphere considerations than commonly believed, but that private sphere concerns are nevertheless of greater significance to women than to men. Findings provide support for a conceptualization of public and private as an interrelated system of social relations rather than as two largely separate spheres of existence.     

Associations Between Victimization and Adolescents' Self‐Reported Responses to Peer Provocation Are Moderated by Peer‐Reported Aggressiveness

Many early adolescents experience peer victimization, but little research has examined how they respond to aggression by peers. Thus, in a large sample of early adolescents (N = 648; M age = 12.96; SD = 0.30; 52.0% female), we examined (1) the associations between peer‐reported victimization and self‐reported responses to peer provocation, and (2) whether these associations were moderated by peer‐reported aggression. In particular, we predicted that the reported use of assertion, a strategy generally viewed as socially skillful, would be associated with less victimization, but only for youth low on peer‐reported aggression. Results were consistent with this hypothesis. Moreover, seeking adult intervention was associated with greater victimization for youth high on peer‐reported aggression. Implications for research and practice are discussed.     

加强瓶装液化气供应站的规划与监管

结合无锡市当地情况,剖析瓶装液化气供应站存在问题,探讨如何加强瓶装液化气供应站的规划与监管,并提出解决方案.     

The ‘New Minimalist Approach’ to Private‐Sector Development: A Critical Assessment

Recent literature on private‐sector development emphasises the need to establish a ‘level playing field’ and tends to disregard selective supportive interventions. The most commonly highlighted elements are administrative simplification and effective property rights policies, with business services largely left to private providers ‐ what we call the ‘new minimalist approach’ (NMA). However, the NMA is based on certain unrealistic assumptions and is barely backed by empirical evidence. A range of complementary public policies is needed to create competitive sectors and overcome internal constraints, especially in small‐scale economies.     

How Dual Are Dual‐Income Couples? Documenting Change From 1970 to 2001

Using Current Population Survey data for 1970, 1980, 1990, and 2001 (N =73,001), we document change in the prevalence of couples where (a) the wife contributes less than 40% of the family income, (b) income contributions are relatively equal, and (c) the wife's income contribution surpasses her husband's contribution. In 1970, close to 90% of couples had conventional earning arrangements: The husband was the sole provider in 56% of couples and contributed 60% or more of the income in an additional 31% of couples. By 2001, husbands were still the sole (25%) or major provider (39%) in a majority (64%) of couples but wives shared equally in providing income in 24% of couples, more than double the 9% in 1970. Additionally, wives as primary (or sole) earners increased from 4% to 12%. We investigate the associations between income provisioning within dual‐income families and ongoing cohort replacement by younger couples, women's increased human capital, life course processes, couple's labor supply, and race. Our findings suggest that wives’ increased human capital and couple's labor supply were strongly associated with increased female breadwinning patterns, but age cohort replacement processes and life stage factors also played a role in explaining change over time.     

Career Planning Validity of Self‐Estimates and Test Estimates of Work‐Relevant Abilities

This study sought to determine whether self‐estimates of work‐relevant abilities can improve upon the validity of test estimates (scores). Validity for career planning applications was the focus. The study (final sample of 1,620 college students) used 9 self‐estimates and test estimates to predict certainty‐screened occupational choices grouped by J. L. Holland (1997) types. The addition of ability self‐estimates to test estimates substantially improved upon the validity of test estimates alone. Study results (together with previous research) suggest that ability self‐estimates can provide efficient additions or alternatives to test estimates during career planning, while substantially broadening the range of abilities under consideration.