Stress,Task, and Relationship Orientations of Dutch: Do Age,Gender, Education,and Government Work Experience Make a Difference?

Working people are often socialized differently based on their age, gender, education, and work experience in the public versus the private sector. To explore the stress, task, and relationship orientations of people in the culture of the Netherlands, this study focused on the differences of 208 Dutch respondents based on the demographic variables. It appears that they have dissimilar scores on the relationship and task orientations. Age, government work experience and education do appear to be a significant factor in their leadership orientation. Also, males seem to be less task-oriented and less relationship-oriented than their female counterparts. Overall, the Dutch respondents reported a moderate level of stress with no gender differences.     

Leadership and Stress Orientations of Germans: An Examination Based on Gender, Age, and Government Work Experience

Today??s working adults often display different leadership orientations, as well as moderate to severe levels of stress depending on the situation and various demographic traits. In order to explore the stress, task orientation and relationship orientation variables of German people, this study examined the differences of 232 respondents in Germany based on their gender, age, and public sector work experience. The results showed that respondents had dissimilar scores on their leadership orientations. Younger respondents had significantly lower task and relationship orientation scores. Furthermore, females reported having a significantly higher level of stress perception. These findings are useful for expatriate managers and professionals who work with German-born workers. Besides, relevant literature on the German culture, suggestions and implications for future studies are presented.     

The relative career advancement of men and women engineers in the United States

Despite the fact that women engineering students perform as well as their male classmates during college, women engineers report lower salaries and supervisory responsibility levels after about five years in the labour force. Several hypotheses concerning the reasons for the differences in career advancement of men and women engineers were investigated in a national survey of engineers in the United States. The gender differences in career advancement could not be explained by differences in education level or in self-perceptions of ability. The fact that women were more likely to have taken a career break than were men did decrease their salaries and supervisory levels. However, gender differences were still apparent even when this factor was controlled. The careers of both men and women were affected by conflicts arising from the multiple roles of worker, spouse, and parent, but many women engineers avoided such conflicts by remaining single and childless. These results challenge several popular explanations for the differential advancement of men and women, but the actual causes remain unknown.     

The Early‐career Gender Wage Gap among University Graduates in the Finnish Private Sector

In the Finnish private sector, the gender wage gap increases significantly during the first 10 years after labour market entry, accounting for most of the lifetime increase in the gender wage differentials. This paper investigates the reasons for this gender difference in early‐career wage development. By focusing on university graduates the paper considers several explanations based on the human capital theory, job mobility, and labour market segregation. The results suggest that only about 20–26 per cent of the average early‐career gender wage gap is explained by gender differences in experience, the field of education, employer characteristics, and mobility. A substantial unexplained gap thus remains. Of the investigated factors gender differences in the field of education and work experience matter most.     

Objective career success among paramedics: interaction effects of location and race

The purpose of the present study is to examine objective career success for paramedics. Specifically, it examined the effects of race (Minority versus White) and location of work (rural versus non-rural) on the objective career success of paramedics, as measured by salary. Multiple regression analyses were conducted on 10 years of data from nationally representative samples of paramedics. Results showed that the human capital variables of hours worked, experience, and education predicted objective career success. In addition, rural paramedics earned significantly less than do their counterparts in non-rural areas. Although far fewer in number than White paramedics, Minority paramedics appeared to earn more than White paramedics. The study concludes with suggestions for human resource development (HRD) practitioners and for further research.     

Stress,Task, and Relationship Orientations of Vietnamese Working Adults: Do Age,Gender, and Government Work Experience Make a Difference?

Adult people are always structured diversely based on their gender, age, and work experience in the government versus private enterprises. To investigate the task, relationship and stress orientations of Vietnamese adults, this research examined 294 Vietnamese people living in three main cities in Vietnam including Hanoi (the capital) in the north, Vinh in the middle and Ho Chi Minh in the south. It found that they have different mean scores on task and relationship orientations. Gender, age and government work experience seem to be essential factors in leadership orientation and overload stress perception. Additionally, older people appear to be more task-oriented than their younger counterparts. In summary, the Vietnamese respondents confirmed a moderate stress perception regardless of age, gender and government work experience.

     

The relative career advancement of men and women engineers in the United States

Abstract

Despite the fact that women engineering students perform as well as their male classmates during college, women engineers report lower salaries and supervisory responsibility levels after about five years in the labour force. Several hypotheses concerning the reasons for the differences in career advancement of men and women engineers were investigated in a national survey of engineers in the United States. The gender differences in career advancement could not be explained by differences in education level or in self-perceptions of ability. The fact that women were more likely to have taken a career break than were men did decrease their salaries and supervisory levels. However, gender differences were still apparent even when this factor was controlled. The careers of both men and women were affected by conflicts arising from the multiple roles of worker, spouse, and parent, but many women engineers avoided such conflicts by remaining single and childless. These results challenge several popular explanations for the differential advancement of men and women, but the actual causes remain unknown.     

自我职业生涯管理与职业生涯成功的关系研究

运用问卷调查方法,研究了自我职业生涯管理(ICM)以及职业承诺对职业生涯成功的影响及其影响机制。职业生涯成功包括职业生涯竞争力和满意度2个因素,通过对IT行业员工调查所获得的315份有效问卷的数据分析,发现在控制了人口学变量后,ICM和职业承诺仍然对职业生涯成功有预测作用,而且职业承诺的影响部分地通过ICM中介影响职业生涯成功。     

核心自我评价、组织支持对主客观职业成功的影响:人-情境互动的视角

以212名企业员工为研究对象,考察了核心自我评价、组织支持以及二者的交互作用对主客观职业成功的影响。研究结果表明:主观职业成功(工作、职业和生活满意度)和客观职业成功(收入、晋升次数和速度)是2种相关但不同的职业成功类型;核心自我评价和组织支持对主客观职业成功均有一定的影响,但它们对客观职业成功的影响效果弱于社会-人口和人力资本特征;与特质激发理论相一致,核心自我评价和组织支持在对职业成功的影响上存在一定的交互效应,表现为组织支持会强化核心自我评价对职业成功的正向影响,且高核心自我评价的员工在得到高组织支持时有最高的职业成功水平。     

The effects of organizational learning climate,career-enhancing strategy,and work orientation on the protean career

The concept of the protean career has been discussed in the career development field over the last three decades. The main purpose of this study was to conduct an empirical assessment of the individual protean career attitude and investigate the relationships between the protean career attitude and other variables such as organizational learning climate, individual career-enhancing strategy and work orientation. The hypotheses were investigated through a correlation and a path analysis of data from 244 employees of a Korean financial company. The results provide useful information on the direct effects of career-enhancing strategy and work orientation on the protean career attitude. In addition, an indirect effect of organizational learning climate was identified.     

‘One MBA?’ How context impacts the development of post-MBA career outcomes

Using survey data from alumni of one of the UK's earliest and largest MBA programmes we explore how career capital, career outcomes and career satisfaction are impacted by learner context. We adopt comparative capitalisms theory to investigate whether graduates from a standardised programme marketed as ‘One MBA’ report broadly similar career outcomes irrespective of their work and study location. We find that despite the rhetoric around globalisation in management education there are differences that fit the theories of comparative capitalisms literature; thus supporting the view that, despite the global nature of MBA branding, context still plays a role in shaping learning and career outcomes as evidenced by differences reported here. Significant findings are reported in terms of the reported development of career capital ‘knowing how’; career satisfaction and perceived organisational support, however differences in terms of the achievement of objective career success (promotion and career mobility) were less pronounced.     

研究生职业生涯入口影响因素及其特征差异研究

首先,探究了应届毕业研究生职业生涯入口的影响因素,并按照对研究生就业的作用将影响因素划分为促进因素和阻隔因素;其次,进一步探讨了不同性别、专业学科门类和就职岗位类别等特征的研究生所感知到的阻隔因素和促进因素的差异;最后,从个人,高校和政府3个层面提出了如何克服研究生职业生涯入口阻隔的建议。     

Work and shopping overflow — Consequences and differentiation among selected psychological and demographic characteristics

Contemporary individuals are forced to deal with excessive stimulation, which causes an overload in the cognitive and emotional areas. The purpose of this paper is to investigate the possible factors differentiating the perceived level of work and shopping overflow experienced by individuals and consequences of these states. Two psychological variables: cognitive control and sensation seeking, are chosen as potential factors differentiating the perceived levels of overflow. We assume that individuals with high cognitive control and sensation seeking will report lower levels of both types of examined overflows. Experiencing low overflow levels may manifest in the search for additional stimuli, rather than in the desire to limit them. Two indexes of behavior connected to seeking extra stimulation are selected: one belonging to the area of consumer behavior (readiness to participate in the experience economy) and one belonging to vocational behavior (choosing a boundaryless career). The quantitative study is conducted on a sample of 297 management students who are currently employed. The research results support the relation between cognitive control and perceived level of work and shopping overflow. Individuals who can cognitively control the situation and the incoming stimuli report lower levels of overflow. No significant relationship between sensation seeking and the level of overflow is found. The demographic variables that influence the perceived overflow are age and salary for work overflow and age for shopping overflow. As far as consequences of overflow are concerned, a low level of shopping overflow is related to readiness to participate in the experience economy. However, there is no link between work overflow and preferred career pattern. The managerial implications for human resource management and marketing strategy design are discussed.     

The role of individual and organizational characteristics in feedback seeking behaviour in the initial career stage

The present study investigates whether the frequency by which employees seek informal feedback and the quality of the self-initiated feedback influences perceived career development. Furthermore, we investigated goal orientation and perceived learning culture, as antecedents of feedback seeking behaviour. Data were collected from 116 financial experts from various multinational corporations worldwide. Results show that particularly the quality of self-initiated feedback from supervisors positively affects perceived career development. The quality of self-initiated feedback from supervisors mediates the relation between the perceived learning culture and perceived career development. Furthermore, learning goal orientation directly relates to perceived career development. Last, our results highlight the significance of creating a learning culture in which informal feedback is stimulated. Implications of these findings are discussed.     

Achieving leadership and success: A 28-year follow-up of college women leaders

Using a life span perspective focusing on establishing early leader identity, we examine the relationship of achievement orientations, career aspirations, personal and organizational factors, and family choices of 101 women college leaders surveyed in 1985 to ascendance into senior leadership roles and occupational success 28 years later. College-age orientations toward leadership and competition best predicted later-life outcomes. Higher college-age leadership orientation differentiated between women subsequently achieving senior leadership positions and those who did not. Networking and family support positively related to career outcomes; women with and without children had similar outcomes. Women who took leaves beyond a standard maternity absence reported similar career satisfaction to those continuously employed but were less likely to reach senior leadership positions and paid a significant economic penalty in salary. College-age achievement orientations, including leadership orientation, significantly predicted adult achievement orientations, suggesting the college years as an important period for leadership development and intervention.     

Proactivity and work experience as predictors of career-enhancing strategies

The present study aims to enhance researchers' understanding of career self-management behaviour by introducing proactivity along with human capital variables into the analysis. By modelling employees' career strategies, this empirical investigation assesses the relative importance of human capital predictors as well as that of proactive personality. A survey was conducted using a structured questionnaire. There were 328 participants in the survey, consisting of individuals working for firms across all sectors of the Greek economy. Factor analysis was used to form implemented career strategies reported in the survey. Regression analysis was applied for assessing the impact of each predictor on career self-management behaviour. The main findings indicate that the primary sources behind shaping employees' career strategies are their own proactive personality and their work experience in full-time jobs. The importance of combining human capital variables with employees' proactivity in modelling career development is stressed by the present study.     

The impact of international business education on career success—Evidence from Europe

In today's globalized world, career paths are becoming increasingly international, and so managers need respective cross-cultural strengths in order to act effectively in various cultural environments. Even though education—especially business education—is progressively becoming more international to meet these organizational demands, little is known about whether the extent of international business education influences careers, and in particular career success. In addressing this research deficit, we explore whether and how international business education affects career success. As the major contribution of this paper we suggest a conceptual framework which posits global identity and international experience as mediators of this relationship. The assumptions of this framework are confirmed by an investigation amongst 450 alumni of a European business school. Additional contributions include that we extend the limited body of research on the construct of international business education and its measurement, by providing an all-encompassing definition and much-needed operationalization. Furthermore, we contribute a European perspective on international business education through our empirical evidence.     

Task and Relationship Orientation of Pakistani Managers and Working Professionals: The Interaction Effect of Demographics in a Collective Culture

This study focused on identifying the task and relationship orientations of respondents working in various Pakistani organizations. To explore their orientations, respondents in Khyber Pakhtunkwa (KPK) and Punjab provinces of Pakistan were surveyed. The data were analyzed by Univariate General Linear Model considering age, qualification and managerial experience as independent variables. Pakistani managers seem to use both styles in moderation. While they are more relationships focused, they demonstrate an overall balance between the two styles. In the task orientation, no individual factor showed any significant main effect. But the interaction of age by academics, and academics by management experience has a significant effect on task orientation. In the case of relationship orientation, academics seem to be a statistically significant factor and the interaction of age by academics has a significant effect as well. After the multiple comparisons of sub-classes of independent variables by Tukey Post Hoc test, the common trend of both styles found is that getting advancement in all three independent variables has a significant effect on both orientations.     

金融投资中的教育溢价及其性别异质性——基于P2P网贷投资的实证检验

通过匹配出来的P2P网贷投资中关于投资者个人特征和投资结果的数据,本文从投资的成功率、违约率、收益率三方面检验了P2P网贷投资中的教育溢价及教育溢价的性别异质性。研究首先发现在金融投资绩效上存在显著的性别差异和教育溢价,男性在投资成功率和投资收益率上占优,女性在违约风险识别上占优。教育溢价效应在提高投资成功率、降低违约风险和提高投资收益率上均有体现。进一步的检验结果表明,教育溢价效应存在性别异质性,受教育水平的提高进一步提升了女性投资者在违约风险识别上的能力和男性投资者对投资机会上的把握能力以及投资收益上的获取能力。这意味着教育在整体改善投资绩效的同时,强化了男女性各自的优势,使得原有的性别差异进一步扩大。这些结论对于理解教育在金融投资中的作用及其异质性效果具有一定启示意义。     

From Biological Clocks to Unspeakable Inequalities: The Intersectional Positioning of Young Professionals

The article examines how gender and age influence the experience of being a professional by drawing on intersectionality as an act of positioning for which different discursive resources are employed. Through interviews with employees at two professional services firms, it is shown how younger men and women make sense of professional experiences. First, the biological clock is used to explain the divergence of career patterns of men and women while ignoring that all women, regardless of actual maternal status, suffer a maternity penalty. Second, individual strategies for overcoming being in a minority are suggested that indicate that the individual rather than societal structures shape chances of success. Finally, generational change is used to argue that gender inequality belongs to a previous generation, which indicates that inequality is becoming unspeakable. The article shows that young professionals position themselves in unique ways with regard to age and gender, which entails emphasizing individual agency over systemic inequalities.