Barriers To Effective Mentoring Practices In Academia: Challenges To Equitable Faculty Support In Movement Into Senior Ranks,
2016
Purdue University
Barriers To Effective Mentoring Practices In Academia: Challenges To Equitable Faculty Support In Movement Into Senior Ranks, Heather Metcalf, Lara Dos Passos Coggin
Dismantling Bias Conference Series
No abstract provided.
Succession Planning In Higher Education,
2016
Purdue University
Succession Planning In Higher Education, C. Ellen Washington
Dismantling Bias Conference Series
No abstract provided.
Gender Differences In Leadership Interests Across Generations: A Meta-Analysis,
2016
University of North Carolina at Charlotte
Gender Differences In Leadership Interests Across Generations: A Meta-Analysis, Nicole Schultz, Rong Su
Dismantling Bias Conference Series
No abstract provided.
The Business Case For Women Leaders: Meta-Analysis, Research Critique, And Path Forward,
2016
Purdue University
The Business Case For Women Leaders: Meta-Analysis, Research Critique, And Path Forward, Jenny M. Hoobler, Courtney R. Masterson, Stella M. Nkomo, Eric J. Michel
Dismantling Bias Conference Series
No abstract provided.
On Firms’ Willingness To Pay For Female Top Managerial Talent: An Analysis Of Wage Spillovers In Top Management,
2016
Purdue University
On Firms’ Willingness To Pay For Female Top Managerial Talent: An Analysis Of Wage Spillovers In Top Management, Cristian L. Dezső, David Gaddis Ross, Jose Uribe
Dismantling Bias Conference Series
No abstract provided.
The Retain Parental Leave Transition Coaching Model: A Pilot Study Putting Theory Into Practice,
2016
Purdue University
The Retain Parental Leave Transition Coaching Model: A Pilot Study Putting Theory Into Practice, Amy Beacom, Sarah Cotton, Allison M. Ellis
Dismantling Bias Conference Series
No abstract provided.
Attraction To And Availability Of Family-Friendly Benefits Based On Gender, Income And Parental Status,
2016
Cornell University
Attraction To And Availability Of Family-Friendly Benefits Based On Gender, Income And Parental Status, Beth Livingston, Chelsea Vanderpool
Dismantling Bias Conference Series
No abstract provided.
Millennials As Consumers: Can Businesses Survive As Is?,
2016
University of San Diego
Millennials As Consumers: Can Businesses Survive As Is?, Ashley N. Genoese
Undergraduate Honors Theses
Each generation brings new challenges in which businesses must change their operations, marketing strategies, and other key factors of their company. With Millennials being the most unique generation, businesses will not only have to change all of these tactics, but might even run the risk of becoming irrelevant to this next generation. Also known as Generation Y, Millennials are classified as those born between the years 1981 – 2000, and in 2016 the current ages of Millennials are 16-35, but more typically identified as those ages 19-30 in the year 2016. Born and raised in the era of booming technology …
Servant Leadership: Fit And Misfit Deffects On Turnover And Conflict. The Moderating Effect Of The Subordinate’S Gende,
2016
University of Navarra, Spain
Servant Leadership: Fit And Misfit Deffects On Turnover And Conflict. The Moderating Effect Of The Subordinate’S Gende, Mireia Las Heras, María J. Bosch
Dismantling Bias Conference Series
No abstract provided.
An Authenticity Approach To Role Congruity Theory, Leader Effectiveness, And Team Performance,
2016
Purdue University
An Authenticity Approach To Role Congruity Theory, Leader Effectiveness, And Team Performance, Jasmien Khattab, Hannes Leroy
Dismantling Bias Conference Series
No abstract provided.
How Important Are Informal Work-Family Support? A Meta-Analytic Path Analysis Of Supervisor Work-Family Support And Employee Outcomes,
2016
Purdue University
How Important Are Informal Work-Family Support? A Meta-Analytic Path Analysis Of Supervisor Work-Family Support And Employee Outcomes, Lusi Wu, Rong Su, Ellen E. Kossek
Dismantling Bias Conference Series
No abstract provided.
Queen Bees, Mother Hens, And King Apes: A Multi-Source And Cross-Cultural Examination Of Gender Differences In Supervisor-Subordinate Relations,
2016
Purdue University
Queen Bees, Mother Hens, And King Apes: A Multi-Source And Cross-Cultural Examination Of Gender Differences In Supervisor-Subordinate Relations, Samantha C. Paustian-Underdahl, Eden B. King, Steven G. Rogelberg, Zoa Ordóñez, Ines Weichert, Rena Rasch, William A. Gentry
Dismantling Bias Conference Series
No abstract provided.
A Critical Feminist Perspective On Leadership Excellence And Gender,
2016
Purdue University
A Critical Feminist Perspective On Leadership Excellence And Gender, Carol Watson
Dismantling Bias Conference Series
No abstract provided.
Longitudinal Career Patterns Of Engineering Doctorates: Gender Diversity In The Academic Sector,
2016
Purdue University
Longitudinal Career Patterns Of Engineering Doctorates: Gender Diversity In The Academic Sector, Joyce Main
Dismantling Bias Conference Series
No abstract provided.
The Challenges Female Science Faculty Report To Their Socialization And Advancement: A Preliminary Data Analysis,
2016
Purdue University
The Challenges Female Science Faculty Report To Their Socialization And Advancement: A Preliminary Data Analysis, Karen Rohrbauck Stout
Dismantling Bias Conference Series
No abstract provided.
Contextual Buffers Of The Negative Effects Of Sexism On Women In Male-Dominated Majors,
2016
Purdue University
Contextual Buffers Of The Negative Effects Of Sexism On Women In Male-Dominated Majors, Laura Y. Kooiman, Katie M. Lawson, Cassie Aker, Jenna Stroup
Dismantling Bias Conference Series
No abstract provided.
One Size May Not Fit All: Exploring The Intersection Of Race And Gender And Effective Role Models In Stem Companies,
2016
Purdue University
One Size May Not Fit All: Exploring The Intersection Of Race And Gender And Effective Role Models In Stem Companies, Evava S. Pietri, India R. Johnson, Ezgi Ozgamus
Dismantling Bias Conference Series
No abstract provided.
Examining The Relationship Between Procedural Justice, Perceived Organizational Support, Organizational Trust, Organizational Commitment, And Intent To Leave Among Temporary Employees,
2016
University of Texas at Tyler
Examining The Relationship Between Procedural Justice, Perceived Organizational Support, Organizational Trust, Organizational Commitment, And Intent To Leave Among Temporary Employees, Kristen Waddell
Human Resource Development Theses and Dissertations
The nature of today’s business world is ever changing, and it is crucial that organizations remain flexible. In order to compete in this fast-paced business environment, companies must be able to react quickly to meet business demands while still keeping an eye on the bottom line, often referred to as strategic flexibility (Nadkarni & Herrmann, 2010). The use of temporary employees also allows organizations to target the specific skill set they need to further their businesses without extending their resources of both time and money by either recruiting individuals themselves or by developing their own employees (Chambel & Castanheira, 2006). …
The Impact Of Cultural Differences On Human Resources Policies Of Multinational Companies,
2016
University of South Carolina - Columbia
The Impact Of Cultural Differences On Human Resources Policies Of Multinational Companies, Sarah Michelle Hutnek
Senior Theses
Hundreds of companies in today’s world operate internationally. British Petroleum, Royal Dutch/Shell Group, Exxon Mobil, Toyota, General Electric, WalMart, IBM, Morgan Stanley, and nearly every one of the most recognizable brands worldwide have international operations ( The Super 50 , Forbes, 2015). In order for these multinational corporations to be effective, they must consider their local impact on the countries they operate within, the local practices, and cultural boundaries that exist. Often the burden of ensuring cultural compatibility and efficacy falls on the Human Resources manager, focusing “specifically on structural training and development and retention oriented compensation” (Ngo, Human Resources …
Successful Leadership: Optimizing The Influence Of Personality On Work Engagement,
2016
The Pennsylvania State University
Successful Leadership: Optimizing The Influence Of Personality On Work Engagement, Joey A. Fleck
Online Journal for Workforce Education and Development
Abstract
Objective: This paper examines the positive influence that personality has on the level of engagement workers have in their work. By determining the connection between personality characteristics and work engagement, leaders can be proactive in promoting higher levels of engagement by their workers. Background: Engaging in one’s work encompasses the total person and includes elements such as energy, mental resilience, willingness to invest in one’s work, enthusiasm, pride, and the happiness that comes with being involved in work. The level of work engagement of workers in their work has implications for the workers as well as for the organization. …
