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比利时留学生硕士论文定制--感知创新技能与性别互动的评估-A few good women Gender differences in evaluations of promotability in industrial research and development

论文作者:英语硕士论文论文属性:硕士毕业论文 dissertation登出时间:2011-06-27编辑:anterran点击率:17309

论文字数:12148论文编号:org201106271504206825语种:英语 English地区:中国价格:$ 44

关键词:比利时留学生硕士论文定制感知创新技能性别互动关系industrial research and development

摘要:比利时留学生硕士论文定制:本文的目的是评估有关如何感知创新技能与性别的关系互动,解释科学家与工程师“纳入管理”经理评价的替代理论。

比利时留学生硕士论文定制A few good women Gender differences in evaluations of promotability in industrial research and development
Corinne Post, Nancy DiTomaso, Sarah R. Lowe,
George F. Farris and Rene Cordero
(Affiliations are shown at the end of the paper)
Abstract
Purpose – This paper aims to evaluate alternative theories about how perceived innovativeness andperceived relational skills interact with gender to explain evaluations by managers of scientists andengineers’ promotability into management.
Design/methodology/approach – A cross-sectional design is used. The sample (n ¼ 2,278) isdrawn from 24 large US corporations. Separate surveysare administered in each corporation toscientists and engineers and to managers evaluating them.
Findings – Managers rate men and women equally promotable. Furthermore, women whommanagers perceived to be especially innovative receive higher evaluations of promotability thansimilarly accomplished men. And, among those perceived to have low relational skills, women andmen are evaluated similarly.Research limitations/implications – More research is needed to evaluate how ambivalentstereotypes and pressures from organizations to suppress categorical thinking might combine to affectevaluation and selection processes in diverse work settings.Practical implications – Companies should be concerned about the potential tendency formanagers to reward a few individuals when they exceed stereotypical expectations. Employees shouldbe aware of and actively manage the impressions that managers have of them with regard toinnovativeness and relational skills.Originality/value – This paper calls attention to the role of ambivalence and legitimacy theories thatpredict that women will receive higher evaluations when they exceed stereotypical expectations ofinnovativeness and thatwhenwomen do notmeet stereotypical expectations of relational skills,managerswill temper their harshness in evaluating them. In developing this analysis, it seeks to contribute to theunderstanding of evaluation processes by considering the context in which evaluations take place.

Keywords Performance appraisal, Gender, Social roles, Promotion, Research and development,United States of AmericaPaper type Research paper
The congratulatory mood in the USA around the accession of a few women to topmanagement positions as epitomized in Fortune’s list of 50most powerfulwomen (Serwer,2007) is in stark contrast to the persistent difficulties that women encounter as they seekadvancement in their careers (Eagly and Carli, 2007). Adler (2005, p. 360) notes that:The current issue and full text archive of this journal is available at
www.emeraldinsight.com/0268-3946.htm
Authors thank the Center for Innovation Management Studies, formerly at Lehigh University,the Technology Management Research Center at RutgersUniversity, the Sloan Foundation,the Institute for Research on Women (IRW) and the Institute for Women’s Leadership (IWL)at Rutgers University for previous support of this research.
JMP
24,4
348
Received December 2007
Revised March 2008,
April 2008
Accepted April 2008
Journal of Managerial Psychology
Vol. 24 No. 4, 2009
pp. 348-371
q Emerald Group Publishing Limited
0268-3946
DOI 10.1108/02683940910952723
[. . .] whereas it is true that [. . .] power structures in the political and corporate realmsgenerally fail to support women as candidates for senior leadership, such lack of support doesnot sto论文英语论文网提供整理,提供论文代写英语论文代写代写论文代写英语论文代写留学生论文代写英文论文留学生论文代写相关核心关键词搜索。

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