The Influence of Sex on Managers in the Service Sector

1982 ◽  
Vol 25 (1) ◽  
pp. 72-83 ◽  
Author(s):  
Guisseppi A. Forgionne ◽  
Vivian E. Peeters
Keyword(s):  
Job Satisfaction ◽  
Statistical Analysis ◽  
Survey Data ◽  
Service Sector ◽  
International Survey ◽  
Men And Women ◽  
Male And Female ◽  
Sex Influence ◽  
Female Managers ◽  
Perceptions And Attitudes

How does sex influence job satisfaction and motivation and attitudes toward various motivators among men and women in the service sector? Using statistical analysis of international survey data, the authors identify many differences between male and female managers' perceptions and attitudes.

scholarly journals THE INFLUENCE OF LOCUS OFCONTROL,GENDER AND JOB CADRE ONORGANISATIONAL COMMITMENT AND JOB SATISFACTION AMONG NIGERIAN INSURANCE WORKERS

2018 ◽  
Vol 1 (1) ◽  
pp. 145-155
Author(s):  
Olufemi Akinwumi AKINTAYO
Keyword(s):  
Job Satisfaction ◽  
Statistical Analysis ◽  
Locus Of Control ◽  
Insurance Companies ◽  
Organisational Commitment ◽  
Control Scale ◽  
Male And Female ◽  
Satisfaction Questionnaire ◽  
Psychological Instruments ◽  
One Way Anova

The study examines the influence of locus of control, gender and job cadre on Organisational Commitment and Job Satisfaction among Nigerian Insurance workers. The objectives of the research were to examine the influence of gender, job cadre and locus of control on Organisational Commitment and Job Satisfaction. To achieve these objectives, data were collected from 600 workers from six insurance companies using three standardized psychological instruments with appropriate psychometric properties. The instruments used are: Nowicki -Strickland Locus of Control Scale (N – SLCS), Organisational Commitment Scale (OCS), Job Satisfaction Questionnaire (MSQ) and Biographical Information Questionnaire (BIQ). The participants consisted of 247 males and 353 females with age between 21 and 65 years. They were randomly selected from the six companies. The sample consisted of senior and junior workers evenly distributed across the companies. The workers responded to the three instruments and biographical questionnaire used for the study and their responses were subjected to statistical analysis using the SPSS. Means and standard deviations were calculated to obtain descriptive results. One-way ANOVA andT-tests were carried out to obtain inferential results. The results showed that the variables under study correlated with each other significantly. In conclusion, there are no significant differences between male and female managers and job cadre (senior and junior managers) in most of the variables in the organisations under study. Based on these findings, recommendations were made on how to increase Nigerian workers’ organisational commitment and job satisfaction

Managers' Beliefs about the Glass Ceiling: Interpersonal and Organizational Factors

2009 ◽  
Vol 33 (3) ◽  
pp. 285-294 ◽  
Author(s):  
Tina C. Elacqua ◽  
Terry A. Beehr ◽  
Curtiss P. Hansen ◽  
Jennica Webster
Keyword(s):  
Glass Ceiling ◽  
Organizational Factors ◽  
Top Management ◽  
Insurance Company ◽  
Men And Women ◽  
Male And Female ◽  
Situational Variables ◽  
Female Managers ◽  
Hierarchical Levels

The glass ceiling refers to the difficulty of women trying to be promoted into the top management levels. The present study examined managers' potential explanations, implicit or explicit, for why women rarely reach the top hierarchical levels in their own organization. Among 685 managers at a large Midwestern insurance company, a model was supported in which beliefs about interpersonal and situational variables in the organization were related to the perception that men and women were treated differently overall, which, in turn, was related to the belief that a glass ceiling existed. The model was not different for male and female managers, but women tended to perceive that each element of the model existed to a greater extent than men did.

scholarly journals The Same, Only Different: Doing Management in the Intersection between Work and Private Life for Men and Women in Small-scale Enterprises

2019 ◽  
Vol 34 (2) ◽  
pp. 262-280 ◽  
Author(s):  
Emma Hagqvist ◽  
Stig Vinberg ◽  
Jonathan Q Tritter ◽  
Erika Wall ◽  
Bodil J Landstad
Keyword(s):  
Content Analysis ◽  
Qualitative Content Analysis ◽  
Private Life ◽  
Small Scale ◽  
Family Responsibilities ◽  
Men And Women ◽  
Male And Female ◽  
Female Managers ◽  
Clear Identification

The aim of this article is to elucidate how male and female managers of small-scale enterprises in Norway and Sweden relate to and experience the intersection between work and private life. A qualitative content analysis was adopted to explore interviews with 18 managers. The analysis resulted in three primary categories: conflict as a part of the deal, using management to construct balance, and management identity contributing to enrichment. A key theme that emerged was doing management. Both men and women reproduced masculine values in describing their management identities and in explaining how they enacted management. This clear identification was used to legitimate conflict, construct balance and explain the interaction between work and private life as enriching. How the managers enacted gender emerged primarily in how they related to family responsibilities and their feelings of guilt in relation to home and children.

scholarly journals Gender differences in graphic design for the Web

2006 ◽  
Vol 5 (1) ◽  
Author(s):  
Magali Miche ◽  
Monique Noirhomme­-Fraiture
Keyword(s):  
Gender Differences ◽  
Statistical Analysis ◽  
Computer Science ◽  
Graphic Design ◽  
Web Design ◽  
Female Students ◽  
Scientific Society ◽  
Men And Women ◽  
Male And Female ◽  
The Web

Nowadays, differences between men and women in computer science have become a concern in the scientific society. But few studies focus on possible gender differences in web design. We have thus tackled the problem and conducted a statistical analysis in the field. We have selected male and female sites and analyzed them according to a list of graphic variables including the number of colors in the site, the type of these, the type of background, the presence of graphics and their types etc. We have also questioned male and female students about their preferences in web design.

Supervisors' Upward Influence Tactics in Same-Sex and Cross-Sex Dyads

1993 ◽  
Vol 77 (3_suppl) ◽  
pp. 1067-1070 ◽  
Author(s):  
Kevin G. Lamude
Keyword(s):  
Expectancy Theory ◽  
Influence Tactics ◽  
Same Sex ◽  
Upward Influence ◽  
Men And Women ◽  
Male And Female ◽  
Female Managers ◽  
Normative Expectations ◽  
Influence Attempts ◽  
Influence Behavior

The paper describes 162 male and female superiors' self-reported tactics in successful influence attempts with their male and female managers. Analysis indicated that female supervisors used inspirational appeals and allurement tactics with female and male managers. Male supervisors used pressure, allurement, and rationality tactics with female managers. Contrary to gender-role expectancy, male superiors used inspirational appeals, ingratiation, and liking tactics with male managers. These results were discussed in terms of expectancy theory, which suggests that people develop normative expectations about appropriateness of influence behavior that differ for men and women.

Career-Related Characteristics of Male and Female News Directors

1993 ◽  
Vol 70 (3) ◽  
pp. 542-549 ◽  
Author(s):  
Kimberly K. Burks ◽  
Vernon A. Stone
Keyword(s):  
Job Satisfaction ◽  
National Survey ◽  
Career Goals ◽  
Broadcast News ◽  
Management Styles ◽  
Family Responsibilities ◽  
Men And Women ◽  
Male And Female ◽  
Career Progress ◽  
At Home

A national survey assessed variables related to career progress by men and women in broadcast news management. Fifty-two male and fifty-five female news directors of TV stations were interviewed by telephone. At work, the women and men expressed similarity in their job satisfaction, management styles, and optimism about their careers. They differed in career goals and the forms of discrimination they had encountered. Differences were greater at home, where female news directors had more family responsibilities and stress than did their male counterparts.

Pengaruh Kecerdasan Emosional Dan Kecerdasan Spiritual Pada Kepuasan Kerja Yang Berdampak Terhadap Kinerja Karyawan PT. Madu Baru Bantul, Yogyakarta

2018 ◽  
Vol 26 (1) ◽  
pp. 13-29
Author(s):  
Erlangga Arya Mandala ◽  
Faresti Nurdiana Dihan
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Statistical Analysis ◽  
Significant Influence ◽  
Significant Relationship ◽  
Research Method ◽  
Quantitative Method ◽  
Employee Performance ◽  
Spiritual Intelligence ◽  
Employee Job Satisfaction

The Emotional intelligence, spiritual intelligence and job satisfaction to be part of the factors that influence performance. The purpose of this study was to determine the effect of emotional intelligence and spiritual intelligence on the performance through job satisfaction as an intervening variable partially and simultaneously. This study also aimed to determine the effect of emotional intelligence and spiritual intelligence on the performance through job satisfaction as an intervening variable directly and indirectly. This study was conducted to 77 respondents employees of PT. Madu Baru, Yogyakarta. The research method used is quantitative method uses statistical analysis and descriptive. The results of this study are (1) there is a significant effect of emotional intelligence on employee job satisfaction. (2) there is a significant influence of spiritual intelligence on employee job satisfaction. (3) There is a significant relationship between emotional intelligence and spiritual intelligence on job satisfaction. (4) There is a significant relationship between emotional intelligence on employee performance. (5) There is a significant relationship between spiritual intelligence on employee performance. (6) There is a significant relationship between emotional intelligence and spiritual intelligence on employee performance. (7) There is a significant relationship between job satisfaction on employee performance. (8) There is an indirect effect of emotional intelligence on the performance of employees through job satisfaction. (9) There is the indirect influence of spiritual intelligence on the performance of employees through job satisfaction. Keywords: emotional intelligence, spiritual intelligence, job satisfaction and employee performance

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