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作者：Brett, JM; Stroh, LK
作者单位：Loyola University Chicago
摘要：The authors evaluated a sample of 610 managers working in 20 Fortune 500 companies in a longitudinal study to test hypotheses about male and female managers' compensation associated with internal and external labor market strategies. Both managers' gender and their labor market experience were hypothesized to affect their total cash compensation. Data confirmed hypotheses, but analyses of differences between male and female managers showed that only the male managers benefited from an external...
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作者：Irving, PG; Coleman, DF; Cooper, CL
作者单位：University of New Brunswick
摘要：The authors assessed the factor structure of J. P. Meyer, N. J. Alien, and C. A. Smith's (1993) measure of occupational commitment based on responses from 232 employees (166 men and 66 women) in a variety of occupations within a single organization. Confirmatory factor analysis suggested that 3 forms of occupational commitment are distinguishable (affective, continuance, and normative commitment) across occupations. The authors also examined correlates of the 3-component model as well as diffe...
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作者：Riordan, CM; Shore, LM
作者单位：University System of Georgia; Georgia State University; University System of Georgia; Georgia State University
摘要：In this study the authors examined the effects of an individual's similarity to the demographic composition of the workgroup on individual-level attitudes with 98 workgroups from a Life insurance company. Results indicated that similarity in race-ethnicity affected individuals' attitudes toward their work group, as well as perceptions of advancement opportunities. Nonsignificant results were found for both similarity in gender and tenure. These findings suggest that demographic variables may h...
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作者：Schneider, KT; Swan, S; Fitzgerald, LF
作者单位：Yale University; Yale University; University of Illinois System; University of Illinois Urbana-Champaign
摘要：Previous evidence regarding the outcomes of sexual harassment in the workplace has come mainly from self-selected samples or analogue studies or those using inadequate measures. The sexual harassment experiences, coping responses, and job-related and psychological outcomes of 447 female private-sector employees and 300 female university employees were examined. Discriminant function analyses indicated that women who had not been harassed and women who had experienced low, moderate, and high fr...
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作者：Lyness, KS; Thompson, DE
作者单位：City University of New York (CUNY) System; Baruch College (CUNY)
摘要：In this study the authors compare career and work experiences of executive women and men. Female (n = 51) and male (n = 56) financial services executives in comparable jobs were studied through archival information on organizational outcomes and career histories, and survey measures of work experiences. Similarities were found in several organizational outcomes, such as compensation, and many work attitudes. Important differences were found, however, with women having less authority, receiving...
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作者：Parker, CP; Baltes, BB; Christiansen, ND
摘要：Do gender and race-ethnicity moderate people's reactions to perceptions that their organization supports affirmative action/equal opportunity (AA/EO)? This study compared relationships between perceptions of support for AA/EO, distributive and procedural justice, career development opportunities, and work attitudes in 4 groups of federal employees: White men (n = 4,919), White women (n = 1,622), Blacks/Hispanics (n = 492), and Asians (n = 195). Surprisingly, White men did not associate support...
