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  • 1
    Electronic Resource
    Electronic Resource
    Attitudes toward women as managers: sex versus culture (2002)
    Bradford : Emerald
    Women in management review 17 (2002), S. 51-60 
    Details
    ISSN: 0964-9425
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Sociology , Economics
    Notes: This paper examines attitudes toward women managers in Chile (n=194) and the USA (n=218) using the women as managers scale (WAMS) and a Spanish version of WAMS developed for this study. Across both cultures, two coherent measures were labeled "acceptance" and "ability". No cultural differences in the acceptance of women as managers were discovered. The differences in acceptance were divided solely according to sex. There were differences in the perceived ability of women managers for both the sex and culture variables. The paper then compares the impact of the sex and culture variables. Results show that sex explained approximately three times more variance than culture. These findings can inform both the expatriate woman manager who is likely to encounter friction in interactions with males in many cultures and the human resource manager interested in improving the success of women managers working overseas.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/09649420210421754
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    Paper (German National Licenses)
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  • 2
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    Evaluating Differences in Cognitive Appraisal and Coping Over Stages of a Transaction (1993)
    Provincetown, Mass., etc. : Periodicals Archive Online (PAO)
    Journal of Psychology. 127:4 (1993:July) 435 
    Details
    ISSN: 0022-3980
    Topics: Psychology
    URL: http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&res_dat=xri:pao:&rft_dat=xri:pao:article:1140-1993-127-04-000008
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    Paper (German National Licenses)
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  • 3
    Electronic Resource
    Electronic Resource
    The “Iron Law of Paternalism” in Employee Grievances and Arbitration? A Comparison of Disciplinary and Nondisciplinary Cases (1997)
    Springer
    Employee responsibilities and rights journal 10 (1997), S. 291-305 
    Details
    ISSN: 1573-3378
    Keywords: gender differences ; discipline ; grievances ; arbitration
    Source: Springer Online Journal Archives 1860-2000
    Topics: Economics
    Notes: Abstract In the criminology literature, the “iron law of paternalism” suggests that women receive less serious sanctions in the judicial system. This examination of three years of grievance outcomes (n= 1216) and arbitration outcomes (n= 1146) tests this “iron law” in the context of organizational disciplinary and dispute resolutions. These data, across several levels of outcomes (win, lose, compromise), controlling for the severity of grievances (disciplinary/nondisciplinary) and arbitrations (termination/nontermination) provide no support for the paternalistic thesis. Moreover, we find no support for the paternalistic thesis with regard to either the incidence or length of suspensions as a function of gender.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1023/A:1025611300657
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    Paper (German National Licenses)
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  • 4
    Electronic Resource
    Electronic Resource
    Deriving benefits from conflict resolution: A macrojustice assessment (1991)
    Springer
    Employee responsibilities and rights journal 4 (1991), S. 37-49 
    Details
    ISSN: 1573-3378
    Keywords: conflict resolution ; dispute resolution ; organizational justice ; macrojustice
    Source: Springer Online Journal Archives 1860-2000
    Topics: Economics
    Notes: Abstract Effective conflict resolution procedures serve to minimize dysfunctional effects of conflict and maximize functional effects. In the literature on conflict resolution procedures, the effectiveness of procedures has been evaluated primarily from the perspective of the individual. This article suggests that a system-level analysis of the pattern of outcomes resulting from different conflict resolution procedures is a necessary component in formulating a comprehensive framework for the design and evaluation of conflict resolution systems in organizations. The analytic questions addressed by this study concern associations between resolution procedures and outcome patterns in a system created specifically for conflict resolution within organizations: the grievance system. The pattern of outcomes was found to vary with the conflict resolution procedure. It is suggested that this has important implications for effective conflict resolution systems.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1007/BF01390437
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    Paper (German National Licenses)
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  • 5
    Electronic Resource
    Electronic Resource
    Workplace justice outcomes as a function of adversaries' gender composition: A field assessment (1987)
    Springer
    Journal of business and psychology 1 (1987), S. 203-217 
    Details
    ISSN: 1573-353X
    Source: Springer Online Journal Archives 1860-2000
    Topics: Psychology
    Notes: Abstract There is extensive documentation that the sex of organizational members may bias a wide variety of managerial decisions and workplace outcomes. While such effects have been persuasively demonstrated, the “sex context” of these effects has received little attention. It is argued here that it is not merely the sex of the actor, but the nature of the dyadic match (male/male; female/female; male/female; female/male) that is a critical influence on outcomes. This hypothesis is strongly supported by gross differences in workplace justice outcomes based on the dyadic composition of the actors involved in dispute proceedings (n=369) in a field setting. These results are tempered, however, inasmuch as analysis also indicates differences in the severity of disputed issues across these dyadic compositions.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1007/BF01020809
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    Paper (German National Licenses)
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