A meta-analytic approach was used to examine whether sexual and nonsexual forms of nonviolent workplace aggression (both verbal and nonverbal) share equivalent or differential relationships with victims' overall job satisfaction. When the meta-analytic comparison was restricted to all-female samples to hold victims' gender constant, nonsexual aggression was found to share a significantly stronger negative relationship with victims' overall job satisfaction than was sexual aggression. In addition, nonsexual aggression was found to share a stronger negative link with women's level of job satisfaction than with men's.

Purpose -Models of career success outcomes have specified that gender is one covariate, among many. Theoretical reasons why gender is better specified as a moderating variable are advanced. The purpose of this paper is to examine empirically how gender moderates that influence of personal and structural factors on objective (total compensation, and ascendency), and subjective (perceived success) career outcomes. Design/methodology/approach -The research draws on a sample of 521 chief executive officers (CEOs), executives and managers. Multivariable (step-wise) linear regression was employed to examine simultaneously the influence of the predictor variables on career success outcomes. Findings -Even after controlling for explanatory influences on career success, gender influences remained. Gender moderated the predictive influence of international experience on compensation, ascendancy, and perceived success. The findings also illustrate that career development models should be situated by (private versus public) sector and specify systemic gender differences in career success outcomes.Research limitations/implications -The survey response rate was problematic. A response rate of 9 percent was lower than ideal. In this context, scholars note low-response rates in mail surveys targeted at senior executives and CEOs. The attending limitation of self-report responses and retrospective perceptions are also acknowledged. Practical implications -The findings alert women about the importance of career preparation (role investment), such as graduate education and international experience, key credentials to executive-level advancement. Women executives are also encouraged to seek clarification about compensation relative to their male counterparts. Originality/value -Most studies about career success are mute with respect to how gender moderates the strength of personal and structural predictors on career outcomes. Given evidence about gender differences in how managers perceive success, examination about the influence of gender on subjective career outcomes is also warranted. Finally, the preponderance of studies about women's career experiences are based on American samples and/or sectors such as high-tech. Public and service-based industries, sectors historically populated with women, are often excluded from research. This work addresses the need for generalization by drawing on a across sector of Canadian managers, executives, and CEOs.

Over the past two decades there has been much controversy over what Hirschman intended by the term "loyalty" in his book

Purpose -The purpose of this study is to examine how feminist attributes are expressed within entrepreneurial identity. Design/methodology/approach -The study employed a purposive sampling technique to recruit 15 self-identified "feminist entrepreneurs". This included retailers, manufacturers, exploration operators, consultants, and professionals. Qualitative data were subject to content analysis. Findings -Contrary to a feminine archetype portrayed as caring and nurturing, respondents do not describe themselves as typically portrayed in the feminist literature. Prevalent themes included participative leadership, action-oriented, and creative thinker/or problem solver. Research limitations/implications -Researchers should use caution in assuming feminist discourse has direct application to characterizing or stereotyping "feminist" entrepreneurs. The applicability and reliability of "off the shelf" psychometrics to describe contemporary gender roles across the myriads of processes associated with venture creation must also be questioned. Limitations: the purposive and small-sample limits the generalizability of findings to the diverse community of female entrepreneurs. Testing of the applicability, validity, and reliability of the nomenclature used to describe self-identity is warranted across international samples of feminist entrepreneurs. Practical implications -The current study provides an inventory of feminist entrepreneurs' self-described leadership attributes. The nomenclature can be used by women-focused trainers to help clients to recognize their entrepreneurial attributes. Social implications -The study may assist women in recognizing identity synergies and conflicts (e.g. within themselves and among family, employees, clients, etc.). Originality/value -This is the first study that documents feminist entrepreneurs' leadership attributes. As such, the work is a step in seeking to reconcile feminist theory and entrepreneurial practice.