Gender and situational differences in managers' values: A look at work and home lives

Chusmir, Leonard H.; Parker, Barbara

doi:10.1016/0148-2963(91)90018-s

Cited by 57 publications

(47 citation statements)

References 26 publications

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“…However, the differences is not significant (t(88) = -1.173, p = 0.24). This result support findings of Chusmir and Parker (1991), Adeyemi-Bello (1994), and Rowe and Snizek (1995) that both males and females employees in general have similar work ethic and that there was no significant differences between males and females in terms of work ethic. Table 2 shows respondents' IWE orientation based on age, job status and length of service.…”

Section: Resultssupporting

confidence: 82%

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Islamic Work Values and Organizational Commitment: A Case Study Among Employees in Broadcasting Industry

2012

CUBR

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This study examines the contribution of Islamic work values towards organization commitment among employees.A total of 90 Muslim employees from a local broadcasting organization participated in this study. This descriptive study uses self-administered questionnaire to gauge the respondents' level of Islamic work value and organizational commitment. Findings of the study demonstrated that there were no significant differences in the level of Islamic work ethic between males and females, and between the management group and the support group. The findings also showed a moderate but significant relationship between Islamic work value and dimensions within organizational commitment.

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Section: Resultssupporting

confidence: 82%

“…Similarly, Fruehling (1980) also reported a significant association between work ethic and gender. Chusmir and Parker (1991) when using Rokeach's value survey scale to examine gender differences in ethic among managers also reported strikingly similar work ethic between women and men managers.…”

Section: Literaturementioning

confidence: 99%

Islamic Work Values and Organizational Commitment: A Case Study Among Employees in Broadcasting Industry

2012

CUBR

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“…Forgiveness can also de-escalate conflict and enable individuals to continue to interact in the wake of offenses to achieve organizational goals (Aquino et al 2003). Facilitating forgiveness in organizations, however, can be particularly challenging due to the tendency for individuals to overlook forgiveness as a possibility or deemphasize the value of forgiveness in organizations (Chusmir and Parker 1991;Stone 2002). In this research, we demonstrated that forgiveness can be promoted in organizations by addressing the ''injustice gap'' through expressive writing.…”

Section: Discussionmentioning

confidence: 76%

“…This finding is important because forgiveness has been found to have a wide range of benefits (see Baskin and Enright 2004, for a meta-analytic review) and may be a key factor promoting individuals' recovery in the aftermath of unfairness (Barclay and Saldanha 2015). However, forgiveness can be difficult for individuals (Wade et al 2005) and is often overlooked or under-valued in workplace contexts (Chusmir and Parker 1991;Stone 2002). Our study demonstrates that engaging in a relatively simple, self-administered task-expressive writing-can help individuals forgive unfair workplace experiences.…”

Section: Discussionmentioning

confidence: 79%

“…Research has indicated that individuals are less likely to value forgiveness within workplace contexts as compared to their personal life (cf. Chusmir and Parker 1991) and many do not consider & Laurie J. Barclay lbarclay@wlu.ca Maria Francisca Saldanha mariafranciscasaldanha@gmail.com 1 forgiveness a possibility within organizational settings (Stone 2002).…”

Section: Introductionmentioning

confidence: 98%

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Facilitating Forgiveness in Organizational Contexts: Exploring the Injustice Gap, Emotions, and Expressive Writing Interventions

Barclay

Saldanha

2015

J Bus Ethics

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Despite the numerous benefits associated with forgiveness, many individuals find it difficult to forgive. This is especially true in organizations, where forgiveness is rare and can be under-valued. Across two studies, we explore how to facilitate forgiveness within organizational contexts and in the aftermath of workplace unfairness. We examine whether individuals can reduce the ''injustice gap'' that can be created by violations and enhance forgiveness through expressive writing interventions-guided writing techniques that can be self-administered. Participants wrote about their reactions to a fictional scenario (Study 1; N = 155) or an actual workplace experience (Study 2; N = 96). Results indicate that expressive writing was associated with higher reported perceived resolution. Whereas negative emotions mediated this relationship in Study 1, positive emotions and perceived injustice mediated this relationship in Study 2. Perceived resolution also mediated the relationship between expressive writing and forgiveness. Theoretical, methodological, and practical implications are discussed.

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A Values‐Based Approach to Facilitating Career Transitions

Brown

1995

The Career Development Quart

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This article outlines a values-based approach to facilitating career transitions. Values provide standards of behavior. People who are unable to engage in work that they deem important violate their standards of behavior and are likely to be dissatisfied with their jobs. Moreover, workers whose values are at variance with those of their supervisors are likely to have differing views of the relative importance of various aspects of the job. If a worker emphasizes aspects of the job that he or she views as important as opposed to those seen as important by the supervisor, low performance appraisals are likely. This may lead to planned or unplanned transitions because of termination. Career counselors can use the approach discussed in this article to facilitate both types of transitions.

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Gender and situational differences in managers' values: A look at work and home lives

Cited by 57 publications

References 26 publications

Islamic Work Values and Organizational Commitment: A Case Study Among Employees in Broadcasting Industry

Islamic Work Values and Organizational Commitment: A Case Study Among Employees in Broadcasting Industry

Facilitating Forgiveness in Organizational Contexts: Exploring the Injustice Gap, Emotions, and Expressive Writing Interventions

A Values‐Based Approach to Facilitating Career Transitions

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