How do South Korean female executives’ definitions of career success differ from those of male executives?

Abstract

Sturges, 1999). Men's objective career success is defined by verifiable attainments (e.g., promotions), while women's subjective career success is defined by internal criteria (e.g., worklife balance). Women's careers are considerably more complicated than men's due to barriers imposed by gendered social contexts, so women experience competing priorities for their time and attention across career stages (Mainiero and Sullivan, 2005; O'Neil et al., 2008). However, we are unsure if the study findings are applicable to a different context. Problem Statement Research on career success in a South Korean (Korean, hereafter) context presented similar findings to the western literature: men aim for more objective career success and women for subjective career success. Kim's (2004) study of Korean women employees in a large bank showed that for women, intrinsic aspects were more important determinants of career success than objective measures. In a survey of 260 Korean workers, Kim and Cha (2014) presented 11 dimensions that Korean workers defined as career success including: learning/experience,

Exploring the Role of NVivo Software in Marketing Research

“…Despite the growing relevance of this topic (Kamboj and Rahman, 2017), studies on users' virtual interactions within online communities is still narrow (Zaglia, 2013) particularly qualitative studies of online phenomena directly exploiting data provided by digital platforms (Germonprez and Hovorka, 2013; Vaast et al, 2013;Vaast and Levina, 2015). Given the advantages of using innovative tools (Ranfagni et al, 2014) to manage digital data (Cho et al, 2017), we believe it is interesting to adopt them to perform qualitative research within this field of research (Du Plessis, 2017). Our findings extend previous literature by showing the extent to which it is possible to exploit digital data generated by online communities to perform a qualitative research.…”

“…Among them, the qualitative data analysis software NVivo developed to manage "coding" procedures is widely considered as the most appropriate tool to conduct qualitative data analysis (AlYahmady and Alabri, 2013). In their work, Cho et al (2017) point out that NVivo easily handles large amounts of data from interviews. Backlund and Backlund (2017) explain that, given the possibility to perform flexible coding schemes, NVivo allows to explore qualitative relationships among concepts, categorizing meanings or phrases by affinity and assigning them to the appropriate theme.…”

“…We provide a stepwise process for conducting data analyses with NVivo (Cho et al, 2017;Sinkovics, 2016) to show how to analyze digital data captured through C2C interactions within an online brand community by exploiting a qualitative software and collecting digital data with NCapture (see Figure 1-A). We focused our attention on Huawei Facebook page because the multiple interactions that take place enabled us to answer our research questions.…”

“…To date, there is still a small number of studies focused on users' interactions within virtual brand communities (Zaglia, 2013) exploring online phenomena through digital data provided by social media platforms (Germonprez and Hovorka, 2013;Vaast and Levina, 2015;Floreddu et al, 2014;Moi et al, 2017;Frau et al, 2018). Moreover, the innovative tools currently available for conducting research (Ranfagni et al, 2014) can easily handle data generated online (Cho et al, 2017), overcoming traditional methodologies usually chosen to perform qualitative research in this stream of research (Du Plessis, 2017). Furthermore, few studies explore the features and paths of online brand community engagement from consumer perspective, i.e.…”

Women in Management – Future Research Directions

“…Researchers try not only to identify the factors influencing women's discrimination but also to explain the "glass ceiling" phenomenon or the vertical segregation with respect to many variables. The latest research (2017-2018) on the "glass ceiling" focuses on very interesting aspects such as the relation between the glass ceiling and power distance (Can et al, 2018), the concept of "maternal (or reproductive) female body" (Gatrell et al, 2017), investors' influence on decisions concerning women's employment (Brinkhuis & Scholtens, 2018), the role of the mass media in the development of women's image (Antoniades & Warren, 2018), the influence of patriarchal societies on women's employment and promotion process (Chauhan & Dey, 2017), the evaluation of professional career (Cho et al, 2017), the perception of the glass ceiling by men and women (Naschberger & Finstad-Milion, 2017), the glass ceiling in academic communities (Wesarat & Mathew, 2017).…”