What's the point in even trying? Women's perception of glass ceiling drains hope

In this study, we focus on glass ceiling perceptions, characterized by women's subjective feelings about their ability to move upward in their organization. Drawing on social information processing and hope theory, we propose that glass ceiling perceptions decrease women's citizenship behaviors and increase their turnover intentions by draining their hope in the workplace. Moreover, we suggest that the strength of the association between glass ceiling perceptions, drained hope in the workplace, and these two outcomes is conditional upon women's perceptions of their work-family conflict. Using a two-study design, we tested our hypothesized relationships. We found a mediating effect of drained hope in the workplace between glass ceiling perceptions and (a) turnover intention and (b) organizational citizenship behaviors. This effect is significant when work-family conflict is high. Finally, we discuss the implications of our findings regarding the tensions that women experience with simultaneously managing their careers and conflict in the family.

A synthetical view of Western, Asian, and Latin American perspectives onorganizational citizenship behaviors: Matching etic, emic, and unique approaches with cultural dimensions

This study proposes a three-practice approach for organizing, analyzing, and studying organizational citizenship behaviors (OCBs) taking into account the different views reflected across global, regional, and/or national studies. First, OCBs were reviewed and categorized into Western, Asian, and Latin American contexts. Second, the OCBs were grouped based on three practices: etic (global), emic (regional), and unique (national) perspectives. Finally, the cultural dimensions of individualism versus collectivism (IC) and power distance (PD) were examined from the etic, emic, and unique approaches to develop several practices to aid international managers by providing scholars with a more consistent framework for identifying relevant OCBs. This theoretical study proposes a decentralized approach to the predominant Western view of OCBs to guide more accurate research across cultures. A three-practice approach research perspective would ground OCB research cross-culturally with several modifications: (practice 1) the OCBs of altruism, civic virtue, conscientiousness and sportsmanship are generally recognized as etic; (practice 2) the categorization of the emic OCBs of interpersonal harmony, professional development, organizational sincerity, and protecting company resources as exclusive to Asian and Latin American countries; and (practice 3) the two unique OCBs of courtesy and organizational camaraderie were acknowledged only in Western countries and identified primarily in Latin American countries, respectively.

An emic-etic-emic research cycle for understanding context in under-researched countries

Given the importance of understanding the context of management issues in the world, this article discusses the role of both emic (developing culture-specific concepts) and etic (applying concepts across cultures) research in the international management literature. This paper proposes a more comprehensive mixed methods research cycle that can provide researchers with a deeper understanding of the context in under-researched countries. Using a decolonial lens, this theoretical paper proposes that an emic-etic-emic cycle is the best way to disaggregate contextual issues in organizational research, particularly when dealing with human issues in management. By examining a research project on leadership in Africa and the African diaspora from decolonial perspective, our proposed emic-etic-emic cycle (1) stresses the importance of using an emic approach in addition to the dominant etic approach in cross-cultural management; (2) provides researchers with a deeper understanding of context in under-researched countries; and (3) contributes to decolonial approaches to management, which call for a symmetrical dialogue across borders which decentralizes the dominant Western approach, and provides a deeper understanding of management from an indigenous and local perspective. Contextualizing research using the emic-etic-emic cycle can enhance rigor and relevance of the research.

My Manager Moved! Manager Mobility and Subordinates’ Career Outcomes

How do managers’ moves across jobs affect the subordinates they leave behind? Manager mobility disrupts established manager-subordinate relationships, as subordinates must now learn to work with a replacement. We explore how this relational disruption affects subordinates’ objective career success—specifically, their financial rewards and subsequent promotion chances. We argue that manager mobility may have both positive and negative implications for subordinate outcomes. The loss of an established relationship may reduce subordinates’ performance and managers’ propensity to reward them; on the other hand, relational disruption may make subordinates more willing and able to seek out valuable opportunities elsewhere in the organization. We also argue that these effects are likely to be greatest for those subordinates who had worked with the previous manager for longer. Using eight years of personnel data from the U.S. offices of a Fortune 500 healthcare company, we show how managers’ mobility is associated with a decrease in subordinates’ financial rewards but an increase in their promotion prospects.

The influence of personality on individuals' expatriation willingness in the context of safe and dangerous environments

Purpose

The purpose of this paper is to examine the extent to which a destination's security level affects the relationship between personality traits and individuals' expatriation willingness.

Design/methodology/approach

The authors apply an experimental vignette methodology using a 2 × 1 between subjects-design with two destinations characterized by different security levels (dangerous vs. safe) among 278 participants (students and employees). Partial least squares multigroup analysis (PLS-MGA) was employed to test the hypotheses.

Findings

The findings indicate that different personality variables appear to impact individuals' expatriation willingness depending on the security level of a destination: emotionality and conscientiousness predicted expatriation willingness to dangerous environments, whereas openness to experience predicted expatriation willingness to safe environments. The personality traits of honesty–humility, extraversion and agreeableness were not found to influence expatriation willingness in either scenario.

Practical implications

The study discusses a set of practical recommendations for the selection and the management of eligible individuals who are willing to expatriate to dangerous locations.

Originality/value

The study is among the first to examine the influence of personality on expatriation willingness in safe and dangerous environments at the same time. It advances prior research by providing a more nuanced understanding of the context-specific effects of personality on expatriation willingness.

Retaining the social goal: role of path creation in for-profit social enterprises

Purpose

The purpose of this paper is to understand how social enterprises (SEs) sustain social focus as they shift their legal format from nonprofit to for-profit. The investigation is driven by the understanding that historical persistence of organizational action can influence the sustenance of social focus.

Design/methodology/approach

The paper uses a case study approach and traces the commercialization process of two microfinance organization from India. The data come from interviews and archival documents spanning across the biography of the selected organizations. The constitutive elements of the commercialization process are identified by using the lens of path creation.

Findings

Evidence suggests that the framing of purpose for microfinance as empowerment of women formed the triggering event to path creation. The organizations retained the focus on social goal by adopting a community centered delivery model of self-help groups. The organizational practices adopted after commercialization helped these organization to address the issues of drift actively.

Research limitations/implications

The paper suggests that framing of organizational purpose can play a crucial role in sustaining hybrid character in SEs. It reinforces earlier findings that stakeholders can exert significant influence in balancing social and commercial goal. The aspiration to be identified as a pro-community organization is another critical driver in sustaining social focus. Finally, for SEs to sustain their social focus, proactive engagement with the community should become an integral part of organizational practices.

Originality/value

The paper explores the constitutive elements of path creation and demonstrates the sustenance of social focus through three stages of organizational path development. It also offers insights into the literature on historical imprinting by exploring the internal process through which imprinting is sustained and amplified and by presenting sources and outcome of imprinting.