Les transformations du marché du travail et des organisations : enjeux de maintien au travail et de mobilité professionnelle

This article examines the impacts of the changes in the labor market and organizations as well as their effects on women executives’ job retention and professional mobility. This research is rooted in a qualitative approach based on 51 individual interviews with female executives. The results reveal that the work of women executives is organized around financial goals and could entail risks such as loss of meaning. In these contexts, women developpe resistance or collaboration strategies to integrate and stay at work. These strategies have consequences on their professional mobility.     

Climbing the corporate ladder: do female and male executives follow the same route?

This study compares the careers of matched samples of 69 female executives and 69 male executives by examining perceived barriers and facilitators of advancement, self-reported developmental experiences, and career histories. Consistent with tokenism theory, women reported greater barriers, such as lack of culture fit and being excluded from informal networks, and greater importance of having a good track record and developing relationships to facilitate advancement than did men. Career success, measured by organizational level and compensation, was positively related to breadth of experience and developmental assignments for both genders, but successful women were less likely than successful men to report that mentoring facilitated their advancement. Developmental experiences and career histories were similar for female and male executives, but men had more overseas assignments and women had more assignments with nonauthority relationships.     

Perception de justice organisationnelle et comportements de citoyenneté organisationnelle chez les salariés du secteur public gabonais

Numerous studies carried out in northern countries have shown a positive link between organizational justice and organizational citizenship behaviours. There are no data from the countries of the South. The purpose of this article is to remedy this. Our hypothesis is that employees’ citizenship behaviours depend on how they perceive organizational justice. 160 men and women, executives and subordinates in a Gabonese public company, answered a questionnaire of 39 items: items of the organizational justice scale of Colquitt (2001) and items of the organizational citizenship scale of Charbonnier, Silva, and Roussel (2007). It is observed that different forms of justice influence organizational citizenship behaviours.     

Building Self-Efficacy Through Women-Centered Ropes Course Experiences

This paper describes our experiences as facilitators in adventure-based ropes course training. It summarizes experiences with different groups that raise rich and complex issues about the use of adventure-based learning for personal growth and professional development. These groups include women executives, women living in public housing who have formed a women's resource group, adolescent women in treatment, adolescents from currently diverse backgrounds, graduate students, and women who have been sexually abused. These groups reflect the diversity of female participants who have engaged in ropes course training. Although participants are diverse, deep commonalities exist in the kinds of issues they are addressing in ropes course programs. Positive changes in women's abilities to take risks, practice assertive leadership, solve problems effectively, and feel more competent in general, can result from participation in a ropes course experience. In this article, the reader will see how one fixed ropes course element can be used to create a variety of metaphors for diverse groups of participants.     

工作绩效的结构及其与胜任特征的关系

本研究旨在验证党政领导干部对下级工作绩效评定的结构,并探讨其与胜任特征之间的关系。两个省市的450名党政领导干部完成了对自己下级的工作绩效和胜任特征的评定。结果表明,评定下级干部工作绩效的两因素结构,即任务指向和个人素质,得到了验证;分别以工作绩效的两个二阶因素为因变量,以胜任特征的七个维度为预测变量进行逐步回归分析,胜任特征可以解释工作绩效的“才”和“德”成分54．5％和55．3％的变异。胜任特征和工作绩效中“德”和“才”的成分之间存在复杂的关系,既可以相互促进,也可以交互抑制。文中还对这一结果的含义及本土化研究的意义进行了深入讨论。     

领导干部的人格特点与工作绩效的关系：QZPS与NEO PI-R的比较

研究旨在探讨基层党政领导干部的人格特点与工作绩效之间的关系。中国人人格量表（QZPS）测量的人格的七个维度及其18个次级因素均与工作绩效的维度存在不同程度的相关,其中处世态度、人际关系和外向性与任务绩效绩效相关最高,处世态度、情绪性和行事风格与个人品质绩效绩效相关最高,而情绪性与他人评定绩效相关最高。人格因素可以解释自我评定绩效31. 7% ~ 49. 9%的变异,可以解释他人评定绩效6. 3% ~ 12. 8%的变异。而采用NEO PI-R测量人格时,所解释的工作绩效的变异只有QZPS的1/3左右。文中还讨论了工作绩效和人格结构的文化意义以及本土化研究的重要性     

Personality characteristics and profiles of employed and outplaced executives using the 16PF

This article examines the psychological profiles of recently terminated executives. The 16PF was used to explore the personality characteristics of outplaced executives. It hypothesizes that recently terminated executives have fundamentally different personality profiles than those of employed executives. The personality profiles of recently terminated executives were compared to personality profiles of a normative group of employed business executives and the personality profiles of a group of executives terminated in 1982. Results indicated that recently terminated executives are identifiable as statistically different from employed executives on 4 of the 16 personality factors. There was no statistical difference between recently terminated executives and the 1982 sample, however, recently terminated executives demonstrated fewer discrepancies from employed executives. Outplacement firms and psychologists working with recently terminated executives need to assist their clients in exploring and modifying these personality profile differences.     

高级职业经理人胜任特质评定探索

为了方便企业甄选所需要的高级管理人才,本文就“高级职业经理人胜任特质评定量表”的编制过程及其量表的结构分析做一报告。该量表分为认知基质、组织协调、领导力、个性倾向和自我调节五个纬度和一个测谎的分量表。本研究立足于中国本土文化,采用小组中心访谈和多种统计分析技术对中国的高级职业经理人的胜任特质进行测评,结果显示总量表和各纬度上的项目具有较高的同质性信度和结构效度,具有较好的鉴别力。     

Willingness to use microbicides varies by race/ethnicity, experience with prevention products, and partner type.

OBJECTIVE: To investigate women's willingness to use vaginal microbicides to reduce/prevent HIV infection, using measures grounded in the individual, behavioral, and social contexts of sex. DESIGN: A cross-sectional study that enrolled a sample (N = 531) of 18-55 year old Latina, African-American, and White women in the U.S. between October, 2004, and July, 2005. MAIN OUTCOME MEASURES: Willingness to use microbicides and individual- and context-related variables (e.g., demographics, relationship status). RESULTS: Exploratory and confirmatory factor analyses supported a one-dimensional, 8-item scale, with high internal consistency (alpha = .91). Subgroup analyses within the Latina (n = 166), African- American (n = 193), and White sub-samples (n = 172) also supported a unidimensional scale with strong internal validity and high reliability. Race/ethnicity as a contextual factor, a woman's history of using prevention products, and the nature of the sexual partnership were predictive of willingness to use microbicides (R = .41). That is, women with greater frequencies of condom use, a history of spermicide use, and non-main sexual partners had higher predicted Willingness to Use Microbicides scale scores, while White women had lower predicted scores. CONCLUSION: The Willingness to Use Microbicides scale serves as the first psychometrically validated measure of factors related to microbicide acceptability. Developing and implementing psychometrically validated and contextualized microbicide acceptability measures, in an effort to understand microbicide users and circumstances of use, is crucial to both clinical trials and future intervention studies.     

Executive turnover: the influence of dispersion and other pay system characteristics

Using tournament theory as a guiding theoretical framework, in this study, we assess the organizational implications of pay dispersion and other pay system characteristics on the likelihood of turnover among individual executives in organizational teams. Specifically, we estimate the effect of these pay system characteristics on executive turnover decisions. We use a multi-industry, multilevel data set composed of executives in publicly held firms to assess the effects of pay dispersion at the individual level. Consistent with previous findings, we find that pay dispersion is associated with an increased likelihood of executive turnover. In addition, we find that other pay characteristics also affect turnover, both directly and through a moderating effect on pay dispersion. Turnover is more likely when executives receive lower portions of overall top management team compensation and when they have more pay at risk. These conditions also moderate the relationship between pay dispersion and individual turnover decisions, as does receiving lower compensation relative to the market.     

CODEPENDENCY, LOSS OF SELF, AND POWER

The feminist critique that codependency and loss of self are related to power was tested in a sample of 122 college women and men in committed relationships. Participants completed two codependency measures, a loss of self scale, and three indices of power: perceived power, use of specific influence strategies, and decision making. Among both women and men, codependency and loss of self were positively related to the use of indirect strategies and negatively related to perceived power, and loss of self was negatively related to use of the direct strategies. Among women alone, codependency was also negatively related to use of direct strategies and loss of self negatively related to decision making. These correlational data provide support for a feminist critique of codependency as related to power; however, gender similarities suggest that the relations between power, loss of self, and codependency hold for college men as well as college women.     

Psychometric Evaluation of the Spanish Versions of the Perceived Religious Influence on Health Behavior Scale and the Illness as Punishment for Sin Scale in a Sample of Churchgoing Latinas

The present study evaluated the psychometric properties of the Spanish versions of the Perceived Religious Influence on Health Behavior scale and the Illness as Punishment for Sin scale in a sample of churchgoing Latina women (N = 404). For the Perceived Religious Influence on Health Behavior scale, confirmatory factor analysis provided support for the expected one-factor model, internal consistency reliability was good, and there was evidence of convergent validity. For the Illness as Punishment for Sin scale, confirmatory factor analysis provided support for the expected one-factor model, but on a revised seven-item version of the measure. Internal consistency reliability and convergent validity for this revised version were good. It is recommended that future studies use the Perceived Religious Influence on Health Behavior scale and the revised Illness as Punishment for Sin scale when examining these constructs among Latina women.     

Development and validation of a behavioral sex-role inventory

To develop and validate a sex-role inventory of traditional versus nontraditional behaviors for women, 574 single and 265 married females as well as 407 males completed the Robinson Behavioral Inventory (RBI). Thirty-four-item final versions of the two forms were established through criteria requiring items to be both reliable and reported at differential rates by male versus female or by traditional versus nontraditional women. High reliability of the total scale was evident by a measure of internal consistency as well as by a measure of equivalence. The validity of the total scale was established by demonstrating the RBI as positively correlated with an attitudinal measure of women's roles but as showing discriminant validity with a social desirability scale, a political orientation scale, and an assertiveness scale. Age, income, and educational level were used as covariates to partial out possible confounding effects. Future use of the RBI would suggest extending the sample to less well-educated and a greater variety of SES populations and to women who are not members of organizations. The value of the measure lies in the collection of specific behavioral data as distinct from broad attitudinal constructs allowing for determining the attitude-behavior relationship in the area of sex roles. As a tool for evaluating outcome studies measuring changes in sex roles, this inventory is unique.     

Self-Efficacy to Use Condoms in Unmarried Latino Adults

Measures of self-efficacy to use condoms can clarify the barriers to condom use Latinos encounter. A 20-item scale, that differed slightly for men and women, and was based on extensive elicitation interviews, was used in a random digit dial household survey of 1,600 unmarried Latino adults in 10 states with large Latino populations. Self-efficacy was related to condom use for both men and women. Factor analyses revealed five correlated factors: Regular Partner, Impulse Control, Partner Resistance, STD Thoughts, and Condom Discussion. Both men and women reported lowest self-efficacy for impulse control and using condoms with a regular partner. Less-educated men and women had lower self-efficacy to discuss condoms, to manage partner resistance, to use condoms with a regular partner, and to control impulses, but there were few other demographic differences in self-efficacy. The scale can be helpful in the design and evaluation of HIV prevention.     

Do Impression Management Scales in Personality Inventories Predict Managerial Job Performance Ratings?

Theorists have argued that impression management scales should predict job performance in jobs where interpersonal interactions are important. This research examined the correlation between impression management scale scores and overall job performance as well as its component dimensions for managerial jobs (one type of job requiring considerable interpersonal interaction). First, a meta‐analysis was conducted to determine the relationship between impression management scale scores and overall managerial performance. Results indicated that the correlation was .04 (k = 17, N = 20,069) for managers. Two additional studies were conducted to investigate the relationship between impression management and specific facets or dimensions of managerial performance. In one of these two studies, the relationships between impression management scores and supervisory ratings on 24 performance facets were investigated for 826 managers. Criterion‐related validities ranged from ‐.06 to .07. In the second study, correlations of an impression management scale with ratings on 22 dimensions of performance were examined using a sample of 257 executives. The validities ranged from .01 to .11. There appears to be little evidence that impression management scales predict job performance in at least one job category where interpersonal interactions are important (management). Potential relevance of these results for understanding social desirability in personality measurement for personnel selection is discussed.     

Outplacement services for displaced employees: attitudes of human resource managers based on differences in internal and external delivery

The results from a survey of 238 human resources executives from organizations that offer outplacement counseling (OPC) internally and 168 that offer it externally suggest that internal OPC delivery is inferior to external OPC delivery. The author found that most internal OPC organizations did not offer the 13 traditional OPC services, even when they were viewed as important. However, both groups had deficiencies in measuring their OPC relative to gender, age, and effectiveness. Internal OPC organizations rated the quality of their OPC service as 4.77 on a scale of 10, whereas external OPC organizations rated their services as 7.96.     

DEVELOPING EXECUTIVE LEADERS: THE RELATIVE CONTRIBUTION OF COGNITIVE ABILITY,PERSONALITY, AND THE ACCUMULATION OF WORK EXPERIENCE IN PREDICTING STRATEGIC THINKING COMPETENCY

We conceptually define and empirically investigate the accumulation of work experience—a concept that refers to the extent to which executives have amassed varied levels of roles and responsibilities (i.e., contributor, manager, lead strategist) in each of the key work activities that they have encountered over the course of their careers. In studying executives’ work experience accumulation, we consider key antecedents such as executives’ cognitive ability and personality traits, namely Extraversion and Openness to Experience, and examine the value of work experience accumulation on executives’ strategic thinking competency. Analyses of multisource data from 703 executives revealed 3 key findings: (a) accumulated work experience positively relates to executives’ strategic thinking competency after controlling for individual characteristics and other measures of work experience; (b) executives’ cognitive ability demonstrates the strongest and most positive relationship to executives’ strategic thinking competency; and (c) extraverted executives tend to achieve higher levels of work experience accumulation. Relative weight analyses also indicated that cognitive ability and accumulated work experience are the 2 most important predictors for executives’ strategic thinking competency among the other predictors. These findings are discussed in light of their practical implications.     

工作绩效的结构及其与评定者的关系

该研究旨在建立党政领导干部评定同事工作绩效量表,并探讨评定者与被评定者关系对绩效评定的影响。532名干部对同事工作绩效的评定,经因素分析得到了由46个项目、七个因素、三个维度构成的评定同事工作绩效量表。378名干部对即将得到提升的某个下属工作绩效的评定得到了与评定同事时相似的绩效结构。研究中还发现对即将提升的下属的工作绩效评定中,“德”的比例显著高于对一般下属的评定。文中还讨论了评定者与被评定者之间的关系对工作绩效评定的影响机制,以及绩效评定实践中应注意的问题。     

Executive Career Counselling

Executive career counselling is relatively new. Some of its implications are examined and a three-tiered approach by organisations is advocated. Executives are verbally fluent, and this highlights the importance of the 'opening paragraph' of words they use in counselling. Neuro-linguistic programming offers a useful set of tools to the executive career counsellor. Left-handedness, probably overlooked in most types of counselling, is briefly considered. However, counselling is not only about problems, but also offers executives a welcome chance to review their lives and careers.     

The Relationship Between Socialization and Antisocial Behavior,Substance Use,and Family Conflict in College Students

Gough's (1960) Socialization (So) scale has been widely used as a measure of the extent to which societal values are internalized. It is well documented that antisocial individuals evidence low So scores but less clear that low So scores predict antisocial behavior in nonclinical samples Two studies conducted at different universities in different geographical regions and different decades provided evidence consistent with this hypothesis. Results from Study 1 revealed that self-reports of several types of antisocial behavior and substance use were significantly more common among Low-So than High-So undergraduate men and women. Study 2 replicated principal findings for both men and women using correlational analyses. In addition, Study 2 yielded a significant relation between low So scores and greater family conflict as well as several gender differences reflecting stronger correlations in men than in women. These findings indicate substantial generality for the relations between socialization and antisocial behavior, especially in men, and are consistent with the use of the So scale to identify subjects who share important characteristics with criminal or psychopathic groups.