bluuebunny/crossref_metadata_2025_split huggingface dataset:
Modelling children's choice decisions of clothing
Authors: Cardoso Antonio , de Araujo Mario , Coquet Eduarda 
Published: August 2008

PurposeThis paper aims to identify the key factors in children's choice of clothing from six to 11‐year‐olds.Design/ methodology/ approachThis exploratory study was developed through a questionnaire answered by 313 children, between the ages of six and 11, from four different schools in Porto (Portugal), covering the private/ state and the rural/urban dimensions. The Logit and Probit binary choice models have been chosen to evaluate the factors that influence children's choice of clothing (proxy), based on a mix constituted by “brand name, functionality and fashion”.FindingsThe results showed that choice is positively related to age, sex, environment, parents' income, self‐esteem, susceptibility to interpersonal influence and utilitarian value (functional value). On the contrary, susceptibility to reference group influence, materialism (materialistic attitudes), ostentatious value and involvement are negatively related to choice.Research limitations/implicationsThe results of the research are limited by the specific sample chosen for this purpose. It is very difficult to generalize the results taking into account all children. The translation and adaptation of the original scales to the case of children and to the Portuguese context may have caused some deviation. The determination of choice was not done directly, as it resulted from a proxy related to the choice of clothing.Practical implicationsRetailers and manufacturers of children's clothing can benefit from the findings of this study. The model developed was applied to the children's choice of clothing. However, it may be tested for a wider universe and applied to other product types.Originality/valueThis study contributes to the literature by studying key factors that affect children's choice of clothing. Based on these results, indications for future research are pointed out: a change in the mix of clothing products available and a characterization of choice types through free, conditional, ordered and multinomial models.
Choosing a career in management: an interdisciplinary multicultural perspective
Authors: Malach‐Pines Ayala , Özbilgin Mustafa F. , Burke Ronald 
Published: August 2008

PurposeThe purpose of this paper is to introduce the papers in this special issue and some issues surrounding choosing management as a career. A jointly developed questionnaire is also presented.Design/methodology/approachThe paper is descriptive in nature.FindingsIt is crucial for researchers and practitioners to expand their perspectives to include other cultures and other theoretical perspectives beyond those offered by traditional vocational choice theories.Originality/valueUnderstanding the antecedents, correlates and consequences of people's vocational choice to become managers will not only help researchers and practitioners and benefit managers, but will improve the understanding of career choice in general.
The process of choosing a management career
Authors: Tanova Cem , Karataş‐Özkan Mine , İnal Gözde 
Published: August 2008

PurposeThe aim of this article is to identify the reasons MBA students have for their career choices, and to explore the contextual and gender‐related aspects of career choice and development, based on a comparative study carried out with participants in six countries, i.e. Hungary, Israel, North Cyprus, Turkey, the UK and the USA. The paper seeks to investigate how cultural values and beliefs and gender differentially influence the career choices of MBA students towards managerial or entrepreneurial careers.Design/methodology/approachA quantitative research design was applied by using a survey instrument that draws on a cross‐national study.FindingsDifferences exist in influences on career choice and development between women and men in one of the research settings (Turkey). In all six countries, women have a more societal value orientation and tend to undertake more charity work. Men are more likely to believe that “competition is the law of nature” and men appear to opt more for an entrepreneurial career route in all six countries.Originality/valueThe study provides an understanding of the major gender‐related similarities and differences in the career development of MBA students in six countries, and paves the way for further research in the field.
The role of culture and gender in the choice of a career in management
Authors: Malach‐Pines Ayala , Kaspi‐Baruch Oshrit 
Published: August 2008

PurposeThe paper addresses the influence of culture and gender on the choice of a management career among men and women MBA students in Israel, the USA, the UK, Turkey, Cyprus, Hungary and India. The culture by gender comparison enabled an examination of five theories: two that focused on culture (Hofstede's and an application of Schneider's ASA model) and three that focused on gender (evolutionary theory, social role theory and social construction theory). The five theories have contradictory predictions about the relative influence of culture and gender.Design/methodology/approachSeven hundred and forty‐seven MBA students (390 male and 357 female and approximately 100 in each country) responded to a self‐report measure that was assembled especially for the purpose of the study.FindingsThe findings showed large cross‐cultural differences and small gender differences in the influences and aspirations associated with a career choice in management.Research limitations/implicationsThe findings support Hofstede's research and social construction theory, which predicted the cross‐cultural differences. They provide some support for social role theory, which predicted both gender and cross‐cultural differences, and very limited support for evolutionary theory, which predicted large and universal gender differences, and for the application of Schneider's ASA model, which predicted no cross‐cultural differences.Originality/valueThe findings are important in light of the small percentage of women in top management positions and the view of an MBA as means for breaking through the glass ceiling into top management. The findings can be translated to recommendations for encouraging women's entry into management.
Strategies for combating gendered perceptions of careers
Authors: Bourne Dorota , Özbilgin Mustafa F. 
Published: August 2008

PurposeEarlier work on career choice has identified that career choice involves gendered processes which lead to differentiated career outcomes for women and men. However, this literature remained anaemic in offering career counselling strategies for addressing the negative impacts of these processes. The paper aims to explore the creativity cycle and other tools derived from personal construct psychology (PCP) and other feminist literature as potential means for dissolving gendered perceptions of various professions and organisational practices.Design/methodology/approachThis is a conceptual paper.FindingsThe paper argues that PCP can provide a theoretical and methodological framework for discussing how dichotomous and gender identified the perceptions of professions can be and how such perceptions might be challenged.Practical implicationsThis theory and its techniques allow us an exploration of the flexibility of one's constructions system, which determines a person's ability to construe alternative views and to develop new ways of understanding oneself and others.Originality/valueThe PCP's potential as a technique to combat gendered perceptions of a career is examined.
Values and career choice at the beginning of the MBA educational process
Authors: Vigoda‐Gadot Eran , Grimland Shmuel 
Published: August 2008

PurposeWith the change in global and local markets and the emergence of new types of careers such as protean careers (which are values‐driven), individual values (i.e. citizenship behaviors, altruistic standards, and helping activities) seem to have a growing effect on decisions people make about significant choices in their lives such as the choice of a career. The authors apply a theory of protean career and citizenship/altruistic behavior to study career choices and career development amongst an international sample of MBA and MPA students. It is expected that values may lead to career choices in early stages of vocational search, but career choices and development may also affect one's values during the training process, especially during educational and professional schooling. This paper aims to focus on the issues surrounding career choice.Design/methodology/approachThe study focuses on the first stage of the process of career choice at the beginning of MBA/MPA studies. A quantitative research design was applied by using a survey instrument that draws on a cross‐national study.FindingsA positive relationship is found between good citizenship of altruistic behavior and protean career. This relationship is solid and generic beyond the effect of gender, age, or culture/national setting.Originality/valueThe findings point to some meaningful relationships amongst the studied variables and emphasize the need to direct MBA/MPA students to a value‐oriented educational program in their fields of expertise. The paper ends with a discussion of the theoretical and practical implications for future studies in career development.
Factors influencing career choice of management students in India
Authors: Agarwala Tanuja 
Published: August 2008

PurposeThis paper aims to explore the influence of a range of factors on the career choice of management students in India. The importance of different individuals in the family and at work in making career choices among these students is also to be explored. In addition, the study seeks to address the relationship of the cultural values of individualism‐collectivism and the protean/conventional career orientations of MBA students from India, with factors as well as people influencing the choice of a career.Design/methodology/approachParticipants consisted of 93 students from India entering management, who were starting their first year of the two‐year full time MBA program. Self‐administered questionnaires were used to gather data on factors and types of relationships influencing career choice, individualism/collectivism, and protean/conventional career orientation.Findings“Skills, competencies, and abilities” was the most important factor and “father” was the most significant individual influencing the career choice of Indian management students. The predominant cultural value was collectivism, although the students demonstrated individualist tendencies in some contexts. A protean orientation guided the career orientation of these students.Research limitations/implicationsThe data were collected only from one management institute in India.Originality/valueEmpirical research on factors and types of relationships influencing career choice, and their correlates, has not been conducted among Indian students. The paper addresses this issue and the study has implications for career counseling.
Intraorganizational career advancement and voluntary turnover in a multinational bank in Taiwan
Authors: Zhao Wei , Zhou Xueguang 
Published: August 2008

PurposeThis study aims to investigate how various aspects of intraorganizational career advancement – current career attainments, recent pace of upward mobility, and future prospect of career advancement – affect voluntary turnover, drawing empirical evidence from a multinational corporation (MNC) in Taiwan's cultural and labor market environment.Design/methodology/approachThe empirical study was based on statistical analyses of personnel records of 303 employees in a multinational bank in Taiwan. A discrete‐time logistic model was used to analyse voluntary turnover events.FindingsResults showed that salary increase and job status generally reduced voluntary turnover. A ceiling position on the job ladder induced turnover and also moderated the relationship between corporate title duration and turnover and that between age and turnover.Research limitations/implicationsBecause the empirical evidence was based on data collected from one MNC in Taiwan's distinct research context, this may limit the generalizability of some findings in the study.Originality/valueWhereas much of the literature on turnover has focused on psychological models, this study adopts an objective career perspective and highlights the significance of intraorganizational career advancement in affecting voluntary turnover. It also deepens one's understanding of career development and choices in a Chinese cultural environment.
Individual differences in outplacement success
Authors: Martin Harry J. , Lekan Dennis F. 
Published: August 2008

PurposeAlthough outplacement consulting and career transition services have become a standard management practice and are almost universally provided when terminating executives, these services have not been carefully evaluated and their benefits are not clearly understood. The purpose of this paper is to consider the role of individual differences in determining outplacement success using the Big Five framework as measured by the occupational personality questionnaire (OPQ).Design/methodology/approachThe behavior of a sample of 53 executives was examined during outplacement as well as their success following reemployment.FindingsThe study's hypotheses were largely supported with agreeableness, conscientiousness, and openness to experience making a significant contribution to the understanding of outplacement effectiveness both during and after the transition.Practical implicationsThese results suggest that providers should assess individual differences as part of career transition counseling and question recent trends toward making outplacement a commodity service. They also suggest that the diagnostic and counseling skills of a trained professional help to secure a successful outplacement experience and that the process should recognize the unique needs and personality of individual clients.Originality/valueThis paper considers the behavior of actual executives in career transition. It also extends previous research on the Big Five typology to executive outplacement and provides evidence of the usefulness of the OPQ as a measure of these personality traits.
Subjective wellbeing, work‐school conflict and proactive coping among Nigerian non‐traditional students
Authors: Adebayo D.O. , Sunmola A.M. , Udegbe I.B. 
Published: August 2008

PurposeThe purpose of this paper is to examine the effects of participating in two domains, work and school, on the subjective wellbeing (SWB) and work‐school conflict (WSC), as well as the moderating role of proactive coping between WSC and SWB among Nigerian nontraditional students.Design/methodology/approachUsing a cross‐sectional survey, data are collected from a total of 141 non‐traditional Master's in Managerial Psychology students at a university located in the South West of Nigeria.FindingsResults of hierarchical multiple regression analysis reveal that work status is inversely related to SWB and positively related to WSC. Results also confirm the moderating role of coping; such that, as perceived WSC increased, non‐traditional students with moderate to high levels of coping reported greater SWB than those with low coping skills.Research limitations/implicationsStatements on causality, with respect to the present findings, must be made with caution because of the self‐report nature of the study. Further, a global challenge of WSC was adopted in this study; nevertheless, one cannot underestimate the distinctive pattern of WSC that characterised Nigerian non‐traditional students. These could be explored in future studies to further enrich the literature on work‐school obligations and health outcomes.Practical implicationsResults of the present study suggest the need for employers' support as well as universities' flexibility to the needs of non‐traditional students.Originality/valueThe study fills a void in the literature, linking fulfillment of work‐school obligations to health‐related issues among adults (non‐traditional students) in an African setting.
Repatriation readjustment of international managers
Authors: Ahad M. Osman‐Gani A , Hyder Akmal S. 
Published: August 2008

PurposeWith increasing interest in overseas business expansion, particularly in the Asia‐Pacific region, expatriate management, including repatriation readjustmenst, has become a critical international human resource development (HRD) issue for multinational enterprises (MNEs). This empirical study therefore aims to investigate the use of HRD interventions relating to training and development for effective readjustment of international managers on repatriation.Design/methodology/approachThe data were collected through a field survey conducted on repatriation experience of international managers from more than five countries, who are working in Singapore.FindingsThe study provides valuable insights about repatriation training programmes, training contents, programme duration, delivery modes, and providers of effective training programmes.Research limitations/implicationsHRD professionals and senior executives of MNEs will benefit from the findings of this study in making decisions on effective design and implementation of training and career development programmes.Practical implicationsThe findings have significant implications for career development of managers involved in international business operations.Originality/valueThis paper discusses readjustment problems of the repatriating managers and suggests how realistic HRD programmes, mainly based on training, can be developed and implemented for retaining international managers. These findings from the dynamic region of Asia will also help in developing appropriate career development programmes.
A case study approach to issue and crisis management
Authors: Jaques Tony 
Published: August 2008

PurposeThe purpose of this paper is to encourage understanding of the practical value to managers and communication practitioners of the positive lessons from issue and crisis management cases.Design/methodology/approachUnlike many other areas of management writing, which focus on new approaches and best practice, issue and crisis management cases often highlight “PR disasters” where other managers may simply count themselves lucky that it happened to someone else. This paper uses well known examples to explore the reasons for this focus on failure and proposes ways for managers to move beyondschadenfreudeto secure genuine learning and competitive advantage from the adverse experiences of others.FindingsWhereas many industry “award winning” cases are self‐serving and prone to wisdom after the event, there is a growing body of authoritative case‐books and other material which can provide useful evaluation and benchmarking for an organization's own activity, both internal and external.Originality/valueWhile academics and their students are familiar with the use of communication case analysis, this paper explores the range of published case study resources for practitioners and other managers who may be less aware of what is currently available and how independent analysis and insight can help facilitate effective performance against accountability.
The significance of communicating in enacting decisions
Authors: Huebner Hartmut , Varey Richard , Wood Laurie 
Published: August 2008

PurposeRational modes of decision‐making, followed by communication of the decision to stakeholders, leading to implementation of the decision is taken as a given in most management theories. The role of corporate communication managers in many cases is to support this process via standard communication tools. This study aims to challenge the efficacy of this model by drawing on discourse and strategy‐as‐practice perspectives in order to explain the link between managed communication and performance in terms of enacting decisions.Design/methodology/approachFollowing an ethnographic case study approach, the research analyses communication discourse at Intech, a major international conglomerate based in Germany. Data was collected over a period of 15 months, structured and thematic analysis conducted, supported by ATLAS.ti computer‐aided qualitative data analysis software. Methods of discourse analysis were applied in order to explain concrete practices.FindingsA key contribution is to provide a framework that enables researchers and practitioners to understand in‐depth the setting in which decision‐related communication takes place, as recently demanded by Suchan and Charles (2006). Three critical fields of action for effective communication and strategy implementation are identified: giving decisions voice; facilitating the legitimisation process for decisions; and developing alternatives to cascading as a mode of decision implementation.Research implications/limitationsResearchers may adopt the alternative view of corporate communication proposed and test or apply it in further case studies or in more large‐scale, perhaps quantitatively oriented research projects across companies and cultural boundaries.Practical implicationsFor practitioners, a key challenge lies in implementing modes of legitimisation into managed communication.Originality/valueThis paper makes the case for an alternative approach to enacting decisions via practices of managed communication, based on the insights gained from the Intech case.
Risk communication management: a case study on Brookhaven National Laboratory
Authors: Rhee Yunna 
Published: August 2008

PurposeThe purpose of this case study was to analyze risk communication management practice of Brookhaven National Laboratory (BNL), using the relationship management theory in public relations.Design/methodology/approachThe study draws upon interviews with key stakeholders of the laboratory, including top managers, communication practitioners, employees, and community members. Media reports, internal documents, and on‐site participant observations were concurrently analyzed.FindingsThe study identified leadership communication, organizational commitment to stakeholder relationships, integrated communication function, employee participation in community outreach, and symmetrical communication strategies as contributing factors of effective risk communication management. In particular, the study provided insights into the roles employees play in risk communication settings. It was found that employees' use of symmetrical communication strategies such as openness, access, and listening in risk communication programs contributed to external publics' development of positive perceptions regarding the organization.Practical implicationsThe article concludes with four implications of the findings for the practice of risk communication.Originality/valueThis study closely followed the methods by which public relations practitioners, non‐public relations employees, and publics engaged in the relationship building process. The case study should, therefore, provide insights to students and scholars interested in discovering public relations theory at work in a real‐life setting.