Skip to main content Accessibility help
×
  1. Home
  2. Browse subjects
  3. Management
  4. Content listing

Refine search

Refine search

Access:
Content type:
Publication date:
Apply   From and To filters
Subject: Show more
Journals Show more
Publishers: Show more
Societies Show more
Series: Show more
Collections: Show more

Actions for selected content:

Select all | Deselect all
  • View selected items
  • Export citations
  • Download PDF (zip)
  • Save to Kindle
  • Save to Dropbox
  • Save to Google Drive

Save Search

You can save your searches here and later view and run them again in "My saved searches".

Please provide a title, maximum of 40 characters.
Cancel
×

46862 results in Management

Page 770 of 2344

  • 38 - Segmentation/Integration of Work and Nonwork Domains: Global Considerations

  • from Part VIII - Individual Perspectives
  • Edited by Kristen M. Shockley, University of Georgia, Winny Shen, University of Waterloo, Ontario, Ryan C. Johnson, Ohio University
  • Book:
    The Cambridge Handbook of the Global Work–Family Interface
    Published online:
    16 April 2018
    Print publication:
    26 April 2018, pp 701-719

  • Summary

    Research has shown that people tend to have preferences for the extent to which they keep work and family segmented or integrated, and that they actively build boundaries that help maintain segmentation versus integration. We explore organizational and societal/cultural influences on segmentation-integration preferences and behaviors as well as outcomes of those practices. Although there is some research suggesting that cultural norms have an impact on segmentation-integration norms and expectations, we suggest that more research is needed on how cultural norms impact segmentation-integration preferences and behaviors. In addition, as research shows the increasing penetration of smart mobile technologies around the world, we suggest that careful attention be paid to the impact of such technologies as these may appear to afford integration.

  • 13 - A Review of Work–Family Research in Western and Southern Europe

  • from Part IV - Review of Research in Regions across the Globe
  • Edited by Kristen M. Shockley, University of Georgia, Winny Shen, University of Waterloo, Ontario, Ryan C. Johnson, Ohio University
  • Book:
    The Cambridge Handbook of the Global Work–Family Interface
    Published online:
    16 April 2018
    Print publication:
    26 April 2018, pp 249-268

  • Summary

    The abundance of research on work-family issues in recent decades highlights the prevalence of employee struggles to reconcile work and non-work demands, and the importance of exploring the complexities associated with issues of work-family conflict. Given the relevance of work-family issues and that there is considerable variation across countries in governmental, legal, organizational, and academic attempts to navigate these issues, it is important to review the factors that have contributed to the current state of affairs. This chapter provides an overview of work-family research in Western and Southern Europe. Specifically, this chapter begins with a review of the socioeconomic context of Western and Southern Europe. We then review the existing literature on work-family issues in select countries within these regions and compare regional trends and findings. Finally, we offer recommendations for future research to advance our understanding of work-family issues in this area.

  • 25 - Work and Family among Immigrants

  • from Part V - Cultures within Cultures
  • Edited by Kristen M. Shockley, University of Georgia, Winny Shen, University of Waterloo, Ontario, Ryan C. Johnson, Ohio University
  • Book:
    The Cambridge Handbook of the Global Work–Family Interface
    Published online:
    16 April 2018
    Print publication:
    26 April 2018, pp 454-478

  • Summary

    The decision to immigrate from one country to another often involves considerations about work and family.  Despite this and the reality that over 200 million individuals migrate globally, the work and family literature is largely silent about immigrants. This chapter seeks to motivate systematic research on immigrants’ work and family experiences. The chapter opens by characterizing global patterns of international migration, and emphasizing that immigrants are a meaningful segment of the labor force in developed countries like the United States. It then illustrates how immigrants’ work and family experiences are shaped by the laws governing legal entrance into a host country. The main body summarizes what is known about immigrants’ work and family experiences. Finally, a theoretically-informed conceptual framework is outlined and a high priority research agenda is described for advancing understanding of immigrants’ work and family experiences and for designing solutions that benefit immigrants, their families, and employers.

  • 7 - Review of Methods Used in Global Work and Family Research

  • from Part III - Methodological Considerations
  • Edited by Kristen M. Shockley, University of Georgia, Winny Shen, University of Waterloo, Ontario, Ryan C. Johnson, Ohio University
  • Book:
    The Cambridge Handbook of the Global Work–Family Interface
    Published online:
    16 April 2018
    Print publication:
    26 April 2018, pp 141-155

  • Summary

    Conducting global work-family research involves a large number of methodological considerations, some of which are applicable to social science research in general and others which are particularly meaningful in the global context. This chapter reviews the methodologies used in extant global work-family research, with emphasis on the selection of country contexts, sample types, research designs, and the use of primary and secondary data. The strengths and weaknesses of these approaches are discussed along with the challenges involved in applying these methods. Important cautions for interpretations of these research methods are also reviewed.

  • 31 - Family-Supportive Supervision around the Globe

  • from Part VI - Organizational Perspectives
  • Edited by Kristen M. Shockley, University of Georgia, Winny Shen, University of Waterloo, Ontario, Ryan C. Johnson, Ohio University
  • Book:
    The Cambridge Handbook of the Global Work–Family Interface
    Published online:
    16 April 2018
    Print publication:
    26 April 2018, pp 570-596

  • Summary

    Research suggests that suggests that leaders and supervisors’ social support of employees’ needs to jointly carry out work and family demands is important for organizational productivity and employee well-being. In this chapter, we examine the origins of research on the construct of family supportive supervision (FSS), which is the extent to which employees perceive their immediate supervisors as exhibiting attitudes and behaviors that are supportive of their family role demands. We discuss use of this measure in organizational intervention research and in studies around the globe. Implications for future research and practice examined include continuing to improve measurement and construct development using cross-national samples, increasing study of change and intervention effectiveness in many culture contexts, and further examination of gender as moderators of cross-cultural contextual influences.

  • 14 - A Review of Work–Family Research in Central and Eastern Europe

  • from Part IV - Review of Research in Regions across the Globe
  • Edited by Kristen M. Shockley, University of Georgia, Winny Shen, University of Waterloo, Ontario, Ryan C. Johnson, Ohio University
  • Book:
    The Cambridge Handbook of the Global Work–Family Interface
    Published online:
    16 April 2018
    Print publication:
    26 April 2018, pp 269-287

  • Summary

    Work-family research increasingly recognizes the role of national context, including institutional and cultural characteristics. Although work-family research in Central and Eastern Europe (CEE) is still emerging, specific public policies, legislation, as well as informal values and beliefs may uniquely shape individual experiences of the intersection between work and family. This chapter summarizes work-family research from the region. It provides a brief overview of the specific national context by specifically focusing on characteristics of the work and family context. It also identifies theoretical and measurement issues, including an overview of theories, research design, and questionnaire use. Next, cross-national work-family research and CEE-based work-family research is reviewed and compared to research from other countries. Finally, the chapter presents a research agenda for the region and future cross-national work-family research.

  • 3 - Grading Boards

  • from Part I - Corporate Boards
  • Stephen M. Bainbridge, M. Todd Henderson
  • Book:
    Outsourcing the Board
    Published online:
    19 April 2018
    Print publication:
    26 April 2018, pp 57-64

  • Summary

    In Chapter 3, we observe that boards of directors have long had bad press and explain why that has been the case. From Adam Smith in the 1770s, to William O. Douglas in the 1930s, to the Securities and Exchange Commission (SEC) in 2009, critics have complained about boards. While there is some evidence that many modern boards outperform their predecessors, it would be Pollyannaish to deny that there is still much room for improvement in board performance. The aftermath of the financial crisis of 2007-2008, for example, revealed widespread board failures in areas such as enterprise risk management. Still another widely asserted criticism is that boards have failed to rein in allegedly runaway executive compensation. This Chapter will briefly review the leading criticisms that have been launched at the board of directors as an institution over the years, with special emphasis on recent critiques. We will examine complaints about board performance during the financial crisis, for example, as well as such current arguments as the lack of board diversity.

  • 30 - Organizational Culture in the Context of National Culture

  • from Part VI - Organizational Perspectives
  • Edited by Kristen M. Shockley, University of Georgia, Winny Shen, University of Waterloo, Ontario, Ryan C. Johnson, Ohio University
  • Book:
    The Cambridge Handbook of the Global Work–Family Interface
    Published online:
    16 April 2018
    Print publication:
    26 April 2018, pp 555-569

  • Summary

    Organizational culture is important from a work-family perspective. This chapter examines the role of national culture in shaping employees’ work-family perceptions via culture frameworks and work-family role preferences. We discuss the relationship between national culture and organizational work-family culture, before discussing the consequences of cultural alignment or misalignment – the match or mismatch between an employee’s work-family role preferences and the role demands of an organization set forth by their work-family culture and policies. We posit that when there is no shared national culture framework influencing both individual preferences and organizational role demands, the propensity for mismatch will be higher. We conclude the chapter by presenting a new model of global work-family culture and briefly introduce its implications for theory and practice.

  • 39 - The Meanings of Work–Life Balance: A Cultural Perspective

  • from Part VIII - Individual Perspectives
  • Edited by Kristen M. Shockley, University of Georgia, Winny Shen, University of Waterloo, Ontario, Ryan C. Johnson, Ohio University
  • Book:
    The Cambridge Handbook of the Global Work–Family Interface
    Published online:
    16 April 2018
    Print publication:
    26 April 2018, pp 720-732

  • Summary

    This chapter reflects on the meanings and understandings of work-life balance (WLB) in a range of contexts, drawing on and integrating work-family interface research and critical management and organizational studies. We theorize understandings of work-life balance as shaped by intersecting layers of context: global, national (noting diversity within as well as across national contexts), organizational, and temporal. Evidence suggests that understandings of work-life balance vary within and across organizations, and that the concept of work-life balance is not static; meanings of WLB can change over time within a given context. Given the dearth of research investigating the meanings attached to WLB in cultures outside the Western sphere, we ask how and why these meanings might vary cross-culturally.

  • 41 - Charting a Path Forward

  • from Part IX - Conclusion
  • Edited by Kristen M. Shockley, University of Georgia, Winny Shen, University of Waterloo, Ontario, Ryan C. Johnson, Ohio University
  • Book:
    The Cambridge Handbook of the Global Work–Family Interface
    Published online:
    16 April 2018
    Print publication:
    26 April 2018, pp 749-756

  • Summary

    This concluding chapter provides a forward look at cross-cultural work-family research through the lens of answering the basic questions of who, what, when, where, why, and how. We discuss the importance of who researchers are studying and to what extent our knowledge is generalizable. Issues surrounding what researchers are actually studying and the unique importance of this seemingly simple issue in cross-cultural settings are described as well. The notion of time, and its accompanying dynamics are offered as complex opportunities to better understand the context of when research is conducted as well as temporal issues throughout the lifespan. We encourage future research to continue to intentionally select countries and contexts where research is conducted, while also filling in important regional gaps identified throughout the world. Lastly, we call on researchers to reimagine how they conduct these important endeavors and encourage the use of novel methods and strategies.

  • 4 - Why Boards Fail

  • from Part I - Corporate Boards
  • Stephen M. Bainbridge, M. Todd Henderson
  • Book:
    Outsourcing the Board
    Published online:
    19 April 2018
    Print publication:
    26 April 2018, pp 65-84

  • Summary

    Chapter 4 asks why boards fail. We argue that boards fail because they devote inadequate time to their jobs, because they misspend the time they do devote to their jobs, and because they have inadequate information, improper skill sets, and insufficient incentives. Many of these problems are longstanding, of course, but we believe that they have been significantly compounded by the increased emphasis in recent decades on director independence. As a result of stock exchange listing standards mandating director independence and pressure from corporate governance reformers, the percentage of board members who are independent has risen dramatically. As a result, boards today are dominated by part-timers, the vast majority of whom have full-time employment elsewhere, which commands the bulk of their attention and provides the bulk of their pecuniary and psychic income.

Page 770 of 2344