Gender variations in perceptions of performance appraisal

Emerald - Tập 12 Số 7 - Trang 276-289 - 1997
PatriciaHind1, YehudaBaruch2
1Lecturer at Ashridge Management College, Berkhamsted, Hertfordshire, UK
2Lecturer in the School of Management, University of East Anglia, Norwich, UK

Tóm tắt

Much research has been directed towards women in management over the past 20 years. Results show that, despite progress being made towards gender equality as to career opportunities, there are still real differences between the sexes in career development and entry to top management levels. Contemporary thinking (Evetts, 1993) suggests that gender‐related research should focus on the development of women’s career prospects in terms of promotion once organizational or professional entry has been established. In line with this, the study reported in this paper (n = 846) was designed to examine and evaluate the potential and actual gender differences in the perception of appraisal systems and career development. Using a closed questionnaire measuring relevant demographic variables and ensuring control of others (educational background, salary, age, tenure, gender, hierarchy level) a number of motivational and attitudinal variables (needs for achievement, control, organizational, job and career satisfaction, organizational commitment) were identified as being relevant to self, peer and manager appraisal processes. Results suggested that gender differences in the reported evaluation of such systems may be detected. Gender variances were found in the cognitive bases of employee work‐oriented attitudes and these were reflected through measures of perceptions of the utility and relevance of formal organizational appraisal systems. Overall, the results indicated that females and males use different information bases when evaluating performance appraisal systems.

Từ khóa


Tài liệu tham khảo

Alimo‐Metcalfe, B. (1994, in Tanton, M. (Ed.), Women in Management ‐ A Developing Presence, Routledge, London and New York, pp. 27‐43.

Ashburner L. (1991, “Men managers and women workers: women employees as an underused resource”, British Journal of Management, Vol. 2, pp. 3‐16.

Baruch, Y. (1993, “High technology organization ‐ what it is, what it isn’t”, (in press)he International Journal of Technology Management.

Baruch, Y. and Rosenstein, E. (1992, “Human Resource Management in Israeli firms”, International Journal of Human Resource Management, Vol. 3, pp. 477‐94.

Burke, R. J. and McKeen, C.A. (1993, “Career priority patterns among managerial and professional women”, Applied Psychology ‐ An International Review, Vol. 42, pp. 341‐52.

Cook, J.D., Hepworth, S.J., Wall, T.D. and Warr, P.B. (1981, The Experience of Work, Academic Press, New York, NY.

Cotton, J.M. and Tuttle, J.M. (1986, “Employee turnover: a meta analysis and review with implications for research”, Academy of Management Review, Vol. 11, pp. 55‐70

Evetts, J. (1993, “Women and management in engineering: the ‘glass ceiling’ for women’s careers”, Women in Management Review, Vol. 8 No. 7, pp 19‐26.

Gammie, E. and Gammie, B. (1995, “Women chartered accountants ‐ progress in the right direction?”, Women in Management Review, Vol. 10 No. 1, pp. 5‐13.

Gattiker, U.E. and Larwood L. (1989, “Career success, mobility and extrinsic satisfaction of corporate managers”, Social Sciences Journal, Vol. 26, pp. 75‐92.

Gould, R. and Stone, C. (1982, “The ‘feminine modesty’ effect: a self presentational interpretation of sex differences in causal attribution”, Personality and Social Psychology Bulletin, Vol. 8, pp. 477‐85.

Griffore, R.J., Kallen, D.J., Popovich, S. and Powell, V. (1990, “Gender differences in correlates of college students’ self esteem”, College Student Journal, Vol. 199, pp. 287‐91.

Hardesty, S. and Betz, N. (1980, “The relationships of career salience, attitudes towards women and demographic and family characteristics to mental adjustment in dual career couples”, Journal of Vocational Behaviour, Vol. 17, pp. 242‐50.

Hatfield, J.D. and Huseman, R.C. (1982, “Perceptual congruence about communication as related to satisfaction: moderating effects of individual characteristics”, Academy of Management Journal, Vol. 25, pp. 349‐58.

Hofstede G., Bond M.H. and Luk C.L. (1993, “Individual perceptions of organizational cultures. A methodological treatise on levels of analysis”, Organizational Studies, Vol. 4, pp. 483‐503.

Kanter, R.M. (1977, Men and Women of the Corporation, Basic Books, New York, NY.

Kanter, R.M. (1987, “Men and women of the corporation revisited”, Management Review , Vol. 76, pp. 14‐16.

Lee, C.C. (1989, “Needed: a career development advocate”, Career Development Quarterly, Vol. 37, pp. 218‐20.

Lee, T.H. and Mowday, R.T. (1987, “Voluntarily leaving an organization. An empirical investigation of Steers and Mowdays model of turnover”, Academy of Management Journal, Vol. 30, pp. 721‐43.

Lefkowitz, J. (1994, Academy of Management Journal, Vol. 37, pp. 323‐49.

Marshall, M.R. and Jones, C.H. (1990, “Childbearing sequence and the career development of women administrators in higher education”, Journal of College Student Development, Vol. 31, pp. 531‐7.

Maupin (1992, “We’ve come a long way, maybe: gender differences in career and family expectations of accounting graduates”, Ohio CPA Journal , Vol. 51, pp. 15‐17.

Melamed, T. (1995, “Barriers to women’s career success: human capital, career choices, structural determinants, or simply sex discrimination”, Applied Psychology: An International Review, Vol. 44, pp. 295‐314.

Morrison, A.M., White, R.P. and Van Velsor, E. (1987, “Executive women: substance plus style”, Psychology Today, Vol. 21, pp. 18‐26.

Neil and Snizek (1988, “Gender as a moderator of job satisfaction: a multivariate assessment”, Work and Occupations, Vol. 15, pp. 210‐19.

Nicholson, N., West, M. and Cawsay, J. (1985,”Future uncertain. Expected vs attained job mobility among managers”, ournal of Occupational Psychology, Vol. 58, pp. 313‐20.

Ohlott, Ruderman and McCauley (1994, “Gender differences in managers developmental job experiences”, Academy of Management Journal, Vol. 37, pp. 46‐67.

Parker, B. and Chusmir, L.H. (1991, “Motivation needs and their relationship to life success”, Human Relations, Vol. 44, pp. 1301‐12.

Poole, M.E., Langan‐Fox, J. and Omodei, M. (1993, “Contrasting subjective and objective criteria as determinants of perceived career success: a longitudinal study”, Journal of Occupational and Organizational Psychology, Vol. 66, pp. 39‐54.

Powell and Butterfield (1994, “Investigating the ‘Glass Ceiling’ phenomenon: an empirical study of actual promotions to top management.”, Academy of Management Journal, Vol. 37, pp. 68‐86.

Ragins and Sundstrom (1989, “Gender and power in organizations. A longitudinal perspective”, Psychological Bulletin, Vol. 105, pp. 51‐88.

Rosenthal, P., Guest, D. and Peccei, R. (1996, “Gender differences in managers’ causal explanations for their work performance: a study in two organizations”, Journal of Occupational and Organizational Psychology, Vol. 69, pp. 145‐51.

Rowe,R. and Snizek, W. (1995, “Gender differences in work values”, Work and Occupations, Vol. 22, pp. 215‐19.

Schein, E.H. (1975,” How ‘career anchors’ hold executives to their career paths”, ersonnel, Vol. 52, pp. 11‐24.

US Dept of Labour (1991, Report..

Van Velsor, E. and Hughes, M.W. (1990, Gender Differences in the Development of Managers. How Women Managers Learn from Experience, Technical Report No. 145, Centre for Creative Leadership, Greensboro, NC.

Thông tin
Thông tin xuất bản

Emerald

Tập 12 Số 7

276-289

Thông tin tác giả