Experiences of women professionals abroad: comparisons across Japan,China and Turkey

The article reports on a series of studies that examined women professionals' experiences working outside their home countries, specifically Japan, China and Turkey. The studies investigated several dimensions: (1) areas where, regardless of setting, women reported similar experiences, (2) areas where their experiences seemed to differ, in part because of setting, and (3) areas in which the women disagreed on their experiences or insights, regardless of setting. Examples of findings were that, regardless of setting, women faced challenges of gaining credibility, faced high visibility and responsibility, needed keen interpersonal skills, were frustrated with social life outside of the workplace, and used networks extensively. The womens' experiences and perceptions differed most for their reasons for working abroad, their views on performance, and their experiences with sexual harassment. The article closes with ideas for future research.     

Masculine identities and low‐paid work: young men in urban labour markets

This article brings together debates about labour market change, work‐based identities, growing concerns about the problem of working‐class, low‐achieving boys and the identification of a contemporary crisis of masculinity. It draws on a longitudinal study of young men in Sheffield and Cambridge — contrasting local labour markets in England — examining the initial workplace experiences of white working‐class male school‐leavers. Two individual cases are explored in depth, looking at initial working pathways in order to assess the attitudes and actions of young school leavers and their responses to the structural changes in the labour market that have transformed their opportunities compared with both their fathers' generation and their female peers. The implications for theoretical debates about working lives and the trasformation of gender divisions are assessed.     

Normalizing emotion in organizations: Making the extraordinary seem ordinary

Organizations use various means of regulating socially undesirable emotions, including normalizing. We define normalizing as institutionalized processes by which extraordinary situations are rendered seemingly ordinary. Four means of normalizing are discussed: (1) diffusing, where undesired emotions are dissipated or their impact is reduced; (2) reframing, where emotions or the situation are recast such that the emotions are forestalled, redefined, or rendered more acceptable; (3) adaptation, where repeated exposure to a situation reduces its emotional impact; and (4) ritualism, where the enactment of standardized procedures provides a sense of control and a momentum of means, thereby reducing emotions. We conclude that because normalizing often has a strong “as if” or pretend quality—requiring ongoing and mutual face-work, often supported by symbolic management—it is an inherently fragile practice that is easier to sustain in groups than as individuals.     

The Internal Conflicts of Undergraduate Students Regarding Effective Leadership Practices

The current study explored the internal conflicts of a diverse group of undergraduate students as leadership development experiences challenge students’ pre‐existing attitudes and beliefs of what comprises effective leadership. Interviews with 23 undergraduate students uncovered two consistent conflicts within the minds of emerging leaders, often experienced unconsciously: (a) the recognition of the need to serve the group while also exhibiting command over followers and (b) the desire to adapt to changing circumstances while also remaining resolute in personal chosen courses of action. The particular internal contradictions, common to students in the study across gender and racial lines, imply a structure of predictable cognitive transition as emerging leaders work toward internalizing group‐inclusive concepts associated with contemporary leadership practices. The study's findings possess several implications for leadership educators—in higher education and external organizations—in the ways these professionals create both formal and informal developmental experiences for undergraduate students.     

Normalized Intensity: The New Labour Process of Middle Management

abstract    Based on qualitative interviews (n = 64) within five UK organizations that have embarked on large-scale restructuring (including delayering, downsizing, culture change, role redesign, lean production) we argue that middle managers are currently experiencing significant and progressive work and personal pressures. Performance is monitored more closely, hours and intensity of work are increasing, roles and tasks are changing frequently, and prospects for promotion are downscaled within flattened hierarchies. Whereas middle managers report increased levels of autonomy and skill, are often well remunerated, and frequently appear motivated (at least in the private sector), we suggest their burgeoning grievances over working hours, role pressures and promotion prospects have worrying implications for the future performance of UK industry. We argue further that the motivation for corporations to embark on such large-scale restructuring is best understood with reference to the incessant demands of international capitalism. We conclude that such restructuring, and the personal managerial experiences that result from it, is in keeping with many, but crucially not all, of the trends predicted by Bravermanian labour process theory.     

How and when do prior international experiences lead to global work? A career motivation perspective

While research suggests a link between individuals' prior international experiences and their future participation in global work, we know little about how and the conditions under which this relationship occurs. Drawing on career motivation theory, we conceptualize global identity as a mediator between individuals' density of prior international experiences—defined as the extent to which time spent in culturally novel countries has provided individuals with developmental opportunities—and their global work aspirations, which in turn leads to their global work involvement. Further, this multi-stage mediation model holds mainly when individuals receive positive feedback regarding their intercultural competencies (i.e., cultural intelligence) from their peers. We test our model using a multi-wave multi-source dataset spanning 6 years. We discuss implications for the literatures on prior international experiences and global careers.     

THE GROWTH AFTERMATH OF NATURAL DISASTERS

This paper traces the yearly response of gross domestic product growth—both aggregated and disaggregated into its agricultural and non‐agricultural components—to four types of natural disasters: droughts, floods, earthquakes, and storms. The paper uses a methodological approach based on pooling the experiences of various countries over time. It consists of vector autoregressions in the presence of endogenous variables and exogenous shocks (VARX), applied to a panel of cross‐country and time series data. The analysis finds heterogeneous effects on a variety of dimensions. First, the effects of natural disasters are stronger on developing than on advanced countries. Second, not all natural disasters are alike in terms of the growth response they induce, and some can even have positive effects on economic growth. Third, severe disasters often carry much worse effects than moderate effects do. Fourth, the timing of the growth response varies with both the type of natural disaster and the sector of economic activity. Copyright © 2011 John Wiley & Sons, Ltd.     

Translational Global Praxis: Rethinking Methods and Modes of African Urban Research

Advancing global urbanism depends upon making Africa's cities a more dominant part of the global urban narrative. Constructing a more legitimate research agenda for African cities, however, necessitates a repositioning of conventional modes of research. To achieve intellectual and political traction in what are typical African research conditions—where human needs are great, information is poor, conditions of governance are complex and the reality is changeable—we reflect on the experiences of the African Centre for Cities where (alongside conventional use of theory, methods and data) a translational mode of working has been adopted. The notion of translational urban research praxis captures more than the idea of applied research or even co‐production, and encompasses integrating the research conception, design, execution, application and reflection—and conceiving of this set of activities as a singular research/practice process that is by its nature deeply political and locationally embedded. In this way we suggest that African urbanism can be both usefully illuminated by global theories and methods, and can simultaneously be constitutive of the reform of the ideas through which cities generally are understood.     

Building and rebuilding charity brands: the role of creative agencies

People who work in creative agencies tend to see a charitable organisation as a brand like any in the commercial world, and rightly so. While this is the correct starting point, there is often a huge gap between this simple understanding and the ability to deliver the changes in perception and behaviour that charities need. Besides strict governance and the obvious need for transparency and integrity, charity brands face many other issues, whether rebuilding or starting from scratch. They exist mainly to solve problems, not to meet a demand. Understanding this very different raison d'etre is the second greatest hurdle that creative agencies have to overcome when working on charity brands. The greatest is getting the charity to consider itself a brand and all that entails. When charities get beyond their complacency and suspicion and creative agencies their arrogance and superficiality—as with Breakthrough Breast Cancer and the Fairtrade Foundation—these two obstacles can be overcome. Copyright © 2005 John Wiley & Sons, Ltd.     

The million dollar donor journey: Stages of development for high‐net‐worth women donors

Most charitable giving research focuses on individual donors at a specific point in time and uses quantitative surveys with limited data about donors' experiences. This study uses reflective interviews to examine the life trajectories of a cohort of women donors who have made gifts of $1 million or more to causes that benefit women and girls. By drawing from developmental psychology, we illustrate the iterative process of learning about giving—shaped by life experiences—that comprise the journey to becoming a million‐dollar donor. We find that, in their journeys toward making their million‐dollar commitment, women donors followed a shared trajectory with distinct stages and prompts for progression. Our findings provide guidance for fundraising professionals to recognize the stages of a potential donor's readiness to give and to facilitate progression in the journey, thus increasing the potential for more large‐scale gift commitments in the future and deepening the donor–fundraiser relationship.     

Claiming the corner office: Female CEO careers and implications for leadership development

Drawing on evidence from a unique data set of in‐depth qualitative interviews with 12 female CEOs (and 139 male CEOs) of global corporations, we explore what enables some women to become CEOs. By drawing on our data from male and female CEOs, we set the scene by comparing the advice they would give to young women as they start their careers. We then focus the rest of our article on the experiences and career trajectory of the 12 female CEOs. We make three theoretical contributions: We identify, at the individual level, how women can take active ownership of their careers as part of a self‐acceptance process; how they can embrace gynandrous leadership as part of a self‐development process where both feminine and masculine leadership behaviors are embraced, with the feminine being dominant to help move beyond gender stereotypes, and finally, how they translate leadership—rather than combine—gender‐based behaviors as part of a self‐management process to develop their unique leadership style. For each of these theoretical contributions at the individual level, we also provide two practical recommendations for HR practice and policy, one relating to the intraorganizational context and the second having institutional‐level implications. We conclude by discussing implications for future research.     

Perceptions of Discrimination and Justice Among Employees with Disabilities

Despite the passage of almost two decades since the enactment of the Americans With Disabilities Act in the United States, individuals with disabilities are still underrepresented in the workforce, tend to hold lower status jobs, and receive lower wages. This study examines whether disabled workers also continue to encounter more negative workplace experiences in terms of discrimination and injustice. A sample of 1,880 employees of a large university, including 90 self-identified disabled individuals completed a work experience survey. Analyses indicate that disabled employees reported more overt and subtle discrimination and more procedural injustice than their non-disabled counterparts. Examination by the type of disability also revealed that those with non-physical disabilities reported more negative experiences than employees with physical disabilities. Perceived organizational and supervisory support were shown to have promise in reducing the effects of disability status on workplace attitudes and perceptions.     

The Gates Foundation,Ebola, and Global Health Imperialism

Powerful institutions of Western capital, notably the Bill & Melinda Gates Foundation, viewed the African Ebola outbreak of 2014–2015 as an opportunity to advance an ambitious global agenda. Building on recent public health literature proposing “global health governance” (GHG) as the preferred model for international healthcare, Bill Gates publicly called for the creation of a worldwide, militarized, supranational authority capable of responding decisively to outbreaks of infectious disease—an authority governed by Western powers and targeting the underdeveloped world. This article examines the media‐generated panic surrounding Ebola alongside the response and underlying motives of foundations, governments, and other institutions. It describes the evolution and goals of GHG, in particular its opposition to traditional notions of Westphalian sovereignty. It proposes a different concept—“global health imperialism”—as a more useful framework for understanding the current conditions and likely future of international healthcare.     

公共危机状态下群体抢购行为的演化机理研究——基于日本核危机中我国食盐抢购事件的案例分析

本文借鉴群体行为动力学的公式B=f（P,E）,并纳入中介变量——抢购心理预期价值判断,构建了抢购行为演化动力理论模型。结合日本核危机中我国食盐抢购案例,对公共危机状态下抢购行为的演化机理进行了分析。结果表明：个体参与抢购受其内在需要驱动;个体在对抢购心理预期价值进行判断时不仅关注抢购的成本变化,还会关注诱因信息的真实性...     

A conceptual framework for tackling knowable unknown unknowns in project management

Understanding and dealing with the unknown is a major challenge in project management. An extensive body of knowledge—theory and technique—exists on the “known unknowns,” i.e., uncertainties which can be described probabilistically and addressed through the conventional techniques of risk management. Although some recent studies have addressed projects where the existence of unknown unknowns (unk unks) is readily apparent or may be assumed given the type of project—e.g., new product development or new process implementation—very little work has been reported with respect to projects in general on how a project manager might assess its vulnerability to unk unks. In this paper, we present a conceptual framework to deal with (i.e., recognize and reduce) knowable unk unks in project management. The framework is supported by insights from a variety of theories, case analyses, and experiences. In this framework, we first present a model of the key factors—relating to both project design and behavioral issues—that increase the likelihood of unk unks and a set of propositions linking these factors to unk unks. We then present a set of design and behavioral approaches that project managers could adopt to reduce knowable unk unks. Our framework fills a gap in the project management literature and makes a significant practical contribution: it helps project managers diagnose a project to recognize and reduce the likelihood of unk unks and thus deal more effectively with the otherwise unrecognized risks and opportunities.     

Employee experiences of HRM through daily affective events and their effects on perceived event‐signalled HRM system strength,expectancy perceptions,and daily work engagement

The importance of events to individual experiences and behaviour within organisational research is increasingly acknowledged. This research examines whether daily positive and negative affective HRM events signal employee perceptions of HRM system strength, which are expected to relate to daily work engagement via clear performance–reward expectancies. Employees completed a daily diary over ten working days and reported positive and negative daily HR events as they arose. Positive HR events associated with higher perceived event‐signalled HRM system strength compared with negative HR events, and expectancy perceptions partially mediated the effects of perceived HRM system strength on daily work engagement. The study's novel contributions include documenting the common occurrence of affective HRM events, identifying such events as an important antecedent to perceived event‐signalled HRM system strength, and extending understanding of the daily consequences of perceived HRM system strength by showing how their effects on daily work engagement are mediated by expectancies.     

Differencing of random walks and near random walks

The traditional rationale for differencing time series data is to attain stationarity. For a nearly non-stationary first-order autoregressive process—AR (1) with positive slope parameter near unity—we were led to a complementary rationale. If one suspects near non-stationarity of the AR (1) process, if the sample size is ‘small’ or ‘moderate’, and if good one-step-ahead prediction performance is the goal, then it is wise to difference the data and treat the differences as observations on a stationary AR (1) process. Estimation by Ordinary Least Squares then appears to be at least as satisfactory as nonlinear least squares. Use of differencing for an already stationary process can be motivated by Bayesian concepts: differencing can be viewed as an easy way to incorporate non-diffuse prior judgement—that the process is nearly non-stationary—into one's analysis. Random walks and near random walks are often encountered in economics. Unless one's sample size is large, the same statistical analyses apply to either.     

An exploratory study of gender in project management: Interrelationships with role,location, technology,and project cost

This study explores whether gender differences in project managers are related to gender differences in their team members. Gender differences are explored in the context of project managers' and team members' location to one another, the project team's use of technology, and the cost and size of the project teams. Using log‐linear analysis of 563 project team members' responses, several significant findings are reported—including the likelihood of same‐gender project manager and team member dyads as well as gender differences in project contextual factors. Implications for organizational and project management researchers and decision makers conclude the article.     

A classification of economic activities based on location patterns

The Standard Industrial Classification (SIC) groups activities without regard to locational behavior. Any SIC group may—and often does—contain two or more activities that have different locational patterns.Starting with data describing the number of people employed in each of 480 activities in each of 311 metropolitan areas of the United States in 1965, we have devised a new classification based on similarity of locational behavior. The results are presented in the form of a 5-digit classification of these 480 SIC activities. Some of the more interesting clustering patterns are discussed and some patterns that might have been expected but did not appear are mentioned.This paper builds upon earlier research reported in “The Agglomeration Process in Urban Growth,” by Joel Bergsman, Peter Greenston and Robert Healy (Urban Studies, October 1972) and is part of a continuing inquiry into the economic development of cities.