Stella E. Anderson

Formal Organizational Initiatives and Informal Workplace Practices: Links to Work-Family Conflict and Job-Related Outcomes:

Many organizations have implemented a variety of initiatives to address work-family conflict issues. This study investigates the impact of formal and informal work-family practices on both work-to-family and family-to-work conflict (WFC, FWC) and a broad set of job-related outcomes. We utilized structural equation modeling to analyze data from the 1997 National Study of the Changing Workforce (NSCW). Results showed that negative career consequences and lack of managerial support were significantly related to work-to-family conflict. These were significant predictors of conflict even when accounting for the effects of work schedule flexibility. Work-to-family conflict was linked to job dissatisfaction, turnover intentions and stress, while family-to-work conflict was linked to stress and absenteeism. There were no apparent differences between women and men in terms of the observed relationships.

An Alternative Approach to Method Effects by Using Latent-Variable Models: Applications in Organizational Behavior Research

Recent research in the area of organizational behavior on social desirability and negative affectivity as potential sources of artifactual covariance is reviewed. Next, an example of a latent-variable structural equation approach is presented as a more appropriate strategy for analyzing method effects that circumvents problems associated with prior statistical techniques. This example illustrates the specification of a structural equation model with and without method effects and describes the sequence of model comparisons that provides direct tests for the presence of method effects and for the impact of these effects on estimates of substantive relationships. Finally, this latent-variable approach is discussed with regard to other potential applications involving method effects. An important stream of research on method variance in organizational behavior studies has attempted to directly measure some of the variables associated with common effects of method

Gender Differences in College of Business Educational Experiences

In this article, the authors examine the effect of gender on the learning experiences of students majoring in business. The development of behaviors and attitudes, which will affect the professional practices of graduates, is crucial in the education of business majors. Given that the use of group work and other forms of innovative learning is increasing in business classes, the growing acceptance of group work raises the question of whether men and women experience these assignments differently. From focus-group and survey data, the authors found that the attitudes and experiences of male and female business students were significantly different.

Perspectives on work–family issues in China: the voices of young urban professionals

Young Chinese urban professionals anticipating entry into the workforce were interviewed and surveyed on their experiences with and expectations about balancing work and family issues. The objectives of our study were to assess the salience of the work–life issue for this understudied population, identify actions that the employee and the employer (manager) might take to address the issue of work–family balance, and identify contextual factors that enhance and inhibit an individuals efforts to balance work and family. Results of this study suggest that the challenge of balancing work and family is a significant issue for this generation of young Chinese professionals. Also, they likely have different experiences and expectations than has been indicated from previous studies of work–family issues in the context of China. Our study has practical relevance not only for individuals, but also for managers and organizations that want to consider potential family-friendly policies or other strategies to recruit and retain new professionals entering the Chinese workforce.

Career Issues for Women Association Executives Mentors, Pay Equity; and Boards of Directors

This article reports the results of a study of the experiences of women association executives: the challenges those women face in their current positions, the career issues that affect women managers, and the ways in which they manage their organizations. Three major issues surfaced in the interviews: (1) the importance of career development and mentors, (2) the prevalence of pay inequity, and (3) the challenges of developing working relationships with board members. Mentors were particularly important to these women in the early stages of their career, for career-oriented advice. Many women are working for less money than their male counterparts (a womans starting pay often was based on her past salary rather than the value of her current position). Several women reported that their board of directors felt that they could “get more for less” from a woman executive.