TITLE

GENDER AND INFLUENCE ACROSS THE GLOBE: CROSS-CULTURAL GENDER DIFFERENCES IN ORGANIZATIONAL UPWARD INFLUENCE

AUTHOR(S)

Eylon, Dafna; Egri, Carolyn P.; Ralston, David A.; Casado, Tania; Choy Hoon Lee; Danis, Wade M.; De La Garza Carranza, Mar&iacut;a Teresa; Castro, Francisco B.; Reynaud, Emmanuelle; Dabic, Marina; Richards, Malika; Rossi, Ana Maria; Pingping Fu; Yongjuan Li; Starkus, Arunas; Girson, Ilya; Ansari, Mahfooz A.; Hallinger, Philip; Milton, Laurie; Kuo, Christine M.H.

PUB. DATE

August 2006

SOURCE

Academy of Management Annual Meeting Proceedings;2006, pH1

SOURCE TYPE

Conference Proceeding

DOC. TYPE

Proceeding

ABSTRACT

This article presents information about a study done to empirically address the global issue of how men and women differ in their attempts to climb the corporate ladder. Women are urged to be astute in their organizational interactions including the appropriate use of upward influence strategies. Although there have been studies of the use of upward influence in a North American context, there have been few large-scale crosscultural investigations of gender differences in the use of upward influence. Societal contextual factors had a significant moderating effect on gender differences in the relative acceptability of self-indulgent and destructive upward influence behaviors.

ACCESSION #

22898282

Tags: PROMOTIONS;  STATUS attainment;  UPWARD mobility (Social sciences);  EXECUTIVES -- Rating of;  CAREER plateaus;  CAREER development;  PERSONNEL changes;  GENDER;  GENDER role;  SOCIAL perception

 

Related Articles

• Managing the Career Plateau. Ference, Thomas P.; Stoner, James A. F.; Warren, E. Kirby // Academy of Management Review;Oct77, Vol. 2 Issue 4, p602 

  Managerial careers are characterized by early rapid upward mobility followed by inevitable leveling-off or plateauing. Based on interviews with managers in nine major organizations, a general dynamic model of managerial careers is presented. Some key issues associated with the career plateau are...

• Research, Myths and Expectations: New Challenges for Management Educators. Grondin, Deirdre // Journal of Business Ethics;Apr/May90, Vol. 9 Issue 4/5, p373 

  During the late seventies and early eighties unprecedented numbers of women attempted to "reach the top" of the corporate hierarchies. This paper examines three factors which have handicapped management educators in preparing these women to meet this objective. It also discusses the impact of...

• INVESTIGATING THE "GLASS CEILING" PHENOMENON: AN EMPIRICAL STUDY OF ACTUAL PROMOTIONS TO TOP MANAGEMENT. Powell, Gary N.; Butterfield, D. Anthony // Academy of Management Journal;Feb1994, Vol. 37 Issue 1, p68 

  Although a "glass ceiling" is said to keep women from the top management levels of organizations, no research has investigated actual decisions about promotions to such positions. This study examined promotion decisions for U.S. federal government Senior Executive Service positions in a...

• MANAGERIAL PROMOTION: THE EFFECTS OF SOCIALIZATION, SPECIALIZATION, AND GENDER. Cannings, Kathy // Industrial & Labor Relations Review;Oct88, Vol. 42 Issue 1, p77 

  Analyzing responses to a questionnaire sent in 1983 to managers in a large Canadian corporation, the author finds that women, who comprised 256 of the 692 managers in the sample and whose average earnings were 87 percent of the men's, were only 80 percent as likely as their male colleagues to be...

• EARLY INTRAORGANIZATIONAL MOBILITY: PATTERNS AND INFLUENCES. Forbes, J. Benjamin // Academy of Management Journal;Mar1987, Vol. 30 Issue 1, p110 

  This study examined patterns of early upward mobility for a cohort of 180 employees of an oil company over an 11-year period. The results were not consistent with a strict tournament model of mobility. Later positions were more predictive of career attainment than were early promotions. In...

• Influence Tactics and Salary Attainment: A Study of Sex-Based Salary Differentials. Drecher, George F.; Dougherty, Thomas W.; Whitely, William // Academy of Management Best Papers Proceedings;1988, p346 

  The linkages between upward influence tactics and salary attainment were studied within the context of observed salary differences between men and women. Upward influence tactics uniquely accounted for variation in salaries for both men and women, and there was evidence of gender specificity in...

• A Profile of the Successful Female. Hodgetts, Richard M.; Pryor, Mildred Golden; Mills, Harry N.; Brinkman, Karen // Academy of Management Proceedings (00650668);1978, p374 

  The Allport, Vernon, Lindzey Test of Values was administered to fifty-one successful women in the Dallas-Fort Worth area. The results indicate that their value profiles are very similar to those of successful male managers. These findings echo those of other researchers, although further...

• MILITARY AND FIELD EXPERIENCE AS ENHANCERS OF MANAGERIAL PROMOTIONS IN A GOVERNMENTAL AGENCY: IMPLICATIONS FOR SECOND CAREERS. Vardi, Yoav // Academy of Management Best Papers Proceedings;1991, p62 

  Upward mobility paths of 94 managers in a special agency were analyzed. Two factors in their career emerged as important informal enhancers: An entry field job (assessment position), and a previous military career (assessment career). Practice and research implications for adjustment to second...

• CRITERIA FOR TENURE AND PROMOTION DECISIONS. Groves, David L. // Education;Winter89, Vol. 110 Issue 2, p162 

  Criteria for tenure and promotion decisions are at the center of most conflicts. Open discussions among probationary faculty, tenured faculty, and administrators are necessary as a first step to development of a plan to reduce animosity. This type of communication process will allow the exchange...

Read the Article