Добірка наукової літератури з теми "Female bank managers"
Оформте джерело за APA, MLA, Chicago, Harvard та іншими стилями
Ознайомтеся зі списками актуальних статей, книг, дисертацій, тез та інших наукових джерел на тему "Female bank managers".
Біля кожної праці в переліку літератури доступна кнопка «Додати до бібліографії». Скористайтеся нею – і ми автоматично оформимо бібліографічне посилання на обрану працю в потрібному вам стилі цитування: APA, MLA, «Гарвард», «Чикаго», «Ванкувер» тощо.
Також ви можете завантажити повний текст наукової публікації у форматі «.pdf» та прочитати онлайн анотацію до роботи, якщо відповідні параметри наявні в метаданих.
Статті в журналах з теми "Female bank managers":
1
Siahaan, Elisabet. "Antecedents of employee performance and the influence on employee job satisfaction in banking service sector in Indonesia." Banks and Bank Systems 12, no. 4 (November 30, 2017): 75–89. http://dx.doi.org/10.21511/bbs.12(4).2017.07.
Анотація:
The purpose of this study is to determine the difference between three antecedent variables of performance and the impact on employee job performance through reward, compared with institutions led by men and women. The method used was survey method. Quantitative explanation method was also used to explain the relation, difference, and influence between the variables. The type of data in this research is quantitative data. The data used in this study are primary those from the respondents' perception of the variables used. The population in this study was all bank employees in Jakarta in PT Bank X Tbk, PT Bank Negara Indonesia Tbk, PT Bank Rakyat Indonesia Tbk, PT Bank Tabungan Negara and Bank BCA. The research sample consisted of employees who directly worked under female and male middle managers in the same division. The sampling method was probability sampling according to which all population units have chance to be sampled because of the population’s homogeneity. The sample was determined by simple random sampling. Sampling of male and female employees was proportion of multistage random sampling method and sampling using procedure. To solve the problems of this study Structural Equation Modeling (SEM) analysis tool was employed using Analysis of Moment Structures (AMOS) 5 software. The result showed that the performance of employees led by male middle managers was determined by organizational culture and employee work motivation, but transactional leadership style couldn’t influence employee performance. Female managers’ leadership style had reciprocal influence on organizational culture while male managers’ leadership style didn’t have reciprocal influence on organizational culture. Employee work motivation was influenced by male and female middle managers’ leadership style. The reward received by employees led by male and female middle managers was influenced by employee performance. The job satisfaction of employees led by male and female middle managers was determined by intrinsic and extrinsic rewards they received. Male middle managers generally applied transactional leadership style while female used transactional and transformational leadership styles. Gender difference caused differences in behaviors, mentality, and emotional characteristics which are the results of socio-cultural constructs in the society which produced differences in leadership style, behavior and work attitude.
2
Mushtaq, Asima, and Nair Ul Nisa. "Gender Difference in Leadership: An Empirical Study of Select Banks." Asian Journal of Managerial Science 8, no. 2 (May 5, 2019): 34–39. http://dx.doi.org/10.51983/ajms-2019.8.2.1554.
Анотація:
The paper seeks to examine the difference in leadership styles between male and female managers. Multifactor Leadership Questionnaire was used as a means of evaluation of the leadership styles. The leadership styles chosen for the study include transformational leadership style, transactional leadership style and autocratic leadership. Three banks viz J&K Bank, SBI and HDFC of Kashmir division of the state of Jammu and Kashmir were selected for the study. The study found that male and female managers varied significantly in exhibiting transformational leadership style. In case of transactional and autocratic leadership styles, no significant difference was found between male and female managers.
3
Doering, Laura, and Sarah Thébaud. "The Effects of Gendered Occupational Roles on Men’s and Women’s Workplace Authority: Evidence from Microfinance." American Sociological Review 82, no. 3 (May 31, 2017): 542–67. http://dx.doi.org/10.1177/0003122417703087.
Анотація:
The gendering of occupational roles affects a variety of outcomes for workers and organizations. We examine how the gender of an initial role occupant influences the authority enjoyed by individuals who subsequently fill that role. We use data from a microfinance bank in Central America to examine how working initially with a male or female loan manager shapes borrowers’ compliance with future managers’ directives. First, we show that borrowers originally paired with female managers continue to be less compliant with subsequent managers, regardless of subsequent managers’ gender. Next, we demonstrate how compliance is shaped by the gender-typing of the role and the gender of the individual who fills that role. We find that men enjoy significantly greater compliance in male-typed roles, but male and female managers experience similar levels of compliance in female-typed roles. Further analyses reveal that these gendered patterns become especially pronounced after managers demonstrate their authority by disciplining borrowers. Overall, we show how quickly gendered expectations become inscribed into occupational roles, and we identify their lasting organizational consequences. More broadly, we suggest authority mechanisms that may contribute to the “stalled” gender revolution in the workplace.
4
Dartey-Baah, Kwasi, Samuel Howard Quartey, and Grace Asiedua Osafo. "Examining occupational stress, job satisfaction and gender difference among bank tellers: evidence from Ghana." International Journal of Productivity and Performance Management 69, no. 7 (January 27, 2020): 1437–54. http://dx.doi.org/10.1108/ijppm-07-2019-0323.
Анотація:
PurposeBank tellers have been ignored in stress research. The purpose of this paper is to investigate the relationships between occupational stress, job satisfaction, and gender difference among bank tellers in Ghana.Design/methodology/approachUsing a cross-sectional survey approach, the authors used questionnaires to collect data from bank tellers in Ghana. Valid questionnaires were retrieved from 112 tellers across four banks. The hypotheses were tested using Pearson r-test, standard multiple regression and independent t-test.FindingsThe results revealed that tellers are more likely to exhibit counterproductive behaviours such as job dissatisfaction due to work-related stress. The results further showed that gender is not a strong determinant of job satisfaction and occupational stress among the bank tellers. Thus, both male and female tellers can have similar stress perceptions and experiences. Also, both male and female tellers can be satisfied with their jobs.Research limitations/implicationsThe findings must be interpreted with caution because cross-sectional surveys are often criticised for causality issues. The causality issue here is that the use of cross-sectional data did not allow the study to examine any changes in some of the constructs examined with time. Also, the results are occupation, industry and country-specific.Practical implicationsTo reduce counterproductive behaviours due to occupational stress, human resource managers and line managers of the banks urgently need to train bank tellers on stress management. Emotional intelligence training is also necessary for bank tellers to obtain the needed resources and competencies to deal with daily stress.Social implicationsA stressful work environment negatively affects employee and organisational productivity and performance. The socioeconomic consequences of occupational stress are expensive for organisations, economies and society. The indirect effect of stress on employees' families and friends are often ignored by organisations.Originality/valueThe transactional stress theory has been applied towards an understanding of occupational stress and job satisfaction among bank tellers. The examination and establishment of particular relationships between occupational stress, job satisfaction and gender difference are significant for human resource managers and other line managers.
5
Makipour, Sara, Abdollah Shafiabady, Mohammad Reza Falsafinejad, and Anahita Khodabakhshi-koolaee. "Female Managers’ Experiences of Work-family Enrichment Realization: A Grounded Theory Study." Journal of Client-centered Nursing Care 7, no. 2 (May 1, 2021): 109–22. http://dx.doi.org/10.32598/jccnc.7.2.33.16.
Анотація:
Background: Challenges created by the simultaneous management of family and work among working women, especially married female managers with children are serious issues affecting all human societies, including Iran. Accordingly, the present study aimed to explore the realization of work-family enrichment based on the experiences of married female managers working in Parsian Bank. Methods: This qualitative study was conducted using the grounded theory approach. The study participants were 22 female managers who were selected using purposive and theoretical sampling methods from the staff of Parsian Bank, in 2019. The necessary data were collected by semi-structured interviews. The collected data were analyzed using the three-step (open, axial, selective) coding procedure (Strauss & Corbin, 1998). The collected data were coded and categorized using the constant comparison method in MAXQDA. Results: The obtained results indicated that female managers employed several strategies, including instrumental strategies, problem-solving management strategies, emotion-related strategies, behavioral measures, and measures to improve personal development and growth for work-family enrichment. The factors facilitating work-family enrichment were self-efficacy, emotional intelligence, support, and environmental network. However, other factors, including socio-cultural characteristics, the challenges of family cultural context, the non-supportive culture of the organization, and the cultural challenges of society were barriers for work-family enrichment. This process led to job satisfaction and satisfaction with marital life among the examined female managers. The core variable manifested as “the multidimensional use of self to enrich work and family”. Conclusion: The insights from this study added to the knowledge of work-family enrichment among female managers. Female managers and officials can use this model to better understand and manage family and work, concurrently.
6
Mehmood, Khalid, Yan Li, Fauzia Jabeen, Ali Nawaz Khan, Shouming Chen, and Gulfam Khan Khalid. "Influence of female managers' emotional display on frontline employees' job satisfaction: a cross-level investigation in an emerging economy." International Journal of Bank Marketing 38, no. 7 (September 9, 2020): 1491–509. http://dx.doi.org/10.1108/ijbm-03-2020-0152.
Анотація:
PurposeEmotions and emotional labor play a crucial role in professional interactions. Due to the increasing participation share of women managers in the workforce, especially in the customer-oriented service context, this study adopts a multilevel approach and mobilizes person–job fit theory to investigate whether the emotional labor of female managers influences the association between customer orientation and job satisfaction in frontline employees in a services setting.Design/methodology/approachThe participants were 124 immediate female managers working in bank branches and their 896 customer-facing employees in China.FindingsThe results show that the positive relationship between customer orientation and job satisfaction in frontline employees is strengthened by increases in female managers' deep acting, but it is weakened with the increase in their surface acting.Research limitations/implicationsThe study findings provide support for scholars and financial service organizations as they seek to better understanding the dynamics behind the mobilization of women's emotions and their extent. In term of limitations, the data were taken from a single type of organization located in the northern cities of China, so it can be expected that the findings of this study will not generalize to all contexts.Originality/valueThis paper is the first to investigate female managers' emotional labor employing a cross-level analysis in financial services setting.
7
Gadzali, Silvy Sondari. "Konflik Peran Ganda Perempuan Bekerja: Studi Pendahuluan Manajer Perempuan Bank BUMN di Provinsi Jawa Barat." Jurnal Administrasi Bisnis 10, no. 1 (March 10, 2021): 57–64. http://dx.doi.org/10.14710/jab.v10i1.35831.
Анотація:
This study aims to explore cause factors of work-family conflict and family-work conflict among married female managers at state owned bank in West Java. The sample consisted of 93 married female managers aged between 30 and 50 years, lived together with family and directly involved in work and. The questionnaire employed with a six-point Likert scale ranging from value 1 strongly agree to value 6 strongly disagree. The data used has been ascertained normality, validity and reliability, continued by testing the differences in significance of the two groups of data through ANOVA. Findings proposed in this study, there are differences in work-family conflict that is higher in female managers, namely the level of education, the number and age of children, the level of managers that have implications for work quantity, and motivation to work. Important implications of this research are the need of attention to the emergence to consider a comfortable work environment for women, the level of job satisfaction, communication and family support and flexibility of working hours.Penelitian ini bertujuan untuk mengeksplorasi faktor-faktor yang menyebabkan konflik pekerjaan-keluarga dan konflik keluarga-pekerjaan di antara manajer perempuan menikah di Bank BUMN di Jawa Barat. Sampel terdiri dari 93 orang manajer perempuan yang telah menikah, tinggal bersama dan terlibat langsusng dengan pekerjaan serta berusia antara 30 hingga 50 tahun. Survei dilakukan menggunakan kuisioner dengan skala likert enam poin mulai dari nilai 1 sangat setuju hingga nilai 6 sangat tidak setuju. Data yang digunakan telah dipastikan normalitas, validitas dan reliabilitasnya, dilanjutkan dengan menguji perbedaan signifikansi dua kelompok data melalui ANOVA. Beberapa temuan pada penelitian ini adalah terdapat perbedaan konflik pekerjaan-keluarga yang lebih tinggi pada manajer perempuan yaitu tingkat pendidikan, jumalh dan usia anak, tingkat manajer yang berimplikasi pada kuantitas pekerjaan, dan motivasi bekerja. Implikasi penting penelitian ini adalah perhatian akan timbulnya kebutuhan untuk mempertimbangkan lingkungan kerja yang nyaman bagi perempuan, tingkat kepuasan kerja, komunikasi dan dukungan keluarga serta fleksibilitas jam kerja.
8
Wongsansukcharoen, Jedsada, Jirasek Trimetsoontorn, and Wanno Fongsuwan. "Social CRM, RMO and business strategies affecting banking performance effectiveness in B2B context." Journal of Business & Industrial Marketing 30, no. 6 (July 6, 2015): 742–60. http://dx.doi.org/10.1108/jbim-02-2013-0039.
Анотація:
Purpose – This paper aims to develop structural equation modelling of variables that affect the banking performance effectiveness of Thai Commercial Bank branches in the financial service sector by gathering quantitative data. Design/methodology/approach – The population of the study covers all 2,068 Thai Commercial Bank branches in Bangkok, Thailand. This research defined the Thai banks for data collection using stratified sampling (first step) and simple sampling (second step). Primary data were collected using a self-administered survey of 65 managers and 185 marketing officers. In the total sample, 69 (27.6 per cent) of the respondents were male and 181 (72.4 per cent) were female in the Thai Commercial Bank branches. The responses to the questions capturing focal constructs used a seven-point Likert scale. Data were analysed using confirmatory factor analysis and structural equation modelling. Findings – It was found that significant relationships existed between social customer relationship management (CRM), relationship marketing orientation (RMO) and business strategies and banking performance effectiveness. The key success factors of social CRM and relationship marketing orientation were found to have indirect influences on banking performance effectiveness through mediation of business strategies. Additionally, the results of this research show that social CRM and RMO have direct and indirect influences on banking performance effectiveness through the mediation of focus strategy or differentiation strategy (p < 0.001). Practical implications – Recent development of the digital communications in industrial marketing to achieve firm performance, chief executive officer, management officers and managers could consider setting managing and marketing plans for excellent performance, and long-term relationship by five steps. Originality/value – These results add performance effectiveness and long-term relationships with business-to-business (B2B) service industry and bank customers (both retail and public enterprises) to the factors needed to respond to the highly competitive situation at present, which will be even more important with the ASEAN Economic Community in 2015.
9
Damayanti, Theresia Woro, and Supramono Supramono. "Women in control and tax compliance." Gender in Management: An International Journal 34, no. 6 (August 5, 2019): 444–64. http://dx.doi.org/10.1108/gm-06-2018-0071.
Анотація:
Purpose The study aims to empirically analyze the effects of the presence of female top managers and owners on corporate tax compliance. Design/methodology/approach Data for analysis were sourced from the World Bank Enterprise Surveys that involved 23,178 private firms in 98 countries. The surveys used a stratified random sampling method by using three criteria, namely, firm size, business sector and geographic region, within each country. Further, data are analyzed using the ordinal logistic regression and supported by the marginal effect analysis. Findings The results show that the presence of female top managers and owners is a significant factor that underlies the firm-level tax compliance difference when firms exhibit relatively lower compliance. Practical implications Although this study shows that the determinants of corporate tax compliance are very complex, there are also crucial roles of top managers and owners' gender. This study advises firms to use the gender equality strategy to generate the best human capital, especially in their top management levels. Besides, this study can be helpful in designing policies that facilitate women to reach top managerial levels or to own businesses as an alternative method to enhance tax compliance for developing countries that fail to generate optimal corporate income tax revenues. Originality/value To the best of the authors’ knowledge, no previous studies examine the effects of the presence of female top managers and business owners on firms’ tax compliance policies. This study contributes to extend the understanding of the important role of women in corporate strategic decision-making, especially in taxation policies in various developing countries.
10
Burchielli, Rosaria, Timothy Bartram, and Rani Thanacoody. "Work-Family Balance or Greedy Organizations?" Articles 63, no. 1 (June 3, 2008): 108–33. http://dx.doi.org/10.7202/018124ar.
Анотація:
This paper re-examines the concept of work-family balance by analyzing qualitative data from interviews conducted with Australian senior female staff and managers at a major metropolitan bank and a large, regional hospital. Extant research suggests that managers and staff in senior roles, who have greater autonomy and discretion than other employees, are better able to balance their work and family demands. This paper finds evidence for work-family conflict among participants, who perceive they have “no balance” and must make many personal sacrifices to meet the conflicting demands of work and family. Our findings are confronted with the greedy institutions framework which provides a suitable metaphor to understand the role of organizations in supporting the dual demands of work-family.
Дисертації з теми "Female bank managers":
1
Hornbek, Clara, and Mikaela Lindmark. "“Vad trevligt att få träffa VD:n!”- Ja, men det är hon här bredvid mig.“ -En kvalitativ studie om kvinnors upplevda karriärhinder inom banksektorn”." Thesis, Örebro universitet, Institutionen för humaniora, utbildnings- och samhällsvetenskap, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-92443.
Анотація:
Women's participation in the labor market has increased significantly since the 1970s, but thediscussion about their absence from several top positions has long been relevant. The financialsector performs second-worst from a gender equality perspective. The study therefore aims toexamine female managers’ experiences of career barriers in the banking sector and how they areexpressed. We also want to investigate the ways in which female managers navigate careerbarriers. Previous research in the field has shown that women's advancement in the labor market,specifically in the banking sector, is limited due to various reasons. Women's limitations depend,among other things, on societal and organizational gender structures, which enable both verticaland horizontal gender segregation. This study, which is based on qualitative interviews withfemale bank managers from different cities in Sweden, has been analyzed on the basis of atheoretical framework containing Hirdman's gender system and Kanter and Acker'sgender-related organizational theories. The result shows that women are excluded frommanagerial positions partly because recruitment is characterized by homosociality, and partlybecause men are given the opportunity to advance early in their careers. The study also showsthat stereotypical gender norms contribute to female managers being questioned. Furthermore,the results show that women navigate career barriers by having greater performancerequirements and wanting to be more educated than their male colleagues. Finally, the studyshows that female managers navigate career barriers by competing with each other.Kvinnors deltagande på arbetsmarknaden har ökat avsevärt sedan 1970-talet, men diskussionenkring deras frånvaro på åtskilliga toppositioner har länge varit aktuell. Finansbranschen presterarnäst sämst utifrån ett jämställdhetsperspektiv. Studien syftar därför till att undersöka kvinnligachefers upplevelser av karriärhinder inom banksektorn och hur de kommer till uttryck. Vi önskaräven att undersöka på vilka sätt kvinnliga chefer navigerar karriärhinder. Tidigare forskninginom ämnesområdet har visat att kvinnors avancemang på arbetsmarknaden, specifikt inombanksektorn, begränsas på grund av olika anledningar. Kvinnors begränsningar beror bland annatpå samhälleliga och organisatoriska könsstrukturer, vilka möjliggör såväl vertikal och horisontellkönssegregering. Denna studie, som baseras på kvalitativa intervjuer med kvinnliga bankcheferfrån olika städer i Sverige, har analyserats utifrån ett teoretiskt ramverk innehållande Hirdmansgenussystem samt Kanter och Acker genusrelaterade organisationsteorier. Resultatet visar attkvinnor upplever karriärhinder genom uteslutning från chefspositioner. Dels på grund av attrekrytering präglas av homosocialitet, dels på grund av att män tidigt i karriären ges möjlighet tillavancemang. Studien visar även att stereotypiska könsnormer bidrar till att kvinnliga cheferifrågasätts. Vidare visar resultatet att kvinnor navigerar karriärhinder genom att de har störreprestationskrav och vill vara mer pålästa än sina manliga kollegor. Slutligen visar studien attkvinnliga chefer navigerar karriärhinder genom att de konkurrerar med varandra.
2
Turunen, Sara, and Mari Muoniovaara. "Women's Career Development : A Case Study of the Career Paths of Female Middle Managers at Banks in Sweden." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-26721.
Анотація:
Understanding differences between women and men’s career development and promoting equality is important in today’s society. “A growing body of evidence shows that utilizing the skills and talent of both men and women is beneficial for enterprises and for society in general” (Guy Ryder, Director General, International Labour Organization ILO, 2015, p.3). Women are under-represented in management level and measures that can be taken to advance women in business should be analyzed and taken into focus for the future. Especially interesting is banking industry, which is dominated by women in terms of employees but men are the majority in management level. The study offers a perspective from female middle managers point of view. The purpose is to contribute to the understanding of what causes women’s under-representation in management level in the banking industry. Moreover, the aim is to demonstrate women’s career path as well as factors that influence on women’s career development. The data was analyzed by using White’s (1995) age-linked stage model of women’s career development, Super’s (1963) self-concepts and Super’s (1980) life roles. The study shows that there has been much progress to reduce inequality between women and men, and special programs have been developed in order to increase the number of women in management level in banks. However, there are some negative factors influencing women’s career development that remain the same through the time. The findings emphasize that women still have to deal with a number of challenges and for instance fight against stereotypes. Thus, seven suggestions how to increase the number of women in management level in the banking industry are made.
3
Cames, Isabelle. "A study of leadership styles of female and male managers in 10 different nationality banks in Luxembourg, using the Personal Attributes Questionnaire and personal interviews." Thesis, Cranfield University, 1997. http://hdl.handle.net/1826/3863.
Анотація:
This thesis is concerned with the similarities and Merences between the leadership
styles of female and male' managers in general, 'and their respective levels of
Instrumentality and Expressiveness in particular. In view of the lack of research,
involving managers of both sexes in real work settings and in non Anlgo-Saxon
environments, the present research has been conducted in the multi-cultural
environment of the Luxembourg banking sector, with female and male managers from
13 different countries.
A total of 33 female and 33 male managers, working in 10 banks of different
nationalities, completed the Personal Attributes Questionnaire (PAQ) and were
interviewed. The objectives of the research were to measure and compare the
perceived levels of Instrumental and Expressive traits, as well as to analyse the
perceived leadership styles of the participating managers themselves, their superiors
and successful managers in their respective banks. Individual case studies were used
to clarify and compare the feminine, masculine and androgynous leadership styles of
participating managers from the 3 main PAQ categories, in order to establish whether
the *managers' descriptions of themselves are in line with their PAQ results. Finally, 3
banks were chosen to represent the highest, the median and the lowest scores of the
banks' nationalities on Hofstede's Masculinity Index, in order to establish whether
differences on leadership styles exist between the banks in accordance with Hofstede's
research.
The present thesis has shown female managers, to possess exceptionally high levels of
Instrumental traits compared to the male managers of this study, as well to women
and men from other studies. In addition, the leadership styles measured by the PAQ
categories to which the participating managers belong, were found to be consistent
with the leadership styles they attribute to themselves. Significant differences were
established between the 3 different nationality banks, but not in accordance with
Hofstede's findings.
4
Lee, Feng-Ying, and 李鳳英. "Female Managers' Leadership Styles to the Bank Employee Job Satisfaction and Job Performance of Research." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/2w8m32.
Анотація:
碩士國立嘉義大學
管院碩士在職專班
106
In the past, Taiwanese society was basically man-oriented. With the open society and the women’s self-awareness, many modern women have generally entered the workplace. In the wakes of several organizational emphases on interpersonal relationships, teamwork and other related issues, women had the advantages of flexibility and sensitivity. It often leads to the more and faster promotion opportunities, for the women’s leadership in the workplace. The issue of female leaders became noticeable in the meanwhile. However, previous researches related to the female leadership styles were limited. In general, the stereotypes of female leaders still exist. Many people of us believed that women are indecisive, emotionally affective, and often burdened with the upbringing of their children. The organizational operation performance is usually the sum of the employees' work performance, and their work performance is different based on the job satisfaction level. Therefore, this study focused on the subjects of the female managers working in the bank. Regression analysis was used to conduct the relevance between the work performance and job satisfaction on the leadership of the female managers. The questionnaire was issued on February 26, 2018. Questionnaires were distributed to the female managers leading the Bank F, which had 62 branches over a year. Questionnaires were sent basing on the ratio of the expected number of questionnaires over the population. The actual number of sent questionnaires was 361 and 339 of them were recovered. The recovery rate was 94.18%. There were 34 invalid and 305 valid questionnaires respectively, bringing along the effective questionnaire rate of 84.49%. The results are shown as follows:There is a significantly positive relationship between the transformational leadership styles of female managers and the employees' job satisfaction;There is a significantly positive relationship between the transactional leadership styles of female managers and the employees’ job satisfaction;There is a significantly positive relationship between the participatory leadership styles of female managers and the employees’ job satisfaction;There is a significantly positive relationship between the transformational leadership styles of female managers and the work performances of the employees;There is a significantly positive relationship between the transactional leadership styles of female managers and the work performances of the employees;There is a significantly positive relationship between the participatory leadership styles of female managers and the work performances of the employees;There is a significantly positive relationship between the employees’ job satisfaction and the work performances.
5
Chen, Yi-wen, and 陳怡雯. "A STUDY ON THE RELATIONSHIP BETWEEN ROLE CONFLICT AND JOB SATISFACTION OF WOMEN MANAGERS—WITH FEMALE BANK OFFICIALS IN TAIPEI CITY AS AN ILLUSTRATION." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/07929117260954140383.
Анотація:
碩士大同大學
事業經營學系(所)
92
In the whole world, the proportion of women participating in the labor force has increased dramatically in recent decades, which has resulted in an increase in the number of women in management positions. As we know, such changes have also been found among women in Taiwan. However, women are still underrepresented in management positions all over the world, and this is especially so for senior management positions. Management represents a “nontraditional” job choice for women and has traditionally been viewed as more appropriate for men than women, so women managers are inclined to face a series of dilemmas. They are continually striving to balance her role at work and home. In addition, managerial women may experience more stress than men and that the sources of stress are gender-related; that is, related to the expected and actual roles of women in society. Moreover, Type A/B personality has been found to be associated with work stress, and it moderates the relationships between work stressors and work stress. With the increase in numbers of women in the labor force, it is critical that more attention be given to understanding the effects of work stress and job satisfaction. While most previous work in this area has involved men as samples, this study puts emphasis on the work experience of managerial and professional women. In the process of this study, the priority was to review and integrate the past literature underlying the basic theory of this study before building up a research framework and putting forward relevant hypotheses as a basis for verification. This research examines the relationship among role conflict, work stress, job satisfaction, and Type A/B personality, utilizing the female bank officials in Taipei City as samples. In total, 220 questionnaires were distributed to conveniently sampled subjects. Of them 127 were found usable, resulting in a response rate of 57.73%. Adopting correlation analysis and regression analysis, the major findings of this study are summarized as follows: (1) role conflict has a significant positive effect on work stress; (2) work stress has a significant negative effect on job satisfaction; (3) role conflict has a significant negative effect on job satisfaction; (4) work stress significantly intensifies the negative relationship between role conflict and job satisfaction; (5) Type A personality does not significantly moderate the positive relationship between role conflict and work stress. This study hopes that it can give managerial practitioners and academicians some insights into the proper treatment of female managers and can also provide them with concrete suggestions on how to balance female managers’ work and nonwork life.
6
Chen, Ju-Ya, and 陳汝雅. "An Issues of Banking Performance in Female Manager with Powerful Leadership V.S. Flexible Leadership - A Case of Taichung Commercial Bank." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/22087889089663860980.
Анотація:
碩士靜宜大學
管理碩士在職專班
99
People used to have some kinds of stereotypes about women. Women were usually described as sensitive and indecisive so that they were a group of people who were considered not to be leaders at work. But time passes and things change, since organizations now put lots of emphasis on relationship and teamwork, the carefulness, softness and concern of women had put female managers in some important position recently. Being leaded by female managers had opened a new era in organizations. This research divides the style of female managers’leadership into two parts---the powerful leasership and the flexible Leadership, which is based on the female managers in the Taichung Bank Branch. And the core of the research is to study and compare the achievements resulted from these two different styles of leadership. The outcome of the research is as bellow: First, most of the female managers have inconsistent cognition with their subordinates. Second, having a specific and clear style of leadership can improve the overall achievement no matter it’s the powerful leasership or the flexible Leadership. Third, the leadership style of female leaders has little effect on the aspects of achievement, and learning & growing achievement in the branch.
Частини книг з теми "Female bank managers":
1
Le Renard, Amélie. "How Western Residents in Riyadh and Dubai Produce and Challenge Exceptionalism." In Beyond Exception, 55–79. Cornell University Press, 2020. http://dx.doi.org/10.7591/cornell/9781501750298.003.0003.
Анотація:
This chapter discusses how exceptionalist discourses contribute to the production of distinctive Western subjectivities, and thus social groupings and hierarchies, in two cities of the Arabian Peninsula: Riyadh and Dubai. It considers two research projects. The first one, conducted in 2012, focused on nationalization policies in a multinational, joint-venture Saudi–French bank in Riyadh. It highlights Euro-North American managers' discourses on Saudi (male and female) employees. The second research project, conducted between 2012 and 2015, initially focused on Western residents in Dubai's professional organizations; however, lifestyles, domesticities, and sociability became a prominent part of the research. The chapter analyzes two prominent themes within the narratives collected among residents with French passports: backward sexism in Saudi Arabia, on the one hand, and slavery-like exploitation in the United Arab Emirates (UAE), on the other hand. These two tropes construct the widespread self-representation of Westerners as outsiders who are more advanced, both professionally and morally.
2
Keller, Morton, and Phyllis Keller. "Governing." In Making Harvard Modern. Oxford University Press, 2001. http://dx.doi.org/10.1093/oso/9780195144574.003.0023.
Анотація:
As soon as he became president, Bok set out to modernize Harvard’s central administration. His first move, recruiting a core of professional administrators, met with universal approval. In principle the administration simply provided services: financial, legal, health, information technology, food, real estate, personnel, development, government relations. But in practice this meant replacing Conant’s and Pusey’s low-keyed central “holding company” with a much more assertive, take-charge body of managers. As the number and agendas of the new bureaucrats grew, so did the tension between the faculty and the administration, between the more centralized direction of the University’s affairs and the venerable each-tub-on-its-own-bottom Harvard tradition. When Bok took office, the Harvard Corporation consisted of two recently elected academics, Charles Slichter of Illinois and John Morton Blum of Yale; two lawyers, Bostonian senior fellow Hooks Burr and Hugh Calkins of Cleveland; Socony-Mobil executive Albert Nickerson of New York; and Harvard’s treasurer, State Street banker George Bennett. By the time he left in 1991, all of them were gone, replaced by a heterogeneous mix ranging from Boston-New York businessmen (Gillette CEO Colman Mockler, Time publisher Andrew Heiskell, venture capitalist Robert G. Stone, Jr.) to Henry Rosovsky, the Corporation’s first Jewish fellow and its first Harvard faculty member since 1852, and Washington lawyer Judith Richards Hope, the first female fellow. Brahmin Boston had no representative on the Corporation that Bok bequeathed to his successor. During this time, too, three new treasurers came in quick succession: George Putnam, another State Street banker; Roderick MacDougall, a Bank of New England executive; and Ronald Daniel, a former partner in the conspicuously non-Old Boston consulting firm of McKinsey and Company. Across the board, old boys gave way to non-Brahmin newcomers. As both Harvard and its bureaucracy grew, the Corporation became more detached from the mundane realities of University governance. Streaming in from points south and west, the fellows met every two weeks on Monday mornings for a heavy schedule of reports, discussions, and meetings with the president and his chief administrative officers.
3
Firpo, Christina Elizabeth. "Ả Đào Singers." In Black Market Business, 136–61. Cornell University Press, 2020. http://dx.doi.org/10.7591/cornell/9781501752650.003.0005.
Анотація:
This chapter is a study of the sale of sex in ả Đào singing houses, a form of female performance art dating back to the fourteenth century. In its twentieth-century iteration, sex work in ả Đào singing houses appealed to those with a taste for traditional culture in an era of dynamic cultural change. The success of clandestine sex work in ả Đào venues lay in the ability of sex workers and their managers to capitalize on both the sensuality inherent to this genre of female performance art and the legitimacy associated with a revered traditional art form. The result was that ả Đào venues operated as ambiguous spaces that blurred the traditional lines separating art, sex, and commerce.
4
Strang, Kenneth David. "Consumer Behavior in Online Risky Purchase Decisions." In Multigenerational Online Behavior and Media Use, 720–48. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-7909-0.ch040.
Анотація:
There is very little research about how consumers of different races trust online marketing information from businesses or government when making expensive purchase decisions such as cancer treatment medicine. In this article, a large cross-cultural sample was surveyed to evaluate trust belief levels for common online information sources when making risky purchase decisions. Trust belief levels of online information sources were significantly different across ethnicity and gender when making risky decision. Females across all ethnicities held higher trust beliefs for online information sources, and Asian females in particular had the highest trust beliefs for online data from library research to health care providers. Trust belief levels were lower for online social media and bank/financial institution online information sources for risky purchase decisions. These findings can be used by leaders, political authorities, and consumer behavior marketing managers to segment consumers by demographic characteristics.