Chances Of Promotion Research Articles

Gender, Flexibility Stigma and the Perceived Negative Consequences of Flexible Working in the UK

This study examines the prevalence and the gender differences in the perceptions and experiences of flexibility stigma—i.e., the belief that workers who use flexible working arrangements for care purposes are less productive and less committed to the workplace. This is done by using the 4th wave of the Work-Life Balance Survey conducted in 2011 in the UK. The results show that 35% of all workers agree to the statement that those who work flexibly generate more work for others, and 32% believe that those who work flexibly have lower chances for promotion. Although at first glance, men are more likely to agree to both, once other factors are controlled for, women especially mothers are more likely to agree to the latter statement. Similarly, men are more likely to say they experienced negative outcomes due to co-workers working flexibly, while again mothers are more likely to say they experienced negative career consequences due to their own flexible working. The use of working time reducing arrangements, such as part-time, is a major reason why people experience negative career outcomes, and can partially explain why mothers are more likely to suffer from such outcomes when working flexibly. However, this relationship could be reverse, namely, the stigma towards part-time workers may be due to negative perceptions society hold towards mothers’ commitment to work and their productivity. In sum, this paper shows that flexibility stigma is gendered, in that men are more likely to discriminate against flexible workers, while women, especially mothers, are more likely to suffer from such discrimination.

Locking in fair weather friends: Assessing the fate of Chinese communist elite when their patrons fall from power

A growing literature shows robust evidence that patronage by high-level politicians greatly enhanced officials’ chance of promotion in the largest one-party dictatorship in the world, China. There have been few works on whether patrons’ exits, even when they were retirements, had an impact on followers’ career prospects. This question concerns the core theoretical issue of whether factional ties are self-reinforcing mechanisms. That is, patron–client relationships were only useful for patrons if they knew that clients would suffer if they fell from power. This mechanism creates strong incentives for clients to engage in political struggle on behalf of their patrons, regardless of the patrons’ monitoring capacity. We control for a range of unobserved heterogeneity and show that patrons’ exits from the political elite had a significantly negative impact on clients’ chance of promotion and also diminished their chance of retaining their incumbent positions.

Classification of Organizations’ Level Of Glass Ceiling Within The Frame of Contingencies: A Comparative Example From Education and Health Sectors

Gender inequality encountered worldwide, also visibly exists in organizations as a problem. The entire global workforce bears signs of gender discrimination. Women occupy much fewer managerial positions when compared with men. Women work in organizations in low hierarchy and less responsible jobs, and are paid lower wages. The situation of women who are not given a chance for promotion in organizations, is depicted figuratively by a transparent barrier. The barriers, which invisibly hinder women from rising in the organizational levels are mentioned as glass ceiling in the literature. This study is an investigation into the way several chosen contingencies affect the perception of glass ceiling in women. The industry which the organization belongs, socialization provided by the family, whether the organization is in the public or private sector, women’s marital status, number of children, and the establishment date of the organization are the selected micro and macro contingencies. These contingencies show in which situations women’s perception of glass ceiling increase or decrease and thus provide a way for classification. In this research a comparative analysis of women’s perception of glass ceiling in the health and education sectors has been carried out. The above cited sectors have been chosen to make a comparison between a sector which can be traditionally accepted as women’s field and a sector which can be regarded as outside of this field. A glass ceiling questionnaire was answered by women in these sectors and the results supported the previous arguments of the literature.

Political Cycles and the Mix of Industrial and Residential Land Leasing

This paper studies how political cycles change the mix of industrial and residential land in urban land leasing. The mixture of different types of land leasing in cities affects urban landscape, resident welfare, and economic sustainability. Using prefecture-level panel data from China and statistical regressions, this paper finds that cities lease out 3% more industrial land, as a percentage of total annual urban land leasing, when their party committee secretaries have been in office for no more than two years. In the same period, they lease out 2% less residential land. This is explained by the strategic behaviors of party committee secretaries to increase their chances of political promotion. Urban land leasing fuels local economic performance and increases the chance of city leaders’ promotion. While the economic benefits of residential land are immediate, those of industrial land cannot be reaped until two years later. This divided timeline results in more aggressive leasing of industrial land early on in party committee secretaries’ service terms, and that of residential land later on. Mayors’ service terms do not have the same effect. This political cycle distorts the temporal and spatial distributions of industrial and residential land in cities, and results in inefficient land use and unstable real estate markets.

Locking in Fair Weather Friends: Assessing the Fate of Chinese Communist Elite When Their Patrons Fall from Power

A growing literature shows robust evidence that patronage by high level politicians greatly enhanced officials’ chance of promotion in the largest one-party dictatorship in the world, China. There has been few works on whether patrons’ exits, even when they were retirements, had an impact on a followers’ career prospects. This question concerns the core theoretical issue of whether factional ties are self-enforcing mechanisms. That is, patron-client relationships are only useful for patrons if they knew that clients would suffer if they fell from power. This mechanism creates strong incentives for clients to engage in political struggle on behalf of their patrons, regardless of the patrons’ monitoring capacity. We control for a range of unobserved heterogeneity and show that patrons’ exits from the political elite had a significantly negative impact on a clients’ chance of promotion and also diminished their chance of retaining their incumbent positions.

Factors influencing turnover intention among primary care doctors: a cross-sectional study in Chongqing, China

BackgroundThe intention to leave a job, known as turnover intention, among primary care doctors has a significant impact on primary health care service delivery. We investigated primary care doctors’ turnover intention and analysed associated factors involved in primary health facilities in Chongqing, China.MethodsA total of 440 doctors were interviewed, they were selected using a multi-stage stratified random sampling method. The survey instrument was a self-administered questionnaire which assessed socio-demographic and work-related characteristics, job satisfaction and turnover intention. The data were analysed using χ2 test, one-way analysis of variance, exploratory factor analysis and linear regression analysis.ResultsOur study found that 42.3% of the primary care doctors we sampled in Chongqing, China, intended to resign. Location, age, job title, doctor’s position level, work pressure and job satisfaction were associated with turnover intention. Job satisfaction included both employment-related job satisfaction (including “your chance of promotion”, “your rate of pay” and two other items) and satisfaction with the job itself (including “the freedom to choose your own method of working”, “your job safety” and two other items).ConclusionsImproving job satisfaction, in terms of salary, promotion and job safety, is crucial for reducing turnover intention among primary care doctors. Therefore, we suggest that the government increase its financial investment in primary care facilities, especially in less-developed areas, and reform incentive mechanisms to improve the job satisfaction of primary care doctors. The government should consider policies such as establishing a social pension programme for village-level doctors and providing more opportunities for job promotion among primary care doctors, especially township-level doctors. Attention should also be paid to the impact of rapid urbanization, which could lead to increased workload or increased opportunities for career development, thus affecting primary care doctors’ turnover intention.

English-Haitian Creole Bilingual Dictionary by Albert Valdman, Marvin D. Moody, and Thomas E. Davies

Reviewed by: English-Haitian Creole Bilingual Dictionary by Albert Valdman, Marvin D. Moody, and Thomas E. Davies Cécile Accilien Valdman, Albert, Marvin D. Moody, and Thomas E. Davies. English-Haitian Creole Bilingual Dictionary. iUniverse, 2017. ISBN 978-1-5320-1601-1. Pp. 1103. Haitian Creole is the most spoken Creole around the world, with over 11 million speakers. There are several Haitian Creole dictionaries, but this is one of the most recent, with over 30,000 entries. The dictionary provides a concise introduction to the national language of Haiti, emphasizing that Haitian Creole is a language born out of historical struggles in the slave plantation system. It highlights the geographical and sociolinguistic variations in terms of vocabulary use and pronunciation. One of the strengths of the dictionary is the list of detailed examples of words, idiomatic expressions, and complete sentences to be used in different contexts. For instance, for the word"chance" (chans in Creole), there are several definitions, as well as examples from sentences and idiomatic expressions: "chance of a lifetime" (chans li p ap jwenn konsa ankò);"if by chance" (sisanka);"not give s.o. the chance for advancement" (kokobe yon moun); "take a chance" (ale a lavanti, pran chans [li]) (148). The comprehensive but brief sketch of grammar features will be especially useful to non-Haitian Creole [End Page 229] speakers. The section on"Verbal system" is critical because verbs in Haitian Creole are invariable but contain markers to differentiate elements such as tenses and moods. In addition to the"User's Guide"and"Abbreviation List,"English-Haitian Creole Bilingual Dictionary contains an in-depth trilingual bibliography that goes beyond simply listing other Haitian Creole dictionaries and grammar books to include books on proverbs, folktales, and poetry in Haitian Creole. This expanded source material underlines the richness of the language. While the content of the dictionary foregrounds Haitian Creole clearly and respectfully, the image of the vèvè on the cover could be construed as contributing to stereotypical ideas about the Vodou religion (frequently misrepresented), and by extension of Haiti. A more neutral image would have been more appropriate for a general bilingual dictionary. However, this is an important contribution to the development of Haitian Creole. The dictionary will be of interest to students and scholars of Haitian studies, linguistics, French and Francophone studies, Creole studies, and Caribbean studies. Instructors of Haitian Creole at all levels will find it beneficial as well. Cécile Accilien University of Kansas Copyright © 2018 American Association of Teachers of French

Empirical evidence on the factors affecting career plateau (in reference to it & ites industry)

One of the most painful experiences in one's career is when an employee felt that he has stuck in their job with no upward promotion. Employees’, those who stay in the organization for longer period experience career plateau situation. Career Plateau is defined as a stage where one perceives a very little chance of future promotion and when one does not feel challenged, due to lack of new job roles and responsibilities. It creates a difficult situation for the organization and if this situation is not solved within proper time duration than it becomes a gigantic problem, so it is very important that management should plan some good strategies and implement them well to avoid this situation. In this paper, the viewpoint of IT and ITeS employees on factors responsible for the career plateau has been discussed. A comprehensive literature review on the career plateau was done to finalize the variables of assessing career plateau level and their further inclusion in a structured questionnaire. This questionnaire was used to acquire data from the sample IT/ITeS companies of the NCR region. The factors were identified by conducting an Exploratory Factor Analysis (EFA) using SPSS 24.0 version. Through EFA four factors were extracted namely Job Expectations, Company Structure and Career Growth, Task Flexibility & Decision Making and Job Challenges. The research output of this study is of constructive use to the stakeholders of companies like HR department and policymakers of the organizations.

The Determinants of Promotion to High Public Office in Germany: Partisan Loyalty, Political Craft, or Managerial Competencies?

The politicization of bureaucracy is a widespread strategy to increase the political control of ministerial departments in parliamentary democracies. It is, however, largely unknown why executive politicians promote some officials rather than others to high public office. Based on a unique dataset of all senior officials in German federal ministries and agencies that held office in the period 1997–2015, this article investigates whether partisan loyalty, political craft, and managerial competencies influence the chance of promotion to the highest civil service position in Germany (state secretary). We apply event history modeling to draw inferences on the relative importance of different selection criteria used by ministers when recruiting state secretaries from a candidate pool of senior officials. A key finding is that ministers consistently prefer politically loyal to nonloyal candidates. Although ministers also consider candidates’ political craft and selected managerial competencies, they are likely to trade-off partisan loyalty against those qualifications. The article contributes to the literature on politicization in the public sector by comparing potential and actual office holders and by including a broad set of selection criteria, moving beyond the literature’s dominating focus on partisan loyalty. The methodological approach developed in this article may well be transferred to other institutional contexts and used for comparative studies in this area.

Gender differences in job quality and job satisfaction among doctors in rural western China

BackgroundFew studies about gender differences in job quality and job satisfaction among medical professionals have been carried out in China. So the objectives of this study were to examine whether and to what extent gender differences existed in job quality and job satisfaction of doctors in rural western China.MethodsFrom 2009 to 2011, a total of 1472 doctors from 103 selected county-level health care facilities in rural western China were recruited into the study. Information about the doctors’ demographic characteristics, job quality, and job satisfaction was collected through a designed questionnaire. Besides examining gender differences in single dimensions of job quality and job satisfaction, principal component analysis was used to construct a composite job quality index to measure the differences in the comprehensive job quality, and exploratory factor analysis was applied to evaluate the differences in the overall job satisfaction. Chi-square test was used to calculate differences between proportions, and t-test was used to compare differences between means.ResultsAmong the doctors, there were 705 males and 767 females (ratio 1:1.09). Male doctors had significantly higher monthly salaries, longer working hours, more times of night shifts per month, longer continuous working hours, and longer years of service at current facilities, and marginally significantly higher hourly wage and longer years of service in current professions. However, female doctors showed greater overall job qualities. Significant and marginally significant gender differences were only found in satisfaction with remuneration compared to workload, the chance of promotion and working environment. But female showed greater satisfaction in the overall job satisfaction and the factor including sub-aspects of working environment, remuneration compared to workload, the chance of promotion, utilization of subjective initiative, and sense of achievement.ConclusionsGender differences in job quality and job satisfaction did exist among doctors in rural western China. The participating female doctors were shown to have better job quality and greater job satisfaction.

Fears, discrimination and perceived workplace promotion

PurposePast research about workplace promotion has focussed on factors that shape employees’ perceptions for promotion. Yet, we still know little about how such undesirable factors as the fear of success (henceforth FoS) syndrome and perceived workplace discrimination affect perceived promotion and even less so how this relationship is mediated by self-efficacy and intrinsic motivation. The purpose of this paper is to propose a conceptual framework integrating these factors.Design/methodology/approachA structural equation modelling procedure was employed to empirically test the model using data collected from employees in wide-ranging Israeli industries (n=553).FindingsThe path model indicates that initially, FoS and perceived discrimination negatively affect perceived chances of promotion. When however, self-efficacy and intrinsic motivation mediate this relationship, subjects perceive their promotion chances positively.Practical implicationsSelf-efficacy and intrinsic motivation may be employed to attenuate the potentially adverse effects of FoS and discrimination effects.Originality/valueFoS and perceived workplace discrimination are common phenomena, yet the authors show that they may be mitigated by heightened self-efficacy and amplified intrinsic motivation that help in sustaining perceived workplace promotion.

Does economic performance affect officials’ turnover? Evidence from municipal government leaders in China

As is well known, Chinese central government has full authority to determine the provincial and local officials’ turnover. However, China has not in detail interpreted the standards of officials’ promotions so far. In this paper, the latest database of city-level leaders for the period between 2002 and 2013 is utilized to investigate the influences of economic performance on party secretaries’ odds of being promoted. The estimation results by a panel multinomial logit method indicate that municipal annual GDP per capita is significantly positively associated with leaders’ chances of promotion. Specifically, the average GDP growth rates during leaders’ tenures have much higher effects. Moreover, some important factors of leaders’ personal characteristics also affect the political turnover. For instance, party secretaries’ connection with China’s Communist Youth League, political experience, educational level and professional expertise all have positive impacts on their chances of obtaining a promotion. In contrast, leaders’ ages and tenures are found to be negatively related to their promotion possibilities.

Promotion, Relative Performance Information, and the Peter Principle

ABSTRACTI examine the effects of providing workers with relative performance information (RPI) on employers' promotion decisions and the impact of those decisions on worker performance. In my experimental setting, the job after promotion requires higher-level abilities than the current job. I find that workers increase their effort to improve their current job performance after a promotion opportunity is announced because they expect this to increase their chances of promotion, even though the new task requires higher-level abilities. Moreover, because employers anticipate that workers who have RPI will react negatively if they see that the best current job performer is not promoted, employers promote the best current job performer, rather than the worker best suited for the next job, more often when workers have RPI than when they do not. Consistent with the Peter Principle, I find that when workers have RPI, the promoted worker's performance is lower after promotion because the promoted worker lacks the ability to perform the new job well. Finally, in a supplemental experiment, I find that providing workers with feedback on their abilities to perform the next job, in addition to current job RPI, improves the effective sorting of workers, but it comes at the cost of reduced promotion-based incentives. My results suggest that, notwithstanding the benefits documented in previous studies, RPI also imposes potential costs that firms should take into account when deciding whether to provide workers with RPI.JEL Classifications: M41; M51; M52.Data Availability: Contact the author.

Getting Ahead by Getting On the Right Track: Horizontal Mobility in China’s Political Selection Process

Political selection in China has received increasing scholarly attention. Conventional measures of political promotion may suffer measurement error because of an (implicit) assumption that the chance of cadre promotion is constant across government and party units after controlling for their hierarchical rank. In this article, the validity of this assumption is tested. Based on the analysis of the biographical data of thousands of provincial bureau leaders, a strong agency effect is identified; leaders coming from politically important bureaus—defined by their connections to the Central Committee of the ruling party—stand a significantly higher chance of promotion than those coming from the less important ones. Incorporating the agency effect, the authors develop a continuous measure of political turnover. Using this refined measure, the authors revisit the effect of economic performance on provincial cadre promotion. While a positive relationship is found, the effect is arguably too small to be substantively significant.

ANALISIS HUBUNGAN ANTARA KEPUASAN KERJA DAN MOTIVASI BERPRESTASI TERHADAP KINERJA KARYAWAN SURVEI DI KOPERASI BEN MAKMUR, MUARA TAWAR, BEKASI

<p><em>The purpose of this study was to find out whether there is a relationship and how strong the relationship between job satisfaction and achievers motivation. This study uses survey methods, sampling research was carried out by means of a stratified random sampling. From a population of 126 people were chosen as much as 120 people as respondents, in accordance with the Slovin formula; with details of 32 people involved to test the instrument, while the remaining research 88 people as samples in the collection of research data, selected by simple random sampling. </em></p><p><em>Based on the conclusion of the research results can be said that employees performance can be enhanced through efforts to increase job satisfaction and increased achievers motivation. Increased job satisfaction can be done with decent wages policy, any chance of promotion as a fair, equitable and tranparent, congruency between tasks and interests of workers and there are awards to workers who are achievers.Increase the achievers motivation can be done with any hope of a better future, there is justice in the working environment, there is a sense like accept responsibility, there is a sense of love to receive feedback and orientation on the achievement of goals. </em></p><p><em>In this study only examined the limited influence of the job satisfaction and achievers motivation for the employees performance.</em></p><p>Key Words- J<em>ob satisfaction, achievers motivation and employees performance.</em></p>

ZATRUDNIENIE W NIEPEŁNYM WYMIARZE CZASU PRACY

Time-part Employment – Chances and ThreatsSummaryOver the last twenty years, an increasing share of employment across the EU countries has been made up of part time jobs. That is why the growth in part-time employment stands out as a prominent feature of modern labor markets. However, there are still remarkable differences in the relative volumes of the part-time employment share in different countries within the European Union.In recent years, the issue of labor market flexibility has become prominent in the debate over the labor market policy in Europe. The lack of dynamism in the flexibility of the labor markets within the EU countries, often characterized by a height share of long- term unemployment and stringent employment protection legislation, has frequently been blamed for the poor employment performance of the 80s and 90s.An increase in the rate of part-time work has been generally perceived as a positive development as it enables the employers to adjust work hours to the cyclical conditions more easily, facilitates an adjustment of production and labor costs as well as attracts people, who were previously unwilling or unable to work, towards the labor market. But one has to notice that some studies have found that part-time workers earn less than their full time colleagues, my be less likely to receive some benefits and face reduced chances for promotion.

Sculdasci e gastaldi. Note sugli ufficiali minori nel principato di Salerno nei secoli IX-XI

This essay explores social profiles and prerogatives of minor officials in the Principality of Salerno between the 9 th and the 11 th centuries. Some rich documentary dossiers show a coherent picture. Sculdais and gastalds were endowed with modest riches; they normally exercised their power in the area of origin, away from Salerno; they rarely consolidated their social standing or became counts – i.e., a more prestigious rank. Chances for promotion were limited. This is best shown through the case of a gastald named Vivo, son of Pietro, who lived in the second half of the 11 th century – that is, between the last decades of Lombard rule and the ultimate success of the Normans.

Open Access and Promotion and Tenure Evaluation Plans at the University of Wisconsin–Eau Claire

ABSTRACTDepartment and program evaluation plans at the University of Wisconsin–Eau Claire were examined to see if these documents provide evidence that could be used to justify supporting the publication of peer-reviewed open access articles toward tenure and promotion. In an earlier study, the authors reveal that faculty members at the University of Wisconsin–Eau Claire are more unaware of open access publishing than their counterparts at larger universities. These findings dovetail with other studies that show that faculty members are reluctant to publish in open access journals because of concerns about the quality of those journals. The existing body of scholarship suggests that tenure-line faculty fear publishing in open access journals because it could adversely impact their chances of promotion and tenure. The authors of this current study sought to determine if department and program evaluation plans could influence negative perceptions faculty have of open access journals. The implications of this study for librarians, scholarly communication professionals, tenure-line faculty, departments, and programs are addressed.

Part-Time Work and Women’s Careers: a Decomposition of the Gender Promotion Gap

This paper studies the effect of working hours on vertical sex segregation using Belgian micro-data on promotions. Using Yun decompositions we find that more than 40% of the promotion gaps between men and women can be explained by gender differences in contract hours, overtime hours and occasional late work. The fact that women often work in sectors that offer less promotion possibilities is another important factor. The presence of children strongly affects the promotion chances of female employees, but not those of the male employees in our sample. This evidence supports theories that relate the availability of part-time work to the degree of vertical segregation in countries.

Hu Chunhua – dotychczasowa kariera i szanse na awans

The article aims to describe the political career of one of the most promising members of the so-called sixth generation of Chinese leaders, Hu Chunhua. Hu, a protege of the former Secretary Hu Jintao, is currently a strong candidate for a place in the Standing Committee of the CPC’s Politburo, whose members will be officially appointed next year. However, there are several indications that Hu’s political future may not look as bright as in 2012, at the beginning of Xi Jinping’s first term of office. The conclusion of the paper therefore aims to critically assess Hu Chunhua’s chances of future promotion in the context of the changing political status quo.