Executive Positions Research Articles

Climbing the Ladder to Jump Ship? A Sequence Analysis of Executive Development and Job Mobility

Executives learn from work experiences, advance through job changes, and move from companies to companies. Throughout this process, how do different work experiences relate to development of executive competencies and job mobility? In this study, we conducted a time sequence analysis to explore three primary questions: (1) What are the major paths of work experiences that lead up to senior executive positions? (2) How does an executive’s path of work experiences relate to post-GM job mobility? (3) How do executive competencies affect job mobility? Using sequence analysis on longitudinal data collected in 2001-2004 (Time 1) and 2019 (Time 2), we identified three distinctive paths of general manager (GM)’s work experiences in a Fortune 100 company across half a century from 1963 to 2019, namely stayer, internal mover, and external mover. Different paths of work experiences were associated with different levels of executive competencies measured at the transition point of taking on the GM position which led to future turnover and employer transitions. These findings highlight the sequential and temporal nature of work experiences in executive careers and also underscore the critical role of executives’ developmental paths on their future job mobility, therefore shedding theoretical and practical light on executive development and job mobility

Executives’ Career Mobility within an Organizational Field and the Relationship with Career Success

In this paper, we examine the careers of top executives in the organizational field of professional services. Our aim is to determine whether inter-organizational career mobility brings greater career rewards than career stability. Building on institutional theory and boundary theory, we moreover examine how crossing boundaries within and outside the organizational field affects executives’ objective career success. Furthermore, we examine patterns of career moves across boundaries of organizations within and outside the organizational field. Our results show that individuals who have higher inter-organizational mobility need less time to reach an executive position. We further find that inter-organizational mobility within the organizational field reduces the time to reach an executive position more than inter-organizational mobility outside the organizational field. Moreover, we identify different mobility patterns to the top of central and peripheral organizations in an organizational field.

Portrait of a native senior manager of foreign enterprise from the perspective of employees

Foreign direct investment (FDI) is expected not only to bring capital, technology, know-how and management skills but also to contribute to GDP and create jobs for host countries. In this study, the jobs mentioned are not general positions in a company, but positions that are counted on the fingers – top executive. This study aims to provide the image of a native senior manager based on the expectations of subordinates. This research approaches quantitative methods through survey questionnaires for managers and employees at 25 foreign enterprises in the South of Vietnam. The results of the regression analysis from 135 responses indicate that work experience and leadership are qualities for local staff to become senior managers. This study contributes to the FDI theory. This result inspires native staff to strive to become managers. At the same time, employers need to build job requirements of the top executive positions close to the aspirations of employees.

Analisis Kompetensi Manajerial Jabatan Pelaksana di Balai Pendidikan dan Latihan Keagamaan Semarang

The merit system is defined as human resource management based on work performance, competence is a major factor in improving work performance, competence is indispensable in every job both in the private sector and in the government sector, in the government sector, work related to community service is directly carried out by an executive position Therefore, an executive position must have a minimum competency, namely managerial competence. The purpose of this study was to analyze managerial competence, inhibiting factors faced by executors who work at the Semarang Religious Education and Training Center. The research method used is descriptive quantitative with a survey approach to answer the research objectives, namely to analyze the managerial competence of the executive positions and to analyze the inhibiting factors faced by executive positions who work at the Semarang Religious Training Center. The results showed that the managerial competence of the executive positions who worked at the Semarang Religious Education and Training Center was in the medium category and the inhibiting factor was the lack of competency development in increasing knowledge. Recommendations as steps that must be taken by the Semarang Religious Education and Training Center are to increase the competency development of executive positions.

Staffing the United Nations: China's motivations and prospects

Abstract A developing public commentary views China as exerting influence in international organizations to legitimize and disseminate PRC foreign policy values and interests. This article examines an understudied source identified by PRC elites to promote influence in the United Nations system: dispatching PRC nationals as international civil servants, specifically in a targeted pursuit of executive leadership positions. Using decades of UN staffing data, we find that apart from Russia, China holds the fewest executive leadership posts among the aspiring and permanent members of the UN Security Council. Moreover, China is yet to lead an agency addressing international security matters. US and European staff contributions are significantly higher at all staffing levels of the international civil service. Still, the data shows that China made modest, targeted gains in most specialized UN agencies, and agencies headed by PRC nationals show faster increases in PRC staff members, though all base numbers were low. We draw from Chinese-language sources to discuss issues facing China in increasing its international civil service numbers, affecting the country's ability to shape global governance.

Career Advancement in the Hotel Industry in Timor-Leste: Study of Individual, Organizational, and Gender Differences

The hotel industry in Timor-Leste is female-dominated, but women are under-represented in management and senior executive positions. The objective of this study is to examine gender differences in the relative importance of individual and organizational factors and their effects on career advancement in the hotel industry in Dili. A survey of hotel employees in Dili was undertaken, yielding a total of 385 respondents. Data were analyzed using structural equation modeling. The hypothesized model predicted that individual factors of personality traits, education, work experience, and organizational variables of opportunities for promotion and corporate training and development would have a positive effect on career advancement. The results found that for both genders, education and work experience were two common factors with a direct effect on career advancement. However, for male employees, conscientiousness directly predicted career growth, while corporate training and development mediated the effect of harmonious passion for work on career advancement. On the other hand, among female employees, corporate training and development directly influenced career progression and mediated the effect of openness to experience and opportunity for promotion on career advancement. This study is the first to examine the factors facilitating the career advancement of hotel employees in Timor-Leste and the extent to which their path to advancement differed for males and females. We present the theoretical and practical implications of the role of individual and organizational factors on career advancement and possible ways to mitigate gender inequality in organizations.

Revitalisasi Merit system dalam Pengangkatan Jabatan Fungsional di Badan Kepegawaian Daerah Jawa Tengah

Changes in the management of human resources of the State Civil Apparatus (ASN) demand a policy based on the Merit system, namely the selection of the quality of the State Civil Apparatus (ASN) who has qualifications, competence and performance. This is particularly so in the appointment and filling of functional positions. However, in its implementation the merit system has not been implemented thoroughly due to employee competencies that are not in accordance with the requirements. Therefore, it is important to revitalize the merit system to rearrange employees according to their duties and functions, especially in functional positions. This research focuses on the revitalization of the Merit system in the appointment of functional positions to government employees. This study refers to Stahl's (1962) theory of merit systems by comparing qualifications, competencies and achievements that affect human resource selection. With a qualitative approach, this research was conducted in the Civil Service Agency of Central Java Province. Primary data collection is carried out through in-depth interviews and observation techniques, in addition to secondary data through archives and documentaries. The results showed that; (i) the process of filling and appointing Functional Positions is in accordance with the principles of the merit system, namely in accordance with the qualifications, competencies and formations required by the organization and the required job description assignments; . (ii) there is inpassing functional positions originating from administrative positions, especially those from executive positions and supervisory positions. This study concludes that the Merit Revitalization system in the Appointment and distribution of Functional Positions in the Central Java Regional Civil Service Agency has been implemented according to qualifications, competencies and formations. Research suggests (i) distribution of filling and appointment of functional positions to fill all areas or parts (ii) of tethering functional allowances for functional positions.

Businessperson Deputies and Party Cohesion: Evidence from the Russian State Duma

Previous explorations of Russia’s mixed electoral system uncovered conflicting results on party discipline in legislative voting. The effect in recent convocations is modest, with single-member district deputies expressing slightly less factional loyalty than those elected under proportional representation. However, factors other than electoral mandate may also affect party cohesion. In particular, a definitive connection exists between holding public office in Russia and the opportunity to maximize personal profit-seeking. Using individual-level reading voting data on budgetary bills from the 7th State Duma, I examine how the profit-seeking behavior of deputies who previously held business positions at the executive level influences party cohesion. I find significant evidence that deputies with previous executive business positions defect from their party more frequently than those without. The effect is marginally greater for deputies elected from single-member districts rather than the party-list. These findings have greater implications for party cohesion and the involvement of businesspeople in national legislatures.

Female CEO succession and audit fees: evidence from China

PurposeThis paper aims to examine whether CEO succession with gender change (male to female) affects audit fees in the Chinese setting. In addition, this study examines whether the relationship exists in both types of ownership, i.e. non-state-owned enterprises (SOEs) and SOEs.Design/methodology/approachThis study uses data from all A-share non-financial firms listed on both the Shanghai Stock Exchange (SSE) and Shenzhen Stock Exchange (SZSE) for the period 2009 to 2015. To draw inferences, this study uses pooled ordinary least squares regression as a baseline technique. This study performs sub-sample analyzes for robustness. To account for endogeneity, this study uses three techniques including firm fixed-effects regression, the two-step Heckman model and the system generalized method of moments (GMM).FindingsThis study documents a significantly negative relationship between CEO succession with gender change and audit fees. However, the negative effect of CEO succession on audit fees is more pronounced in non-SOEs than SOEs. This study also finds, in additional analyzes, a strong negative effect of female CEO succession on audit fees in sub-sample of large, high-risk, high-performance and firms audited by non-big auditors. The main finding is robust across three endogeneity techniques.Practical implicationsThe findings add to the ongoing debate about the underrepresentation of women in key executive positions such as CEO. The results suggest that CEO succession from male to female has a favorable effect on the quality of internal monitoring mechanisms (due to the superior monitoring skills of women) and enhances the quality of financial reporting. The study has practical implications for regulatory bodies and corporate decision-makers; this study encourages them to look into considering women in the executive succession framework.Originality/valueThis study contributes to the literature by exploring the effect of CEO succession with gender change (male to female) on audit fees in the context of China and the existence of this relationship in non-SOEs and SOEs.

Gender diversity and online intellectual capital disclosure: Evidence from Italian‐listed firms

The present research investigates the impact that certain gender diversity attributes exert on online intellectual capital (IC) disclosure in the context of Italian‐listed firms where regulations promoted gender balance in the governing bodies. The websites of a sample of 123 Italian listed companies are content‐analyzed to retrieve the level of voluntary IC disclosure (ICD). Drawing on Agency and Resource Dependence theory perspectives, an Ordinary Least Squares (OLS) regression model, is estimated to test the association between online ICD and different gender diversity measures, specifically: the proportion of women on boards and the presence of female Chairpersons and female CEOs. The content analysis results show that listed companies in Italy make extensive disclosure of IC on their websites. The results based on the regression analysis confirm that women's presence on boards is conducive to higher voluntary ICD. The analysis also demonstrates that Italian‐listed firms tend to convey more voluntary information on IC resources when a woman is appointed as a CEO. To the best of the authors' knowledge, this is the first study that provides a snapshot of the potential association between gender diversity—in terms of both the proportion of women on the boards and the presence of women in top executive positions—and the level of web‐based ICD.

Biography and Services of Seyyed Abdollah Entezam Vaziri

Seyyed Abdollah Entezam Vaziri is one of the political and social figures in the Pahlavi period in Iran (1895-1983). He is originally from the city of Tafresh, one of the cities of Markazi province, and his lineage goes back to Imam Zin al-Abedin AS, one of the Shiite Imams. He has held senior executive positions as Minister of Foreign Affairs and Chairman of the Board of Directors of the Oil Company of Iran, and has represented Iran in international organizations. Executive works did not hinder Seyyed Abdollah’s scientific activities, and he was able to write and translate several books. His family were also of the famous figures in the Qajar period and had social and cultural services. Famous members of his family include Mirza Mousa Vazir and Mirza Isa Khan Vazir. The purpose of the present article is to explain and study the various aspects of the life of Seyyed Abdollah Entezam Vaziri. The method of data collection is library and the explanatory-analytical method is used in information processing. In this article, we have attempted to use authentic historical books and sources.

Chief digital officers: the state of the art and the road ahead

There is a lively debate on chief digital officers (CDOs). Some practitioners stress CDOs’ critical role in recrafting digital strategies and accelerating digital transformation, while others predict their disappearance. Academics have also recently begun to study this new executive position and conducted research on CDOs which is, however, scattered across different disciplines and publication outlets. We conduct a systematic literature review that consolidates these initial gains in knowledge. Specifically, we integrate findings on theoretical lenses, research designs, and key themes in studies on CDOs and we propose a framework that organizes CDO research in three broad themes: antecedents of CDO presence, the CDO role, and consequences of CDO presence. We then build on identified gaps to develop an extensive agenda for future research on CDOs. For academic researchers, we not only offer a discipline-spanning overview of knowledge on the topic at hand but also provide useful direction towards fruitful avenues for future research on CDOs. For practitioners, we offer a summary of the current scientific literature on CDOs, including relevant insights on CDO appointments, governance, and performance consequences.

Competency Model of Software Developer in Thailand : A Qualitative Exploration

This research study aims to investigate the competency model of software developers in Thailand using the qualitative research methodology. The findings reveal the following: 1) There are two career paths for software developers, namely as entrepreneurs and as employeesin various organizations, whose career development could lead to positions of executives or experts; 2) There are four competency clusters for software developers, namely Core Competency, Technical Competency, Business Competency and Teamwork Competency; 3) The assessment criteria set by workplaces for software developers are three dimensional incorporating software developers’ performance, teamwork behavior, and learning and self-development; and 4) The main method for software developers’ self-development is self-learning based on hands-on practices and supported by training, knowledge management and mentoring.

An Exploratory Study of Perceptions of Hotel Working Conditions on the Promotion Decision

This exploratory paper focuses on identifying the working conditions that may impact an employee’s decision to apply for a promotion in the pursuit of a management position in the hotel industry in Canada and possibly moving up to that of executive position of hotel general manager. A survey sent to a sample of hotel employees in a mid-sized Atlantic Canada city addressed 21 working conditions that may impact employees when considering applying for a promotion. Findings include the working condition with the greatest impact was “having the empowerment to make changes”. The one with the least impact was “having to work overtime”. These findings would assist management to understand the factors that may motivate employees to pursue job promotions and fill the current talent gap. Significant differences were noted for the impact of some of the working conditions on the promotion decision based on age, gender, education, marital status, and level of position within the firm.

Pay inequality and gender dynamics in top executive positions

AbstractResearch Question/IssueContributing to ongoing debates on the determinants of diversity at the helm of companies, we investigate the relationship between executives' gender and pay inequality within the top executive team.Research Findings/InsightsUsing a panel data set of US listed firms, we find that a greater inequality in executive pay is positively associated with the exit of female executives from the firm's top executive team. This effect is economically larger when the starting level of female representation in the executive team is low, when the firm uses more variable compensation to reward executives, and when the firm operates in geographic areas featuring stronger aversion toward income inequality.Theoretical/Academic ImplicationsOur study expands existing knowledge on the organizational and external factors promoting gender diversity at the top of companies. Although this literature has widely analyzed women's entry into corporate positions, exit has been largely neglected. Our study fills this gap by documenting significant gender differences in the relationship between executives' pay inequality and exit from the top executive team. In so doing, we connect the literatures on gender diversity and executive pay distribution, which have developed in a rather independent manner.Practitioner/Policy ImplicationsDrawing on insights from corporate governance and behavioral economics, this study offers novel evidence to policy‐makers interested in addressing the under‐explored challenges associated with the retention of women in corporate positions and their upward mobility within the corporate hierarchy. Moreover, the contextual variations behind our main finding suggest that cultural values and norms may play a key role in shaping the effectiveness of public policies aimed at increasing diversity in corporate governance positions.

Does the location of directors' additional positions matter? A new dimension of board structure

This paper analyzes the impact on firm value of directors with outside directorships and/or executive positions in the same geographic area (DSAs). The findings show that DSAs are associated with higher firm value because they better understand the local business environment and have better local connections. This value impact is more prominent for rural firms, innovative firms, and firms with high growth rates, indicating that DSAs' local information advantage is more important for firms in areas with less effective information transmission, firms with high R&D expenses, and firms facing high uncertainty. Also, DSAs help corporations better manage local economic shocks, improve financial reporting quality, and increase CEO incentive pay.

The Contribution of Appearance to Women in the Labor Market

Appearance is an aspect that contributes to the professional development of people, considered a competitive factor in the labor market and an essential requirement in building successful careers. Women who work in executive positions can be responsible for decision-making in companies, such as hiring and promoting professionals, two moments in which appearance assumes an important role. They are also professionals whose positions tend to require significant care with the personal image. Therefore, the objective of this study was to investigate the contribution of appearance to women in the labor market by analysing female executives of a class council in southern Brazil. Through a generic qualitative study, five executives were interviewed. As a result, good appearance is related to adequacy, way of dressing, hygiene care, and communication skills. Besides, appearance is necessary to build a credibility image in the labor market, and it interferes, in a pleasing way, both in job interviews and in the promotion of professionals.

Madame President, Madame Ambassador? Women Presidents and Gender Parity in Latin America’s Diplomatic Services

This study focuses on the gendered nature of ambassadorial appointments. Analyzing the diplomatic services of ten Latin American countries between 2000 and 2018, we examine the factors that explain the designation of women to ambassadorships. More especially, we are interested in whether the election of women to the presidency in Argentina, Brazil, Chile, and Costa Rica had an impact on the gender gap at the top of those countries’ foreign services. Drawing on an original dataset on diplomatic appointments, we show that the presence of women ambassadors has increased only marginally over the past two decades. Furthermore, multivariate regression analysis demonstrates that women presidents on the left have (partially and temporarily) corrected the gender gap in their foreign services through political appointments, provided they had the discretionary powers to do so. Our findings suggest that the impact of women-led presidencies is conditional on the chief executive’s vested interest in gender parity and the scope of presidents’ prerogatives to appoint ambassadors. In so doing, the study contributes to debates on the descriptive underrepresentation of women in executive positions and the gender gap in diplomacy.

Representation of Women in Top Executive Positions in General Medical-Surgical Hospitals in the United States.

Background: Earlier surveys have reported a lack of representation of women in hospital leadership positions. This study sought to investigate the proportion of women in senior hospital leadership positions and to investigate whether hospital and community factors are associated with the likelihood of having women in executive positions.Methods: The main data of 4397 hospitals were sourced from the American Hospital Association. The study calculated the proportion of women for each position, with county-level adjusted standard errors and logistic transformed confidence intervals to determine the variation of women in chief officer positions across hospitals. The study also used multilevel mixed-effects logistic regressions to estimate the probability of having a female chief officer.Results: Women executives generally were underrepresented in all positions except in chief human resources and chief nursing officer positions, 73% (95% confidence interval [CI] 7175) and 91% (95% CI 8694), respectively. Women accounted for 13% (95% CI 821) of system chief executive officers (CEOs) and only 27% (95% CI 2628) of hospital CEOs. System size (number of hospitals) and hospital size (beds capacity) variables were statistically significant in five of the eight positions investigated. Overall, women were less likely to hold chief positions in large hospitals (400 beds and over) compared to small hospitals (under 100 beds).Conclusion: Women were underrepresented in hospital top positions and were less likely to hold executive positions in large systems or hospitals. The results suggest structural barriers that hinder women from advancing to top hospital positions.

The Relationship Between Musculoskeletal Discomfort and Professional Quality of Life Among Nurses

BackgroundHarsh working conditions lead nurses to experience musculoskeletal discomfort and impair their professional quality of life. AimsThe aim was to determine musculoskeletal discomfort of nurses and to compare its relationship with their professional quality of life in terms of their socio-demographic characteristics. DesignIt is a cross-sectional, descriptive, and correlative study. SettingsDifferent units of a public hospital. Participants333 nurses working at different units. MethodsThe data were collected from 333 nurses working at different units in a public hospital between July and December 2018. The data collection tools include an 8-question participant information form, Cornell Musculoskeletal Discomfort Questionnaire, and Professional Quality of Life Scale. ResultsThe nurses suffered mostly from lower back pain (90.4%) and their pain slightly interfered with their works (49.8%). There was a weak positive but significant correlation between musculoskeletal discomfort and professional quality of life of the nurses (r = 0.215; p < .001). The nurses, who were younger, were male, were working in executive positions, had less institutional and professional experience, and had higher mean score of musculoskeletal discomfort (p < .05). ConclusionsThe professional quality of life of the nurses experiencing musculoskeletal discomfort in their bodies was negatively affected. For example, as the musculoskeletal disorders increase, the levels of burnout and compassion fatigue, which constitute the quality of life, also increase.