Women's and men's expectations about the effects of new technology at work

Article Abstract:

Women's and men's perceptions about the impact of new technology in the workplace were studied by surveying 1,078 employees of a non-union manufacturing organization. The way in which technological innovations affected working conditions, the organization, and employee rewards was studied. The results indicated that gender differences existed for several expectations, including those related to safety, training, and rewards. Both the men and the women expected new technology to increase safety and learning opportunities, but the women expected smaller improvements. The men were considerably more certain than women that new technology would be introduced appropriately, technical assistance would be available, and training would be provided. Women expected to see fewer benefits than men from the introduction of new technology.

Psychological aspects, Beliefs, opinions and attitudes, Technological innovations, Working women, Workers, Employee attitudes

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Sex differences in career progression strategies preferred by university faculty

Article Abstract:

A survey of 586 full-time faculty at a California State University was conducted to determine differences between the career progression strategies employed by men and women. The survey found that male faculty members more frequently give their job top priority and desire challenges, whereas female faculty members are less likely to have these priorities. The survey also found that more tenured males engage in research or scholarly activity than do tenured women. Further research is necessary to determine the reasons for these differences and to discover whether these diversities account for different career progression rates.

Surveys, Women college teachers, Women college faculty

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Faculty career strategies preferred by university administrators and faculty

Article Abstract:

Research examining which characteristics are important for career advancement in academic organizations surveyed 30 university administrators and 238 university faculty members. Research results indicate that the two groups share perceptions regarding the significance of job performance-related strategies and neutral career-advancement strategies. Results also indicate that there are perceived differences in nearly half of the political/power behaviors and characteristics between the two groups.

Career changes, Career development, Organizational behavior, College administrators

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