Promotion interest and willingness to sacrifice for promotion in a government agency

Article Abstract:

The authors developed a model of interest in promotion and seeking promotion by integrating insights from the literature on internal labor markets, discrimination in organizations, cognitive balance theory, labeling theory, and expectancy theory. After making predictions based on this model, a sample of employees and supervisors in six offices of a federal government agency was examined. Data were drawn from questionnaire responses and personnel records. Interest in promotion proved to be more widespread than willingness to sacrifice to obtain promotion, and the former was related as predicted to the attractiveness of outcomes expected to accompany promotion and to several variables affecting promotion opportunity. Willingness to sacrifice for promotion was related to attractiveness of promotion, and some evidence indicated that this willingness declined when promotion opportunity was low - even when controlling for promotion interest. The implications of the findings for future research and practice are presented. (Reprinted by permission of the publisher.)

Administrative agencies, Government agencies, Employee promotions

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Effects of management policies on unauthorized absence behavior

Article Abstract:

This article reports a study of the effects of higher-level managers' policies on unit members' behavior, which sought to determine whether the process of communicating and clarifying policies governing absence from the job could reduce unauthorized absences beyond the effects of the policies' content. In a field experiment with battalions of the U.S. Marine Corps at Camp Pendleton, California, higher-level managers were instructed to clarify and communicate their absence policies repeatedly for a six-month period. Some units were assigned to the control condition, the remainder to the treatment condition. Questionnaires were administered before and after the intervention took place. The results from the pretest and post-test measures indicate that clarifying and communicating the policies reduced the rates of unauthorized absence, but only when the policy clarification led to increased hierarchical consistency in the policies among managers and increased knowledge of the policies by unit members. (Reprinted by permission of the publisher.)

Worker absenteeism, Absenteeism (Labor)

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Motivation to manage: a study of women in Chinese state-owned enterprises

Article Abstract:

This study assessed Chinese women's motivation to manage and its relationship to managerial success in Chinese state-owned enterprises. It was found that overall managerial motivation of Chinese women in this study was as high as that of Chinese men. In addition, overall managerial motivation was positively related to the hierarchical job level. Of the various component motives, the desires to exercise power and to stand out from the group were the significant predictors. Research and practical implications of the study are discussed. (Reprinted by permission of the publisher.)

China, Government business enterprises, Public enterprises, Women executives

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