1. //
  2. Start
  3. //
  4. Publications
  5. Gender-Specific Effects at Work
  6. Output formats
  7. //

Gender-Specific Effects at Work: An Empirical Study of Four Countries

Research output: Journal contributions › Journal articles › Research › peer-review

Standard

Gender-Specific Effects at Work: An Empirical Study of Four Countries. / Gunkel, Marjaana Anna Maria; Lusk, Edward J. ; Wolff, Birgitta et al.
In: Gender, Work & Organization, Vol. 14, No. 1, 01.01.2007, p. 56-79.

Research output: Journal contributions › Journal articles › Research › peer-review

Harvard

Gunkel, MAM, Lusk, EJ, Wolff, B & Fang, L 2007, 'Gender-Specific Effects at Work: An Empirical Study of Four Countries', Gender, Work & Organization, vol. 14, no. 1, pp. 56-79. https://doi.org/10.1111/j.1468-0432.2007.00332.x

APA

Gunkel, M. A. M., Lusk, E. J., Wolff, B., & Fang, L. (2007). Gender-Specific Effects at Work: An Empirical Study of Four Countries. Gender, Work & Organization, 14(1), 56-79. https://doi.org/10.1111/j.1468-0432.2007.00332.x

Vancouver

Gunkel MAM, Lusk EJ, Wolff B, Fang L. Gender-Specific Effects at Work: An Empirical Study of Four Countries. Gender, Work & Organization. 2007 Jan 1;14(1):56-79. doi: 10.1111/j.1468-0432.2007.00332.x

Bibtex

@article{96f9670b3905444299a4ee545d2bc120,
title = "Gender-Specific Effects at Work: An Empirical Study of Four Countries",
abstract = "Using a questionnaire based upon the work of Geert Hofstede, we examined the effects of gender on the following three work-related dimensions: the importance of work-related goals, the preference for performance rewards and the preference for management styles. The study was conducted for a multinational corporation headquartered in Germany with branches in China, Japan and the USA. Even though some inter-country differences in the importance of work-related matters are identified and intra-country gender differences exist in work goal evaluation, overall we find that men and women exhibit similar preferences concerning performance rewards and managerial styles. Finally, for the three dimensions studied, our data do not confirm the stereotypical work-related gender differences often reported in the literature and popular press. {\textcopyright} 2007 The Author(s); Journal compilation {\textcopyright} 2007 Blackwell Publishing Ltd.",
keywords = "Gender and Diversity, motivation, performance rewards, work goals",
author = "Gunkel, {Marjaana Anna Maria} and Lusk, {Edward J.} and Birgitta Wolff and Li Fang",
year = "2007",
month = jan,
day = "1",
doi = "10.1111/j.1468-0432.2007.00332.x",
language = "English",
volume = "14",
pages = "56--79",
journal = "Gender, Work & Organization",
issn = "0968-6673",
publisher = "Wiley-Blackwell Publishing, Inc.",
number = "1",

}

RIS

TY - JOUR

T1 - Gender-Specific Effects at Work

T2 - An Empirical Study of Four Countries

AU - Gunkel, Marjaana Anna Maria

AU - Lusk, Edward J.

AU - Wolff, Birgitta

AU - Fang, Li

PY - 2007/1/1

Y1 - 2007/1/1

N2 - Using a questionnaire based upon the work of Geert Hofstede, we examined the effects of gender on the following three work-related dimensions: the importance of work-related goals, the preference for performance rewards and the preference for management styles. The study was conducted for a multinational corporation headquartered in Germany with branches in China, Japan and the USA. Even though some inter-country differences in the importance of work-related matters are identified and intra-country gender differences exist in work goal evaluation, overall we find that men and women exhibit similar preferences concerning performance rewards and managerial styles. Finally, for the three dimensions studied, our data do not confirm the stereotypical work-related gender differences often reported in the literature and popular press. © 2007 The Author(s); Journal compilation © 2007 Blackwell Publishing Ltd.

AB - Using a questionnaire based upon the work of Geert Hofstede, we examined the effects of gender on the following three work-related dimensions: the importance of work-related goals, the preference for performance rewards and the preference for management styles. The study was conducted for a multinational corporation headquartered in Germany with branches in China, Japan and the USA. Even though some inter-country differences in the importance of work-related matters are identified and intra-country gender differences exist in work goal evaluation, overall we find that men and women exhibit similar preferences concerning performance rewards and managerial styles. Finally, for the three dimensions studied, our data do not confirm the stereotypical work-related gender differences often reported in the literature and popular press. © 2007 The Author(s); Journal compilation © 2007 Blackwell Publishing Ltd.

KW - Gender and Diversity

KW - motivation

KW - performance rewards

KW - work goals

UR - http://www.scopus.com/inward/record.url?scp=33845539324&partnerID=8YFLogxK

UR - https://www.mendeley.com/catalogue/4d44fee3-4d94-3d6c-978a-ebe1437ca7c4/

U2 - 10.1111/j.1468-0432.2007.00332.x

DO - 10.1111/j.1468-0432.2007.00332.x

M3 - Journal articles

VL - 14

SP - 56

EP - 79

JO - Gender, Work & Organization

JF - Gender, Work & Organization

SN - 0968-6673

IS - 1

ER -

Related by journal

Editorial: Questioning the construction of "balance": a time perspective on gender and organization

Sabelis, I., Nencel, L., Knights, D. & Odih, P., 09.2008, In: Gender, Work & Organization. 15, 5, p. 423-429 7 p.

Research output: Journal contributions › Other (editorial matter etc.) › Research

Other publications by the same author(s)

Wahl:Freiheit? Die KOMFOR-Studie zum studentischen Wahlverhalten in überfachlichen Studienprogrammen – statistische Analysen und Auswertung von Interviews

Strunz, C., Adomßent, M., Seifert, A., Schütz, J. & Gunkel, M. A. M., 2016, Bildung und Hochschule: Impulse für Studium und Lehre am Beispiel des Leuphana College. Beck, K., Bothe, T., Glaser, T., Heuer, C., Schütz, J. & Seifert, A. (eds.). Münster [u.a.]: Waxmann Verlag, p. 255-268 14 p.

Research output: Contributions to collected editions/works › Contributions to collected editions/anthologies › Education › peer-review

Culture and a cascading model of emotional intelligence: An exploratory analysis

Gunkel, M., Schlaegel, C. & Engle, R. L., 2014, In: Progress in International Business Research. 9, p. 229-257 29 p.

Research output: Journal contributions › Journal articles › Research › peer-review

Entrepreneurial Traits, Entrepreneurial Orientation, and Innovation in the Performance of Owner-Manager Led Firms: A Meta-analysis

König, M., Schlägel, C. & Gunkel, M., 2014, Frontiers of Entrepreneurship Research: proceedings of the thirty-third annual Entrepreneurship Research Conference. Zacharakis, A. (ed.). 4 ed. Arthur M. Blank Center for Entrepreneurship, Vol. 33. p. 174 1 p.

Research output: Contributions to collected editions/works › Published abstract in conference proceedings › Research › peer-review

Goodbye Germany! The influence of personality and cognitive factors on the intention to work abroad

Remhof, S., Gunkel, M. & Schlaegel, C., 08.09.2014, In: The International Journal of Human Resource Management . 25, 16, p. 2319-2343 25 p.

Research output: Journal contributions › Journal articles › Research › peer-review

The Human Aspect of Cross-Border Acquisition Outcomes: The Role of Management Practices, Employee Emotions, and National Culture

Gunkel, M., Schlägel, C., Rossteutscher, T. & Wolff, B., 01.06.2015, In: International Business Review. 24, 3, p. 394-408 15 p.

Research output: Journal contributions › Journal articles › Research › peer-review

DOI