Breaking the Glass Ceiling: Views of Women from the Second-Wave Feminist Movement

This is a qualitative study of the career perspectives of early female leaders in Canada whose careers emerged from the second-wave feminist movement and who ascended to executive leadership positions. Using a discourse analytic lens, we analyze their perspectives on women's limited presence in executive leadership roles. The research participants suggested that women lacked the necessary resilience or personality; women lacked requisite political skills; affirmative action policies have hindered women's career advancement; and women have been unable to put their careers over family in the way that is required for executive leadership. The views expressed by these participants are often contrarian to current thinking about gender and leadership but underline the gendered nature of persistent barriers to executive leadership past and present. Cet article est une étude qualitative des perspectives de carrière des premières femmes leaders au Canada qui ont vu leurs carrières démarrer à la faveur du mouvement féministe de la deuxième vague et qui ont accédé à des postes de direction. En recourant à l'analyse du discours, ses auteurs examinent les perspectives des femmes sur la présence limitée des femmes dans les postes de direction. Le dépouillement des données recueillies permet de constater que pour les participantes, les femmes n'ont pas la résilience ou la personnalité nécessaire; les femmes n'ont pas les compétences politiques requises; les politiques liées à la discrimination positive entravent l'avancement professionnel des femmes; et les femmes ne sont pas en mesure de faire passer leur carrière avant leur famille, de la manière requise pour occuper des postes de direction. Les points de vue exprimés par ces participantes vont souvent à l'encontre de la pensée actuelle sur le genre et le leadership, mais soulignent la nature sexuée des obstacles persistants auxquels les femmes font face ou ont fait face pour accéder au leadership exécutif

Education debt and making a career choice in the public, private, and nonprofit sectors

We surveyed a sample of Millennial college seniors who are job seekers to investigate if: (1) education debt discourages students from pursuing (lower paying) public or nonprofit careers, and (2) whether PSM overrides the considerations students might make about entering lower paying sectors (i.e., public and nonprofit sectors) as their education debt rises. To our surprise, we find that education debt is related to a greater propensity to select lower paying public sector careers but not lower paying nonprofit jobs (except for those with high debt loads). Moderate levels of PSM are required for students to select public sector careers and high levels of PSM are required for students to select nonprofit careers with rising education debt. We conclude that individuals with a high debt load may be attracted to public policy setting and select public sector careers, while those who display empathy and compassion are attracted to nonprofit work in service to others

Generational Career Shifts: how Matures, Boomers, Gen Xers, and Millennials view work

We examined several career concepts, including career identity, planning and resilience, career salience, work locus of control, modern career orientations, career self-efficacy, and career anchors, as well as the expectations of pre-career Millennials. Overall, our study shows significant intergenerational differences across many of these concepts. For example, Matures identified with their careers more than other generations, which suggests that work plays a more central role in their lives. Millennials and Gen X employees indicated a belief that they are not in control of their career success. Moreover, Millennials had lower levels of selfefficacy than both Gen X and Boomer employees. In terms of career anchors, we found that each successive younger generation placed more importance on autonomy and independence, entrepreneurial creativity, lifestyle, service, and dedication. Lastly, pre-career Millennials indicated high expectations for salary growth over their careers, despite expecting to take an average of five years off of work for child-rearing and travel activities

Cross-cultural and diversity management intersections: Lessons for attracting and retaining international assignees

Learning objectives: - To explain talent mobility in a culturally diverse global context, including issues such as attraction, retention and post-settlement adjustment. - To describe the layers of culture and delineate their workplace implications. - To explain cross-cultural management by focusing on cultural dimensions. - To explain cultural diversity at individual and organisational levels. - To demonstrate the value of employing a multilevel approach to explaining crosscultural management and diversity management

Do “one-size” employment policies fit all young workers? Heterogeneity in work attribute preferences among the Millennial generation

There has been a stream of research that explores how the present generation of workers (i.e., Millennials) may be different from previous generations (e.g., Baby Boomers and Gen Xers). This line of research often considers Millennials as homogeneous and concludes any differences to be “generational effects.” However, it is unlikely for a generation, which spans almost 20 years, to be uniformly homogeneous with respect to their work values and attitudes. Findings on generational differences conducted in the United States are also often generalized to other countries, ignoring the potential for national influences. In this regard, we apply a multi-method approach using three samples to demonstrate that there are differences within the Millennial generation that affect work values, preferences for work/life balance, and attraction to employer attributes. Specifically, we focus on the heterogeneity resulting from differences in age, gender, relationship status, and nationality. Our results suggest that Millennials are not as homogeneous as we assumed, and this can limit the effectiveness of managerial policies designed to improve individual and work outcomes for an entire generation of workers. Our study demonstrates that it is important for us to understand how individual, relational, and contextual factors may contribute to the heterogeneity within a generation

Dealing with temporariness: generational effects on temporary agency workers’ employment relationships

Purpose: A major trend in the changing nature of work is the increasing use of temporary workers. Although common among students, older employees have joined the ranks of temporary workers as they extend their work lives. Temporary workers tend to report lower affective commitment and consequently poorer work outcomes. However, different generations of workers may conceive temporary work differently from each other. The purpose of this paper is to explore how different generations of temporary workers, respond to human resource practices (HRP), which in turn influences their affective commitment and work performance. Design/methodology/approach: The sample is comprised of 3,876 temporary agency workers (TAWs) from seven temporary employment agencies in Portugal. The authors undertook multiple group SEM analyses to test a moderated mediation model that accounts for TAWs’ affective commitment (toward the agency and the client company) across three generations (Baby Boomers, Generation X and Millennials) in the relationship between human resources practices and overall perceived performance. Findings: After controlling for gender, age and tenure, the authors find generational differences in the perceptions of HRP and perceived performance. The results support the moderator effect of generations in the direct and indirect relationships – through both affective commitments – between TAWs’ perceived HRP and perceived performance. Research limitations/implications: The cross-sectional design limits the possibility to make causal inferences. Originality/value: This study contributes to a better understanding of how different generations respond to temporary employment relationships. The findings suggest important differences in the way in which the same HRP system relates (directly and indirectly thorough affective commitment toward the client) with their perceived performance across different generations.info:eu-repo/semantics/acceptedVersio

Widespread Site-Dependent Buffering of Human Regulatory Polymorphism

The average individual is expected to harbor thousands of variants within non-coding genomic regions involved in gene regulation. However, it is currently not possible to interpret reliably the functional consequences of genetic variation within any given transcription factor recognition sequence. To address this, we comprehensively analyzed heritable genome-wide binding patterns of a major sequence-specific regulator (CTCF) in relation to genetic variability in binding site sequences across a multi-generational pedigree. We localized and quantified CTCF occupancy by ChIP-seq in 12 related and unrelated individuals spanning three generations, followed by comprehensive targeted resequencing of the entire CTCF–binding landscape across all individuals. We identified hundreds of variants with reproducible quantitative effects on CTCF occupancy (both positive and negative). While these effects paralleled protein–DNA recognition energetics when averaged, they were extensively buffered by striking local context dependencies. In the significant majority of cases buffering was complete, resulting in silent variants spanning every position within the DNA recognition interface irrespective of level of binding energy or evolutionary constraint. The prevalence of complex partial or complete buffering effects severely constrained the ability to predict reliably the impact of variation within any given binding site instance. Surprisingly, 40% of variants that increased CTCF occupancy occurred at positions of human–chimp divergence, challenging the expectation that the vast majority of functional regulatory variants should be deleterious. Our results suggest that, even in the presence of “perfect” genetic information afforded by resequencing and parallel studies in multiple related individuals, genomic site-specific prediction of the consequences of individual variation in regulatory DNA will require systematic coupling with empirical functional genomic measurements

Angiotensin-(1–7) and the G Protein-Coupled Receptor Mas Are Key Players in Renal Inflammation

Angiotensin (Ang) II mediates pathophysiologial changes in the kidney. Ang-(1–7) by interacting with the G protein-coupled receptor Mas may also have important biological activities

Incorporating background frequency improves entropy-based residue conservation measures

BACKGROUND: Several entropy-based methods have been developed for scoring sequence conservation in protein multiple sequence alignments. High scoring amino acid positions may correlate with structurally or functionally important residues. However, amino acid background frequencies are usually not taken into account in these entropy-based scoring schemes. RESULTS: We demonstrate that using a relative entropy measure that incorporates amino acid background frequency results in improved performance in identifying functional sites from protein multiple sequence alignments. CONCLUSION: Our results suggest that the application of appropriate background frequency information may lead to more biologically relevant results in many areas of bioinformatics

TMFoldRec: a statistical potential-based transmembrane protein fold recognition tool.

BACKGROUND: Transmembrane proteins (TMPs) are the key components of signal transduction, cell-cell adhesion and energy and material transport into and out from the cells. For the deep understanding of these processes, structure determination of transmembrane proteins is indispensable. However, due to technical difficulties, only a few transmembrane protein structures have been determined experimentally. Large-scale genomic sequencing provides increasing amounts of sequence information on the proteins and whole proteomes of living organisms resulting in the challenge of bioinformatics; how the structural information should be gained from a sequence. RESULTS: Here, we present a novel method, TMFoldRec, for fold prediction of membrane segments in transmembrane proteins. TMFoldRec based on statistical potentials was tested on a benchmark set containing 124 TMP chains from the PDBTM database. Using a 10-fold jackknife method, the native folds were correctly identified in 77 % of the cases. This accuracy overcomes the state-of-the-art methods. In addition, a key feature of TMFoldRec algorithm is the ability to estimate the reliability of the prediction and to decide with an accuracy of 70 %, whether the obtained, lowest energy structure is the native one. CONCLUSION: These results imply that the membrane embedded parts of TMPs dictate the TM structures rather than the soluble parts. Moreover, predictions with reliability scores make in this way our algorithm applicable for proteome-wide analyses. AVAILABILITY: The program is available upon request for academic use