FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W2065624800> ?p ?o ?g. }

• W2065624800 endingPage "333" @default.
• W2065624800 startingPage "320" @default.
• W2065624800 abstract "Résumé C'est un fait reconnu que les femmes cadres sont plus nombreuses que les hommes a quitter leur emploi. Une enquete aupres de 298 cadres d'entreprises quebecois (151 femmes, 147 hommes) qui en avaient exprime I'intention, avait pour objectif d'identifier les motifs propres a ceux des femmes, en les comparand a ceux des hommes. Les femmes se sont declarees aussi satisfaites de leur travail que les hommes. Comme pour eux, une mauvaise relation de travail avec le superieur immediat constitue la raison principale de I'intention de depart. Au-dela de ces points communs, les resultats d'analyses de regression hierarchique, effectuees separement pour les deux sexes, revelent que les femmes ont des raisons qui se demarquent de celles des hommes. Elles sont liees a un niveau hierarchique peu eleve, a une estimation elevee de leur competence, a leur isolement et au peu de consideration de leur contribution a la culture organisationnelle. Les resultats sont examines a la lumiere des inegalites constatees dans la situation professionnelle des repondantes dont le salaire et le niveau hierarchique sont remarquablement inferieurs a ceux des hommes. Les implications organisationnelles de cet ensemble de raisons sont egalement analysees. Abstract It is widely known that women executives are more inclined to quit their positions than are their male counterparts. A sample of 298 Quebecois managers (151 women and 147 men) who had expressed the intention to leave their organization took part in a survey conducted to uncover the reasons behind women's decisions to quit. These reasons are compared with men's. Although the level of satisfaction with work was high for both sexes, a poor relationship with one's supervisor stands out as the main reason for turnover intentions for both sexes. Despite these similarities, results of hierarchical regressions performed separately for both sexes suggest that women have specific motives for quitting—isolation in the workplace, lack of recognition of their contribution to the culture of the organization, low position in the hierarchy of the organization, and their highly positive evaluation of their competence. Results are discussed in the light of sex differences regarding salary and position level, which were found to be significantly lower among women. The organizational implications of this pattern of reasons are also discussed." @default.
• W2065624800 created "2016-06-24" @default.
• W2065624800 creator A5023845870 @default.
• W2065624800 creator A5052994889 @default.
• W2065624800 date "2009-04-08" @default.
• W2065624800 modified "2023-10-17" @default.
• W2065624800 title "Les déeterminants des intentions de depart des femmes cadres: differents ou non de ceux de leurs collegues masculins?" @default.
• W2065624800 cites W170697775 @default.
• W2065624800 cites W1933177119 @default.
• W2065624800 cites W1965791324 @default.
• W2065624800 cites W1966019367 @default.
• W2065624800 cites W1972751360 @default.
• W2065624800 cites W1986764353 @default.
• W2065624800 cites W1988618061 @default.
• W2065624800 cites W1992430762 @default.
• W2065624800 cites W2000881066 @default.
• W2065624800 cites W2005334863 @default.
• W2065624800 cites W2017546717 @default.
• W2065624800 cites W2025238053 @default.
• W2065624800 cites W2028915326 @default.
• W2065624800 cites W2030051485 @default.
• W2065624800 cites W2030955004 @default.
• W2065624800 cites W2040728862 @default.
• W2065624800 cites W2048932080 @default.
• W2065624800 cites W2061051231 @default.
• W2065624800 cites W2065442924 @default.
• W2065624800 cites W2067980834 @default.
• W2065624800 cites W2075230544 @default.
• W2065624800 cites W2079138993 @default.
• W2065624800 cites W2096646427 @default.
• W2065624800 cites W2130587679 @default.
• W2065624800 cites W2139480738 @default.
• W2065624800 cites W2147007436 @default.
• W2065624800 cites W2163794951 @default.
• W2065624800 cites W2168713508 @default.
• W2065624800 cites W4232776868 @default.
• W2065624800 cites W4249144123 @default.
• W2065624800 cites W4256350395 @default.
• W2065624800 doi "https://doi.org/10.1111/j.1936-4490.2003.tb00708.x" @default.
• W2065624800 hasPublicationYear "2009" @default.
• W2065624800 type Work @default.
• W2065624800 sameAs 2065624800 @default.
• W2065624800 citedByCount "0" @default.
• W2065624800 crossrefType "journal-article" @default.
• W2065624800 hasAuthorship W2065624800A5023845870 @default.
• W2065624800 hasAuthorship W2065624800A5052994889 @default.
• W2065624800 hasConcept C142362112 @default.
• W2065624800 hasConcept C144024400 @default.
• W2065624800 hasConcept C15708023 @default.
• W2065624800 hasConcept C17744445 @default.
• W2065624800 hasConceptScore W2065624800C142362112 @default.
• W2065624800 hasConceptScore W2065624800C144024400 @default.
• W2065624800 hasConceptScore W2065624800C15708023 @default.
• W2065624800 hasConceptScore W2065624800C17744445 @default.
• W2065624800 hasIssue "4" @default.
• W2065624800 hasLocation W20656248001 @default.
• W2065624800 hasOpenAccess W2065624800 @default.
• W2065624800 hasPrimaryLocation W20656248001 @default.
• W2065624800 hasRelatedWork W11365241 @default.
• W2065624800 hasRelatedWork W1589203209 @default.
• W2065624800 hasRelatedWork W2557454913 @default.
• W2065624800 hasRelatedWork W2603296253 @default.
• W2065624800 hasRelatedWork W2748952813 @default.
• W2065624800 hasRelatedWork W2888947023 @default.
• W2065624800 hasRelatedWork W2899084033 @default.
• W2065624800 hasRelatedWork W3003325775 @default.
• W2065624800 hasRelatedWork W828925460 @default.
• W2065624800 hasRelatedWork W93312527 @default.
• W2065624800 hasVolume "20" @default.
• W2065624800 isParatext "false" @default.
• W2065624800 isRetracted "false" @default.
• W2065624800 magId "2065624800" @default.
• W2065624800 workType "article" @default.