An exploration of culture and gender: Intrinsic and extrinsic job expectations in the U.S. and Brazil

IF 1.5 Q3 MANAGEMENT

Human systems management Pub Date : 2023-01-20 DOI:10.3233/hsm-220083

Cody Logan Chullen, Dennis Barber III, Flávia Cavazotte, T. Adeyemi‐Bello

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引用次数: 0

Abstract

BACKGROUND: As interest in foreign business enterprises rises between the U.S. and Brazil, companies have encountered added challenges in the areas of staffing and gender inequity and inequality against the backdrop of the COVID-19 pandemic. Companies must address these challenges head on to continue to thrive. OBJECTIVE: The goal of this study is to identify and diagnose the differences in job expectations of employees in the early stages of their career and personal development in terms of their gender and nationality. METHODS: This study asked male and female workers from the U.S. and Brazil to rate the importance of various intrinsic and extrinsic job characteristics on a five-point Likert scale. Responses were compared for 1,431 total participants. RESULTS: This study found both cultural (U.S. and Brazil) and gender (male and female) differences in rank order ratings across an array of job expectations. Findings also revealed significant cultural and gender differences in mean importance scores for job expectations rated by these groups. CONCLUSIONS: This study’s findings are relevant to guide managerial practices as companies seek to attract, develop, and retain future generations of technical and managerial staff following the uncertainty brought about by COVID-19 and the Great Resignation.

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文化与性别的探索:美国和巴西的内在和外在工作期望

背景：随着美国和巴西对外国商业企业的兴趣上升，在新冠肺炎大流行的背景下，公司在人员配置、性别不平等和不平等方面遇到了更多挑战。企业必须直面这些挑战，才能继续发展壮大。目的：本研究的目的是识别和诊断员工在职业生涯早期和个人发展阶段的工作期望在性别和国籍方面的差异。方法：本研究要求来自美国和巴西的男性和女性员工在五点Likert量表上对各种内在和外在工作特征的重要性进行评分。对1431名参与者的回答进行了比较。结果：这项研究发现，在一系列工作期望中，文化（美国和巴西）和性别（男性和女性）的排名顺序存在差异。研究结果还显示，这些群体对工作期望的平均重要性得分存在显著的文化和性别差异。结论：在新冠肺炎和大辞职带来的不确定性之后，随着公司寻求吸引、发展和留住未来几代技术和管理人员，本研究的发现与指导管理实践相关。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human systems management MANAGEMENT-

CiteScore

3.50

自引率

30.40%

发文量

期刊介绍： Human Systems Management (HSM) is an interdisciplinary, international, refereed journal, offering applicable, scientific insight into reinventing business, civil-society and government organizations, through the sustainable development of high-technology processes and structures. Adhering to the highest civic, ethical and moral ideals, the journal promotes the emerging anthropocentric-sociocentric paradigm of societal human systems, rather than the pervasively mechanistic and organismic or medieval corporatism views of humankind’s recent past. Intentionality and scope Their management autonomy, capability, culture, mastery, processes, purposefulness, skills, structure and technology often determine which human organizations truly are societal systems, while others are not. HSM seeks to help transform human organizations into true societal systems, free of bureaucratic ills, along two essential, inseparable, yet complementary aspects of modern management: a) the management of societal human systems: the mastery, science and technology of management, including self management, striving for strategic, business and functional effectiveness, efficiency and productivity, through high quality and high technology, i.e., the capabilities and competences that only truly societal human systems create and use, and b) the societal human systems management: the enabling of human beings to form creative teams, communities and societies through autonomy, mastery and purposefulness, on both a personal and a collegial level, while catalyzing people’s creative, inventive and innovative potential, as people participate in corporate-, business- and functional-level decisions. Appreciably large is the gulf between the innovative ideas that world-class societal human systems create and use, and what some conventional business journals offer. The latter often pertain to already refuted practices, while outmoded business-school curricula reinforce this problematic situation.

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