Carol A Mckeen
Biographic Data
| ID | 4221774 |
|---|---|
| NAME | Carol A Mckeen |
| GIVEN NAMES | Carol A |
| FAMILY NAME | Mckeen |
| SIGNATURE | MCKEEN C A |
| AFFILIATIONS | Queen's University |
| VERIFIED | No |
| TOTAL WORKS | 13 |
| TOTAL CITATIONS | 17 |
| WORKS AS AUTHOR | 13 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1991 |
| LATEST PUBLICATION YEAR | 2005 |
| H-INDEX | 2 |
Gender Roles
Preparing business graduates for the “real” world – the role of the university
Female and male business school graduates ( N = 355) assessed the importance of 20 university‐based initiatives designed to address the chilly climate for women students and to incorporate gender and diversity issues into the business school curriculum. Women and men rated the importance of two initiatives as equally important; women saw all other initiatives as significantly more important than men. Changes in the importance of 12 initiatives be…
Hours spent on household tasks by business school graduates
It has been suggested that household and family responsibilities may adversely impact the career success achieved by women. This paper examines the number of hours spent weekly on household tasks by male and female business school graduates. Analysis of variance and multiple regression revealed that the presence of children increases the number of hours spent on household tasks by all graduates, but the effect is most pronounced for female gradua…
Career and life expectations of Chinese business students
The career and life expectations of male and female Chinese students and graduates of the Certified General Accountants (CGA) Canada program in China were explored using a survey and semi‐structured interviews. The results of the survey were compared to data from students of a leading Canadian business school. Chinese students of both sexes show a much higher level of commitment to their careers than their Canadian counterparts. Despite this comm…
Not every managerial woman who makes it has a mentor
The mentor relationship has been identified as an important contributor to job and career success. Compares managerial and professional women with and without mentors on a variety of measures. These include personal demographic and situational characteristics, work outcomes and aspects of psychological well‐being. Women having mentor relationships were younger, in higher level positions, had shorter job tenure, worked more hours and extra hours p…
Do Women at the Top Make a Difference? Gender Proportions and the Experiences of Managerial and Professional Women
This exploratory study examined satisfactions and work experiences of managerial and professional women as a function of the gender proportions of their organizations. Gender proportion considered both the number of women (predominantly women, 50% women, predominantly men) and their location (at every level, in senior management). Data were collected from 792 managerial and professional women using questionnaires completed anonymously. Most respo…
Do Managerial Women Prefer Women Mentors
Managerial women's beliefs and experiences about cross-sex mentoring were examined 280 women provided data on anonymously completed questionnaires. Managerial women reported or expected few difficulties although some findings suggested cross-sex concerns and modest preferences for same-sex mentors
Patterns of Priority in Careers among Managerial and Professional Women in Bulgaria
This study examined correlates of patterns of priority in careers, anchored at the extremes by career-primary and career-family orientations, among 218 managerial and professional women in Bulgaria. Data were collected using anonymously completed questionnaires to replicate similar research conducted in Canada. Career-family women were more likely to be married, have more children, work fewer extra hours per week, been with a present employer for…
Correlates of Mentoring in Organizations
This study examined mentoring relationships in organizations from the perspective of mentors. A model which included personal and situational antecedents of mentoring was developed, based on previous research findings. Data were obtained by questionnaire from 94 mentors employed in 7 high technology firms. Support was found for the proposed model Mentor-protege similarity emerged as an important predictor of mentors' functions Practical implicati…
Social‐sexual Behaviours at Work
Reports on a study which examined the incidence, antecedents and consequences of social‐sexual behaviours at work. These include any non‐work related behaviour having a sexual component, such as harassment, flirting, posters and pin‐ups, and sexual jokes. Data were collected from 267 Canadian managerial and professional women using questionnaires completed anonymously. Women experiencing more harassing and non‐harassing social‐sexual behaviours a…
Supporting the Career Aspirations of Managerial Women
Examines the desirability of 21 different career development opportunities for managerial and professional women. Data were collected from 245 women in early career stages using questionnaires. There was considerable variety in their desired developmental opportunities; women with family responsibilities were less desirous of career development activities and geographic moves and more desirous of flexible working hours and working fewer hours; ma…
Work, career and personal characteristics of managerial and professional women
(1992). Work, career and personal characteristics of managerial and professional women: Description, interpretations and implications. International Review of Sociology: Vol. 3, No. 3, pp. 6-42
How Do Mentorships Differ from Typical Supervisory Relationships
This study compared mentor relationships with typical supervisory relationships. Data were collected from 94 managers employed in high technology firms using questionnaires completed anonymously. Proteges were rated more promotable, tended to be more similar, in longer relationships, and hired and placed by managers, but were communicated with less frequently and tended to be physically further away from managers than were typical subordinates. M…
Do Women at the Top Make a Difference? Gender Proportions and the Experiences of Managerial and Professional Women
This exploratory study examined satisfactions and work experiences of managerial and professional women as a function of the gender proportions of their organizations. Gender proportion considered both the number of women (predominantly women, 50% women, predominantly men) and their location (at every level, in senior management). Data were collected from 792 managerial and professional women using questionnaires completed anonymously. Most respo…
Gender Roles
How Do Mentorships Differ from Typical Supervisory Relationships
This study compared mentor relationships with typical supervisory relationships. Data were collected from 94 managers employed in high technology firms using questionnaires completed anonymously. Proteges were rated more promotable, tended to be more similar, in longer relationships, and hired and placed by managers, but were communicated with less frequently and tended to be physically further away from managers than were typical subordinates. M…
Social‐sexual Behaviours at Work
Reports on a study which examined the incidence, antecedents and consequences of social‐sexual behaviours at work. These include any non‐work related behaviour having a sexual component, such as harassment, flirting, posters and pin‐ups, and sexual jokes. Data were collected from 267 Canadian managerial and professional women using questionnaires completed anonymously. Women experiencing more harassing and non‐harassing social‐sexual behaviours a…
Supporting the Career Aspirations of Managerial Women
Examines the desirability of 21 different career development opportunities for managerial and professional women. Data were collected from 245 women in early career stages using questionnaires. There was considerable variety in their desired developmental opportunities; women with family responsibilities were less desirous of career development activities and geographic moves and more desirous of flexible working hours and working fewer hours; ma…
Work, career and personal characteristics of managerial and professional women
(1992). Work, career and personal characteristics of managerial and professional women: Description, interpretations and implications. International Review of Sociology: Vol. 3, No. 3, pp. 6-42
Correlates of Mentoring in Organizations
This study examined mentoring relationships in organizations from the perspective of mentors. A model which included personal and situational antecedents of mentoring was developed, based on previous research findings. Data were obtained by questionnaire from 94 mentors employed in 7 high technology firms. Support was found for the proposed model Mentor-protege similarity emerged as an important predictor of mentors' functions Practical implicati…
Patterns of Priority in Careers among Managerial and Professional Women in Bulgaria
This study examined correlates of patterns of priority in careers, anchored at the extremes by career-primary and career-family orientations, among 218 managerial and professional women in Bulgaria. Data were collected using anonymously completed questionnaires to replicate similar research conducted in Canada. Career-family women were more likely to be married, have more children, work fewer extra hours per week, been with a present employer for…
Do Managerial Women Prefer Women Mentors
Managerial women's beliefs and experiences about cross-sex mentoring were examined 280 women provided data on anonymously completed questionnaires. Managerial women reported or expected few difficulties although some findings suggested cross-sex concerns and modest preferences for same-sex mentors
Do Women at the Top Make a Difference? Gender Proportions and the Experiences of Managerial and Professional Women
This exploratory study examined satisfactions and work experiences of managerial and professional women as a function of the gender proportions of their organizations. Gender proportion considered both the number of women (predominantly women, 50% women, predominantly men) and their location (at every level, in senior management). Data were collected from 792 managerial and professional women using questionnaires completed anonymously. Most respo…
Not every managerial woman who makes it has a mentor
The mentor relationship has been identified as an important contributor to job and career success. Compares managerial and professional women with and without mentors on a variety of measures. These include personal demographic and situational characteristics, work outcomes and aspects of psychological well‐being. Women having mentor relationships were younger, in higher level positions, had shorter job tenure, worked more hours and extra hours p…
Hours spent on household tasks by business school graduates
It has been suggested that household and family responsibilities may adversely impact the career success achieved by women. This paper examines the number of hours spent weekly on household tasks by male and female business school graduates. Analysis of variance and multiple regression revealed that the presence of children increases the number of hours spent on household tasks by all graduates, but the effect is most pronounced for female gradua…
Career and life expectations of Chinese business students
The career and life expectations of male and female Chinese students and graduates of the Certified General Accountants (CGA) Canada program in China were explored using a survey and semi‐structured interviews. The results of the survey were compared to data from students of a leading Canadian business school. Chinese students of both sexes show a much higher level of commitment to their careers than their Canadian counterparts. Despite this comm…
Preparing business graduates for the “real” world – the role of the university
Female and male business school graduates ( N = 355) assessed the importance of 20 university‐based initiatives designed to address the chilly climate for women students and to incorporate gender and diversity issues into the business school curriculum. Women and men rated the importance of two initiatives as equally important; women saw all other initiatives as significantly more important than men. Changes in the importance of 12 initiatives be…
Gender Roles
Psychology (11 works) · Social Psychology (9 works) · Gender Diversity and Inequality (7 works) · Social Psychology (5 works) · Work-Family Balance Challenges (5 works) · Economics (4 works) · Mentoring and Academic Development (4 works) · Political science (4 works) · Sociology (4 works) · Applied Psychology (3 works)