Anne Marie Francesco
Dados Biográficos
| ID | 192554 |
|---|---|
| NOME | Anne Marie Francesco |
| PRENOMES | Anne Marie |
| SOBRENOME | Francesco |
| ASSINATURA | FRANCESCO A M |
| AFILIAÇÕES | Hong Kong Baptist University |
| VERIFICADO | Não |
| TOTAL DE OBRAS | 11 |
| TOTAL DE CITAÇÕES | 224 |
| TOTAL COMO AUTOR | 11 |
| TOTAL COMO EDITOR | 0 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 1981 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2017 |
| ÍNDICE H | 6 |
Cross-cultural management education rebooted
Purpose Graduates of cross-cultural management (CCM) courses should be capable of both tackling international and cross-cultural situations and creating positive value from the diversity inherent in these situations. Such value creation is challenging because these situations are typically complex due to differences in cultural values, traditions, social practices, and institutions, such as legal rules, coupled with variation in, for example, wea…
C onfucian dynamism
Confucian dynamism, one of the four cultural factors of the Chinese Value Survey, is associated with Confucian work ethics. Cultures with high Confucian dynamism place importance on persistence/perseverance, ordering relationships by status and observing this order, thrift, and having a sense of shame. Personal steadiness and stability, protecting your face, respect for tradition, and reciprocation of greetings, favors and gifts are considered le…
Toward culture‐sensitive theories of the work–family interface
Due to societal trends, managing the work–family interface has become an increasingly challenging task for employees in virtually every nation. However, prior studies of this interface have mostly tested U.S.‐based theories using U.S. samples. The construct of societal or national culture, which seems likely to shape individuals' experiences of the work–family interface, has been generally unacknowledged in theories and research in the work–famil…
The Macro-Environment and Work-Family Conflict
Using data from focus groups in five countries (China, Hong Kong, Mexico, Singapore, and the United States), we identified macro-level influences on the work-family interface across the countries. Because macro-level influences are rarely investigated in work-family interface research, we sought to understand the nature of the influence and to guide future research in this area of inquiry. Using archival data, we viewed (changes in) economic, soc…
The Relationship Between Individualism-Collectivism, Face, And Feedback And Learning Processes In Hong Kong, Singapore, And The United States
This article focuses on the relationships among face ( mianzi), individualism-collectivism, feedback processes, and learning outcomes in HongKong, Singapore, and the United States. An expected effect between individualism and desire to gain mianzi ( Mianzigain) was generally confirmed; however, the mirror effect between collectivism and fear of losing mianzi ( Mianziloss) was not. As, expected, there was a consistent negative effect between Mianz…
Culture and Procedural Justice
Employee Demography, Organizational Commitment, and Turnover Intentions in China
This study investigates the main effect of demographic variables on organizational commitment (OC) and the moderating effect of gender and education on the relationship between OC and turnover intentions (TI) based on a survey of 333 employees in the People's Republic of China (PRC). Only position positively influenced employees' OC while other demographic variables had no main effects on OC. Gender was found to moderate the relationship between …
Work and Pregnancy
Work and Nonwork Sources of Satisfaction in Relation to Employee Intention to Turnover
This study focused on job satisfaction and nonwork satisfaction in relation to intention to turnover. Based on findings of a “spillover” relationship between work and leisure and on previous resear
Gender and Sex as determinants of hireability of Applicants for Gender-Typed Jobs
The effects of gender and sex of applicants for gender-typed jobs were investigated in the context of a simulation of a post-interview decision. Student subjects (N = 102) rated eight applicants for one of three gender-typed jobs. Results indicated that, in general, masculine applicants (of both sexes) were preferred over androgynous applicants who were preferred over feminine applicants. For the neutral job, androgynous applicants were preferred…
Gender and Sex as Determinants of Hireability of Applicants for Gender-Typed Jobs
The effects of gender and sex of applicants for gender-typed jobs were investigated in the context of a simulation of a post-interview decision. Student subjects (N=102) rated eight applicants for one of three gender-typed jobs. Results indicated that, in general, masculine applicants (of both sexes) were preferred over androgynous applicants who were preferred over feminine applicants. For the neutral job, androgynous applicants were preferred o…
Culture and Procedural Justice
Toward culture‐sensitive theories of the work–family interface
Due to societal trends, managing the work–family interface has become an increasingly challenging task for employees in virtually every nation. However, prior studies of this interface have mostly tested U.S.‐based theories using U.S. samples. The construct of societal or national culture, which seems likely to shape individuals' experiences of the work–family interface, has been generally unacknowledged in theories and research in the work–famil…
Employee Demography, Organizational Commitment, and Turnover Intentions in China
This study investigates the main effect of demographic variables on organizational commitment (OC) and the moderating effect of gender and education on the relationship between OC and turnover intentions (TI) based on a survey of 333 employees in the People's Republic of China (PRC). Only position positively influenced employees' OC while other demographic variables had no main effects on OC. Gender was found to moderate the relationship between …
The Macro-Environment and Work-Family Conflict
Using data from focus groups in five countries (China, Hong Kong, Mexico, Singapore, and the United States), we identified macro-level influences on the work-family interface across the countries. Because macro-level influences are rarely investigated in work-family interface research, we sought to understand the nature of the influence and to guide future research in this area of inquiry. Using archival data, we viewed (changes in) economic, soc…
Work and Pregnancy
The Relationship Between Individualism-Collectivism, Face, And Feedback And Learning Processes In Hong Kong, Singapore, And The United States
This article focuses on the relationships among face ( mianzi), individualism-collectivism, feedback processes, and learning outcomes in HongKong, Singapore, and the United States. An expected effect between individualism and desire to gain mianzi ( Mianzigain) was generally confirmed; however, the mirror effect between collectivism and fear of losing mianzi ( Mianziloss) was not. As, expected, there was a consistent negative effect between Mianz…
Work and Nonwork Sources of Satisfaction in Relation to Employee Intention to Turnover
This study focused on job satisfaction and nonwork satisfaction in relation to intention to turnover. Based on findings of a “spillover” relationship between work and leisure and on previous resear
Gender and Sex as Determinants of Hireability of Applicants for Gender-Typed Jobs
The effects of gender and sex of applicants for gender-typed jobs were investigated in the context of a simulation of a post-interview decision. Student subjects (N=102) rated eight applicants for one of three gender-typed jobs. Results indicated that, in general, masculine applicants (of both sexes) were preferred over androgynous applicants who were preferred over feminine applicants. For the neutral job, androgynous applicants were preferred o…
Gender and Sex as determinants of hireability of Applicants for Gender-Typed Jobs
The effects of gender and sex of applicants for gender-typed jobs were investigated in the context of a simulation of a post-interview decision. Student subjects (N = 102) rated eight applicants for one of three gender-typed jobs. Results indicated that, in general, masculine applicants (of both sexes) were preferred over androgynous applicants who were preferred over feminine applicants. For the neutral job, androgynous applicants were preferred…
Gender and Sex as Determinants of Hireability of Applicants for Gender-Typed Jobs
The effects of gender and sex of applicants for gender-typed jobs were investigated in the context of a simulation of a post-interview decision. Student subjects (N=102) rated eight applicants for one of three gender-typed jobs. Results indicated that, in general, masculine applicants (of both sexes) were preferred over androgynous applicants who were preferred over feminine applicants. For the neutral job, androgynous applicants were preferred o…
Work and Nonwork Sources of Satisfaction in Relation to Employee Intention to Turnover
This study focused on job satisfaction and nonwork satisfaction in relation to intention to turnover. Based on findings of a “spillover” relationship between work and leisure and on previous resear
Work and Pregnancy
Employee Demography, Organizational Commitment, and Turnover Intentions in China
This study investigates the main effect of demographic variables on organizational commitment (OC) and the moderating effect of gender and education on the relationship between OC and turnover intentions (TI) based on a survey of 333 employees in the People's Republic of China (PRC). Only position positively influenced employees' OC while other demographic variables had no main effects on OC. Gender was found to moderate the relationship between …
Culture and Procedural Justice
The Macro-Environment and Work-Family Conflict
Using data from focus groups in five countries (China, Hong Kong, Mexico, Singapore, and the United States), we identified macro-level influences on the work-family interface across the countries. Because macro-level influences are rarely investigated in work-family interface research, we sought to understand the nature of the influence and to guide future research in this area of inquiry. Using archival data, we viewed (changes in) economic, soc…
The Relationship Between Individualism-Collectivism, Face, And Feedback And Learning Processes In Hong Kong, Singapore, And The United States
This article focuses on the relationships among face ( mianzi), individualism-collectivism, feedback processes, and learning outcomes in HongKong, Singapore, and the United States. An expected effect between individualism and desire to gain mianzi ( Mianzigain) was generally confirmed; however, the mirror effect between collectivism and fear of losing mianzi ( Mianziloss) was not. As, expected, there was a consistent negative effect between Mianz…
Toward culture‐sensitive theories of the work–family interface
Due to societal trends, managing the work–family interface has become an increasingly challenging task for employees in virtually every nation. However, prior studies of this interface have mostly tested U.S.‐based theories using U.S. samples. The construct of societal or national culture, which seems likely to shape individuals' experiences of the work–family interface, has been generally unacknowledged in theories and research in the work–famil…
C onfucian dynamism
Confucian dynamism, one of the four cultural factors of the Chinese Value Survey, is associated with Confucian work ethics. Cultures with high Confucian dynamism place importance on persistence/perseverance, ordering relationships by status and observing this order, thrift, and having a sense of shame. Personal steadiness and stability, protecting your face, respect for tradition, and reciprocation of greetings, favors and gifts are considered le…
Cross-cultural management education rebooted
Purpose Graduates of cross-cultural management (CCM) courses should be capable of both tackling international and cross-cultural situations and creating positive value from the diversity inherent in these situations. Such value creation is challenging because these situations are typically complex due to differences in cultural values, traditions, social practices, and institutions, such as legal rules, coupled with variation in, for example, wea…
Psychology (11 obras) · Social Psychology (10 obras) · Social Psychology (10 obras) · Job Satisfaction and Organizational Behavior (5 obras) · Political science (5 obras) · Sociology (5 obras) · Gender Diversity and Inequality (4 obras) · Work (physics (4 obras) · China (3 obras) · Computer Science (3 obras)