Munyae M Mulinge
Dados Biográficos
| ID | 5637665 |
|---|---|
| NOME | Munyae M Mulinge |
| PRENOMES | Munyae M |
| SOBRENOME | Mulinge |
| ASSINATURA | MULINGE M M |
| AFILIAÇÕES | University of Botswana in Gaborone, Botswana |
| VERIFICADO | Não |
| TOTAL DE OBRAS | 6 |
| TOTAL DE CITAÇÕES | 11 |
| TOTAL COMO AUTOR | 6 |
| TOTAL COMO EDITOR | 0 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 1998 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2003 |
| ÍNDICE H | 2 |
HRM in Kenya
Interactional Processes and Gender Workplace Inequalities
Ridgeway argues that we can increase our understanding of the creation and perpetuation of gender inequality in the workplace by applying micro-level theories of social psychological processes that operate in such settings. We go beyond her arguments to propose that the degree of mixed-sex interaction in the workplace be viewed as a factor that produces differences in gender workplace inequalities. Specifically, we hypothesize that when the colle…
Justice Perceptions in the Workplace
Employer Control of Employees
Data from Kenya are utilized to revisit the Lincoln-Kalleberg corporatist control argument with a view to extending it to incorporate a fourth category - stress-reducing structures - of structural determinants of satisfaction and attachment. The results show strong support for the extended model and are consistent with Mueller et al. (1994) and Wallace's (I1995) position that the Lincoln-Kalleberg model is a general one that explains satisfaction…
Toward an Explanation of Cross-Sector Differences in Job Satisfaction and Organisational Attachment Among Agricultural Technicians in Kenya
Existing research carried out mainly in industrialised nations shows that there exist variations in job satisfaction and organisational commitment across employment sectors. Utilising data from agricultural technicians employed in the public, parastatal and private sectors in Kenya, this study tests/or, and attempts an explanation of, such variations. Two com peting explanations, the structural and the dispositional arguments, are assessed. Whil…
Employee job satisfaction in developing countries
Interactional Processes and Gender Workplace Inequalities
Ridgeway argues that we can increase our understanding of the creation and perpetuation of gender inequality in the workplace by applying micro-level theories of social psychological processes that operate in such settings. We go beyond her arguments to propose that the degree of mixed-sex interaction in the workplace be viewed as a factor that produces differences in gender workplace inequalities. Specifically, we hypothesize that when the colle…
Employee job satisfaction in developing countries
Employee job satisfaction in developing countries
Toward an Explanation of Cross-Sector Differences in Job Satisfaction and Organisational Attachment Among Agricultural Technicians in Kenya
Existing research carried out mainly in industrialised nations shows that there exist variations in job satisfaction and organisational commitment across employment sectors. Utilising data from agricultural technicians employed in the public, parastatal and private sectors in Kenya, this study tests/or, and attempts an explanation of, such variations. Two com peting explanations, the structural and the dispositional arguments, are assessed. Whil…
Justice Perceptions in the Workplace
Employer Control of Employees
Data from Kenya are utilized to revisit the Lincoln-Kalleberg corporatist control argument with a view to extending it to incorporate a fourth category - stress-reducing structures - of structural determinants of satisfaction and attachment. The results show strong support for the extended model and are consistent with Mueller et al. (1994) and Wallace's (I1995) position that the Lincoln-Kalleberg model is a general one that explains satisfaction…
Interactional Processes and Gender Workplace Inequalities
Ridgeway argues that we can increase our understanding of the creation and perpetuation of gender inequality in the workplace by applying micro-level theories of social psychological processes that operate in such settings. We go beyond her arguments to propose that the degree of mixed-sex interaction in the workplace be viewed as a factor that produces differences in gender workplace inequalities. Specifically, we hypothesize that when the colle…
HRM in Kenya
Economics (4 obras) · Psychology (4 obras) · Social Psychology (4 obras) · Social Psychology (4 obras) · Argument (complex analysis (3 obras) · Business (3 obras) · Job satisfaction (3 obras) · Job Satisfaction and Organizational Behavior (3 obras) · Sociology (3 obras) · Agriculture (2 obras)