...@ubb.edu.pl 13 01 2024 17 06 2024 30 09 2024 01 10 2024 © Emerald Publishing Limited 2024 Emerald Publishing Limited Licensed re-use rights only Work motivation Career development Women Self-determination theory Personnel management Recruitment Research...

... Publishing Limited Licensed re-use rights only Disability Gender Employment Discrimination Stereotypes Careers Progression Recruitment Invisible disability Visible disability […] a network of beliefs, processes and practices that produces a particular kind of self and body...

...Karen Landay; Sarah DeArmond Purpose The purpose of this study is to understand how applicant gender may interact with recruiter and organizational characteristics to affect organization attraction. Interpreting characteristics of individuals (e.g., recruiters) and organizations requires some...

...Christina Scholten; Hope Witmer Purpose This paper aims to reveal gendered leadership constructs that hinder a competency-based view of leadership in Swedish-based global companies and the implications for leadership recruitment and development to top management positions. Design/methodology...

.... Angela C. Henderson can be contacted at: angela.henderson@unco.edu © Emerald Group Publishing Limited 2009 Sports Women Gender Social roles Recruitment United States of America Although women in the US account for almost 50 percent of managerial and professional positions (Welle...

... that would enable them to recruit, reward, promote, and retain women faculty. The finding would also enable the government address the issues concerning female academics. Originality/value This paper offers practical recommendations to higher education administrators and human resources professionals...

... findings in more detail. The implications for organisations are discussed, with a particular focus on the role of personal interaction between (current) employees and potential recruits. The application of concepts from the organisational image and identity literatures is used to explore whether making...

... about females in the boardrooms of the top 200 companies. The findings show that only 4.4 per cent of directors of major companies in New Zealand are female. Analyses the relevant skill base for directorship, the barriers to recruitment and male cronyism as a factor in the gender imbalance. The findings...

... women; 4 251‐500 women; 5 over 500 women. CEOs indicated, if they were recruiting a female director and had to choose from among a variety of candidates with various qualifications,which (of eight profiles) would be their first, second and third choices. The specific candidates were...