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The lack of women in Science, Technology, Engineering, and Mathematics (STEM) careers is a multifaceted problem, and there may be various levers for change (e.g., managers' attitudes). Whereas most previous studies have focused on educational aspects, we targeted later career stages: We measured managers' gender role attitudes because managers can be a source of support or discrimination. In fact, women in STEM fields report less support and more discrimination than STEM men or non-STEM women do. Using a large and representative data set from the Socio-Economic Panel (SOEP) in Germany, we compared traditional gender role attitudes in STEM versus non-STEM fields with ordered probit regressions and a multiverse analysis. We found that male, older, non-managerial, and non-STEM employees had more traditional gender role attitudes than others. Additionally, we found a gender gap: For men, older employees had more traditional gender role attitudes; for women, age did not matter, but female managers had less traditional gender role attitudes than nonmanagers. Reasons for this trend might be selection (e.g., women with traditional attitudes might abandon their careers earlier) or socialisation (e.g., female managers' attitudes may change in male-dominated environments). Implications for women's careers are discussed. [ABSTRACT FROM AUTHOR]

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Managerial attitudes are often seen as critical to sustainable employee participation practices, yet very little is known about how managers act within employee voice fora. We examine managements' decision to actively consult with employees, and by doing so contribute to industrial relations debates concerning the role of managerial prerogative and trust to better understand the attitudes of managers towards elected employee representatives. Using evidence from a 2‐year longitudinal study of non‐union employee representation, we report on how managements' perception of risk about sharing information with employee representatives influences their decision as to how to consult with employees. The findings show that managers can be unwilling to share information with employee representatives, which constrains the depth and scope of consultation. The role of management decision‐makers, typically the I&C fora Chairperson, is highlighted as champion for, or obstacle to, consultation. Lastly, the data illustrate that I&C is viewed by management as a lower strategic organizational priority, and how extending worker voice is constrained by the importance management place on maintaining their presumed prerogative of control. Implications for theory and practice are discussed. [ABSTRACT FROM AUTHOR]

Positive service provider attitudes toward evidence-based programs, and evidence-supportive organizational environments are essential for effective implementation in community settings. Few studies have examined whether there are differences in attitudes between managers and providers. This study investigates attitudes toward evidence-based programs across three levels of manager and provider roles in an Australian place-based initiative for children delivered by a heterogenous, multiskilled social services workforce, and investigates whether attitudes are influenced by an evidence-supportive organizational environment. An online survey was conducted between 2018 and 2019, yielding 205 participants: 70 Facilitating Partner managers, 93 Community Partner managers, and 42 direct service providers. Nine attitudes toward evidence-based programs were assessed using multiple linear regression, with an evidence-supportive organizational environment included as a moderating variable. Differences in attitudes were found between the three roles, with direct service providers more likely to be supportive of evidence-based programs compared to Facilitating Partner managers. An evidence-supportive environment was a strong predictor of more positive attitudes, and moderated the effects for Facilitating Partner managers for three measures. This study highlights the importance of positive leadership and supportive organizational environments in social services community settings. Future studies could examine associations between attitudes, organizational environment and effective implementation for this workforce. [ABSTRACT FROM AUTHOR]

Social media technologies have been widely adopted by governments to increase civic engagement, promote openness, and extend services. Previous research finds that public managers' attitudes are important predictors of social media adoption and successful implementation. Managers' attitudes may vary due to different organizational structures, functions, and operations based on department type or because departments vary along with key dimensions. This research investigates the following questions: (1) Does department type significantly predict public managers' attitudes toward social media, (2) does department type moderate the effect of predictors of managers' attitudes toward social media found in previous research, and (3) do the predictors of managers' attitudes toward social media found in previous research mediate attitude differences observed across different kinds of departments. Using data collected from a 2014 national web survey in the United States on technology in city government, we find department type is an important predictor of managers' attitudes toward social media use. The effects of other predictors of attitudes toward social media use were not moderated by department type. Instead, those predictors had similar effects regardless of department type. Some of the variables related to organizational characteristics and culture (e.g., social media use, innovativeness, and use of e-services) helped to explain differences between the attitudes of managers from different departments. Our findings are important for developing strategies to target managers' negative attitudes toward using social media, thus removing one of the barriers to successful technology implementation. [ABSTRACT FROM AUTHOR]

This study analyzes the effects of psychological capital and managerial attitudes on the relationship between budgetary participation and management performance in budgeting activities. The study addresses a gap that exists in the budgeting research, tackling the effects of individuals’ mental states and behaviors on the relationship between budgetary participation and management performance in an integrated way. The interactive effects of cognitive and personal, behavioral, and environmental factors enable us to understand the factors present within the budgetary context that influence the relationship between budgetary participation and management performance, which provides an explanation for the conflicting results found in the literature, denoting in which conditions the effects of participation on performance can be obtained. The research innovates by evaluating, based on an interactionist approach, predictive factors for management performance within the budgetary context, contemplating the analysis of cognitive and personal (psychological capital), behavioral (managerial attitudes), and environmental (budgetary participation) factors, providing an explanation for the effects of budgetary participation on management performance in budgeting activities. A survey was conducted with 245 controller professionals from industries in the South Region of Brazil, chosen using the LinkedIn social network, and the data were analyzed via structural equation modeling (SEM). This revealed the positive joint indirect effects of psychological capital and of managerial attitudes on the relationship between budgetary participation and performance. The results converge with the social cognitive theory (SCT) approach, as it can be inferred that cognitive and personal aspects influence human decisions and the level of effort employed by managers in activities carried out within the budgetary context. The results offer support for organizations to direct resources toward organizational practices that seek to improve managers’ positive mental states, which influence behavioral factors and their job performance. [ABSTRACT FROM AUTHOR]

We explored the attitudes toward older workers of African versus Portuguese managers, and how these managers make HRM decisions in scenarios involving younger versus older workers. To make cultural, social, and institutional explanations more robust, we also included two samples of students attending Portuguese universities: one sample comprising African students, the other comprising Portuguese ones. The main findings were: (a) a three-factor model (conscientiousness and performance; social capital and generosity; adaptability) of attitudes toward older workers emerged as satisfactory across the four samples; (b) in comparison with the Portuguese participants, African individuals expressed more positive attitudes toward older workers while, at the same time, discriminated against older workers more; (c) the findings were almost identical for both managers and students. Although African individuals showed more positive attitudes toward older workers than did the Portuguese, they made more discriminatory decisions in the HRM scenarios. We suggest that this contradiction may emerge from dualities characterizing Africa. [ABSTRACT FROM AUTHOR]

The impact of academic resilience and attitude on management performance was investigated in this study. Management Academic Resilience, Manager Background, and Manager Attitude are independent variables, while Performance is the dependent variable. The study topic is to investigate the link and influence of manager attitude on performance, as well as the influence of academic resilience and background. It was a methodical technique to finding a solution to a study problem by answering research questions with the following aims in mind: to understand the benefits of academic resilience for managers, to examine manager's background elements molding attitude, and to investigate the role of manager's attitude in performance. The study employed a standardized survey questionnaire with items relevant to all dimensions and demographical characteristics on a sample of 120 managers from Peshawar. SPSS 24 is used for data analysis, which includes reliability analysis, one-sample T-tests, and correlations regression analysis statistical tests. The findings and conclusion are based on an analysis that supports the idea and justifies all three hypotheses tested in the study, with all three conceptual hypotheses acknowledged as valid. [ABSTRACT FROM AUTHOR]

Farmland abandonment is common in the southern EU countries. This complex phenomenon has a set of interlinked causes and consequences, among the latter the undermining of farmers' cooperatives role as supply aggregators. The paper discusses a multi-actor farmland consolidation model that avoids some of the drawbacks identified by literature to some models of land mobilization, mostly transaction and agency costs. This model consists on a local-based strategy of common land management, led by a cooperative and supported by a set of external agents. As empirical evidences, we show the attitudes of cooperatives' managers surveyed towards common land management and present a case study implementing this multi-actor model. This piece of evidence shows that strengthening social capital is crucial to the success of these social innovation experiences. • Besides other consequences, land abandonment is eroding cooperatives' role. • Cooperatives in the Mediterranean region are starting to manage abandoned land. • Multi-actor arrangements can mobilize land avoiding transaction and agency costs. • Empirical evidences show that there is wide potential for these arrangements. [ABSTRACT FROM AUTHOR]