Essec\Faculty\Model\Profile {#2216
#_id: "B00265061"
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"slug" => "ramaswami-aarti"
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"lastName" => "RAMASWAMI"
"firstName" => "Aarti"
"title" => array:2 [
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]
"email" => "ramaswami@essec.edu"
"status" => "ACTIF"
"campus" => "Campus de Cergy"
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"phone" => "+33 (0)1 34 43 39 49"
"sites" => []
"facNumber" => "2081"
"externalCvUrl" => "http://aarti-ramaswami.faculty.essec.edu/"
"googleScholarUrl" => "https://scholar.google.com/citations?user=MjaGoGcAAAAJ"
"facOrcId" => "https://orcid.org/0000-0003-0659-9440"
"career" => array:6 [
0 => Essec\Faculty\Model\CareerItem {#2215
#_index: null
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]
"country" => array:2 [
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]
]
+lang: "en"
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}
1 => Essec\Faculty\Model\CareerItem {#2219
#_index: null
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]
"country" => array:2 [
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]
]
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}
2 => Essec\Faculty\Model\CareerItem {#2222
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}
3 => Essec\Faculty\Model\CareerItem {#2223
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#_id: null
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}
4 => Essec\Faculty\Model\CareerItem {#2224
#_index: null
#_id: null
#_source: array:7 [
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]
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}
5 => Essec\Faculty\Model\CareerItem {#2225
#_index: null
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0 => Essec\Faculty\Model\Diplome {#2218
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"fr" => "États-Unis"
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]
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}
1 => Essec\Faculty\Model\Diplome {#2220
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"fr" => "Université de Mumbai"
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]
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"fr" => "Inde"
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]
]
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}
2 => Essec\Faculty\Model\Diplome {#2217
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]
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]
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}
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"bio" => array:2 [
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0 => Essec\Faculty\Model\Distinction {#2226
#_index: null
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]
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}
1 => Essec\Faculty\Model\Distinction {#2227
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}
2 => Essec\Faculty\Model\Distinction {#2228
#_index: null
#_id: null
#_source: array:6 [
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3 => Essec\Faculty\Model\Distinction {#2229
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}
4 => Essec\Faculty\Model\Distinction {#2230
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5 => Essec\Faculty\Model\Distinction {#2231
#_index: null
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6 => Essec\Faculty\Model\Distinction {#2232
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7 => Essec\Faculty\Model\Distinction {#2233
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8 => Essec\Faculty\Model\Distinction {#2234
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9 => Essec\Faculty\Model\Distinction {#2235
#_index: null
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"fr" => "Government of India National Merit Scholarship for Top Rank in Master of Arts and Bachelor of Arts Board Exams"
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10 => Essec\Faculty\Model\Distinction {#2236
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11 => Essec\Faculty\Model\Distinction {#2237
#_index: null
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#_source: array:6 [
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"fr" => "The Miss Jyoti Dutt Memorial, Jehangir Rustomji Dhabher Logic, Jehangir Bomanji Petit Golden Jubilee Scholarships - Compétences en Psychologie"
"en" => "The Miss Jyoti Dutt Memorial, Jehangir Rustomji Dhabher Logic, Jehangir Bomanji Petit Golden Jubilee Scholarships - Proficiency in Psychology"
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0 => Essec\Faculty\Model\TeachingItem {#2221
#_index: null
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"label" => array:2 [
"fr" => "Exploring relational antecedents of challenging the status quo: a new look into proactive work behaviors"
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0 => Essec\Faculty\Model\These {#2238
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#_source: array:9 [
"year" => "2016"
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"student" => "MORAES Melissa"
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"label" => array:2 [
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0 => Essec\Faculty\Model\Contribution {#2240
#_index: "academ_contributions"
#_id: "542"
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"id" => "542"
"slug" => "a-half-century-post-title-vii-still-seeking-pathways-for-women-to-organizational-leadership"
"yearMonth" => "2016-09"
"year" => "2016"
"title" => "A Half-Century Post-Title VII: Still Seeking Pathways for Women to Organizational Leadership"
"description" => "DWORKIN, T.M., RAMASWAMI, A. et SCHIPANI, C.A. (2016). A Half-Century Post-Title VII: Still Seeking Pathways for Women to Organizational Leadership. <i>UCLA Women's Law Journal</i>, 23(1), pp. 29-78."
"authors" => array:3 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
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1 => array:1 [
"name" => "DWORKIN T. M."
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2 => array:1 [
"name" => "SCHIPANI C. A."
]
]
"ouvrage" => ""
"keywords" => array:6 [
0 => "Gender"
1 => "Leadership"
2 => "Discrimination"
3 => "Employment Law"
4 => "Title VII"
5 => "Positive Business"
]
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => "https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2611201"
"publicationInfo" => array:3 [
"pages" => "29-78"
"volume" => "23"
"number" => "1"
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"type" => array:2 [
"fr" => "Articles"
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"fr" => "Revue scientifique"
"en" => "Scientific journal"
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"abstract" => array:2 [
"fr" => "Perhaps the most important of the many 50th anniversaries marked in 2014 was the passage of Title VII of the Civil Rights Act of 1964 (Title VII).1 Title VII greatly broadened the ability of individuals to gain and keep employment by barring discrimination based on race, color, religion, sex, or national origin.2 The anniversary is a good time to consider what has been accomplished and the necessary next steps. Although much progress has been made, there is still much to be done, especially with regard to the advancement of working women with children. Part I of this manuscript briefly reviews the effectiveness of Title VII, examining judicial interpretations of the statute as well as additional legislation and regulations adopted to further its implementation. Part II contains an analysis of our empirical study addressing whether employees’ cultural similarity with leaders in their organization is related to obtaining and benefiting from mentors and networks, and how gender influences this dynamic. Specifically, we examine whether sharing cultural similarity with the organization’s leaders is especially important for married women and women with dependents to overcome negative stereotypes. We offer proposals for reform in Part III, followed by our concluding remarks."
"en" => "Perhaps the most important of the many 50th anniversaries marked in 2014 was the passage of Title VII of the Civil Rights Act of 1964 (Title VII).1 Title VII greatly broadened the ability of individuals to gain and keep employment by barring discrimination based on race, color, religion, sex, or national origin.2 The anniversary is a good time to consider what has been accomplished and the necessary next steps. Although much progress has been made, there is still much to be done, especially with regard to the advancement of working women with children. Part I of this manuscript briefly reviews the effectiveness of Title VII, examining judicial interpretations of the statute as well as additional legislation and regulations adopted to further its implementation. Part II contains an analysis of our empirical study addressing whether employees’ cultural similarity with leaders in their organization is related to obtaining and benefiting from mentors and networks, and how gender influences this dynamic. Specifically, we examine whether sharing cultural similarity with the organization’s leaders is especially important for married women and women with dependents to overcome negative stereotypes. We offer proposals for reform in Part III, followed by our concluding remarks."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
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}
1 => Essec\Faculty\Model\Contribution {#2242
#_index: "academ_contributions"
#_id: "584"
#_source: array:18 [
"id" => "584"
"slug" => "a-time-lagged-study-of-emotional-intelligence-and-salary"
"yearMonth" => "2017-08"
"year" => "2017"
"title" => "A Time-Lagged Study of Emotional Intelligence and Salary"
"description" => "RODE, J.C., ARTHAUD-DAY, M., RAMASWAMI, A. et HOWES, S. (2017). A Time-Lagged Study of Emotional Intelligence and Salary. <i>Journal of Vocational Behavior</i>, 101, pp. 77-89."
"authors" => array:4 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
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1 => array:1 [
"name" => "RODE J. C."
]
2 => array:1 [
"name" => "ARTHAUD-DAY M."
]
3 => array:1 [
"name" => "HOWES S."
]
]
"ouvrage" => ""
"keywords" => array:4 [
0 => "Emotional intelligence"
1 => "Career success"
2 => "Mentoring"
3 => "Social capital"
]
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => "https://www.sciencedirect.com/science/article/abs/pii/S0001879117300416?via%3Dihub"
"publicationInfo" => array:3 [
"pages" => "77-89"
"volume" => "101"
"number" => null
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "Despite strong claims for the importance of emotional intelligence (EI) in the workplace, few studies have empirically examined the influence of emotional intelligence on career success. Theoretically, emotional intelligence should help employees to develop stronger interpersonal relationships and leadership skills, leading to higher financial compensation. To test this proposed relationship, we examine whether an ability-based measure of emotional intelligence in 126 college students predicts their salaries 10 to 12 years post workforce entry, controlling for personality, general mental ability, gender, and college GPA. We find that emotional intelligence has a significant, positive effect on subsequent salary levels, and that this effect is: 1) mediated by having a mentor and 2) stronger at higher organizational levels than at lower levels. Our results suggest that emotional intelligence helps individuals to acquire the social capital needed to be successful in their careers. Implications for theory and practice are discussed."
"en" => "Despite strong claims for the importance of emotional intelligence (EI) in the workplace, few studies have empirically examined the influence of emotional intelligence on career success. Theoretically, emotional intelligence should help employees to develop stronger interpersonal relationships and leadership skills, leading to higher financial compensation. To test this proposed relationship, we examine whether an ability-based measure of emotional intelligence in 126 college students predicts their salaries 10 to 12 years post workforce entry, controlling for personality, general mental ability, gender, and college GPA. We find that emotional intelligence has a significant, positive effect on subsequent salary levels, and that this effect is: 1) mediated by having a mentor and 2) stronger at higher organizational levels than at lower levels. Our results suggest that emotional intelligence helps individuals to acquire the social capital needed to be successful in their careers. Implications for theory and practice are discussed."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
2 => Essec\Faculty\Model\Contribution {#2244
#_index: "academ_contributions"
#_id: "591"
#_source: array:18 [
"id" => "591"
"slug" => "abusive-supervision-and-subordinates-physical-and-mental-health-the-effects-of-job-satisfaction-and-power-distance-orientation"
"yearMonth" => "2021-06"
"year" => "2021"
"title" => "Abusive supervision and subordinates’ physical and mental health: the effects of job satisfaction and power distance orientation"
"description" => "PELTOKORPI, V. et RAMASWAMI, A. (2021). Abusive supervision and subordinates’ physical and mental health: the effects of job satisfaction and power distance orientation. <i>International Journal of Human Resource Management</i>, 32(4), pp. 893-919."
"authors" => array:2 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "PELTOKORPI Vesa"
]
]
"ouvrage" => ""
"keywords" => array:5 [
0 => "Abusive supervision"
1 => "Job satisfaction"
2 => "Power distance orientation"
3 => "Physical health problems"
4 => "Mental health problems"
]
"updatedAt" => "2022-11-24 15:40:45"
"publicationUrl" => "https://www.tandfonline.com/doi/abs/10.1080/09585192.2018.1511617?journalCode=rijh20"
"publicationInfo" => array:3 [
"pages" => "893-919"
"volume" => "32"
"number" => "4"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "We developed and tested a moderated mediation model of work and health-related outcomes of abusive supervision. Drawing on the stressor-strain framework and conservation of resources theory, we hypothesized that subordinates’ job satisfaction has a negative mediating effect between abusive supervision and subordinates’ physical health and mental health problems. Because stressor-strain linkages are subject to individual-level variations, we further hypothesized that subordinates’ power distance orientation moderates the relation between abusive supervision and job satisfaction, such that this relation is attenuated as power distance orientation increases. We tested these hypotheses on data collected from 603 employees through three surveys over a 12-month period in Japan. The findings support our hypotheses and moderated mediation model."
"en" => "We developed and tested a moderated mediation model of work and health-related outcomes of abusive supervision. Drawing on the stressor-strain framework and conservation of resources theory, we hypothesized that subordinates’ job satisfaction has a negative mediating effect between abusive supervision and subordinates’ physical health and mental health problems. Because stressor-strain linkages are subject to individual-level variations, we further hypothesized that subordinates’ power distance orientation moderates the relation between abusive supervision and job satisfaction, such that this relation is attenuated as power distance orientation increases. We tested these hypotheses on data collected from 603 employees through three surveys over a 12-month period in Japan. The findings support our hypotheses and moderated mediation model."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
3 => Essec\Faculty\Model\Contribution {#2241
#_index: "academ_contributions"
#_id: "1043"
#_source: array:18 [
"id" => "1043"
"slug" => "dynamics-of-mentoring-relationships-in-india-a-qualitative-exploratory-study"
"yearMonth" => "2010-05"
"year" => "2010"
"title" => "Dynamics of Mentoring Relationships in India: A Qualitative, Exploratory Study"
"description" => "RAMASWAMI, A. et DREHER, G. (2010). Dynamics of Mentoring Relationships in India: A Qualitative, Exploratory Study. <i>Human Resource Management</i>, 49(3), pp. 501-530."
"authors" => array:2 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "DREHER G."
]
]
"ouvrage" => ""
"keywords" => array:4 [
0 => "Mentoring"
1 => "India"
2 => "Culture"
3 => "Qualitative research"
]
"updatedAt" => "2021-02-02 16:16:18"
"publicationUrl" => "https://onlinelibrary.wiley.com/doi/abs/10.1002/hrm.20363"
"publicationInfo" => array:3 [
"pages" => "501-530"
"volume" => "49"
"number" => "3"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "To supplement the extant mentoring literature that has taken a predominantly Western/U.S. perspective, the present study examined the nature of mentoring relationships in a highly power-distant and collectivist culture such as India. Twenty-nine Indian masters of business administration (MBA) students participated in a qualitative study (using in-depth interviews) regarding Indian conceptualizations of mentors, the dynamics of mentoring relationships, their mentoring experiences in India, and the practice of mentoring as a career management school. Content analysis revealed that while some aspects of mentoring seem culturally invariant, other aspects might be influenced by careers and socio-culturat contexts. The findings are discussed from relational and cultural perspectives with theoretical and practical implications for cross-cultural management and human resource practice."
"en" => "To supplement the extant mentoring literature that has taken a predominantly Western/U.S. perspective, the present study examined the nature of mentoring relationships in a highly power-distant and collectivist culture such as India. Twenty-nine Indian masters of business administration (MBA) students participated in a qualitative study (using in-depth interviews) regarding Indian conceptualizations of mentors, the dynamics of mentoring relationships, their mentoring experiences in India, and the practice of mentoring as a career management school. Content analysis revealed that while some aspects of mentoring seem culturally invariant, other aspects might be influenced by careers and socio-culturat contexts. The findings are discussed from relational and cultural perspectives with theoretical and practical implications for cross-cultural management and human resource practice."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
4 => Essec\Faculty\Model\Contribution {#2245
#_index: "academ_contributions"
#_id: "1129"
#_source: array:18 [
"id" => "1129"
"slug" => "ethics-trumps-culture-a-cross-national-study-of-csr-perceptions-regarding-employee-downsizing"
"yearMonth" => "2014-11"
"year" => "2014"
"title" => "Ethics Trumps Culture? A Cross-National Study of CSR Perceptions Regarding Employee Downsizing"
"description" => "LAKSHMAN, C., RAMASWAMI, A., ALAS, R., KABONGO, J.F. et RAJENDRAN PANDIAN, J. (2014). Ethics Trumps Culture? A Cross-National Study of CSR Perceptions Regarding Employee Downsizing. <i>Journal of Business Ethics</i>, 125(1), pp. 101-119."
"authors" => array:5 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "LAKSHMAN C."
]
2 => array:1 [
"name" => "ALAS R."
]
3 => array:1 [
"name" => "KABONGO J. F."
]
4 => array:1 [
"name" => "RAJENDRAN PANDIAN J."
]
]
"ouvrage" => ""
"keywords" => array:5 [
0 => "Ethics"
1 => "CSR"
2 => "Responsibility attributions"
3 => "Justice"
4 => "Culture"
]
"updatedAt" => "2021-02-02 16:16:18"
"publicationUrl" => "https://link.springer.com/article/10.1007/s10551-013-1907-8"
"publicationInfo" => array:3 [
"pages" => "101-119"
"volume" => "125"
"number" => "1"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "This article examines how demographics (gender) and cultural values (power distance) differentially moderate the relationship between mentoring (mentor presence) and career attainment (compensation and organizational position) among 390 managers and professionals in two contrasting cultures (Taiwan versus the USA). The four-way interaction of gender x mentor x power distance x country was significant for both dependent variables, supporting our hypotheses based on theories of power distance and gender egalitarianism. In hierarchical cultures such as Taiwan’s, mentored women with high power distance reported higher career returns than did mentored women with low power distance. In contrast, in egalitarian cultures such as the USA’s, mentored women with low power distance reported higher career returns than did mentored women with high power distance. Our findings demonstrate variation in mentoring outcomes, not just across, but also within, cultures for men and women. We discuss results along with implications for mentoring and cross-cultural theory, research, and practice."
"en" => "This article examines how demographics (gender) and cultural values (power distance) differentially moderate the relationship between mentoring (mentor presence) and career attainment (compensation and organizational position) among 390 managers and professionals in two contrasting cultures (Taiwan versus the USA). The four-way interaction of gender x mentor x power distance x country was significant for both dependent variables, supporting our hypotheses based on theories of power distance and gender egalitarianism. In hierarchical cultures such as Taiwan’s, mentored women with high power distance reported higher career returns than did mentored women with low power distance. In contrast, in egalitarian cultures such as the USA’s, mentored women with low power distance reported higher career returns than did mentored women with high power distance. Our findings demonstrate variation in mentoring outcomes, not just across, but also within, cultures for men and women. We discuss results along with implications for mentoring and cross-cultural theory, research, and practice."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
5 => Essec\Faculty\Model\Contribution {#2239
#_index: "academ_contributions"
#_id: "4685"
#_source: array:18 [
"id" => "4685"
"slug" => "indian-employees-attitudes-towards-poaching"
"yearMonth" => "2009-12"
"year" => "2009"
"title" => "Indian Employees' Attitudes Towards Poaching"
"description" => "KUMAR, S., SAVANI, K., SANGHAI, A., POCHAKANAWALLA, S., DHAR, S. et RAMASWAMI, A. (2009). Indian Employees' Attitudes Towards Poaching. Dans: <i>Proceedings of the Indian Academy of Management</i>. Indian Academy of Management (IAM)."
"authors" => array:6 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "KUMAR S."
]
2 => array:1 [
"name" => "SAVANI K."
]
3 => array:1 [
"name" => "SANGHAI A."
]
4 => array:1 [
"name" => "POCHAKANAWALLA S."
]
5 => array:1 [
"name" => "DHAR S."
]
]
"ouvrage" => "Proceedings of the Indian Academy of Management"
"keywords" => []
"updatedAt" => "2021-04-19 17:57:25"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Actes d'une conférence"
"en" => "Conference Proceedings"
]
"support_type" => array:2 [
"fr" => "Editeur"
"en" => "Publisher"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "CD-Rom"
"en" => "CD-Rom"
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
6 => Essec\Faculty\Model\Contribution {#2243
#_index: "academ_contributions"
#_id: "5986"
#_source: array:18 [
"id" => "5986"
"slug" => "fitting-person-environment-fit-theories-into-the-cultural-contexts-stimulating-field-expansion-by-looking-at-the-asa-process-through-a-cultural-lens"
"yearMonth" => "2010-06"
"year" => "2010"
"title" => "Fitting Person-Environment Fit Theories into the Cultural Contexts: Stimulating Field Expansion by Looking at the ASA process through a Cultural Lens"
"description" => "LEE, Y.T. et RAMASWAMI, A. (2010). Fitting Person-Environment Fit Theories into the Cultural Contexts: Stimulating Field Expansion by Looking at the ASA process through a Cultural Lens. Dans: International Human Resources Management Conference."
"authors" => array:2 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "LEE Y.-T."
]
]
"ouvrage" => "International Human Resources Management Conference"
"keywords" => []
"updatedAt" => "2021-04-19 17:57:25"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
7 => Essec\Faculty\Model\Contribution {#2246
#_index: "academ_contributions"
#_id: "10223"
#_source: array:18 [
"id" => "10223"
"slug" => "the-benefits-associated-with-workplace-mentoring-relationships"
"yearMonth" => "2007-05"
"year" => "2007"
"title" => "The benefits associated with workplace mentoring relationships."
"description" => "RAMASWAMI, A. et DREHER, G. (2007). The benefits associated with workplace mentoring relationships. Dans: <i>Handbook of mentoring: A multiple perspectives approach</i>. 1st ed. Wiley, pp. 211-231."
"authors" => array:2 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "DREHER George"
]
]
"ouvrage" => "Handbook of mentoring: A multiple perspectives approach"
"keywords" => []
"updatedAt" => "2020-12-17 18:37:46"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => "211-231"
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Chapitres"
"en" => "Book chapters"
]
"support_type" => array:2 [
"fr" => "Editeur"
"en" => "Publisher"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
8 => Essec\Faculty\Model\Contribution {#2247
#_index: "academ_contributions"
#_id: "4317"
#_source: array:18 [
"id" => "4317"
"slug" => "a-cross-cultural-examination-of-the-relationship-between-mentor-protege-similarity-and-mentoring-relationship-quality-in-india-and-the-u-s"
"yearMonth" => "2009-12"
"year" => "2009"
"title" => "A Cross-cultural Examination of the Relationship Between Mentor-protege Similarity and Mentoring Relationship Quality in India and the U.S."
"description" => "RAMASWAMI, A. et DREHER, G. (2009). A Cross-cultural Examination of the Relationship Between Mentor-protege Similarity and Mentoring Relationship Quality in India and the U.S. Dans: <i>Proceedings of the Indian Academy of Management</i>. Indian Academy of Management (IAM)."
"authors" => array:2 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "DREHER G."
]
]
"ouvrage" => "Proceedings of the Indian Academy of Management"
"keywords" => []
"updatedAt" => "2021-04-19 17:57:25"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Actes d'une conférence"
"en" => "Conference Proceedings"
]
"support_type" => array:2 [
"fr" => "Editeur"
"en" => "Publisher"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "CD-Rom"
"en" => "CD-Rom"
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
9 => Essec\Faculty\Model\Contribution {#2248
#_index: "academ_contributions"
#_id: "1166"
#_source: array:18 [
"id" => "1166"
"slug" => "expatriate-categorisation-and-evaluation-an-empirical-investigation-in-poland-and-india"
"yearMonth" => "2012-01"
"year" => "2012"
"title" => "Expatriate Categorisation and Evaluation: An Empirical Investigation in Poland and India"
"description" => "VARMA, A., GRODZICKI, J.P., PICHLER, S., KUPFERER, S. et RAMASWAMI, A. (2012). Expatriate Categorisation and Evaluation: An Empirical Investigation in Poland and India. <i>European Journal of International Management</i>, 6(1), pp. 63-82."
"authors" => array:5 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "VARMA A."
]
2 => array:1 [
"name" => "GRODZICKI J. P."
]
3 => array:1 [
"name" => "PICHLER S."
]
4 => array:1 [
"name" => "KUPFERER S."
]
]
"ouvrage" => ""
"keywords" => array:9 [
0 => "Expatriates"
1 => "Expats"
2 => "Host country nationals"
3 => "Performance ratings"
4 => "Poland"
5 => "India"
6 => "Nationality"
7 => "Performance standards"
8 => "Working abroad"
]
"updatedAt" => "2021-07-13 14:30:15"
"publicationUrl" => "https://www.inderscience.com/info/inarticle.php?artid=44758"
"publicationInfo" => array:3 [
"pages" => "63-82"
"volume" => "6"
"number" => "1"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "Using data from 205 Host Country Nationals (HCNs) (100 in Poland and 105 in India), we examined the impact of nationality and performance standards information on HCN willingness to provide role information, and their evaluations of expatriate colleagues. Results confirmed that both nationality and performance standards information were significantly related to HCN willingness to provide role information. However, nationality was not significantly related to task or trait type performance ratings, but when performance standards were provided, expatriates were given more favorable trait ratings than HCNs. We discuss the results in terms of their theoretical and practical implications."
"en" => "Using data from 205 Host Country Nationals (HCNs) (100 in Poland and 105 in India), we examined the impact of nationality and performance standards information on HCN willingness to provide role information, and their evaluations of expatriate colleagues. Results confirmed that both nationality and performance standards information were significantly related to HCN willingness to provide role information. However, nationality was not significantly related to task or trait type performance ratings, but when performance standards were provided, expatriates were given more favorable trait ratings than HCNs. We discuss the results in terms of their theoretical and practical implications."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
10 => Essec\Faculty\Model\Contribution {#2249
#_index: "academ_contributions"
#_id: "1167"
#_source: array:18 [
"id" => "1167"
"slug" => "expatriation-and-career-success-a-human-capital-perspective"
"yearMonth" => "2016-09"
"year" => "2016"
"title" => "Expatriation and Career Success: A Human Capital Perspective"
"description" => "RAMASWAMI, A., CARTER, N.M. et DREHER, G.F. (2016). Expatriation and Career Success: A Human Capital Perspective. <i>Human Relations</i>, 69(10), pp. 1959-1987."
"authors" => array:3 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "CARTER N. M"
]
2 => array:1 [
"name" => "DREHER G. F."
]
]
"ouvrage" => ""
"keywords" => array:5 [
0 => "Career success"
1 => "Compensation"
2 => "Expatriation"
3 => "Human capital"
4 => "International experience"
]
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => "https://journals.sagepub.com/doi/abs/10.1177/0018726716630390"
"publicationInfo" => array:3 [
"pages" => "1959-1987"
"volume" => "69"
"number" => "10"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "Very little is known about the linkages between expatriation and objective measures of career success. In this field study we address the expatriation–compensation attainment relationship, after controlling for different kinds of international experience, among 440 graduates of elite MBA programs from around the world. The results suggest that a positive compensation return only accrues to repatriates who have experienced more than one expatriate assignment, perceived acquired knowledge and skills to be utilized during post-repatriation periods, and who are working at higher organizational levels. These findings, along with a supplementary analysis, support an explanation of the results based on human capital theory. That is, expatriation relates to compensation attainment because it is an intense developmental experience, and not merely a selection or signaling mechanism. Furthermore, by incorporating the concepts of value of human capital, richness of human capital, and opportunity to display human capital, we provide a stronger test of when and for whom completing expatriate assignments is positively associated with compensation. The results also suggest that there are currently few readily available substitutes for expatriation."
"en" => "Very little is known about the linkages between expatriation and objective measures of career success. In this field study we address the expatriation–compensation attainment relationship, after controlling for different kinds of international experience, among 440 graduates of elite MBA programs from around the world. The results suggest that a positive compensation return only accrues to repatriates who have experienced more than one expatriate assignment, perceived acquired knowledge and skills to be utilized during post-repatriation periods, and who are working at higher organizational levels. These findings, along with a supplementary analysis, support an explanation of the results based on human capital theory. That is, expatriation relates to compensation attainment because it is an intense developmental experience, and not merely a selection or signaling mechanism. Furthermore, by incorporating the concepts of value of human capital, richness of human capital, and opportunity to display human capital, we provide a stronger test of when and for whom completing expatriate assignments is positively associated with compensation. The results also suggest that there are currently few readily available substitutes for expatriation."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
11 => Essec\Faculty\Model\Contribution {#2250
#_index: "academ_contributions"
#_id: "1259"
#_source: array:18 [
"id" => "1259"
"slug" => "gender-mentoring-and-career-success-the-importance-of-organizational-context"
"yearMonth" => "2010-01"
"year" => "2010"
"title" => "Gender, Mentoring and Career Success: The Importance of Organizational Context"
"description" => "RAMASWAMI, A., DREHER, G.F., BRETZ, R. et WIETHOFF, C. (2010). Gender, Mentoring and Career Success: The Importance of Organizational Context. <i>Personnel Psychology</i>, 63(2), pp. 385-405."
"authors" => array:4 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "DREHER George F."
]
2 => array:1 [
"name" => "BRETZ Robert"
]
3 => array:1 [
"name" => "WIETHOFF Carolyn"
]
]
"ouvrage" => ""
"keywords" => []
"updatedAt" => "2021-02-09 11:46:50"
"publicationUrl" => "https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1744-6570.2010.01174.x"
"publicationInfo" => array:3 [
"pages" => "385-405"
"volume" => "63"
"number" => "2"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "This study examines the moderating effects of protégé sex and organizational context on relationships between senior-male mentors and objective and subjective career outcomes among midcareer managers and professionals. Extending signaling theory, and using a 3-way interaction, we found that associations between senior-male mentoring, cash compensation, and career progress satisfaction were greatest among women working in male-gendered industries. By contextualizing the protégé sex-by-mentoring interaction and by considering key mentor attributes, the results of this study provide important insights into where, why, and for whom access to a senior-male mentor is related to career success and contribute to building more complete models of the career attainment process."
"en" => "This study examines the moderating effects of protégé sex and organizational context on relationships between senior-male mentors and objective and subjective career outcomes among midcareer managers and professionals. Extending signaling theory, and using a 3-way interaction, we found that associations between senior-male mentoring, cash compensation, and career progress satisfaction were greatest among women working in male-gendered industries. By contextualizing the protégé sex-by-mentoring interaction and by considering key mentor attributes, the results of this study provide important insights into where, why, and for whom access to a senior-male mentor is related to career success and contribute to building more complete models of the career attainment process."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
12 => Essec\Faculty\Model\Contribution {#2251
#_index: "academ_contributions"
#_id: "5521"
#_source: array:18 [
"id" => "5521"
"slug" => "building-and-strengthening-research-collaborations-in-india"
"yearMonth" => "2018-08"
"year" => "2018"
"title" => "Building and Strengthening Research Collaborations in India"
"description" => "SIVASUBRAMANIAM, N., RAMASWAMI, A., KUMAR, S. et KOTHARI, T. (2018). Building and Strengthening Research Collaborations in India. Dans: 78th Academy of Management Annual Meeting."
"authors" => array:4 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "SIVASUBRAMANIAM N."
]
2 => array:1 [
"name" => "KUMAR S."
]
3 => array:1 [
"name" => "KOTHARI T."
]
]
"ouvrage" => "78th Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
13 => Essec\Faculty\Model\Contribution {#2252
#_index: "academ_contributions"
#_id: "5522"
#_source: array:18 [
"id" => "5522"
"slug" => "building-and-strengthening-research-partnerships-in-india-pdw"
"yearMonth" => "2019-08"
"year" => "2019"
"title" => "Building and Strengthening Research Partnerships in India PDW"
"description" => "SIVASUBRAMANIAM, N., RAMASWAMI, A., KUMAR, S. et KOTHARI, T. (2019). Building and Strengthening Research Partnerships in India PDW. Dans: 2019 Academy of Management Annual Meeting."
"authors" => array:4 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "SIVASUBRAMANIAM N."
]
2 => array:1 [
"name" => "KUMAR S."
]
3 => array:1 [
"name" => "KOTHARI T."
]
]
"ouvrage" => "2019 Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
14 => Essec\Faculty\Model\Contribution {#2253
#_index: "academ_contributions"
#_id: "5548"
#_source: array:18 [
"id" => "5548"
"slug" => "challenges-and-opportunities-of-conducting-management-research-in-india"
"yearMonth" => "2015-08"
"year" => "2015"
"title" => "Challenges and Opportunities of Conducting Management Research in India"
"description" => "RAMASWAMI, A. et KUMAR, S. (2015). Challenges and Opportunities of Conducting Management Research in India. Dans: 2015 Academy of Management Annual Meeting."
"authors" => array:2 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "KUMAR S."
]
]
"ouvrage" => "2015 Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-04-19 17:57:25"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
15 => Essec\Faculty\Model\Contribution {#2254
#_index: "academ_contributions"
#_id: "1388"
#_source: array:18 [
"id" => "1388"
"slug" => "interaction-of-gender-mentoring-and-power-distance-on-career-attainment-a-cross-cultural-comparison"
"yearMonth" => "2014-04"
"year" => "2014"
"title" => "Interaction of Gender, Mentoring, and Power Distance on Career Attainment: A Cross-Cultural Comparison"
"description" => "RAMASWAMI, A., HUANG, J.C. et DREHER, G. (2014). Interaction of Gender, Mentoring, and Power Distance on Career Attainment: A Cross-Cultural Comparison. <i>Human Relations</i>, 67(2), pp. 153-173."
"authors" => array:3 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "HUANG J.-C."
]
2 => array:1 [
"name" => "DREHER G."
]
]
"ouvrage" => ""
"keywords" => array:7 [
0 => "Career attainment"
1 => "Cultural values"
2 => "Gender"
3 => "Mentoring"
4 => "Power distance"
5 => "Taiwan"
6 => "USA"
]
"updatedAt" => "2021-02-02 16:16:18"
"publicationUrl" => "https://journals.sagepub.com/doi/abs/10.1177/0018726713490000"
"publicationInfo" => array:3 [
"pages" => "153-173"
"volume" => "67"
"number" => "2"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "This paper examines how demographics (gender) and cultural values (power distance) differentially moderate the relationship between mentoring (mentor presence) and career attainment (compensation and organizational position) among 390 managers and professionals in two contrasting cultures (Taiwan versus the U.S.). The four-way interaction of gender x mentor x power distance x country was significant for both dependent variables, supporting our hypotheses based on theories of power distance and gender egalitarianism. In hierarchical cultures such as Taiwan’s, mentored women with high power distance reported higher career returns than did mentored women with low power distance. In contrast, in egalitarian cultures such as the U.S.’, mentored women with low power distance reported higher career returns than did mentored women with high power distance. Our findings demonstrate variation in mentoring outcomes, not just across but also within cultures for men and women. We discuss results along with implications for mentoring and cross-cultural theory, research, and practice."
"en" => "This paper examines how demographics (gender) and cultural values (power distance) differentially moderate the relationship between mentoring (mentor presence) and career attainment (compensation and organizational position) among 390 managers and professionals in two contrasting cultures (Taiwan versus the U.S.). The four-way interaction of gender x mentor x power distance x country was significant for both dependent variables, supporting our hypotheses based on theories of power distance and gender egalitarianism. In hierarchical cultures such as Taiwan’s, mentored women with high power distance reported higher career returns than did mentored women with low power distance. In contrast, in egalitarian cultures such as the U.S.’, mentored women with low power distance reported higher career returns than did mentored women with high power distance. Our findings demonstrate variation in mentoring outcomes, not just across but also within cultures for men and women. We discuss results along with implications for mentoring and cross-cultural theory, research, and practice."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
16 => Essec\Faculty\Model\Contribution {#2255
#_index: "academ_contributions"
#_id: "5895"
#_source: array:18 [
"id" => "5895"
"slug" => "ethics-and-csr-in-india-and-france-perceptions-in-the-context-of-downsizing"
"yearMonth" => "2011-06"
"year" => "2011"
"title" => "Ethics and CSR in India and France: Perceptions in the Context of Downsizing"
"description" => "LAKSHMAN, C. et RAMASWAMI, A. (2011). Ethics and CSR in India and France: Perceptions in the Context of Downsizing. Dans: Academy of International Business Annual Meeting 2011."
"authors" => array:2 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "LAKSHMAN C."
]
]
"ouvrage" => "Academy of International Business Annual Meeting 2011"
"keywords" => []
"updatedAt" => "2021-04-19 17:57:25"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
17 => Essec\Faculty\Model\Contribution {#2256
#_index: "academ_contributions"
#_id: "5985"
#_source: array:18 [
"id" => "5985"
"slug" => "fitting-person-environment-fit-theories-into-national-contexts"
"yearMonth" => "2011-08"
"year" => "2011"
"title" => "Fitting Person-environment Fit Theories into National Contexts"
"description" => "LEE, Y.T. et RAMASWAMI, A. (2011). Fitting Person-environment Fit Theories into National Contexts. Dans: Symposium on New Directions in Organizational Fit."
"authors" => array:2 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "LEE Y.-T."
]
]
"ouvrage" => "Symposium on New Directions in Organizational Fit"
"keywords" => []
"updatedAt" => "2021-04-19 17:57:25"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
18 => Essec\Faculty\Model\Contribution {#2257
#_index: "academ_contributions"
#_id: "6210"
#_source: array:18 [
"id" => "6210"
"slug" => "interactive-effects-of-gender-power-distance-and-mentoring-on-salary-a-comparative-study-of-u-s-and-taiwanese-professionals"
"yearMonth" => "2010-08"
"year" => "2010"
"title" => "Interactive Effects of Gender, Power-distance, and Mentoring on Salary: A Comparative Study of U.S. and Taiwanese Professionals"
"description" => "RAMASWAMI, A., HUANG, J.C. et DREHER, G.F. (2010). Interactive Effects of Gender, Power-distance, and Mentoring on Salary: A Comparative Study of U.S. and Taiwanese Professionals. Dans: Academy of Management 2010."
"authors" => array:3 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "HUANG J.-C."
]
2 => array:1 [
"name" => "DREHER G.F."
]
]
"ouvrage" => "Academy of Management 2010"
"keywords" => []
"updatedAt" => "2021-04-19 17:57:25"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
19 => Essec\Faculty\Model\Contribution {#2258
#_index: "academ_contributions"
#_id: "1954"
#_source: array:18 [
"id" => "1954"
"slug" => "linking-distributive-and-procedural-justice-to-employee-engagement-through-social-exchange-a-field-study-in-india"
"yearMonth" => "2013-02"
"year" => "2013"
"title" => "Linking Distributive and Procedural Justice to Employee Engagement Through Social Exchange: A Field Study in India"
"description" => "BISWAS, S., VARMA, A. et RAMASWAMI, A. (2013). Linking Distributive and Procedural Justice to Employee Engagement Through Social Exchange: A Field Study in India. <i>International Journal of Human Resource Management</i>, 24(8), pp. 1570-1587."
"authors" => array:3 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "BISWAS S."
]
2 => array:1 [
"name" => "VARMA A."
]
]
"ouvrage" => ""
"keywords" => array:7 [
0 => "Distributive justice"
1 => "Employee engagement"
2 => "India"
3 => "POS"
4 => "Procedural justice"
5 => "Psychological contract"
6 => "Social exchange"
]
"updatedAt" => "2021-02-02 16:16:18"
"publicationUrl" => "https://www.tandfonline.com/doi/abs/10.1080/09585192.2012.725072"
"publicationInfo" => array:3 [
"pages" => "1570-1587"
"volume" => "24"
"number" => "8"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "Research linking justice perceptions to employee outcomes has referred to social exchange as its central theoretical premise. We tested a conceptual model linking distributive and procedural justice to employee engagement through social exchange mediators, namely perceived organizational support (POS) and psychological contract, among 238 managers and executives from manufacturing and service sector firms in India. Findings suggest that POS mediated the relationship between distributive justice and employee engagement, and both POS and psychological contract mediated the relationship between procedural justice and employee engagement. Theoretical and practical implications with respect to organizational functions are discussed."
"en" => "Research linking justice perceptions to employee outcomes has referred to social exchange as its central theoretical premise. We tested a conceptual model linking distributive and procedural justice to employee engagement through social exchange mediators, namely perceived organizational support (POS) and psychological contract, among 238 managers and executives from manufacturing and service sector firms in India. Findings suggest that POS mediated the relationship between distributive justice and employee engagement, and both POS and psychological contract mediated the relationship between procedural justice and employee engagement. Theoretical and practical implications with respect to organizational functions are discussed."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
20 => Essec\Faculty\Model\Contribution {#2259
#_index: "academ_contributions"
#_id: "2022"
#_source: array:18 [
"id" => "2022"
"slug" => "managing-the-self-esteem-employment-gaps-and-employment-quality-process-the-role-of-facilitation%e2%80%90-and-understanding-based-emotional-intelligence"
"yearMonth" => "2018-06"
"year" => "2018"
"title" => "Managing the Self-Esteem, Employment Gaps, and Employment Quality Process: the Role of Facilitation‐ and Understanding Based Emotional Intelligence"
"description" => "DUST, S.B., RODE, J.C., ARTHAUD-DAY, M.L., HOWES, S.S. et RAMASWAMI, A. (2018). Managing the Self-Esteem, Employment Gaps, and Employment Quality Process: the Role of Facilitation‐ and Understanding Based Emotional Intelligence. <i>Journal of Organizational Behavior</i>, 39(5), pp. 680-693."
"authors" => array:5 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "DUST S. B."
]
2 => array:1 [
"name" => "RODE J. C."
]
3 => array:1 [
"name" => "ARTHAUD-DAY M. L."
]
4 => array:1 [
"name" => "HOWES S. S."
]
]
"ouvrage" => ""
"keywords" => array:5 [
0 => "Emotional intelligence"
1 => "Employment gaps"
2 => "Person–job fit"
3 => "Person–organization fit"
4 => "Self‐esteem"
]
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => "https://onlinelibrary.wiley.com/doi/abs/10.1002/job.2265"
"publicationInfo" => array:3 [
"pages" => "680-693"
"volume" => "39"
"number" => "5"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "The job search literature addresses characteristics that facilitate reemployment but does not address the management of employment gaps. Building upon prior job search research, we suggest that facilitation-based emotional intelligence reduces employment gaps through self-esteem. Further, understanding-based emotional intelligence moderates the negative relationship between employment gaps and subsequent employment fit. We test these hypotheses employing a multiwave data collection of 157 workers. At Time 1, undergraduate students completed a measure of self-esteem and a test of facilitation- and understanding-based emotional intelligence using the Mayer–Salovey–Caruso Emotional Intelligence Test© V2.0. Ten years later (Time 2), the same individuals reported their employment gaps, person–organization fit, and person–job fit. Findings suggest that facilitation-based emotional intelligence is associated with higher self-esteem, which in turn leads to reduced employment gaps. Additionally, understanding-based emotional intelligence moderates the relationship between employment gaps and person–job fit such that low understanding-based emotional intelligence enhances the negative relationship and high understanding-based emotional intelligence neutralizes the relationship. This study contributes to the emotional intelligence, career management, and job search literatures by illustrating that emotional intelligence plays a role in preventing employment gaps and managing the difficulties associated with subsequent reemployment."
"en" => "The job search literature addresses characteristics that facilitate reemployment but does not address the management of employment gaps. Building upon prior job search research, we suggest that facilitation-based emotional intelligence reduces employment gaps through self-esteem. Further, understanding-based emotional intelligence moderates the negative relationship between employment gaps and subsequent employment fit. We test these hypotheses employing a multiwave data collection of 157 workers. At Time 1, undergraduate students completed a measure of self-esteem and a test of facilitation- and understanding-based emotional intelligence using the Mayer–Salovey–Caruso Emotional Intelligence Test© V2.0. Ten years later (Time 2), the same individuals reported their employment gaps, person–organization fit, and person–job fit. Findings suggest that facilitation-based emotional intelligence is associated with higher self-esteem, which in turn leads to reduced employment gaps. Additionally, understanding-based emotional intelligence moderates the relationship between employment gaps and person–job fit such that low understanding-based emotional intelligence enhances the negative relationship and high understanding-based emotional intelligence neutralizes the relationship. This study contributes to the emotional intelligence, career management, and job search literatures by illustrating that emotional intelligence plays a role in preventing employment gaps and managing the difficulties associated with subsequent reemployment."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
21 => Essec\Faculty\Model\Contribution {#2260
#_index: "academ_contributions"
#_id: "2044"
#_source: array:18 [
"id" => "2044"
"slug" => "mentoring-across-cultures-the-role-of-gender-and-marital-status-in-taiwan-and-the-u-s"
"yearMonth" => "2014-12"
"year" => "2014"
"title" => "Mentoring across Cultures: The Role of Gender and Marital Status in Taiwan and the U.S."
"description" => "RAMASWAMI, A., HUANG, J.C. et DREHER, G.F. (2014). Mentoring across Cultures: The Role of Gender and Marital Status in Taiwan and the U.S. <i>Journal of Business Research</i>, 67(12), pp. 2542-2549."
"authors" => array:3 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "HUANG J.-C."
]
2 => array:1 [
"name" => "DREHER G. F."
]
]
"ouvrage" => ""
"keywords" => array:6 [
0 => "Gender"
1 => "Marital status"
2 => "Mentoring"
3 => "Culture"
4 => "Taiwan"
5 => "U.S."
]
"updatedAt" => "2021-02-02 16:16:18"
"publicationUrl" => "https://www.sciencedirect.com/science/article/abs/pii/S0148296314001106"
"publicationInfo" => array:3 [
"pages" => "2542-2549"
"volume" => "67"
"number" => "12"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "We examined the interaction of gender and marital status on attaining mentors among 405 managers and professionals in contrasting Taiwanese and U.S. cultures. In line with social role and signaling theories and the cultural concepts of gender-egalitarianism and individualism/collectivism, married U.S. women had a lower likelihood of having a mentor compared to single women or men. Being married disfavored U.S. women but did not disfavor Taiwanese women. Further analyses using only the U.S. protégé sample also revealed that being married was positively related to psychosocial mentoring received only among male protégés. We discuss results from a cross-cultural perspective."
"en" => "We examined the interaction of gender and marital status on attaining mentors among 405 managers and professionals in contrasting Taiwanese and U.S. cultures. In line with social role and signaling theories and the cultural concepts of gender-egalitarianism and individualism/collectivism, married U.S. women had a lower likelihood of having a mentor compared to single women or men. Being married disfavored U.S. women but did not disfavor Taiwanese women. Further analyses using only the U.S. protégé sample also revealed that being married was positively related to psychosocial mentoring received only among male protégés. We discuss results from a cross-cultural perspective."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
22 => Essec\Faculty\Model\Contribution {#2261
#_index: "academ_contributions"
#_id: "6445"
#_source: array:18 [
"id" => "6445"
"slug" => "learning-as-a-mediator-between-mentoring-and-role-based-performance-in-a-business-organisation"
"yearMonth" => "2013-08"
"year" => "2013"
"title" => "Learning as a Mediator Between Mentoring and Role Based Performance in a Business Organisation"
"description" => "LEE, Y. et RAMASWAMI, A. (2013). Learning as a Mediator Between Mentoring and Role Based Performance in a Business Organisation. Dans: 2013 Academy of Management Annual Meeting."
"authors" => array:2 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "LEE Y."
]
]
"ouvrage" => "2013 Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-04-19 17:57:25"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
23 => Essec\Faculty\Model\Contribution {#2262
#_index: "academ_contributions"
#_id: "7173"
#_source: array:18 [
"id" => "7173"
"slug" => "stepping-out-with-the-indian-academy-of-management"
"yearMonth" => "2015-08"
"year" => "2015"
"title" => "Stepping Out with the Indian Academy of Management"
"description" => "RAMASWAMI, A. et SIVASUBRAMANIAM, N. (2015). Stepping Out with the Indian Academy of Management. Dans: 2015 Academy of Management Annual Meeting."
"authors" => array:2 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "SIVASUBRAMANIAM N."
]
]
"ouvrage" => "2015 Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-04-19 17:57:25"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
24 => Essec\Faculty\Model\Contribution {#2263
#_index: "academ_contributions"
#_id: "2682"
#_source: array:18 [
"id" => "2682"
"slug" => "the-interactive-effects-of-gender-and-mentoring-on-career-attainment-making-the-case-for-female-lawyers"
"yearMonth" => "2010-12"
"year" => "2010"
"title" => "The Interactive Effects of Gender and Mentoring on Career Attainment: Making the case for Female Lawyers"
"description" => "RAMASWAMI, A., DREHER, F., BRETZ, R. et WIETHOFF, C. (2010). The Interactive Effects of Gender and Mentoring on Career Attainment: Making the case for Female Lawyers. <i>Journal of Career Development</i>, 37(4), pp. 692-716."
"authors" => array:4 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "DREHER F."
]
2 => array:1 [
"name" => "BRETZ R."
]
3 => array:1 [
"name" => "WIETHOFF C."
]
]
"ouvrage" => ""
"keywords" => []
"updatedAt" => "2021-07-13 14:31:00"
"publicationUrl" => "https://doi.org/10.1177/0894845309358886"
"publicationInfo" => array:3 [
"pages" => "692-716"
"volume" => "37"
"number" => "4"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "The moderating effects of biological gender on the relationships between mentoring and career attainment were explored among legal professionals. Research results indicated that male and female lawyers were equally likely to have senior male mentors. However, senior male mentors were associated with higher career attainment only for female lawyers. Compared to male lawyers with senior male mentors, female lawyers with senior male mentors had higher compensation, higher career progress satisfaction, and were more likely to be partners or senior executives. The authors highlight the importance of simultaneously considering mentor gender and position, when studying the role of mentoring and gender in career attainment, contributing to the literature on the career development of women in the legal profession and in male-dominated professions, in general."
"en" => "The moderating effects of biological gender on the relationships between mentoring and career attainment were explored among legal professionals. Research results indicated that male and female lawyers were equally likely to have senior male mentors. However, senior male mentors were associated with higher career attainment only for female lawyers. Compared to male lawyers with senior male mentors, female lawyers with senior male mentors had higher compensation, higher career progress satisfaction, and were more likely to be partners or senior executives. The authors highlight the importance of simultaneously considering mentor gender and position, when studying the role of mentoring and gender in career attainment, contributing to the literature on the career development of women in the legal profession and in male-dominated professions, in general."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
25 => Essec\Faculty\Model\Contribution {#2264
#_index: "academ_contributions"
#_id: "2715"
#_source: array:18 [
"id" => "2715"
"slug" => "the-role-of-networks-mentors-and-the-law-in-overcoming-barriers-to-organizational-leadership-for-women-with-children"
"yearMonth" => "2013-07"
"year" => "2013"
"title" => "The Role of Networks, Mentors and the Law in Overcoming Barriers to Organizational Leadership for Women with Children"
"description" => "DWORKIN, T.M., RAMASWAMI, A. et SCHIPANI, C.A. (2013). The Role of Networks, Mentors and the Law in Overcoming Barriers to Organizational Leadership for Women with Children. <i>Michigan Journal of Gender & Law</i>, 20(1), pp. 83-128."
"authors" => array:3 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "DWORKIN T. M."
]
2 => array:1 [
"name" => "SCHIPANI C. A."
]
]
"ouvrage" => ""
"keywords" => []
"updatedAt" => "2021-02-02 16:16:18"
"publicationUrl" => "http://dx.doi.org/10.2139/ssrn.2388674"
"publicationInfo" => array:3 [
"pages" => "83-128"
"volume" => "20"
"number" => "1"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "Having dependents is an important family status variable in the larger scheme of social differentiators that account for sex differences in career related outcomes. In this study, we are interested in whether men or women benefit more from having access to networks when they have dependents. Prior studies have shown that mentoring and networking are major components of professional development that lead to career advancement. We are also interested in whether the outcome differs for those men and women who report having mentors."
"en" => "Having dependents is an important family status variable in the larger scheme of social differentiators that account for sex differences in career related outcomes. In this study, we are interested in whether men or women benefit more from having access to networks when they have dependents. Prior studies have shown that mentoring and networking are major components of professional development that lead to career advancement. We are also interested in whether the outcome differs for those men and women who report having mentors."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
26 => Essec\Faculty\Model\Contribution {#2265
#_index: "academ_contributions"
#_id: "7867"
#_source: array:18 [
"id" => "7867"
"slug" => "a-half-century-post-title-vii-still-seeking-pathways-for-women-to-organizational-leadership"
"yearMonth" => "2015-03"
"year" => "2015"
"title" => "A half century post Title VII: Still seeking pathways for women to organizational leadership"
"description" => "RAMASWAMI, A. (2015). <i>A half century post Title VII: Still seeking pathways for women to organizational leadership</i>. Ross School of Business."
"authors" => array:1 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
]
"ouvrage" => ""
"keywords" => []
"updatedAt" => "2020-12-17 21:00:33"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Documents de travail"
"en" => "Working Papers"
]
"support_type" => array:2 [
"fr" => "Editeur"
"en" => "Publisher"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
27 => Essec\Faculty\Model\Contribution {#2266
#_index: "academ_contributions"
#_id: "6659"
#_source: array:18 [
"id" => "6659"
"slug" => "maximizing-collaborations-utilizing-the-opportunities-created-by-the-indian-academy-of-management"
"yearMonth" => "2012-08"
"year" => "2012"
"title" => "Maximizing Collaborations: Utilizing the Opportunities Created by the Indian Academy of Management"
"description" => "RAMASWAMI, A. (2012). Maximizing Collaborations: Utilizing the Opportunities Created by the Indian Academy of Management. Dans: 2012 Academy of Management Annual Meeting."
"authors" => array:1 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
]
"ouvrage" => "2012 Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-04-19 17:57:25"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
28 => Essec\Faculty\Model\Contribution {#2267
#_index: "academ_contributions"
#_id: "6860"
#_source: array:18 [
"id" => "6860"
"slug" => "pay-versus-family-power-parity-all-the-right-stuff-revisited"
"yearMonth" => "2014-08"
"year" => "2014"
"title" => "Pay Versus Family-Power Parity: All the Right Stuff Revisited"
"description" => "RAMASWAMI, A., SIVASUBRAMANIAM, N., MUTHUSAMY, S.K., DREHER, G. et CARTER, N. (2014). Pay Versus Family-Power Parity: All the Right Stuff Revisited. Dans: 2014 Academy of Management Annual Meeting."
"authors" => array:5 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "SIVASUBRAMANIAM N."
]
2 => array:1 [
"name" => "MUTHUSAMY S. K."
]
3 => array:1 [
"name" => "DREHER G."
]
4 => array:1 [
"name" => "CARTER N."
]
]
"ouvrage" => "2014 Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-04-19 17:57:25"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
29 => Essec\Faculty\Model\Contribution {#2268
#_index: "academ_contributions"
#_id: "6879"
#_source: array:18 [
"id" => "6879"
"slug" => "person-extra-organization-fit-expanding-person-environment-fit-beyond-organizational-boundaries"
"yearMonth" => "2010-06"
"year" => "2010"
"title" => "Person-extra-organization Fit: Expanding Person-Environment Fit Beyond Organizational Boundaries"
"description" => "RAMASWAMI, A., WIETHOFF, C. et DREHER, G.F. (2010). Person-extra-organization Fit: Expanding Person-Environment Fit Beyond Organizational Boundaries. Dans: 26th EGOS Colloquium 2010."
"authors" => array:3 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "WIETHOFF C."
]
2 => array:1 [
"name" => "DREHER G.F."
]
]
"ouvrage" => "26th EGOS Colloquium 2010"
"keywords" => []
"updatedAt" => "2021-04-19 17:57:25"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
30 => Essec\Faculty\Model\Contribution {#2269
#_index: "academ_contributions"
#_id: "7045"
#_source: array:18 [
"id" => "7045"
"slug" => "relationships-between-self-rating-stress-scales-and-physiological-stress-measures"
"yearMonth" => "2015-08"
"year" => "2015"
"title" => "Relationships Between Self-Rating Stress Scales and Physiological Stress Measures"
"description" => "RAMASWAMI, A., ARTHAUD-DAY, M., NEAR, J.P. et NEAR, J. (2015). Relationships Between Self-Rating Stress Scales and Physiological Stress Measures. Dans: 2015 American Sociological Association Annual Meeting."
"authors" => array:4 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "ARTHAUD-DAY M."
]
2 => array:1 [
"name" => "NEAR J. P."
]
3 => array:1 [
"name" => "NEAR J."
]
]
"ouvrage" => "2015 American Sociological Association Annual Meeting"
"keywords" => []
"updatedAt" => "2021-04-19 17:57:25"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
31 => Essec\Faculty\Model\Contribution {#2270
#_index: "academ_contributions"
#_id: "6209"
#_source: array:18 [
"id" => "6209"
"slug" => "interactive-effects-of-gender-marital-status-on-mentoring-attainment-contradictory-effects-for-managers-and-professionals-in-india-taiwan-and-the-u-s"
"yearMonth" => "2010-08"
"year" => "2010"
"title" => "Interactive Effects of Gender, Marital Status on Mentoring Attainment: Contradictory Effects for Managers and Professionals in India, Taiwan, and the U.S."
"description" => "RAMASWAMI, A., HUANG, J.C. et DREHER, G.F. (2010). Interactive Effects of Gender, Marital Status on Mentoring Attainment: Contradictory Effects for Managers and Professionals in India, Taiwan, and the U.S. Dans: Academy of Management 2010."
"authors" => array:3 [
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1 => array:1 [
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2 => array:1 [
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"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
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}
32 => Essec\Faculty\Model\Contribution {#2271
#_index: "academ_contributions"
#_id: "6671"
#_source: array:18 [
"id" => "6671"
"slug" => "mentoring-systems-in-india"
"yearMonth" => "2012-08"
"year" => "2012"
"title" => "Mentoring Systems in India"
"description" => "RAMASWAMI, A. (2012). Mentoring Systems in India. Dans: Symposium on International HRM – Developing Relevant HRM and Mentoring Systems, Managing Multi-generations in the Workforce, and Preparing Expatriates for the Indian Context."
"authors" => array:1 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
]
"ouvrage" => "Symposium on International HRM – Developing Relevant HRM and Mentoring Systems, Managing Multi-generations in the Workforce, and Preparing Expatriates for the Indian Context"
"keywords" => []
"updatedAt" => "2021-04-19 17:57:25"
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"publicationInfo" => array:3 [
"pages" => null
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]
"type" => array:2 [
"fr" => "Communications dans une conférence"
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]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
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"abstract" => array:2 [
"fr" => null
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"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
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+"parent": null
}
33 => Essec\Faculty\Model\Contribution {#2272
#_index: "academ_contributions"
#_id: "7428"
#_source: array:18 [
"id" => "7428"
"slug" => "the-role-of-self-esteem-and-emotional-intelligence-in-managing-employment-gaps-and-employment-fit"
"yearMonth" => "2016-08"
"year" => "2016"
"title" => "The Role of Self-Esteem and Emotional Intelligence in Managing Employment Gaps and Employment Fit"
"description" => "DUST, S., RODE, J., ARTHAUD-DAY, M., CULBERTSON, S. et RAMASWAMI, A. (2016). The Role of Self-Esteem and Emotional Intelligence in Managing Employment Gaps and Employment Fit. Dans: 2016 Academy of Management Annual Meeting."
"authors" => array:5 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
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1 => array:1 [
"name" => "DUST S."
]
2 => array:1 [
"name" => "RODE J."
]
3 => array:1 [
"name" => "ARTHAUD-DAY M."
]
4 => array:1 [
"name" => "CULBERTSON S."
]
]
"ouvrage" => "2016 Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-07-13 14:31:12"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
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"fr" => null
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"fr" => null
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"abstract" => array:2 [
"fr" => null
"en" => null
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"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
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+"parent": null
}
34 => Essec\Faculty\Model\Contribution {#2273
#_index: "academ_contributions"
#_id: "7613"
#_source: array:18 [
"id" => "7613"
"slug" => "what-does-the-protege-do-for-the-mentor-a-qualitative-exploratory-study-on-protege-behaviors-in-india-and-the-u-s"
"yearMonth" => "2011-12"
"year" => "2011"
"title" => "What Does the Protégé Do for the Mentor? A Qualitative Exploratory Study on Protégé Behaviors in India and the U.S."
"description" => "RAMASWAMI, A., MOTEABBED, S. et MORAES, M. (2011). What Does the Protégé Do for the Mentor? A Qualitative Exploratory Study on Protégé Behaviors in India and the U.S. Dans: Second Indian Academy of Management Conference 2011."
"authors" => array:3 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "MOTEABBED S."
]
2 => array:1 [
"name" => "MORAES M."
]
]
"ouvrage" => "Second Indian Academy of Management Conference 2011"
"keywords" => []
"updatedAt" => "2021-04-19 17:57:25"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
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"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
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"abstract" => array:2 [
"fr" => null
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"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
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}
35 => Essec\Faculty\Model\Contribution {#2274
#_index: "academ_contributions"
#_id: "10046"
#_source: array:18 [
"id" => "10046"
"slug" => "career-attainment-among-taiwanese-professionals-the-role-of-mentoring-and-cultural-values"
"yearMonth" => "2005-06"
"year" => "2005"
"title" => "Career attainment among Taiwanese professionals: The role of mentoring and cultural values."
"description" => "RAMASWAMI, A., HUANG, J.C. et DREHER, G. (2005). Career attainment among Taiwanese professionals: The role of mentoring and cultural values. Dans: <i>International Human Resource Management Conference 2005</i>. Cairns: International Human Resource Management Conference (IHRM)."
"authors" => array:3 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "HUANG Jia-Chi"
]
2 => array:1 [
"name" => "DREHER George"
]
]
"ouvrage" => "International Human Resource Management Conference 2005"
"keywords" => []
"updatedAt" => "2021-07-13 14:31:25"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
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]
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"en" => "Conference Proceedings"
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"support_type" => array:2 [
"fr" => "Editeur"
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"countries" => array:2 [
"fr" => null
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"abstract" => array:2 [
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"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
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+"parent": null
}
36 => Essec\Faculty\Model\Contribution {#2275
#_index: "academ_contributions"
#_id: "10055"
#_source: array:18 [
"id" => "10055"
"slug" => "effects-of-mentoring-relationship-characteristics-and-cultural-values-on-career-outcomes-among-taiwanese-professionals"
"yearMonth" => "2005-12"
"year" => "2005"
"title" => "Effects of mentoring relationship characteristics and cultural values on career outcomes among Taiwanese professionals."
"description" => "RAMASWAMI, A., HUANG, J.C. et DREHER, G. (2005). Effects of mentoring relationship characteristics and cultural values on career outcomes among Taiwanese professionals. Dans: <i>4th Asian Conference of the Academy of HRD</i>. Taipei: AHRD."
"authors" => array:3 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
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1 => array:1 [
"name" => "HUANG Jia-Chi"
]
2 => array:1 [
"name" => "DREHER George"
]
]
"ouvrage" => "4th Asian Conference of the Academy of HRD"
"keywords" => []
"updatedAt" => "2021-07-13 14:31:26"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
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"fr" => "Editeur"
"en" => "Publisher"
]
"countries" => array:2 [
"fr" => null
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"abstract" => array:2 [
"fr" => null
"en" => null
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"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
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}
37 => Essec\Faculty\Model\Contribution {#2276
#_index: "academ_contributions"
#_id: "10398"
#_source: array:18 [
"id" => "10398"
"slug" => "mentoring-relationships-in-india-a-qualitative-exploratory-study"
"yearMonth" => "2010-05"
"year" => "2010"
"title" => "Mentoring relationships in India: A qualitative exploratory study"
"description" => "RAMASWAMI, A. et DREHER, G. (2010). Mentoring relationships in India: A qualitative exploratory study. <i>Human Resource Management</i>, 49(3), pp. 501."
"authors" => array:2 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "DREHER George"
]
]
"ouvrage" => ""
"keywords" => []
"updatedAt" => "2021-07-13 14:31:34"
"publicationUrl" => "https://doi.org/10.1002/hrm.20363"
"publicationInfo" => array:3 [
"pages" => "501"
"volume" => "49"
"number" => "3"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "To supplement the extant mentoring literature that has taken a predominantly Western/U.S. perspective, the present study examined the nature of mentoring relationships in a highly power‐distant and collectivistic culture such as India. Twenty‐nine Indian masters of business administration (MBA) students participated in a qualitative study (using in‐depth interviews) regarding Indian conceptualizations of mentors, the dynamics of mentoring relationships, their mentoring experiences in India, and the practice of mentoring as a career management tool. Content analysis revealed that while some aspects of mentoring seem culturally invariant, other aspects might be influenced by careers and socio‐cultural contexts. The findings are discussed from relational and cultural perspectives with theoretical and practical implications for cross‐cultural management and human resource practice. © 2010 Wiley Periodicals, Inc."
"en" => "To supplement the extant mentoring literature that has taken a predominantly Western/U.S. perspective, the present study examined the nature of mentoring relationships in a highly power‐distant and collectivistic culture such as India. Twenty‐nine Indian masters of business administration (MBA) students participated in a qualitative study (using in‐depth interviews) regarding Indian conceptualizations of mentors, the dynamics of mentoring relationships, their mentoring experiences in India, and the practice of mentoring as a career management tool. Content analysis revealed that while some aspects of mentoring seem culturally invariant, other aspects might be influenced by careers and socio‐cultural contexts. The findings are discussed from relational and cultural perspectives with theoretical and practical implications for cross‐cultural management and human resource practice. © 2010 Wiley Periodicals, Inc."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
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+"parent": null
}
38 => Essec\Faculty\Model\Contribution {#2277
#_index: "academ_contributions"
#_id: "10882"
#_source: array:18 [
"id" => "10882"
"slug" => "measurement-invariance-and-nomological-validity-of-the-attributional-complexity-scale-evidence-from-estonia-france-india-united-states-and-vietnam"
"yearMonth" => "2020-03"
"year" => "2020"
"title" => "Measurement invariance and nomological validity of the Attributional Complexity Scale: Evidence from Estonia, France, India, United States, and Vietnam"
"description" => "LAKSHMAN, C., CHI, V.L. et RAMASWAMI, A. (2020). Measurement invariance and nomological validity of the Attributional Complexity Scale: Evidence from Estonia, France, India, United States, and Vietnam. <i>International Journal of Cross Cultural Management</i>, 2020, pp. 89-111."
"authors" => array:3 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "LAKSHMAN C."
]
2 => array:1 [
"name" => "CHI VO L."
]
]
"ouvrage" => ""
"keywords" => array:5 [
0 => "Attributional Complexity Scale (ACS)"
1 => "cognitive complexity"
2 => "cross-cultural leadership effectiveness"
3 => "isomorphic attributions"
4 => "measurement issues"
]
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => "https://doi.org/10.1177/1470595820913600"
"publicationInfo" => array:3 [
"pages" => "89-111"
"volume" => "2020"
"number" => null
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
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"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
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"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "International Business researchers have recently become interested in attributional complexity (AC) in the context of cross-cultural leadership effectiveness. Despite this recent surge in interest in this construct, we know very little about its measurement properties in cross-cultural situations. Given that attributions vary across cultures, verifying the validity (measurement invariance and nomological validity) of the Attributional Complexity Scale (ACS) is a research imperative. In study I, we examine the measurement invariance of ACS using a reduced version of the original scale (ACS-18) in five countries. The results suggest that the ACS shows metric invariance in that it has a similar factor structure across the five societies examined and in two other independent samples. In study II (France), we provide evidence of AC’s predictive validity based on its relationship to a key construct in its nomological network, namely, isomorphic attribution. In study III (United States), we provide additional evidence of nomological validity by showing the relationship between AC and biculturalism. Our results demonstrate the importance of AC and imply that researchers in cross-cultural contexts can safely use the ACS-18 without risking substantive misinterpretation. We discuss results, future research directions, implications, and limitations of the study."
"en" => "International Business researchers have recently become interested in attributional complexity (AC) in the context of cross-cultural leadership effectiveness. Despite this recent surge in interest in this construct, we know very little about its measurement properties in cross-cultural situations. Given that attributions vary across cultures, verifying the validity (measurement invariance and nomological validity) of the Attributional Complexity Scale (ACS) is a research imperative. In study I, we examine the measurement invariance of ACS using a reduced version of the original scale (ACS-18) in five countries. The results suggest that the ACS shows metric invariance in that it has a similar factor structure across the five societies examined and in two other independent samples. In study II (France), we provide evidence of AC’s predictive validity based on its relationship to a key construct in its nomological network, namely, isomorphic attribution. In study III (United States), we provide additional evidence of nomological validity by showing the relationship between AC and biculturalism. Our results demonstrate the importance of AC and imply that researchers in cross-cultural contexts can safely use the ACS-18 without risking substantive misinterpretation. We discuss results, future research directions, implications, and limitations of the study."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
39 => Essec\Faculty\Model\Contribution {#2278
#_index: "academ_contributions"
#_id: "10944"
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"id" => "10944"
"slug" => "women-reaching-the-senior-executive-suite-a-framework-of-life-partner-advocacy-and-power"
"yearMonth" => "2020-06"
"year" => "2020"
"title" => "Women Reaching the Senior Executive Suite: A Framework of Life Partner Advocacy and Power:"
"description" => "DREHER, G.F., RAMASWAMI, A. et DOUGHERTY, T.W. (2020). Women Reaching the Senior Executive Suite: A Framework of Life Partner Advocacy and Power: Dans: Dianna L. Stone, James H. Dulebohn, Kimberly M. Lukaszewski eds. <i>Diversity and Inclusion in Organizations</i>. 1st ed. Information Age Publishing, pp. 33-58."
"authors" => array:3 [
0 => array:3 [
"name" => "RAMASWAMI Aarti"
"bid" => "B00265061"
"slug" => "ramaswami-aarti"
]
1 => array:1 [
"name" => "DREHER G. F."
]
2 => array:1 [
"name" => "DOUGHERTY T W."
]
]
"ouvrage" => "Diversity and Inclusion in Organizations"
"keywords" => []
"updatedAt" => "2023-03-06 16:27:14"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => "33-58"
"volume" => ""
"number" => ""
]
"type" => array:2 [
"fr" => "Chapitres"
"en" => "Book chapters"
]
"support_type" => array:2 [
"fr" => "Editeur"
"en" => "Publisher"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "This work focuses on extra-organizational processes that consider the extent to which a life partner can act as a career catalyst (or inhibitor) during the final rounds of the competition to reach the C-suite. Our objective has been to contribute to the t"
"en" => "This work focuses on extra-organizational processes that consider the extent to which a life partner can act as a career catalyst (or inhibitor) during the final rounds of the competition to reach the C-suite. Our objective has been to contribute to the t"
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-03T16:21:42.000Z"
]
+lang: "en"
+"_type": "_doc"
+"_score": 6.002382
+"parent": null
}
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