Our study examines the interconnection between women’s workplace hierarchical relationships and their career decisions using relational cultural theory (RCT) and the kaleidoscope career model (KCM). The findings suggest that the quality of these relationships directly and indirectly affect women’s careers, particularly when the relationship is perceived as negative. This research critiques and extends the KCM by adding an important relational component. Balance is extended to include the impact women’s hierarchical relationships have on personal and family wellbeing, particularly where it is viewed as negative, disempowering and lacking in mutuality. Challenge is extended to include the additional demands presented by a negative hierarchical relationship, along with the opportunity it provides for learning and growth. Our research makes the case for greater personal and organisational awareness of the connection between women’s hierarchical relationships and potential career impacts as one mechanism to support the careers of women.

Purpose The purpose of this paper is to understand the factors perceived to influence successful online learning in organisations. Design/methodology/approach Utilising an exploratory, qualitative approach, 20 participants were involved in semi-structured interviews before, during and after their involvement in an online development programme. Findings Key factors perceived to influence participants’ learning, in order of their perceived influence, are online considerations (such as time allocation and discipline), peer support and technical delivery. Organisational culture was also found to have some influence, however further research is required to establish the extent this influence. The compounding or mitigating effect of the interplays of these factors was highlighted. Research limitations/implications Although the study is limited by its small sample, it provides a basis for the further exploration of online learning in an organisational context and draws attention to the effect of the interplay of factors affecting learning. Research into the longitudinal influence of online learning in organisations, and particularly research which enables breakdown by learning style may assist in the development of programmes suitable for most participants. Originality/value Online learning is becoming a common tool for employee development in the workplace and yet little is known about the factors that influence learning in this environment. This paper offers new insights into that gap through a progressive evaluation of factors facilitating or inhibiting online learning.

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Purpose The purpose of this paper is to examine the expectations women have of their women managers and/or women employees and to suggest personal and organizational strategies to strengthen those relationships. Design/methodology/approach Building on a first phase of research using narrative inquiry into the lived experiences of women managing and/or being managed by women, workshops were held with 13 participants to explore their relationship expectations of women managers and/or employees. Findings While the participants initially believed they expected the same things of a manager or employee irrespective of gender, a closer examination revealed gender-based expectations. Women expect a higher degree of emotional understanding and support from a woman manager, than they would from a man. They also expect a woman manager to see them as an equal, take a holistic view of them as people, understand the complexities of their lives and provide flexibility to accommodate those complexities. Research limitations/implications This is an exploratory study in an under-researched area. Extensive further research is warranted. Practical implications Understanding the expectations women have of their women managers enables the development of both personal and organizational strategies aimed at strengthening those relationships. Originality/value These findings begin a dialogue on the often-unspoken and unrecognized gender-based expectations women have of their relationships with women managers and/or women employees. Although considerable research exists on gender stereotypes in the workplace, little research exists on these gender-based relational expectations.

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