Journal articles on the topic 'Careers and promotion'
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Djamilah, Siti. "DAMPAK GENDER PADA KARIR: KAJIAN KARIR PLATEAU DAN STRATEGI KARIR." Media Mahardhika 19, no. 2 (January 30, 2021): 300–315. http://dx.doi.org/10.29062/mahardika.v19i2.255.
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This study examined plateau career differences and career strategies between men and women. In addition, this study examines the influence of plateau promotion rules. The research sample was employees in the administration of manufacturing companies in Surabaya and Sidoarjo. Of the 200 questionnaires distributed to employees, who returned 188 questionnaires and only 173 questionnaires that could be used. The next step, the researchers tested the validity and reliability of variables: plateau careers, career strategies and the rule of promotion. Test results show valid and reliable results. Analysis techniques using independent sample t test. In addition, this study uses simple regression analysis techniques to test the effect of the promotion rules on plateau careers. The results of the independent t-test showed that the plateau career between male and female employees was not different. But career strategies between men and women are different. In addition, the results of simple regression indicate that the influence of the promotion rules on plateau careers was supported.
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Gustafsson, Stefanie, and Juani Swart. "‘It’s not all it’s cracked up to be’: Narratives of promotions in elite professional careers." Human Relations 73, no. 9 (August 12, 2019): 1199–225. http://dx.doi.org/10.1177/0018726719859404.
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How do organizational decision-makers and promotion candidates experience promotions in elite professional careers? Despite literature recognizing that promotions are important career events for organizations and individuals, this question has received little scholarly attention. Drawing on a narrative approach and combining spoken and visual accounts, this article examines how organizational decision-makers and promotion candidates experience the promotion to partnership in law firms. Our study reveals four narratives that illustrate important differences and similarities in their accounts. In the official script, organizational decision-makers uniformly recounted promotions in a detached way, emphasizing objective meanings of career success. In contrast, promotion candidates’ accounts were varied, ranging from joy and anticipation in walk in the park, to anger and frustration in dark art to anxiety and ambivalence in bittersweet narratives. The study makes three contributions to the literature on promotions. First, we develop an emotion-based understanding of promotions suggesting that promotions are constructed through people’s lived emotional experiences that inform their meaning making of the new role. Second, we argue that promotions are not always positive career events, but potentially contradictory and negative. Third, we contribute to extant research on promotions that has favoured quantitative methodologies by adopting a multimodal approach.
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Wilkinson, Jeremy, and Gill Chard. "Images of Occupational Therapy among Secondary Schoolchildren." British Journal of Occupational Therapy 68, no. 3 (March 2005): 135–39. http://dx.doi.org/10.1177/030802260506800307.
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There has been no published research in the United Kingdom specific to the promotion of occupational therapy as a career among secondary schoolchildren. A two-part questionnaire was administered to 110 schoolchildren (age 14–16 years) at three schools in England. The questionnaire investigated awareness about occupational therapy as a potential career and opinions about various promotional materials: a video, radio advertisements and careers leaflets issued by the College of Occupational Therapists. The findings indicate that awareness of occupational therapy is low; careers teachers are the first choice and the Internet the second choice when finding out about a career in occupational therapy. All participants chose the video as the best promotional material. Schoolchildren need to be informed about occupational therapy before the age of 14 years if they are to consider it as a career; careers teachers need ready access to promotional materials; and the College of Occupational Therapists' web pages need to be developed specifically for secondary school-age children.
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Mori, Pier Angelo. "Promotion careers with multiple punitive assignments." Economics Letters 60, no. 3 (September 1998): 369–73. http://dx.doi.org/10.1016/s0165-1765(98)00104-9.
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Knox, Michael. "Interventional Radiology: A Potential Antidote to Physician Burnout." Seminars in Interventional Radiology 36, no. 01 (March 2019): 046–48. http://dx.doi.org/10.1055/s-0039-1679945.
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AbstractPhysician burnout affects more than half of U.S. physicians, is multifactorial in origin, and should be addressed at organizational, group, and individual levels. By examining the career of one private practice interventional radiologist, insight into lessons learned and strategies for promotion of a fulfilling career might apply to others. Priorities may vary depending on stage of career, but some common themes of meaning and purpose that most interventional radiology (IR) physicians embrace throughout their careers emerge. Recognizing and cultivating these might provide keys to mitigating professional burnout and promoting a fulfilling IR career.
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Patterson, Sarah E., Sarah Damaske, and Christen Sheroff. "Gender and the MBA: Differences in Career Trajectories, Institutional Support, and Outcomes." Gender & Society 31, no. 3 (April 10, 2017): 310–32. http://dx.doi.org/10.1177/0891243217703630.
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This study asks how men’s and women’s careers diverge following MBA graduation from an elite university, using qualitative interview data from 74 respondents. We discover men and women follow three career pathways post-graduation: lockstep (stable employment), transitory (3 or more employers), and exit (left workforce). While similar proportions of men and women followed the lockstep pathways and launched accelerated careers, sizable gender differences emerged on the transitory pathway; men’s careers soared as women’s faltered on this path—the modal category for both. On the transitory path, men fared much better than women when moving to new organizations, suggesting that gender may become more salient when people have a shorter work history with a company. Our findings suggest that clear building blocks to promotions reduce gender bias and ambiguity in the promotion process, but multiple external moves hamper women, putting them at a clear disadvantage to men whose forward progress is less likely to be stalled by such moves.
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Bano, Safia, and Kaneez Fatima. "Handbook of Research on Promotion Women’s Careers." Gender in Management: An International Journal 31, no. 7 (October 3, 2016): 496–98. http://dx.doi.org/10.1108/gm-01-2016-0003.
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C Cabaya, Mary Grace. "Employees’ Career Growth and Development: Outlook and Challenges of a First-Class Accounting Unit." International Journal of Engineering, Business and Management 7, no. 1 (2023): 5–11. http://dx.doi.org/10.22161/ijebm.7.1.2.
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This study focused on identifying the outlook and challenges on career growth and development of all seventeen employees of the accounting office of a local government unit and is anchored on Systems Theory Framework of Career Development. Descriptive qualitative research design was employed and utilized total enumeration purposive sampling. Respondents were interviewed and data was gathered, transcribed, and thematically analyzed. Findings revealed that employees shared positive and negative outlook on career growth and development citing promotion, annual salary appraisal, and skills enhancement. Furthermore, challenges included demographic factors like age, educational background, market competition, lack of vision and personal purpose, slow promotion process, and management support. Therefore, the outlook and challenges of the employees focused on the career planning intervention, especially in ensuring that employees are given enough exposure and awareness on professional development and training to acquire skillset and qualifications to advance their careers and provide robust development of core policies to ensure everyone is treated fairly and just with regards to career advancement. Self-awareness, self-development, inclusive work environment and management support will help employees in their careers and professions.
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Hall, Rich. "Selling a dream? Information asymmetry and integrity within promotional literature for popular music courses." Journal of Popular Music Education 3, no. 2 (July 1, 2019): 225–43. http://dx.doi.org/10.1386/jpme.3.2.225_1.
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Providers of higher education have a legal responsibility to provide accurate information to students. In an increasingly marketized sector, however, promotional imperatives place pressure on providers to ‘sell’ degrees to students. Given the indeterminate nature of popular music careers, not to mention the ‘intangible product’ that is higher education, the implicit or explicit indication of an assurance of career success upon completion of the degree could be regarded as being overstated. This article brings to bear a qualitative linguistic analysis of the terms and constructed meanings implied within promotional literature across a range of performance-based popular music degrees. It suggests that language in this context functions in a performative sense and can perpetuate questionable conceptions of popular music careers and the efficacy of degree courses. The article concludes with suggestions of improvements that might be made across the sector in the promotion of popular music degree programmes.
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Green, Lawrence W. "Turnstile Careers Between Academia and Practice." Pedagogy in Health Promotion 2, no. 4 (November 10, 2016): 221–38. http://dx.doi.org/10.1177/2373379916673375.
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This reflection on the academic and practice careers—my own and some notable health promotion professors’—supports my suggestions about what makes good teaching and research faculty members in professional schools seeking to prepare next generations of practitioners for health education and health promotion careers. From the perspective of pedagogy in health promotion, the preparation of students for their roles in practice—in whatever blend of policy, planning, management, delivery, or evaluation of programs—should emanate, where possible, from field experience and reality-tested theoretical and evidence-based precepts. Just as usable evidence-based practices need to include practice-based evidence, so too must usable pedagogy for practitioners be built on periodic exposure and experience of instructors in contemporary practice. The concept of “turnstile careers” is introduced to address this need for periodic immersion of faculty in practice positions with responsibility for programs.
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Akpebu Adjah, Olive, and Thomas Van der Walt. "Career progression of female librarians in public university libraries in Ghana." Journal of Librarianship and Information Science 51, no. 2 (December 6, 2017): 331–45. http://dx.doi.org/10.1177/0961000617742445.
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The growing interest in gender issues and female employment has generated a number of studies and the library and information profession has not been excluded from this interest in promoting female equality in employment. This study investigates the career patterns of practising professional female librarians in six selected public university libraries in Ghana, in order to establish the enhancers and inhibitors they experience in their career progression. The study, conducted with a survey method, adopted the use of self-administered questionnaires for data collection. Quantitative data gathered from the 128 librarians were analysed to report on descriptive characteristics of respondents, while qualitative data, from open-ended questions, were analysed, using the narrative analysis technique, to present a profile of respondents and their career histories. The findings reveal females in the study were unable to meet requirements for promotion in their various public university libraries, which has resulted in very slow progress in their careers and even stagnated careers. The study concludes by recommending that there should be a career development support system for females, to help them overcome barriers to advancement in university libraries
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Cannings, Kathy. "Managerial Promotion: The Effects of Socialization, Specialization, and Gender." ILR Review 42, no. 1 (October 1988): 77–88. http://dx.doi.org/10.1177/001979398804200106.
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Analyzing responses to a questionnaire sent in 1983 to managers in a large Canadian corporation, the author finds that women, who comprised 256 of the 692 managers in the sample and whose average earnings were 87 percent of the men's, were only 80 percent as likely as their male colleagues to be promoted in any given year of their careers with the firm. Although career-relevant factors such as childhood socialization, formal education, and firm-specific productivity had a significant impact on the probability of promotion, the influence of gender on a manager's chances of promotion is found to be sizeable even when those variables are held constant.
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Diawara, Norou, Sarah Ferguson, Melva Grant, and Kumer Das. "Novel Statistical Analysis in the Context of a Comprehensive Needs Assessment for Secondary STEM Recruitment." Computation 9, no. 10 (September 28, 2021): 105. http://dx.doi.org/10.3390/computation9100105.
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There is a myriad of career opportunities stemming from science, technology, engineering, and mathematics (STEM) disciplines. In addition to careers in corporate settings, teaching is a viable career option for individuals pursuing degrees in STEM disciplines. With national shortages of secondary STEM teachers, efforts to recruit, train, and retain quality STEM teachers is greatly important. Prior to exploring ways to attract potential STEM teacher candidates to pursue teacher training programs, it is important to understand the perceived value that potential recruits place on STEM careers, disciplines, and the teaching profession. The purpose of this study was to explore students’ perceptions of the usefulness of STEM disciplines and their value in supporting students’ careers. A novel statistical method was utilized, combining exploratory-factor analysis, the analysis of variance, generalized estimating equation evaluations under the framework of a generalized linear model, and quantile regression. Using the outputs from each statistical measure, students’ valuation of each STEM discipline and their interest in pursuing teaching as a career option were assessed. Our results indicate a high correlation of liking and perceived usability of the STE disciplines relative to careers. Conversely, our results also display a low correlation of the liking and perceived usability of mathematics relative to future careers. The significance of these diametrically related results suggests the need for promotion of the interrelatedness of mathematics and STE.
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Brown, Ruth, and Dr Derek Stephens. "Law Library Careers: Improving the Transition to Legal Information Work." Legal Information Management 4, no. 1 (March 2004): 19–22. http://dx.doi.org/10.1017/s1472669603001026.
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This article describes research which suggests that much more could be done to prepare Library and Information Science (LIS) graduates for a career in legal information, both in terms of greater career information availability and in greater preparation before working with legal information, such as knowledge of legal materials and ways of working. Greater promotion of this interesting and challenging information sector would ensure that LIS graduates are fully aware of law library work as a viable career path and are clear about what the work entails. Implications for CILIP, BIALL, Library Schools and university careers services are discussed.
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Morley, N. J. "Munro Fox and the public promotion of biology in the mid-twentieth century." Archives of Natural History 46, no. 1 (April 2019): 88–104. http://dx.doi.org/10.3366/anh.2019.0556.
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In Britain, a tradition of scientists actively communicating new developments in their fields with the general public has existed since the Victorian era. During the early twentieth century there were major developments in the nature of scientific communication with the rise of the mass media represented by popular magazines, newspapers and books, alongside the creation of a national radio broadcasting network. Many professional scientists took advantage of these changes to develop non-specialist careers through writing articles, books or radio talks for the enlightenment of the general public or the education of school children. However, most of this bibliographical material is ephemeral and may be ignored when considering the careers of the most distinguished scientists. One such scientist whose non-specialist activities have been generally undervalued is Munro Fox FRS (1889–1967). He was an eminent zoologist who, alongside a successful research career, had a well-developed non-specialist output promoting biological subjects that included many magazine articles and books as well as a substantial number of radio talks, particularly within the British Broadcasting Corporation's (BBC) Broadcasts to Schools programme.
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Andrews, David. "Careers education: Tony’s legacy." Journal of the National Institute for Career Education and Counselling 33, no. 1 (October 1, 2014): 31–36. http://dx.doi.org/10.20856/jnicec.3305.
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Tony Watts is probably best known for his role as Director of NICEC from 1975 to 2001, and for his work as an international policy expert on careers guidance, but in 1973, prior to establishing NICEC, Tony was Head of the Research and Development Unit at CRAC and he published one of the first articles setting out a suggested list of objectives for a careers education programme. This article examines his contribution to careers education policy, theory and practice over the 40 years that followed, from his work with Bill Law on the DOTS framework to his promotion of the Blueprint in several countries in the present century.
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Cleary, Michelle, Jan Horsfall, and Garry Walter. "Academic careers and promotion: character and conduct deserve greater emphasis." Journal of Advanced Nursing 69, no. 8 (July 11, 2013): 1675–77. http://dx.doi.org/10.1111/jan.12088.
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Escoffery, Cam, Melissa Kenzig, Christel Hyden, and Kristen Hernandez. "Capitalizing on Social Media for Career Development." Health Promotion Practice 19, no. 1 (September 29, 2017): 11–15. http://dx.doi.org/10.1177/1524839917734522.
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Social media is powerful and has effective tools for career advancement. Health promotion professionals at all stages of their career can employ social media to develop their profile, network with a range of colleagues, and learn about jobs and other career-enhancing opportunities. This article focuses on several social media resources, describes their key functions for career development, and offers strategies for effective use. Steps in using social media include creating a personal profile, sharing products such as newsletters or publications, and locating volunteer and job opportunities. Learning skills to use social media effectively is important to advancing careers and to the expansion of the public health workforce.
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Judge, Timothy A., and Robert D. Bretz. "Political Influence Behavior and Career Success." Journal of Management 20, no. 1 (April 1994): 43–65. http://dx.doi.org/10.1177/014920639402000103.
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The present study examined an important yet under-investigated topic, the effect of political influence behavior on career success. Drawing from past research on influence behavior and relevant theory from social psychology, the effect of political influence behavior on career success was hypothesized to depend on the type of influence tactic employed. Results from a sample of past graduates of two universities indicated that supervisor-focused tactics, manifesting a strategy of ingratiation, resulted in higher levels of career success while job-focused tactics, manifesting a strategy of self-promotion, resulted in lower levels of success. Implications of the results for the study of careers and career management processes are discussed.
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Privalko, Ivan. "Quits and ladders: does mobility improve outcomes?" International Journal of Manpower 40, no. 7 (October 7, 2019): 1201–14. http://dx.doi.org/10.1108/ijm-08-2018-0263.
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Purpose The purpose of this paper is to compare internal and external job mobility (quits and promotions) as separate mechanisms for workers improving earnings and job fit. Design/methodology/approach The authors sample the core workforce from the British Household Panel Survey, estimating the effects of quits and promotions on two sets of outcomes. The first is subjective; satisfaction with work, pay and hours. The second is objective realities about the job; gross monthly pay and weekly working hours. The authors use linear fixed-effects estimation to control for individual heterogeneity. Findings Quits and promotions are distinctly different mechanisms for improving earnings and job fit. Quits improve measures of job fit (satisfaction with work, pay and hours) but have little effect on earnings. Internal promotions bring earnings growth but have little effect on job fit. The findings shed light what drives “voluntary” mobility; internal mobility may be driven by higher “reservation wages” and career progression, while external mobility may be driven by job matching and the need to find more appropriate work. Social implications Researchers should treat mobile labour markets with scepticism. The growth of “boundaryless careers” may closer resemble a release valve for poor working conditions in a varied market than a growth in new opportunities for earnings and career progression. Originality/value Studies of job mobility overwhelmingly focus on the effects quitting without explicitly comparing this mobility to promotions. This omission gives an incomplete picture of mobility. Bringing promotions back into the discussion, helps to understand why workers commit to internal careers and firm tenure. The paper shows that quits and promotions yield distinctly different outcomes for core workers, despite both mobility types being labelled “voluntary”. Thus, the authors show that inequality in earnings and working conditions is closely tied to access to the “life-chances” of mobility; those who are able to pursue promotion are rewarded objectively; those who quit for a new employer seek a better job fit.
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Kelly, Heather, Anske Robinson, Marlene Drysdale, Janice Chesters, Susan Faulkner, Isabel Ellender, and Leanne Turnbull. "“It's Not About me, it's About the Community”: Culturally Relevant Health Career Promotion for Indigenous Students in Australia." Australian Journal of Indigenous Education 38, no. 1 (January 2009): 19–26. http://dx.doi.org/10.1375/s1326011100000557.
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AbstractThe numbers of Indigenous students studying in health career courses at the tertiary level is low. This paper describes a forum conducted as part of a project of national significance which examines the solutions and barriers for Indigenous student entry to medical and other health science education. Small group discussions and observations were used to determine how a group of Indigenous students, school age and mature, became interested in a health career, what influenced them, their expectations and where they sourced information. The initial design of the forum, based on other successful non-Indigenous health career events, was deemed inappropriate. When an Indigenous educator intervened, and used a more culturally appropriate approach, the engagement of the Indigenous students increased. The importance of culturally relevant health career promotion is a vital part of a complex series of actions needed to increase the recruitment and retention of Indigenous students into health science careers.
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Blackmer, Allison B., Anita Siu, Angela Thornton, Peter N. Johnson, Kristen R. Nichols, and Tracy M. Hagemann. "Academic Careers in Pediatric Pharmacy: Part 2—Academic Advancement." Journal of Pediatric Pharmacology and Therapeutics 24, no. 3 (May 1, 2019): 183–93. http://dx.doi.org/10.5863/1551-6776-24.3.183.
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An increasing number of pediatric clinical pharmacists are pursuing careers in academia. Once in an academic position, questions, challenges and benefits related to the processes of academic evaluation and advancement unique to pediatric academia often arise. This is the second article in a 2-part series that attempts to demystify pediatric faculty positions and address gaps in the literature regarding careers in pediatric-focused academic positions. The purpose of this article is to review key aspects pertaining to academic evaluation and the preparation for and process of academic advancement/promotion. A question and answer format is used to discuss common questions related to these processes and tips for success are provided. This article is primarily intended to be used as a helpful guide for junior faculty members as well as mid-level individuals seeking advancement; however, it will also benefit students, trainees, and practicing pharmacists seeking increased knowledge of pediatric academic career paths.
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Ross-Smith, Anne, and Colleen Chesterman. "‘Girl disease’: Women managers' reticence and ambivalence towards organizational advancement." Journal of Management & Organization 15, no. 5 (November 2009): 582–95. http://dx.doi.org/10.1017/s1833367200002431.
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AbstractThis paper addresses the theme of the special issue by drawing attention to ways in which gender scholarship can influence management and organizational studies in an analysis of the pathways to senior management. Based on an Australia-wide study of the experiences of women and men in senior management, it adds new empirical data to the body of knowledge on women's career advancement at senior levels of organizations. Many women interviewed expressed reticence and ambivalence about the advancement of their careers and their prospects for promotion, which was called ‘girl disease’ by one woman. Forms of ambivalence varied according to different age and sector cohorts; in particular difficulties were identified in reconciling family responsibilities with the demands of senior level appointments. We analyse expressions of ambivalence and reticence by exploring the tensions between women's gender identity and the organizational factors that shape their ‘managerial’ identity. We conclude by suggesting strategies to improve organizational practices in relation to women's career development and promotion.
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Ross-Smith, Anne, and Colleen Chesterman. "‘Girl disease’: Women managers' reticence and ambivalence towards organizational advancement." Journal of Management & Organization 15, no. 5 (November 2009): 582–95. http://dx.doi.org/10.5172/jmo.15.5.582.
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AbstractThis paper addresses the theme of the special issue by drawing attention to ways in which gender scholarship can influence management and organizational studies in an analysis of the pathways to senior management. Based on an Australia-wide study of the experiences of women and men in senior management, it adds new empirical data to the body of knowledge on women's career advancement at senior levels of organizations. Many women interviewed expressed reticence and ambivalence about the advancement of their careers and their prospects for promotion, which was called ‘girl disease’ by one woman. Forms of ambivalence varied according to different age and sector cohorts; in particular difficulties were identified in reconciling family responsibilities with the demands of senior level appointments. We analyse expressions of ambivalence and reticence by exploring the tensions between women's gender identity and the organizational factors that shape their ‘managerial’ identity. We conclude by suggesting strategies to improve organizational practices in relation to women's career development and promotion.
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Matsepe, David, and Mugwena Maluleke. "The Role of Contexts in the Construction of Academic Identity in Selected South African Universities." International Journal of Criminology and Sociology 10 (November 5, 2021): 1509–14. http://dx.doi.org/10.6000/1929-4409.2021.10.172.
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Using qualitative interviews and document analysis, that is, national and institutional policies, the study is embedded on the assumption that the purpose of the academic career is knowledge creation, dissemination, and the acquisition and promotion of high-level skills that contribute to scholarship and the support of the economy of knowledge. This implies that academics create knowledge in pursuit of the academic career to develop scholarship. Given the identity-subjectivity-agency theory, the study set out to examine the global and local contexts or dynamics that affect the academic career in constructing academic identity and how they apply to the South African higher education landscape. We argue that the legacy of apartheid affected academic careers differently as higher education institutions were divided, separated, and segregated along racial lines with different purposes. They shaped the roles of academics in different ways, with some enjoying academic freedom and autonomy while some are operating as public servants. Moreover, university academic staff should be encouraged and enabled to advance knowledge. Thus, the study recognizes the need for high-level skills and knowledge creation, which require greater attention to the nature of academic careers.
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Gustafsson, Stefanie, Juani Swart, and Nick Kinnie. "‘They are your testimony’: Professionals, clients and the creation of client capture during professional career progression." Organization Studies 39, no. 1 (June 12, 2017): 73–92. http://dx.doi.org/10.1177/0170840617708001.
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The relationship between professionals and clients has received considerable interest, more recently through the concept of client capture. However, little is known to date about the mechanisms through which professionals become captured by their clients. Drawing on 50 interviews investigating the promotion of lawyers to partnership in seven UK law firms, we contribute to existing understanding by exploring the creation of client capture during professional career progression. We propose that by bestowing clients with influence over who gets promoted to partnership, lawyers lose professional independence in defining the future of their firm. In addition, we illustrate how lawyers make themselves indirectly dependent on their clients by perceiving partnership as influential to client work. By doing so, they rely on their clients to legitimize partnership as the ideal career path. Based on our findings, we argue that career progression acts as an enabling mechanism for the creation of client capture as, by succumbing to the desire to advance their careers, professionals also become prone to client capture. We discuss the implications of our findings for professional–client relations and client capture, professional careers and the changing nature of professional work.
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Guo, Yadong, Helena Sit, and Min Bao. "Sustainable Careers of Teachers of Languages Other than English (LOTEs) for Sustainable Multilingualism in Chinese Universities." Sustainability 12, no. 16 (August 8, 2020): 6396. http://dx.doi.org/10.3390/su12166396.
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This paper explores Chinese universities’ policies related to the research performance review of language other than English (LOTE) teachers with respect to promotion. Drawing on a variety of data including policy documents and interviews with 32 individual LOTE teachers from 16 universities, we identified that Chinese universities have unreasonable expectations in terms of research publications and research funding for language teachers, including LOTE teachers, which make their career prospects unsustainable. We also evaluated the contextual realities for LOTE teachers regarding academic publication and research funding, and identified a widespread feeling of anxiety and stress among LOTE teachers. Though LOTE teachers are committed to undertaking various efforts to overcome challenges in their research performance review for promotion, we call on university management and policy makers to provide additional support to LOTE teachers, so that they can develop sustainable careers and universities, including Chinese universities, will be able to rely on sustainable multilingualism.
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Shore, Nicholas, and Elizabeth Pritchard. "Promoting Dentistry as a Career: A Local Initiative." Primary Dental Care os9, no. 2 (April 2002): 49–53. http://dx.doi.org/10.1308/135576102322527775.
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Aim This was to ascertain reasons for pupils’ interest in dentistry, and what appealed to them from their current knowledge of the profession. The findings were compared with those of undergraduates and practising dentists. Materials and Method Three different groups of subjects (school pupils, fourth-year dental undergraduates and general dental practitioners) in West Yorkshire were asked to complete a single-sided A4 questionnaire Results All respondents completed the questionnaire fully. Conclusion Promotion of dentistry as a career should be targeted at the 14–15-year-old age group and above. Advice on a career in dentistry may be sought from general dental practitioners (who should keep up to date with dental degree/career information), careers fairs, and written information (which should be well-presented and informative). Dental schools might provide information via ‘predental advisers’ and recruiting courses, with help for applicants from professionals with relevant experience.
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Mbukanma, Ifeanyi, and Kariena Strydom. "Challenges to and Enablers of Women's Advancement in Academic Careers at a Selected South African University." International Journal of Learning, Teaching and Educational Research 21, no. 12 (December 30, 2022): 44–64. http://dx.doi.org/10.26803/ijlter.21.12.3.
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The study was motivated by the question of what challenges and enablers women encounter as they progress in their academic careers. A qualitative research method was used. This participatory action research involved 19 members of a South African university’s permanent academic staff who shared their perspectives on women's academic advancement. A literature review was conducted to provide contextual insight. The four key themes that underpinned the data analysis are: factors hindering women's academic careers; challenges faced by women academics; advancing women’s academic careers; and advancing the employability of aspiring female academics. Unfair recruitment processes, intrinsic societal attitudes, low self-esteem and a lack of mentorship programmes were identified as critical factors impeding women's academic careers. Revised recruitment policies, promotion opportunities and support programmes for women are evidenced as critical to advancing women's academic careers. It is suggested that a concerted effort be made by women as individuals, universities and the government to advance women's academic careers.
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Saputri, Ekawati, Syahrir A. Pasinringi, and Julianus Ake. "THE RELATIONSHIP BETWEEN CAREER LADDER AND NURSES JOB SATISFACTION AT A HOSPITAL." Jurnal Administrasi Kesehatan Indonesia 9, no. 1 (April 22, 2021): 55. http://dx.doi.org/10.20473/jaki.v9i1.2021.55-66.
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Background: Career ladder is given to nurses to encourage and maintain professional development and practice of nursing. Career ladder has an impact on raising clinical levels, promotion opportunities, competency complexity, rewards and recognition. In this study, the career ladder has started by mapping and conducting, credentials and competency assessment at the levels of pre Nurse Clinicians, Nurse Clinicians Level I and Nurse Clinicians Level II. Almost half of the nurses were dissatisfied (47.2%) with their career development.Aims: This study was to analyzed the relationship between the career ladder and nurses’ job satisfaction.Methods: This study was a quantitative correlational study with a cross-sectional approach. There were 108 nurses as samples selected using consecutive sampling techniques. These respondent who met the inclusion criteria came from Inpatient Room, (i.e VVIP, VIP, Class I, Class 2/3, Ophthalmology Inpatient), Polyclinic, Chemotherapy Unit, NICU (Neonatal Intensive Care Unit), ICU (Intensive Care Unit), Hemodialysis, Emergency room and COT (Centra Operation Theater). Data were analyzed using the Spearman test.Results: There was a significant relationship between career ladder (p=0.000) and nurse’ job satisfaction. The nurse were satisfied with her career development related to implementation of career ladder. Besides, career ladder allowed to be promoted as the heads of the rooms. Rewards and recognition of nurses’ competencies through job promotion affected nurses’ satisfaction.Conclusion: Career ladder affects nurse satisfaction. Nurses can advance their careers through a career promotion, competencies, rewards and recognition from other health professionals. Support from nurse manager is needed as a form of mentoring and evaluation of nurse performance in the career ladder. Keywords: career ladder, job satisfaction, nurses
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Deschacht, Nick, Ann-Sophie De Pauw, and Stijn Baert. "Do gender differences in career aspirations contribute to sticky floors?" International Journal of Manpower 38, no. 4 (July 3, 2017): 580–93. http://dx.doi.org/10.1108/ijm-10-2015-0171.
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Purpose The purpose of this paper is to test hypotheses regarding the importance of employee preferences in explaining sticky floors, the pattern that women are, compared to men, less likely to start to climb the job ladder. Design/methodology/approach The authors use original data obtained using a survey and a vignette study in which participants had to score the likeliness with which they would accept job offers with different promotion characteristics. Findings The main findings are that young female professionals have a less pronounced preference for more demanding and less routinary jobs and that this effect is mediated by the greater risk aversion and anticipated gender discrimination among women. No gender differences were found in the relative likeliness to apply for jobs that involve a promotion in terms of job authority. Research limitations/implications The vignette method assumes that artificial settings with low stakes do not bias results. Another limitation follows from the focus on inter-organizational promotions among young professionals, which raises the question to what extent the results can be generalized to broader settings. Originality/value This paper contributes to the literature on gender differences in careers by measuring the impact of employee preferences on gender differences in career decisions.
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Hervey, Nick. "A social work career in mental health." Social Work and Social Sciences Review 23, no. 2 (December 7, 2022): 72–85. http://dx.doi.org/10.1921/swssr.v23i2.2084.
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This piece is intended to show how with a commitment to continuous professional development, changing trends and practices in a profession can be reflected in the work of an individual practitioner, and in turn the study of individual careers can provide a wider understanding of the way change has been interpreted and implemented. A single career will see many structural changes of direction and emphasis, and if a practitioner is staying abreast of the twists and turns in policy, these should be reflected in their practice. This can become even more apparent when an individual, with promotion, moves through positions with differing levels of responsibility, and therefore engages with policy change from different perspectives. The article highlights a number of good practices encountered in promoting better services for mental health service users, and how an individual can be an agent for improving the implementation of policy.
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Martinelli, Cesar. "Accountability and Grand Corruption." American Economic Journal: Microeconomics 14, no. 4 (November 1, 2022): 645–79. http://dx.doi.org/10.1257/mic.20200186.
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We propose a model of political careers and electoral accountability in an environment in which politicians may take bribes at different stages of their careers and in which politicians’ actions are only imperfectly observed by voters. We show that the expectation of promotion to higher office may motivate some politicians to behave worse at the latest stages of their careers, setting off a trade-off between providing incentives for good behavior at lower levels of office and selecting better politicians for higher office. Optimal rewards focus either on stamping out corruption at lower levels of office or on improving selection for higher office. (JEL D72, D73, K42)
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Dickinson, Sarah. "The Athena SWAN Charter: Advancing women's careers in STEMM academia." Biochemist 35, no. 1 (February 1, 2013): 28–30. http://dx.doi.org/10.1042/bio03501028.
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The Athena SWAN Charter makes awards to institutions that show a commitment to the advancement and promotion of the careers of women in STEMM higher education and research. The Biochemical Society recently joined the steering committee of the Charter, as well as co-funding it.
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Dominic, Tonto Chioma, and Iyabo Ike Sobowale. "South African Career Development Institution Management in Graduates Alumni Assisten." International Journal Papier Public Review 2, no. 3 (July 13, 2021): 43–49. http://dx.doi.org/10.47667/ijppr.v2i3.103.
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This article discusses career development management that can help career empowerers combine skills such as applying theoretical constructs realistically and creatively to focus on innovative ways of doing things that make careers possible as factors that provide support to employees in the workplace and contribute on their professional development. In contrast to other approaches to career development, the conventional approach to career development is mainly focused with techniques that are meant to utilize skill development and supply to drive economic growth rather than anything else. However, although the promotion of economic growth is an important goal for career development in South Africa, it is not the only goal for the country's development agenda, which includes a number of other goals. Globally, a vision of career development based on clearly defined economic goals would be at conflict with South Africa's development rhetoric, according to the World Bank's Africa Development Report
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Abdalla, Ikhlas, and Awad Al-Zufairi. "Antecedents of career self-management: home country and international careers in Kuwait." Career Development International 25, no. 7 (October 13, 2020): 715–30. http://dx.doi.org/10.1108/cdi-12-2018-0320.
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PurposeThe purpose of this paper is to examine how leadership aspiration mediates the effect of career self-efficacy on employees' engagement in career self-management (CSM; i.e. deployment of career advancement strategies concerning access to power, psychological boundaryless and self-promotion), whether self-efficacy directly influences CSM, and whether these relations are conditional upon nationality (which is a proxy for domestic and international careers in Kuwait).Design/methodology/approachA questionnaire was completed by 615 highly educated young Kuwaitis and self-initiated expatriates (SIEs; Arab and South Asian nationals) working in Kuwait.FindingsThe results demonstrate that self-efficacy, directly and indirectly (mediated by leadership aspiration), influences the three types of career advancement strategies. Moderated-mediation analyses suggest that SIEs and Kuwaitis engage in similar CSM behaviors when it is motivated by self-efficacy, which is mediated by leadership aspiration. Also, self-efficacy has greater direct effect on SIEs' CSM than Kuwaitis', but Kuwaitis have higher tendency for CSM behavior.Practical implicationsInterventions aiming to improve employees' engagement in CSM may focus on enhancing their psychological capital and contexts, while minding the differential effects of nationality and self-efficacy on CSM of Kuwaitis and SIEs.Originality/valueThe study provides unique information about CSM utilizing understudied populations namely, Middle-Eastern and self-initiated expatriate employees. It confirms the effects of self-efficacy and leadership aspiration on CSM and reveals different effects of nationality depending on the motivators at play.
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Cao, Y. "Careers Inside Organizations: A Comparative Study of Promotion Determination in Reforming China." Social Forces 80, no. 2 (December 1, 2001): 683–711. http://dx.doi.org/10.1353/sof.2001.0090.
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Syafaruddin, Syafaruddin, Mesiono Mesiono, and Indrasyah Sitompul. "Teacher Career Development Management at Madrasah Aliyah Negeri." AL-ISHLAH: Jurnal Pendidikan 13, no. 2 (August 31, 2021): 1312–24. http://dx.doi.org/10.35445/alishlah.v13i2.759.
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This study aims to analyze the management of teacher career development at MAN 2 Model Medan. The research focuses on planning, organizing, implementing, and evaluating teacher career development at MAN 2 Model Medan. This study uses a qualitative approach with a descriptive-analytical study method. Obtaining data using observation techniques, interviews, and document studies. Furthermore, the data were analyzed using data reduction techniques, data presentation, and drawing conclusions or data verification. The results of this study indicate that the management of teacher career development at the MAN 2 Medan Model is carried out effectively. It can be viewed from the aspects; (1) planning for teacher career development in the form of motivation and application of a conducive organizational culture (climate); (2) organizing human resources (HR) for teachers in madrasah through leadership support, technical meetings, coordination between madrasah leaders and vice-principals involving supervisors to improve teacher qualifications; (3) the implementation of teacher career development is carried out based on promotion, transfer, and promotion; (4) evaluation of teacher career development is carried out based on online-based supervision and teacher performance assessment. This research hopes that it can be used as a reference for further research on the management of teacher career development in Islamic educational institutions. This research also has implications for teachers in Islamic educational institutions to accelerate careers as educators in madrasah.
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Dias, Vitor. "Black Lawyers Matter: Enduring Racism in American Law Firms." University of Michigan Journal of Law Reform, no. 55.1 (2021): 99. http://dx.doi.org/10.36646/mjlr.55.1.black.
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Scholars and practitioners have extensively examined patterns of racial inequality in U.S. corporate law firms. In the corporate bar, pull factors that have long shaped legal professionals’ careers include promotions, outside job offers, and family priorities that may lead to leaving the labor force altogether. Push factors, such as discrimination, problems with management, and work-life conflict, also precipitate work transitions. Beyond corporate firms, however, an urgent question remains open to empirical scrutiny: How does race affect career moves in the contemporary American legal profession? In this Article, I address this question drawing upon data from the first nationally representative, longitudinal survey of U.S. lawyers. This study is one of few that uses event history analysis as a statistical technique to examine legal careers. It also draws on in-depth interviews to unravel how lawyers view their experiences at firms. These legal professionals detail how race influences assignment distribution and promotion within American law firms. Assessment of work histories of over 4,000 law school graduates, from the time they were admitted to practice in the year 2000, shows that, all else being equal, Black lawyers are pushed out of private law firms at much higher rates than white lawyers. As Black lawyers continue to strive for racial equality, these results indicate that race-conscious remedies remain critical not only for the future of law firms, but also for the broader legal profession.
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Pérez-Manzano, Antonio, and Javier Almela-Baeza. "Gamification and transmedia for scientific promotion and for encouraging scientific careers in adolescents." Comunicar 26, no. 55 (April 1, 2018): 93–103. http://dx.doi.org/10.3916/c55-2018-09.
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The current growth in gamification-based applications, and especially in what is known as Digital Game-based Learning (DGBL), is providing new opportunities with considerable educational potential. In the present study, we report on the results of the progress of a project for developing a setting for a gamified website carried out ad hoc, complemented by transmedia resources and aimed at scientific promotion and the promotion of technological and scientific careers (S&T) in adolescents, who are at a stage in life when career preferences are established. At present, the decrease in S&T careers is one of the greatest problems for the society of technological development that we live in, where the number of professionals working in key areas for economic development and progress is declining. After completing a pre and post project participation survey, the results suggest a high level of efficiency achieved by projects of this type due to their online experimentation design, the knowledge of real cases of research activity, and the communication of positive scientific values and attitudes appropriate for the target population. The participants significantly increased their interest in the subject area, scientific professions, and research activity and their social benefits demonstrating the acquisition of positive attitudes towards scientific knowledge and skills. En la actualidad la proliferación de aplicaciones basadas en gamificación y especialmente en el denominado Aprendizaje Digital Basado en Juegos (Digital Game-Based Learning, DGBL) abre un panorama de elevado potencial educativo. En el presente trabajo se muestran los resultados del desarrollo de un proyecto con el funcionamiento de un entorno web gamificado y realizado ad hoc, complementado con recursos transmedia y dirigido a la divulgación científica y al fomento de las vocaciones científico-tecnológicas (CyT) en adolescentes, siendo precisamente en este rango de edad donde se configura la preferencia vocacional. El descenso de vocaciones CyT supone uno de los mayores problemas actuales para la sociedad de desarrollo tecnológico en la que nos encontramos, con un descenso generalizado de profesionales en áreas claves para el desarrollo económico y de progreso. Tras la realización de una encuesta previa a la participación en el proyecto y la misma encuesta tras la realización del mismo, los resultados obtenidos indican la elevada eficacia de proyectos de este tipo, diseñados en base a la experimentación online, el conocimiento de situaciones reales de la actividad investigadora y la comunicación de valores y actitudes procientíficas de forma afín a la población objetivo. Los participantes aumentan significativamente su interés por la profesión científica, la actividad investigadora y su beneficio social manifestando la adquisición de conocimientos y destrezas procientíficas y poniendo de relieve su interés por la temática tratada.
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Potter, Jesse. "The Ghost of the Stable Path: Stories of Work-life Change at the ‘End of Career’." Work, Employment and Society 34, no. 4 (October 28, 2019): 571–86. http://dx.doi.org/10.1177/0950017019870751.
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Accounts of structural changes to the nature of work, employment, and the economy are numerous. Many of these accounts frame the transition from industrial to post-industrial regimes as destabilizing, bringing about a fundamental transformation to work, the economy, and labour markets. These changes are often juxtaposed against the backdrop of permanence. This article argues that while these accounts are romanticized and over-simplistic, ‘traditional’ notions of stability and linear progress remain the rhetorical benchmark for work and career. Drawing on narrative interviews with individuals who have undergone significant career change, the article examines the subjective, intimate, and interpersonal aspects of careers that are unstable, or in transition. These insights highlight how emphasis on structural changes to work and career can overshadow the discursive prevalence of more traditional or linear notions; that the expectation of progress, promotion, and linearity – often associated with ‘traditional’ work, or organizational/industrial career trajectories – remains hegemonic.
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Zhang, Weixiang, Hao Zhong, Yitao Wang, Ging Chan, Yuanjia Hu, Hao Hu, and Defang Ouyang. "Academic Career Progression of Chinese-Origin Pharmacy Faculty Members in Western Countries." Pharmacy 6, no. 4 (September 21, 2018): 104. http://dx.doi.org/10.3390/pharmacy6040104.
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Background: The field of Pharmacy education is experiencing a paucity of underrepresented minorities (URMs) faculty worldwide. The aim of this study is to investigate the current professional status of Chinese-origin pharmacy faculty members, who are considered as a good model of URMs at pharmacy academia in western countries, and identify the influencing factors to their academic career progression in academic careers. Methods: An online questionnaire was sent to Chinese-origin academic staffs at pharmacy schools in US, UK, Canada, Australia, and New Zealand. The survey comprised demographic information, educational background, and the influencing factors to academic career progression. Results: The vast majority of Chinese faculty members who worked in US were male. Individuals with junior academic title comprised the largest proportion. Over 75% of Chinese-origin pharmacy academics were involved in scientific disciplines (e.g., pharmaceutics, pharmacology, and medicinal chemistry). Usually, Chinese-origin academic members spent 4 years obtaining their first academic jobs after finishing PhD degree, and need 5–6 years to get academic promotion. The contributing factors of academic promotion were high quality publications and external funding. Conclusion: Our research offers a deep insight into academic career progression for URMs and give some valuable advice for their pharmacy academic paths.
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Baker, Marzena, and Erica French. "Female underrepresentation in project-based organizations exposes organizational isomorphism." Equality, Diversity and Inclusion: An International Journal 37, no. 8 (November 20, 2018): 799–812. http://dx.doi.org/10.1108/edi-03-2017-0061.
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Purpose The purpose of this paper is to investigate the structural career barriers in project-based construction and property development organizations in Australia, and explore how these affect women and their project careers. It applies the insights of the institutional theory to explain how the process of normative isomorphism continues to reproduce female underrepresentation in those organizations. Design/methodology/approach Based on an exploratory interpretive approach, this study consisted of 16 in-depth interviews with female project managers from the Australian construction and property industry. Findings The research shows that organizational practices may contribute to the ongoing female underrepresentation in the Australian construction and property development industries. The structural career barriers unique to project organizations include work practice, presenteeism, reliance on career self-management and the “filtering of personnel” in recruitment and promotion practices. Research limitations/implications The results support the institutional theory as an explanation for the factors that influence women’s’ perceptions of their project management careers. Addressing inequity between men and women is perceived as an organizational choice. Practical implications To achieve a substantive change in the numbers of women in project management, organizational leaders in male dominated industries such as construction and property development are encouraged to think strategically about how to overcome the access and opportunity that affect women’s career progress. Originality/value Drawing on the institutional theory, this study explores how the process of normative isomorphism may reproduce female underrepresentation and gender segregation in traditional project-based organizations.
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Robboy, Stanley J., and Roger McLendon. "Structured Annual Faculty Review Program Accelerates Professional Development and Promotion." Academic Pathology 4 (January 1, 2017): 237428951668947. http://dx.doi.org/10.1177/2374289516689471.
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This retrospective observational study on faculty development analyzes the Duke University Pathology Department’s 18-year experience with a structured mentoring program involving 51 junior faculty members. The majority had MD degrees only (55%). The percentage of young women faculty hires before 1998 was 25%, increasing to 72% after 2005. Diversity also broadened from 9% with varied heritages before 1998 to 37% since then. The mentoring process pivoted on an annual review process. The reviews generally helped candidates focus much earlier, identified impediments they individually felt, and provided new avenues to gain a national reputation for academic excellence. National committee membership effectively helped gain national exposure. Thirty-eight percent of the mentees served on College of American Pathologists (CAP) committees, exponential multiples of any other national society. Some used CAP resources to develop major programs, some becoming nationally and internationally recognized for their academic activities. Several faculty gained national recognition as thought leaders for publishing about work initiated to serve administrative needs in the Department. The review process identified the need for more protected time for research, issues with time constraints, and avoiding exploitation when collaborating with other departments. This review identified a rigorous faculty mentoring and review process that included annual career counseling, goal-oriented academic careers, monitored advancement to promotion, higher salaries, and national recognition. All contributed to high faculty satisfaction and low faculty turnover. We conclude that a rigorous annual faculty review program and its natural sequence, promotion, can greatly foster faculty satisfaction.
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Mukhtar, Risnita, and Edy Kusnadi. "ACCOUNTABILITY OF MADRASAH SUPERVISORS IN CAREER DEVELOPMENT HEAD OF MADRASAH TSANAWIYAH NEGERI IN JAMBI PROVINCE." International Journal of Research -GRANTHAALAYAH 7, no. 7 (July 31, 2019): 173–82. http://dx.doi.org/10.29121/granthaalayah.v7.i7.2019.745.
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This research is motivated by the pessimism of the Head of Islamic Education in improving their careers to a higher level. This situation is inseparable from the role and guidance carried out by the Madrasah supervisor. This study aims to: 1) Know the supervision of Madrasah that have not been accountable in fostering the career of the head of the Madrasah Tsanawiyah Negeri in Jambi Province. 2) Determine the accountability of supervisors of Madrasah Tsanawiyah Negeri in Jambi Province. 3) Knowing the career of the head of the Madrasah Tsanawiyah Negeri in Jambi Province. 4) Knowing the accountability of madrasah supervisors in the career development of Madrasah heads in Jambi Province.The research approach used is a descriptive qualitative approach. The technique of collecting data uses observation, interviews, and documentation. Data analysis using the Creswell model and data validity techniques using data triangulation.
The results of the research on the accountability of madrasah supervisors can be seen from the existence of transparency, liability, controllability, responsibility, responsiveness, ability, development, skills, training, and care. Career Head of Madrasah can be seen from the implementation of the stages of planning, growth, direction, exploration, development, stabilization, innovative work, professional ability, promotion, promotion, and appreciation. The conclusion is that the accountability of madrasah supervisors can develop the career of the Head of the Public Madrasah Tsanawiyah in Jambi Province. The implication of this study is that the accountability of madrasah supervisors is able to develop the career of the Madrasah Chief.
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Froelich, Tatiane Cristine, Manoela Ziebell de Oliveira, and Wagner de Lara Machado. "Network analysis of the variables involved in Career Development." Psico-USF 26, no. 2 (June 2021): 265–77. http://dx.doi.org/10.1590/1413-82712021260206.
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Abstract The aim of the study was to identify the relationships between career commitment and the perception of employability, career adaptability, self-reflection and insight of professionals from the southern region of Brazil. Participants were 535 individuals who answered an online questionnaire with sociodemographic questions and scales from career commitment, employability perception, career adaptability, self-reflection and insight, to evaluate the variables of interest in the study. The data were submitted to descriptive and network analysis. The results show a moderate and positive relationship between the variables studied and highlight the centrality and strength of the variables identity, planning and confidence among the analyzed variables. It is concluded that it is essential to encourage professionals to reflect on professional choices and their responsibility with their careers, based on the promotion of self-knowledge. Also, the role of organizations in the development of People Management practices that promote autonomy and relationships of trust stands out.
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Armenti, Carmen. "Gender as a Barrier for Women With Children in Academe." Canadian Journal of Higher Education 34, no. 1 (April 30, 2004): 1–26. http://dx.doi.org/10.47678/cjhe.v34i1.183445.
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This research involved in-depth interviews with nineteen women professors, drawn from across various faculties and ranks at one Canadian university, and was intended to explore the interconnections between the women's personal and professional lives. The women in this study chose to combine having children with an academic career. Most of them depicted their career trajectory as a lifelong challenge, one that was both fulfilling and prestigious. In contrast, the women reported a number of obstacles in their career paths that served to prevent them from gaining full membership in academic life. This study probes the nature of such obstacles that are grouped into two categories: the child-related time crunch and the career-related time crunch. As a result of these obstacles, the women encountered childbearing/childrearing problems, research dilemmas, a willingness to leave the academy, and denial of tenure and promotion. Findings call for a restructuring of academic careers in order to effectively accommodate women with children in the profession.
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Seltzer, A. J., and J. Frank. "Promotion tournaments and white collar careers: evidence from Williams Deacon's Bank, 1890 1941." Oxford Economic Papers 59, Supplement 1 (October 1, 2007): i49—i72. http://dx.doi.org/10.1093/oep/gpm030.
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Deschacht, Nick. "Part-Time Work and Women’s Careers: a Decomposition of the Gender Promotion Gap." Journal of Labor Research 38, no. 2 (February 20, 2017): 169–86. http://dx.doi.org/10.1007/s12122-017-9242-y.
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Zachorowska-Mazurkiewicz, Anna, and Magdalena Szyndera-Sołtysik. "DOES TIME ALLOCATION MATTER IN PROMOTION DECISIONS? – A CASE STUDY OF WOMEN MANAGERS IN APTIV KRAKOW TECH CENTER." Studia Humanistyczne AGH 18, no. 4 (2019): 45–57. http://dx.doi.org/10.7494/human.2019.18.4.45.
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Each day people make decisions regarding work-life balance, and these decisions impact many aspects of their lives, including career paths. In our article we point towards the relation between time and professional careers. There are more men than women in higher managerial positions and we inquire if time allocation matters when men and women choose to accept promotion or not. We start with a literature review regarding these issues, followed by empirical studies. The empirical studies have a twofold character. First, we conduct analysis of time-use data, and then we present the case study of managers in Aptiv Krakow Tech Center. As a result of the conducted studies, it seems that time is a constraint especially for women, although in terms of the stories of individual managers it is not evident as a universal barrier.