Siga este enlace para ver otros tipos de publicaciones sobre el tema: Career progression for women.
Artículos de revistas sobre el tema "Career progression for women"
Crea una cita precisa en los estilos APA, MLA, Chicago, Harvard y otros
Consulte los 50 mejores artículos de revistas para su investigación sobre el tema "Career progression for women".
Junto a cada fuente en la lista de referencias hay un botón "Agregar a la bibliografía". Pulsa este botón, y generaremos automáticamente la referencia bibliográfica para la obra elegida en el estilo de cita que necesites: APA, MLA, Harvard, Vancouver, Chicago, etc.
También puede descargar el texto completo de la publicación académica en formato pdf y leer en línea su resumen siempre que esté disponible en los metadatos.
Explore artículos de revistas sobre una amplia variedad de disciplinas y organice su bibliografía correctamente.
1
Ismail, Maimunah, and Mariani Ibrahim. "Barriers to career progression faced by women." Gender in Management: An International Journal 23, no. 1 (February 8, 2008): 51–66. http://dx.doi.org/10.1108/17542410810849123.
Texto completo
2
van der Wal, Jessica E. M., Rose Thorogood, and Nicholas P. C. Horrocks. "Collaboration enhances career progression in academic science, especially for female researchers." Proceedings of the Royal Society B: Biological Sciences 288, no. 1958 (September 8, 2021): 20210219. http://dx.doi.org/10.1098/rspb.2021.0219.
Texto completoResumen
Collaboration and diversity are increasingly promoted in science. Yet how collaborations influence academic career progression, and whether this differs by gender, remains largely unknown. Here, we use co-authorship ego networks to quantify collaboration behaviour and career progression of a cohort of contributors to biennial International Society of Behavioral Ecology meetings (1992, 1994, 1996). Among this cohort, women were slower and less likely to become a principal investigator (PI; approximated by having at least three last-author publications) and published fewer papers over fewer years (i.e. had shorter academic careers) than men. After adjusting for publication number, women also had fewer collaborators (lower adjusted network size) and published fewer times with each co-author (lower adjusted tie strength), albeit more often with the same group of collaborators (higher adjusted clustering coefficient). Authors with stronger networks were more likely to become a PI, and those with less clustered networks did so more quickly. Women, however, showed a stronger positive relationship with adjusted network size (increased career length) and adjusted tie strength (increased likelihood to become a PI). Finally, early-career network characteristics correlated with career length. Our results suggest that large and varied collaboration networks are positively correlated with career progression, especially for women.
3
Biju, Seena, Khyati Shetty, and Jason R. Fitzsimmons. "Perceived barriers to career progression amongst female students: evidence from India and the United Arab Emirates." Gender in Management: An International Journal 36, no. 6 (June 18, 2021): 697–713. http://dx.doi.org/10.1108/gm-06-2020-0197.
Texto completoResumen
Purpose The purpose of this paper is to explore the perceptions of barriers to career progression among female university students. While significant literature has examined career enhancement in the context of employed women, little work has explored the perceptions of future career challenges of females about to enter the workforce and embark on their careers. This study derives its motivation from research findings that confirm that women need additional focused preparation for career advancement opportunities. Design/methodology/approach The study used a sample of 484 Indian female university students located in the United Arab Emirates and India. The study uses the established Career Pathways Survey scale (Smith et al., 2012a) to measure the four dimensions Denial, Acceptance, Resignation and Resilience to career progression. Structural equation modeling was used to model the four constructs as indicators of perceived barriers to progress. Findings The study finds that among the female students about to embark on their career journey, there is a strong desire toward achieving career success. The model is validated by the use of a structural equation model, and findings indicate that there is a strong sense of Resilience and an element of uncertainty about whether perceived career progression will be satisfying overall. No significant differences were observed in the perceptions across the two geographical locations. The findings suggest that continued efforts in preparing female graduates for career success are warranted. Practical implications The Career Pathways Survey may be a useful method to assist young women in identifying their career goals prior to entering the workforce. Interventions through training programs during their higher education may be beneficial in addressing perceptions that might hinder their later career growth. Originality/value This paper contributes to the understanding of the perceived barriers to career progression for women. Prior research has concentrated on career progression in the context of employed women. This study extends that work to understand the perceptions of women about to embark on their career journey.
4
Zainal Abidin, Zubaidah, Frances Penafort Ponnu, and Marzlin Marzuki. "Impediments to women accountants' career progression in Malaysia." Social and Management Research Journal 3, no. 2 (December 1, 2006): 57. http://dx.doi.org/10.24191/smrj.v3i2.5114.
Texto completoResumen
This study examines women in the accounting profession, their perceptions of their own career barriers in their organization, and identifies possible reasons why they leave their organizations and ways to retain them. Seven measurable constructs were established: exclusionary environment;family responsibility; workplace benefit; job jlexibility; corporate policies; job stress; and job demand. A multiple regression analysis is used to explain the effects ofwomen accountant s perception of impediments on career progression. Except for elements ofjob stress, where they appear significant in isolation with career progression, most of the findings disclosed no correlations with career advancement ofwomen accountant. Incidentally, marital status is significantly positively related to career progression. The reasons for leaving the organization indicated by the women accountants' are job demand, work family policy, gender discrimination and etc. Work-family policies such as child care and flexi-time are the most consistent benefits quotedby respondents that will enhance retention of employees.
5
O’Connell, Christine, and Merryn McKinnon. "Perceptions of Barriers to Career Progression for Academic Women in STEM." Societies 11, no. 2 (March 24, 2021): 27. http://dx.doi.org/10.3390/soc11020027.
Texto completoResumen
Gender equity in academia is a long-standing struggle. Although common to all disciplines, the impacts of bias and stereotypes are particularly pronounced in science, technology, engineering and mathematics (STEM) disciplines. This paper explores what barriers exist for the career progression of women in academia in STEM disciplines in order to identify key issues and potential solutions. In particular, we were interested in how women perceive the barriers affecting their careers in comparison to their male colleagues. Fourteen focus groups with female-identifying academics showed that there were core barriers to career progression, which spanned countries, disciplines and career stages. Entrenched biases, stereotypes, double standards, bullying and harassment all negatively impact women’s confidence and sense of belonging. Women also face an additional biological burden, often being pushed to choose between having children or a career. Participants felt that their experiences as STEM academics were noticeably different to those of their male colleagues, where many of the commonly occurring barriers for women were simply non-issues for men. The results of this study indicate that some of these barriers can be overcome through networks, mentoring and allies. Addressing these barriers requires a reshaping of the gendered norms that currently limit progress to equity and inclusion.
6
Kirton, Gill. "Alternative and parallel career paths for women: the case of trade union participation." Work, Employment and Society 20, no. 1 (March 2006): 47–65. http://dx.doi.org/10.1177/0950017006061273.
Texto completoResumen
This article argues that a broader, horizontal and multiple concept of career helps us to understand women’s union participation. Women frequently commit to and actively balance more than one significant life activity - each of which can be conceptualized as a career - in the public and private spheres. These careers inter-relate and overlap, sometimes complementing each other, sometimes conflicting; thus commitment to, progression in, or setbacks for one mode of career cannot be understood without appreciation of the others. The study shows that within a context of gendered employment barriers and constraints, a trade union career can often constitute an alternative or parallel career for women, to which some women commit the energy and resources many people reserve for their paid work careers. The article also explores the private meanings attached to careers, revealing union careers as a subjective and moral project.
7
Aroguz, Ayse Zehra. "Progression towards a challenging, but worthwhile career." Pure and Applied Chemistry 91, no. 4 (April 24, 2019): 729–32. http://dx.doi.org/10.1515/pac-2018-0804.
Texto completoResumen
Abstract The main purpose of academic studies is to be beneficial to humanity. Women in science are active contributors to academic research. Talented young women should be encouraged to pursue careers in academic science, in spite of long hours and low pay, because their contributions are valuable. This paper has been designed to explain the position of women in an academic organization and some situations faced by female academics as well as some of my academic experience.
8
Jogulu, Uma, and Glenice Wood. "Women managers' career progression: an Asia Pacific perspective." Gender in Management: An International Journal 26, no. 8 (November 8, 2011): 590–603. http://dx.doi.org/10.1108/17542411111183893.
Texto completo
9
Hirayama, Megumi, and Senaka Fernando. "Organisational barriers to and facilitators for female surgeons’ career progression: a systematic review." Journal of the Royal Society of Medicine 111, no. 9 (September 2018): 324–34. http://dx.doi.org/10.1177/0141076818790661.
Texto completoResumen
Objective To identify organizational barriers to and facilitators for female surgeons' career progression. Design Systematic review of qualitative and quantitative studies relating to organizational barriers to and facilitators for female Surgeons' career progression. After the quality assessment of the peer-reviewed journal articles, twelve articles were selected for full review. Thematic analysis was used to identify key themes in these selected articles. Setting The studies solely focused on organizational factors linked to female physicians' career progression in surgical specialties. Partcipants Female surgeons. Main outcome measures Organizational barriers and facilitators Results Twelve peer-reviewed journal articles were included in the study which focused on barriers to female surgeons' career progression, ways of facilitating female surgeons' career progression, and female surgeons' job satisfaction. Conclusion The major organisational factors contributing to the lack of career progression for female surgeons are (1) organizational culture which promotes rigid career structure that is inclined to support male surgeons than female surgeons and also male domination in which male surgeons feel superior to female surgeons (2) work family conflict whereby women feel that they have to make a family sacrifice by being women; they experience the difficulty in securing a work-life balance in the masculine career structure in surgical specialties. This implies that policy makers and healthcare organizations need to pay significant attention to organizational facilitators for female surgeons' career progression such as flexible career pathways and work patterns, a variety of different viable career progressions, more family-friendly working conditions, and the promotion of female mentors and role models in surgical specialties to support female surgeons in dealing with the organizational barriers in the male-dominated organizational culture and the lifestyle issues as well.
10
Kobus-Olawale, Judy, Chris Schachtebeck, and Nelesh Dhanpat. "Investigating career progression experiences of women into top management at a South African bank." EUREKA: Social and Humanities, no. 3 (May 31, 2021): 28–40. http://dx.doi.org/10.21303/2504-5571.2021.001778.
Texto completoResumen
Despite South Africa’s progressive and comprehensive labour legislation that promotes gender equality in the workplace, this goal has not been fully achieved as yet. This is particularly evident when comparing managerial ranks, particularly in top management at South African banks. This phenomenon is still present today despite overwhelming evidence, supporting the benefits of a diverse management team. This study, therefore, explores the factors, influencing the underrepresentation of women in top management. Therefore, the main objective was to determine the challenges women face in progressing into top management at a South African bank. The study used a qualitative research approach in the form of a case study at one of the largest South African banks. The population for the study included women in top and senior management of the case study bank. Fifteen semi-structured interviews were conducted. Data were analysed through Atlast T. I. Findings indicate that poor career progression prospects exist, mainly hampered by organisational structure, lack of sponsorship and a hostile working environment. The study adds to the existing body of knowledge by providing insights into barriers to women's progression in the financial services sector and providing practical implementation measures to promote career progression for women.
11
Barker, Patricia C., and Kathy Monks. "Irish women accountants and career progression: a research note." Accounting, Organizations and Society 23, no. 8 (November 1998): 813–23. http://dx.doi.org/10.1016/s0361-3682(98)00009-9.
Texto completo
12
D'Agostino, Maria, and Helisse Levine. "The career progression of women in state government agencies." Gender in Management: An International Journal 25, no. 1 (February 16, 2010): 22–36. http://dx.doi.org/10.1108/17542411011019913.
Texto completo
13
Thomas, Janelle, Cate Thomas, and Kirsty Smith. "The Challenges for Gender Equity and Women in Leadership in a Distributed University in Regional Australia." Social Sciences 8, no. 6 (May 30, 2019): 165. http://dx.doi.org/10.3390/socsci8060165.
Texto completoResumen
The barriers to women’s achievement and career progression in the higher education sector have been well researched. It has long been acknowledged that career breaks for child-rearing, and women’s self-beliefs about their abilities can impact negatively on their careers, and many programs and policies have been implemented to redress these around the world. This article is focussed around a regional Australian university, with multiple campuses distributed over 1000 km across two states. Courses, schools, and work teams are often spread across multiple campuses, and travel between campuses is sometimes a necessity; one that is time-consuming and requires time away from family. For some women, travelling is not possible due to family and other commitments or constraints. This paper explores how working in a regional university, with distributed campuses, has an additional impact on women’s career progression. Through auto-ethnographic accounts of four female staff members, we explore the intersection of gender and location through case studies of personal experiences, investigating the effects that distance and travel limitations can have on participation in work team and networking events, access to professional development opportunities, and career progression within the institution.
14
Manjiri Ketkar Maslekar, Manjiri Ketkar Maslekar. "“Darpan” – A Self-Introspection on Women’s Mental Health." Journal of Multidisciplinary Research in Healthcare 6, no. 2 (September 14, 2020): 37–40. http://dx.doi.org/10.15415/jmrh.2020.62005.
Texto completoResumen
Women’s mental health is a crucial and important aspect in her overall well-being but neglected as it is often asymptomatic. It is interesting to reflect on mental health for a woman who has multiple responsibilities - Her own, family, career, and responsibilities to the community and the impact it has on women career continuity and career progression. The ideal situation would be all for all groups to be partners and stakeholders in the same so that women can balance career along with other responsibilities. The article throws light on how postponing the career opportunities of women become a hurdle for her to restart her career and pacify her passion and how it affects the mental wellbeing.
15
Cañas, Carla, Caitlyn Keeve, Carmen Ramos, Jocelyn Rivera, and Michelle Samuel. "Women in Higher Educational Leadership: Representation, Career Progression, and Compensation." American Journal of Undergraduate Research 16, no. 3 (December 29, 2019): 5–13. http://dx.doi.org/10.33697/ajur.2019.026.
Texto completoResumen
Men in university administration repeatedly outnumber women in leadership positions. The problem under investigation is that this gender gap exists due to barriers to advancement and discrimination in both the hiring process and in the workplace. With less representation of women in higher education leadership, there is a higher risk of bias for women in this field. This study used an ex-post facto methodology and gathered public data from the University of California (UC) Annual Payroll Compensation database. Three separate studies were run to determine the level of gender differences in the representation of educational leaders, compensation, and career progression. Significant differences in gender equity existed, with more men represented at several levels of educational leadership. Significant differences were also found in compensation levels, where men earned more money than women in the same position. Lastly, a small effect, although not significant, was observed when comparing early career gender representation to non-early career gender representation. There are more women recent graduates than men in leadership positions. Together these results suggest that while there are gender gaps in representation and compensation, there may be slow progress towards better representation in early career leadership positions in the UC system. The implication of this research supports further research into factors which impact the compensation of women leaders in academia. Higher education hiring professionals and candidates for leadership positions could benefit from further development of theories around gender equity and representation. KEYWORDS: Gender Representation; Gender Equity; Higher Educational Leadership; Women; Higher Education; Psychology; Wage Gap; Higher Education Administration
16
Imtiaz, Rozina, Sadia Shaikh, and Syeda Qurat ul Ain. "Glass Ceiling Effect on Women Career Progression in Urban Pakistan." Journal of Business Strategies 12, no. 2 (February 29, 2020): 17–42. http://dx.doi.org/10.29270/jbs.12.2(2018).088.
Texto completoResumen
Regardless of the notable increase in the women workforce worldwide, their advancement toward the senior managerial designations has remained limited. The obstruction for women to achieve senior-level positions due to gender discrimination is referred to the Glass Ceiling (GC) effect. Gender discrimination persists as a constant setback globally, but it has become an acute problem in developing countries. The key objective of this study is to investigate the glass ceiling effect on women career growth in urban Pakistan. Deductive approach is used to determine the variables which support the GC effect. A total of 150 questionnaires were distributed using random sampling technique among the female employees of Karachi, out of which 100 responded. Data is analyzed using descriptive statistics with the help of SPSS. The study concluded that urban working women are drained with family responsibilities, workload and gender discrimination at work, which eventually results in inefficiency and a high degree of stress. Study findings reveal that the strongest predictor that hinder Women Career Progression (WCP) is Gender Stereotype (GS), followed by Organizational Practices (OP), and the Work-life Conflict (WLC). Based on the study findings it is recommended that the organizations in Pakistan should inculcate equality, encourage diversity in the senior management, offer the women workforce flexible-job arrangements and maternity leaves, and provide day care facilities to the children, to balance the women work-life conflicts.
17
Adhikary, Jyoti Regmi. "Barriers to Career Progression: A Study of the Perceptions of Nepali Women Employees." Journal of Business and Management Research 1, no. 2 (September 26, 2016): 17–32. http://dx.doi.org/10.3126/jbmr.v1i2.15657.
Texto completoResumen
Recent decades have witnessed unprecedented changes in workforce composition, resulting in women’s increased involvement in the labor force. However, the proportion of women employees vary significantly within various organizational levels, with more women confined to junior level positions within organizations. This study, conducted in two phases, explored the career progression barriers as perceived by Nepali women employees to develop a set of 22-items questionnaire which was then used to examine how 114 women employees perceived those barriers in their career in management. Effort was also made to find if the perceived barriers were specific to any sub-group (position, job responsibility, and/or organization type). Findings of the study revealed that societal-related barrier was most prominent within which marriage during prime of career significantly hampered the career development of Nepali women employees. Further analysis indicated that the perceived barriers were not specific to any sub-group. These results have implications for organizations to improve policies and facilities in order to promote women’s career progression. Limitations of the study are identified and suggestions for future results are discussed.Journal of Business and Management Research, Vol. 1 (2), 2016, pp. 17-32
18
Kerimova, Irina. "Career Advancement and Gender Equity in Academia." Journal of Eastern European and Central Asian Research (JEECAR) 8, no. 3 (September 15, 2021): 389–410. http://dx.doi.org/10.15549/jeecar.v8i3.593.
Texto completoResumen
This paper aims at exploring gender equality in career advancement. The literature suggests that family impedes females’ career progression as in Uzbekistan females mostly prioritize child-rearing over career building. However, there is no evidence that single female academics are more successful in their careers than those with families. Meanwhile, males are more likely to have career progression due to the culture-bound domination of men over women. To conduct the research, 76 non-randomly selected academic staff of Westminster International University in Tashkent (WIUT) were surveyed via a questionnaire. The analysis found no statistically significant difference between female and male career advancement. Due to the time constraints as one of the limitations of the study, the research cannot cover a big population to conclude county-wide; notwithstanding, the present research is a steppingstone for further investigation on such a thrilling and up-to-date topic as gender equality
19
Dutta, Rina, Sarah L. Hawkes, Amy C. Iversen, and Louise Howard. "Women in academic psychiatry." Psychiatrist 34, no. 8 (August 2010): 313–17. http://dx.doi.org/10.1192/pb.bp.109.028134.
Texto completoResumen
SummaryAcross academic medicine, including psychiatry, women are underrepresented in senior positions. Various reasons have been put forward, for example the lack of high-ranking female role models or mentors and a reduced rate of career progression for women compared with men. Mentoring has been shown to be a popular and feasible intervention which can improve the success of those perceived as disadvantaged groups (in this case women) by having an important impact on personal development, career guidance and research productivity.
20
Perriton, Linda. "Does Woman + a Network = Career Progression?" Leadership 2, no. 1 (February 2006): 101–13. http://dx.doi.org/10.1177/1742715006060655.
Texto completo
21
Ruel, Salomée, and Anicia Jaegler. "Impact of Gender and Expatriation Choice on Career Paths in Supply Chain Management: Evidence from Master of Science Graduates." Sustainability 13, no. 12 (June 18, 2021): 6907. http://dx.doi.org/10.3390/su13126907.
Texto completoResumen
Zinn et al. (2018) and Esper et al. (2020) call for more research on gender diversity in Supply Chain Management, and our study responds to that call. We analyze the career path of 1081 international graduates from a higher degree program in Supply Chain Management from 2000 to 2017 to assess the impact of gender and expatriation choice on hierarchical progression. We explore two variables that may affect graduates’ career paths, namely, their gender and their expatriation choices, and compare their relative importance. Our analysis shows that there were, on average, 33.5% women recruited in the MSc and that this has not significantly changed over the years. It also shows that gender significantly influences the number of years spent at each level in the career hierarchy and the level reached. Regarding expatriation choice, this variable has some significant impacts on career progression. Finally, statistics indicate that gender has a far greater influence on career progression than expatriation choice. Overall, this study proves the difficulties for women in enjoying the same career progression as men in the field of Supply Chain Management.
22
Dr. Saeeda Shah, Ms. Samra Bashir, and Dr. Muhammad Amin. "Career Progression of Women Academics in Pakistani Universities: Enablers and Barriers." sjesr 3, no. 3 (September 29, 2020): 11–21. http://dx.doi.org/10.36902/sjesr-vol3-iss3-2020(11-21).
Texto completoResumen
There is a dramatic increase in the number of women students in higher educational institutions but this had not been matched by growth in the number of women in senior leadership positions in Pakistani Universities. The current study was designed to explore the barriers and enablers that influence the professional development of women academics in Pakistan. Furthermore, the study investigated how female academicians manage the balance in their personal and professional life. Semi-structured interviews followed by a probing strategy were conducted to seek responses to these questions. 10 female academicians were selected purposively from two public sector universities of Lahore. Thematic analysis was conducted by using an inductive approach. Member check was applied for the reliability of themes drawn from the data. Each theme was explored in-depth and themes emerged from a smaller number of women were treated separately under the category of unique theme. Women considered their professional career development as a source of pride and gratification. Women academicians at the senior level enjoyed leadership roles as compared to young academicians; who were more involved in teaching and research. Females complained that they had not the information on policies relevant to their job and merit is neglected most of the time by higher authorities. Females claimed that they faced a biased attitude of their senior male colleagues/heads of departments but were highly motivated to face these challenges at the workplace.
23
Ambri, Sabirah, Lokman Mohd Tahir, and Rose Alinda Alias. "An Overview of Glass Ceiling, Tiara, Imposter, and Queen Bee Barrier Syndromes on Women in the Upper Echelons." Asian Social Science 15, no. 1 (December 28, 2018): 8. http://dx.doi.org/10.5539/ass.v15n1p8.
Texto completoResumen
The increasing women participation in the upper management level has been a comprehensive research study for women and career studies. Although only a few of them have had successfully broken the glass ceiling, they still have to struggle to keep up with the opposite gender. The purpose of the research study is to review past research studies on the glass ceiling syndrome, tiara syndrome, imposter syndrome, and queen bee barrier syndromes that commonly occur in women’s career progression and understand how it affects women’s career success. This paper reports the results of a literature review on four barrier syndromes in 45 combinations of research paper, books, magazine, thesis and discussion paper. Women need to have skills and ability in order to be leaders of upper management. The result of the study could provide a better understanding of the barriers that effects the women leaders in becoming successful. Thus, this research is conducted to gather and review the literature on the barrier syndromes and how it affects women’s success in their careers.
24
Curtis, Anthony, Lizzie Eley, Selena Gray, and Bill Irish. "Women in senior post-graduate medicine career roles in the UK: a qualitative study." JRSM Open 8, no. 1 (December 1, 2016): 205427041666930. http://dx.doi.org/10.1177/2054270416669305.
Texto completoResumen
Objectives This qualitative study sought to elicit the views, experiences, career journeys and aspirations of women in senior post-graduate medical education roles to identify steps needed to help support career progression. Design In-depth semi-structured telephone interviews. Setting UK. Participants Purposive sample of 12 women in a variety of senior leadership roles in post-graduate medical education in the UK. Main outcome measures Self reported motivating influences, factors that helped and hindered progress, key branch points, and key educational factors and social support impacting on participants' career in postgraduate medicine. Results Respondents often reported that career journeys were serendipitous, rather than planned, formal or well structured. Senior women leaders reported having a high internal locus of control, with very high levels of commitment to the NHS. All reported significant levels of drive, although the majority indicated that they were not ambitious in the sense of a strong drive for money, prestige, recognition or power. They perceived that there was an under-representation of women in senior leadership positions and that high-quality female mentorship was particularly important in redressing this imbalance. Social support, such a spouse or other significant family member, was particularly valued as reaffirming and supporting women’s chosen career ambition. Factors that were considered to have hindered career progression included low self-confidence and self-efficacy, the so-called glass ceiling and perceived self-limiting cultural influences. Factors indirectly linked to gender such as part-time versus working full time were reportedly influential in being overlooked for senior leadership roles. Implications of these findings are discussed in the paper. Conclusion Social support, mentorship and role modelling are all perceived as highly important in redressing perceived gender imbalances in careers in post-graduate medical education.
25
Flynn, Antoinette, Emily Kate Earlie, and Christine Cross. "Gender equality in the accounting profession: one size fits all." Gender in Management: An International Journal 30, no. 6 (August 3, 2015): 479–99. http://dx.doi.org/10.1108/gm-06-2015-0048.
Texto completoResumen
Purpose – This study aims to examine both male and female accountants’ perceptions of female career progression in the Accounting Profession in Ireland. This study is set in the context of a steady rise in the total proportion of female members across the seven accountancy bodies worldwide and the recent acknowledged failure of larger accountancy firms to promote women to senior levels in equal measure compared to male colleagues. Design/methodology/approach – A quantitative study (with a qualitative component) was undertaken to gather the opinions and perceptions of Irish accounting professionals on their career progression, gender-related barriers and obstacles, the “glass ceiling”, networking and flexible work arrangements. The sample of respondents reflected the diversity of accounting disciplines and gender divide in the wider population. Findings – Evidence of a divergence between the perception and the reality of the lived experience of female accountants, across the gender divide, was found. While respondents believe they have not experienced gender-related barriers in their career progression, it is clear that both genders believe that women succeed in this profession by adapting to masculine occupational values and norms. Originality/value – These findings contribute to the extant literature on career progression of women and augment the female management and career development literature. The inclusion of the perception and comparison of male colleagues is of particular interest.
26
Barat, Atena, Michael J. Goldacre, and Trevor W. Lambert. "Career Choices and Career Progression of Junior Doctors in Dermatology: Surveys of UK Medical Graduates." Dermatology Research and Practice 2018 (2018): 1–10. http://dx.doi.org/10.1155/2018/2092039.
Texto completoResumen
Objective. To report UK-trained doctors’ career choices for dermatology, career destinations, and factors influencing career pathways. Methods. Multicohort multipurpose longitudinal surveys of UK-trained doctors who graduated between 1974 and 2015. Results. In all, 40,412 doctors (58% of graduates) responded in year 1, 31,466 (64%) in year 3, and 24,970 (67%) in year 5. One year after graduation, 1.7% of women and 0.6% of men made dermatology their first choice but by five years after graduation the respective figures were 1.0% and 0.7%. Compared to their predecessors, its popularity fell more substantially from years 1 to 5 among recent graduates (2005–15), particularly for women (from 2.1% in year 1 to 0.8% in year 5) compared with a fall from 0.8% to 0.5% among men. The most important factor influencing dermatology choice was “hours/working conditions”: in year one, 69% regarded this as important compared with 31% of those choosing other hospital physician specialties. Only 18% of respondents who chose dermatology at year 1 eventually worked in it; however, almost all practising dermatologists (94%), 10 years after qualifying, had made their future career decision by year 5. Conclusion. Dermatology is popular among female UK graduates. Most dermatologists made their career decision late but decisively.
27
Ashencaen Crabtree, Sara, and Chris Shiel. "“Playing Mother”: Channeled Careers and the Construction of Gender in Academia." SAGE Open 9, no. 3 (July 2019): 215824401987628. http://dx.doi.org/10.1177/2158244019876285.
Texto completoResumen
Gender discrimination in the academy globally is widely recognized in terms of faculty ranking and career progression rates. U.K. national data notes the lower research recognition of women scholars as well as gendered pay gaps. This article reports on a qualitative study of women academics across discipline groups at a British post-1992 corporate university. Focus group discussion findings suggest that gendered career pathways are implicated in hindering the career progression of women academics. Participants perceive themselves to be regularly channeled into feminized teaching and administrative roles considered to be less advantageous routes to progression than elite and masculinized research routes. This together with the affective intensity of academic tasks that perform as emotional labour in relation to pastoral care are critically examined as examples of both essential and essentialized roles, where key “mothering” duties and “housekeeping” academic roles are allocated primarily to women academics. However, although regarded as vital, gendered roles and tasks are insufficiently recognized and rewarded by the bureaucratic processes that exploit them for institutional ends.
28
Tabassum, Tahsina, and Md Sahidur Rahman. "Career Trajectories of the Female Faculties in the Private Universities of Bangladesh." Society & Sustainability 2, no. 3 (October 1, 2020): 20–38. http://dx.doi.org/10.38157/society_sustainability.v2i3.157.
Texto completoResumen
The education sector is considered as one of the suitable areas that facilitate women to pursue a prestigious career. Recently, along with public universities, private universities are significantly contributing to higher education in Bangladesh. Female faculties are building their careers in private universities. In university-level education, a faculty member plays a significant role in bringing out the talent hidden among the students and grooms them up for a future career. This study aims to trace the satisfaction, possible barrier, and progression prospect of the female faculties working in the private universities in Bangladesh. This study adopts a phenomenological research design to portrait the life experiences of ten female faculties regarding the respondents' attraction to the teaching as a career, satisfaction issues (self-satisfaction, enjoyment, contentment, etc.), barriers (challenges in managing family, discontentment, stress, etc.), and dream about their career progression. This study tries to uphold an extensive understanding of female faculties' thirst for involvement, struggle for difficulties, and motivation for advancement. The study sketches the career trajectories of female faculties in private universities, and it provides insight to the concerned authority to improve the working condition for the female faculties by taking proper steps.
29
Ansari, Nighat. "Respectable femininity: a significant panel of glass ceiling for career women." Gender in Management: An International Journal 31, no. 8 (November 1, 2016): 528–41. http://dx.doi.org/10.1108/gm-03-2015-0012.
Texto completoResumen
Purpose This study aims to explicate the role of “respectable femininity” norms in the work lives of professional women and investigate the extent to which they impact female career advancement (or lack thereof) by way of creating a clash with the traditional career management techniques of accumulating social capital and managing desirable impression. Design/methodology/approach The qualitative research design was deemed appropriate for the study to gain an insight of the incumbents’ work experiences. The opinions, thoughts, experiences and expressions of the participants were gauged through in-depth, semi-structured interviews to ensure the coverage of all the relevant aspects while retaining the flexibility to obtain rich and detailed data beyond the preconceived questions. Findings It was found that working women in Pakistan feeling guilty of violating the norm of “confinement to private spheres” appeared obliged to abide by the respectable femininity principles of “domesticity”, “restrained networking” and “toning down their femininity” to maintain an “honourable” reputation/image in the society; however, these norms, in turn, created a significant hurdle in their career advancement by way of constraining their capacity to exploit the career management techniques of accumulating “social capital” and employing “impression management” tactics. Originality/value This research will add credence to the scant literature pertaining to the role of “respectable femininity” in the professional lives of working women. The study showcases the female’s enigmatic struggle of becoming a “good woman” and a “successful careerist” at the same time which culminates in to a series of subtle barriers in their professional careers mounting ultimately to become a significant panel of “glass ceiling” in their progression.
30
Lukman, Fasasi, Aqeel Khan, and Adigun Akeem Ayodeji. "Factors Influencing Career Progression of Working-Class Married Women in Oyo Metropolis." Indian Journal of Public Health Research & Development 10, no. 4 (2019): 1365. http://dx.doi.org/10.5958/0976-5506.2019.00903.3.
Texto completo
31
Sahila Chaudhry, Sahila Chaudhry. "Career Progression of Women Employees in Service Sector, Lessons from Literature Review." International Journal of Mechanical and Production Engineering Research and Development 10, no. 3 (2020): 13059–66. http://dx.doi.org/10.24247/ijmperdjun20201248.
Texto completo
32
Watson, Kathryn, and Paula Burkinshaw. "Career Progression Challenges for Women in Senior Management in the Retail Sector." Academy of Management Proceedings 2019, no. 1 (August 1, 2019): 18328. http://dx.doi.org/10.5465/ambpp.2019.18328abstract.
Texto completo
33
Reynolds, Amy C., Catherine O’Mullan, Anja Pabel, Ann Martin-Sardesai, Stephanie Alley, Susan Richardson, Linda Colley, Jacquelin Bousie, and Janya McCalman. "Perceptions of success of women early career researchers." Studies in Graduate and Postdoctoral Education 9, no. 1 (May 14, 2018): 2–18. http://dx.doi.org/10.1108/sgpe-d-17-00019.
Texto completoResumen
Purpose In the highly gendered academic sector, womens’ high participation rates have not translated into equal career progression with men. Existing literature suggests that early career publication success is a good indicator of long-term publication success. This research is intended to provide a better understanding of whether the notions of success espoused by neo-liberal universities align with the subjective measures of what constitutes academic success for women ECRs (early career researchers). Design/methodology/approach The study examines the perceptions of nine successful women ECRs at an Australian university. It uses collaborative autoethnography with thematic analysis of participants’ self-reflective narratives on being a successful ECR. Findings Five themes were identified. One focussed on objective academic success, which included publications, grants and citations. The other four themes – living a balanced life, making a difference, labour of love and freedom and flexibility – offered more subjective views of success. These included: research making a contribution to society, undertaking research they are passionate about, having autonomy in their role and achieving work-life balance. Practical implications The findings demonstrate that women define success in broader terms than neo-liberal universities, and future studies should consider these divergent definitions. Universities committed to equality should understand differences in how women may approach career progress and incorporate this into support processes and in alignment of individual and university goals. Originality/value This research offers unique insights into the experience of post-doctoral employment for women in the academic environment and the factors influencing their success in this early career phase.
34
Arifeen, Shehla R., and Jawad Syed. "The challenges of fitting in." Personnel Review 49, no. 5 (November 28, 2019): 1194–211. http://dx.doi.org/10.1108/pr-02-2019-0093.
Texto completoResumen
Purpose Intersectional scholarship on work and organizations while focusing on subjectivities and intersections largely overlooks the systemic dynamics of power (Rodriguez et al., 2016). One of the systemic dynamics of power is organizational practice (Acker, 2006). Intersectionality research on minority ethnic women pays relatively less attention to the role of organizational practices in career progression. The purpose of this paper is to draw attention to the interaction of intersectional identities of second-generation British Pakistani women managers and professionals with organizational practices and norms, and the resulting challenges and career implications. Design/methodology/approach A qualitative research approach was used with interviews of 37 participants who were in managerial or professional positions. Findings The research finds a resilience of discrimination because of expectations of compliance with dominant workplace cultures. This expectation presents challenges for minority ethnic women managers. The paper reveals that the intersectionality of gender, ethnicity and religion clashes specifically, with organizational expectations of being male, of being white, and of work-related socializing, which may adversely affect career progression. Organizations, thus, may feed into minority ethnic women managers’ inability to fit in and merge by implicitly demanding compliance or fitting in. These findings carry implications for HRM policies and practices. Originality/value Advancing intersectionality scholarship, the research finds the disadvantage caused by the intersection of gender, ethnicity and religion (intersectional identities) continues to be reproduced because of particular organizational demand and expectations and the non-compliance of minority ethnic women managers to merge and fit in. In other words, organizations implicitly demanding fitting in, and the inability to fit in and merge by minority ethnic women managers, hampers their careers.
35
Ahmad, Seher. "Family or Future in the Academy?" Review of Educational Research 87, no. 1 (July 9, 2016): 204–39. http://dx.doi.org/10.3102/0034654316631626.
Texto completoResumen
This article critically reviews recent literature on the relationship between family formation and academic-career progression, emphasizing obstacles women face seeking a tenured position and beyond. Evidence indicates that the pipeline model is dominated by “ideal worker” norms. These norms impose rigid, tightly coupled, sequential, time-bound requirements on aspiring academics, making the raising of young children and advancing an academic career incompatible. Studies indicate that women with PhDs and young children are disproportionately more likely to leak out of the tenure-track pipeline. Lack of family friendliness is one of the chief reasons why women opt out of tenure-track careers. One way to increase the proportion of tenured women is to adapt the pipeline model by bolstering institutional work–family policies and providing child care centers. Departmental leaders can ensure that making use of work–family policies does not negatively affect tenure decisions. Collecting longitudinal data to evaluate how well policies are working is critical.
36
Mwashita, Tinaye, Nanikie Zungu, and Diane Abrahams. "The Glass Ceiling: Career Progression Barriers for Female Employees in the South African Hospitality Industry." December 2020, no. 9(5) (December 31, 2020): 1077–93. http://dx.doi.org/10.46222/ajhtl.19770720-70.
Texto completoResumen
This study examined the glass ceiling phenomenon in the South African hospitality industry, with a particular focus on four hotels in Gauteng. The primary aim was to investigate the different perspectives held on the glass ceiling by exploring the key factors inhibiting women in the hospitality industry from proceeding to the next level of the corporate hierarchy, and, ultimately, to reach senior executive positions. Data was collected through informal semi-structured interviews and an online questionnaire that was targeted at men and women in lower to top management positions within the different hotels. The key findings show that the glass ceiling indeed exists, as a fluid and dynamic phenomenon, which takes on various ever-evolving shapes within different work environments. Many women resonated with the nature of the glass ceiling. The literature depicts the glass ceiling as an overarching and all-encompassing phenomenon affecting women. The study sheds more light on the circumstantial nature of the glass ceiling and shows that certain factors exacerbate the effects of the ‘glass ceiling’ phenomenon. A study found that a combination of variables affected the careers of women and their work life balance. The study revealed that the circumstantial nature of the glass ceiling and its dynamic nature makes it impossible for there to be a uniform solution to navigating one’s career around it or to shatter it. This finding challenges the existing view of the glass ceiling and how women should be attempting to shatter it.
37
Bielikowski, Jakub. "Women in the management – cases of Turkish women progress in the it ranks." Journal of Intercultural Management 5, no. 4 (December 1, 2013): 65–79. http://dx.doi.org/10.2478/joim-2013-0027.
Texto completoResumen
Abstract It has been observed that Turkey, contrary to the country stereotypes, has high female participation in the IT, including professional and managerial positions. As in the women participation in the IT shows big differences among world’s countries, it seems important to research the possible sources of higher women participation in the IT in some countries. Based on the pilot of in-depth interviews with Turkish IT professionals the article looks preliminary into the following subjects: 1. What economic, social and cultural factors influence females’ IT choice in Turkey? 2. What were the success factors contributing to women employment and career in the IT in Turkey? 3. What barriers for IT management career progression have been identified by Turkish women? The article also proposes approach into further research into the subject.
38
Taflaga, Marija, and Matthew Kerby. "Who Does What Work in a Ministerial Office: Politically Appointed Staff and the Descriptive Representation of Women in Australian Political Offices, 1979–2010." Political Studies 68, no. 2 (June 19, 2019): 463–85. http://dx.doi.org/10.1177/0032321719853459.
Texto completoResumen
Women are underrepresented within political institutions, which can (negatively) impact policy outcomes. We examine women’s descriptive representation as politically appointed staff within ministerial offices. Politically appointed staff are now institutionalised into the policy process, so who they are is important. To date, collecting systematic data on political staff has proved impossible. However, for the first time we demonstrate how to build a systematic data set of this previously unobservable population. We use Australian Ministerial Directories (telephone records) from 1979 to 2010 (a method that can notionally be replicated in advanced democratic jurisdictions), to examine political advising careers in a similar manner as elected political elites. We find that work in political offices is divided on gender lines: men undertake more policy work, begin and end their careers in higher status roles and experience greater career progression than women. We find evidence that this negatively impacts women’s representation and their later career paths into parliament.
39
Wandahi, Rose N., and Rose Njoroge. "Institutional Gender Representation and Career Progression Disparities at Management Levels in Selected Public Academic Libraries in Kenya." International Journal of Current Aspects 5, no. 1 (April 3, 2021): 35–50. http://dx.doi.org/10.35942/ijcab.v5i1.158.
Texto completoResumen
The education sector is one of the most crucial sectors in the world. The very remarkable growth of academic institution has created massive employment opportunities for our educated men and women of our nation. These men and women play a vital role in the Kenyan economy, both socially and economically. However, most of these men and women employees face a lot of challenges at work, especially in career progression related issues. The overall purpose of this study was to examine gender representation and career progression disparities in the management levels of public academic libraries in Kenya. To achieve this, the study sought to find out gender representation in the management levels of the Kenyan public academic universities, determine the barriers hindering career progression of men and women managers, and examine the challenges affecting career progression of men and women at management levels in public academic libraries in Kenya. The study was carried out in selected public academic libraries in Kenya. These included four public universities within Nairobi county, Kiambu county and Uasin-Gishu county. The respondents included university librarians, deputy university librarians, senior librarians, librarians, librarian assistants and senior library assistants. The target population was 85 participants who were expected to participate in the study, and eventually only a sample size of 42 respondents was obtained. Relevant data was collected from the participants using structured interviews and questionnaires. A descriptive case-study research design was used. The collected data was coded into relevant themes, analyzed, interpreted and presented using qualitative methods for enabling to draw the findings and conclusions. Data was presented using tables, graphs and charts. The findings revealed that gender representation in public academic libraries was not balanced, and persons of female gender were more than persons of male gender. Disparities were also noted within their distribution in various departments, more women had attained higher levels of education than their fellow men colleagues, and women had also worked for more number of years within the libraries and in previous positions. It was also observed that, there was a supportive work environment within the organizations, though there were a few instances where the culture within did not encourage a fair job promotion practices. Selection process, networking, policies, rules and regulations in place, in the organizations were a great barrier to career progression. The study came up with several recommendations on gender representation in the management ranks, fair job promotion practices, education and training. 
40
Ismail, Maimunah. "Men and women engineers in a large industrial organization: interpretation of career progression based on subjective‐career experience." Women in Management Review 18, no. 1/2 (February 2003): 60–67. http://dx.doi.org/10.1108/09649420310462334.
Texto completo
41
Kumara, Y. A. D. R. Ranjith. "Career development of women in the hotel industry: An Overview." Journal of Applied and Natural Science 10, no. 1 (March 1, 2018): 330–38. http://dx.doi.org/10.31018/jans.v10i1.1626.
Texto completoResumen
This paper focuses on factors affecting career progression of women in the hotel industry as discussed by researchers in different geographical locations in the world and to investigate whether women are indeed blocked in the process of advancing in their career. It is also focused to explore the mechanism adopted by the hospitality companies to mitigate the issue related to women’s career progression. An in-depth study was carried to by reviewing twenty-two articles related to the hotel industry and twenty-eight articles related to hospitality industry. It was revealed that specific factors are common to the industry irrespective of the geographical locations such as networking, gender discrimination, segregation, long and irregular working hours and work and family balance. However, factors like cultural barriers, taking risks on non-linear assignments and significance of finding a sponsor were limited to individual countries. Irrespective of the economic and social developments of the countries concerned covering America, Europe, Australia, Africa, Middle Eastern countries, Far East Asia and South Asian regions, the issue of lack of women leaders in the hotel industry has been a significant issue. The Glass ceiling effect on career development for women was widely discussed and confirmed the existence in many countries irrespective of legal frameworks of equal opportunities. Few uncommon issues were also publicised in the study in the USA commenting few challenges and barriers such as the importance of having a sponsor, making lateral moves with new opportunities and being a ‘”token” in a male-dominated executive table.
42
Allen, Kelly-Ann, Kerryn Butler-Henderson, Andrea Reupert, Fiona Longmuir, and Ilana Finefter-Rosenbluh. "Work like a girl: Redressing gender inequity in academia through systemic solutions." Journal of University Teaching and Learning Practice 18, no. 3 (July 1, 2021): 14–29. http://dx.doi.org/10.53761/1.18.3.3.
Texto completoResumen
Historically, the professional structure of higher education has provided restricted employment, career, and leadership opportunities for women. This is exacerbated where there is an intersection between gender and race, culture, religion, or age. Women continue to be underrepresented in senior leadership positions across a range of disciplines, and this lack of representation of women within the professional structure of higher education itself acts as a barrier for more women reaching senior levels within institutions. More women are needed in higher positions to increase representation and visibility, and to encourage and mentor others to then aspire to follow a similar path. This critical review examines gender equity across the major career benchmarks of the academy in light of the impact of the personal contexts of women, systemic processes, and cultural barriers that hinder career progression. Research-based systemic solutions that work towards improved gender equity for women are discussed. The findings from this critical review highlight the need for global systemic change in higher education to create ethical equities in the employment, career, and leadership opportunities for women.
43
Parker, Polly, Belinda Hewitt, Jennifer Witheriff, and Amy Cooper. "Frank and Fearless: Supporting Academic Career Progression for Women in an Australian Program." Administrative Sciences 8, no. 1 (February 27, 2018): 5. http://dx.doi.org/10.3390/admsci8010005.
Texto completo
44
Rath, Tania Saritova, Madhuchhanda Mohanty, and Bibhuti Bhusan Pradhan. "An alternative career progression model for Indian women bank managers: A labyrinth approach." Women's Studies International Forum 73 (March 2019): 24–34. http://dx.doi.org/10.1016/j.wsif.2019.01.005.
Texto completo
45
Shaikh, Siraj Ahmed. "Educational Attainment and Career Progression for British Muslim Women: Some Challenges and Opportunities." Journal of Muslim Minority Affairs 31, no. 1 (March 2011): 49–57. http://dx.doi.org/10.1080/13602004.2010.533458.
Texto completo
46
Ojokoh, Bolanle Adefowoke, Oladele Stephen Adeola, Folasade Olubusola Isinkaye, and Chon Abraham. "Career Choices in Information and Communication Technology among South Western Nigerian Women." Journal of Global Information Management 22, no. 2 (April 2014): 48–77. http://dx.doi.org/10.4018/jgim.2014040104.
Texto completoResumen
This study is designed to discover the key factors for the under-representation and lack of career progression or otherwise of women in the ICT field, specifically in South Western Nigeria. Questionnaires were administered to women (i.e., students, lecturers and other staff) studying or working in selected higher institutions. The results show that 90% of the women studied are self-motivated in their choice of the ICT career with very little external incentivizing or encouragement supporting their choice, besides the lure of high compensation and prestige associated with skilled ICT work. The slight influence on the career choice of women to pursue ICT derives from everyday use of computers and career information provided by role models and mentors, which are atypical, while, those women who did not choose a career in ICT did so because of their perception of the overabundance of required programming skills. Other barriers include environmental working conditions, infrastructure and electricity in the work area needed to support ICT related work. Although, many of the career women believe that they are competitive with their male counterparts in ICT; the fact remains in South Western Nigeria that only a few women are senior associates at organizations in the ICT field. Recommendations are offered to decrease this disparity and address enabling conditions for change.
47
Santos, Gina Gaio. "Career barriers influencing career success." Career Development International 21, no. 1 (February 8, 2016): 60–84. http://dx.doi.org/10.1108/cdi-03-2015-0035.
Texto completoResumen
Purpose – Few research has addressed the factors that undermine people’s subjective perceptions of career success. Hence, the purpose of this paper is to further illuminate the issue of career barriers in perceptions of career success for a specific group of professionals: academics. Design/methodology/approach – This study adopts an interpretative-social constructionist methodology. Complementarily, it was employed a phenomenological method in data gathering and analysis – with the use of in-depth interviews and a theme analysis. The research was undertaken with a group of 87 Portuguese academics of both sexes and in different stages of their academic careers. Findings – The findings pinpoint the existence of multi-level barriers encountered by the academics when trying to succeed in their careers. The interviewees mentioned particularly the organizational-professional career barriers pertaining to three general themes: poor collegiality and workplace relationships; the lack of organizational support and employment precariousness; and the career progression standards and expectations. At the individual life cycle level the interviewees referred to the theme of finding balance; at the same time, the gender structure was also a theme mentioned as an important career barrier in career success, particularly by the women interviewed. Research limitations/implications – One of the limitations of this research is related to the impossibility of generalizability of its findings for the general population. Nevertheless, the researcher provides enough detail that grants the reader with the ability to judge of its similarity to other research contexts. Practical implications – This research highlights the role played by distinct career barriers for a specific professional group: academics. This has implications for higher education policy-makers and for human resources managers in higher education institutions. Originality/value – The current study extends the literature on career success by offering detailed anecdotal evidence on how negative work experiences might hinder career success. This research shows that to understand career barriers to success it is useful to consider multi-level factors: organizational-level factors (e.g. poor collegiality and workplace relationships); individual-level factors (e.g. life-cycle factors such as age/career stage); and structural-level factors (e.g. gender).
48
Halili, Maria A., and Jennifer L. Martin. "How to Make the Invisible Women of STEM Visible." Australian Journal of Chemistry 73, no. 3 (2020): 75. http://dx.doi.org/10.1071/ch19286.
Texto completoResumen
Although women make up more than 50% of the population, they have long been an under-represented minority in science, technology, engineering, and mathematics (STEM). In chemistry, for example, only five of a total of 181 Nobel prizes (2.8%) awarded over more than 100 years have been bestowed upon women. Closer to home, Professor Frances Separovic – the subject of this special issue of Aust. J. Chem. – was the first woman chemist elected to the Fellowship of the Australian Academy of Science. That happened very recently, in 2012. At that point in time, the Academy had been electing Fellows for nearly 60 years. The lack of visible female role models and the absence of women in prominent scientific positions may be one reason why girls and young women do not see STEM as a viable career option. After all, if you can’t see it, how can you be it? Here, we present personal accounts of our two quite different research career paths – one starting in 2010 that included a significant career disruption, the other starting 20 years earlier in 1990. We describe the challenges we have faced as women in a testosterone-rich environment, and the circumstances that allowed us to continue. We provide suggestions for addressing systemic, organisational, and social barriers to the progression of women in STEM.
49
Francescato, Donata, Marco Lauriola, Mauro Giacomantonio, and Minou Ella Mebane. "Do personality traits and personal values predict career efficacy and career progression of successful political women? An exploratory study." Personality and Individual Differences 160 (July 2020): 109918. http://dx.doi.org/10.1016/j.paid.2020.109918.
Texto completo
50
Datta, Sumita, and Upasna A. Agarwal. "Factors effecting career advancement of Indian women managers." South Asian Journal of Business Studies 6, no. 3 (October 2, 2017): 314–36. http://dx.doi.org/10.1108/sajbs-07-2016-0062.
Texto completoResumen
Purpose Reasons that have an effect on the continuity and career progression of women in corporate India are complex. The purpose of this paper is to explore the factors that have an effect on the women leadership pipeline of Indian organizations. Design/methodology/approach The present study adopted a qualitative research methodology within a dyadic framework by including women managers and their respective supervisors in the study. Findings Thematic analyses of the qualitative study conducted on Indian women managers as well as their supervisor revealed rich insights into the antecedent social-psychological factors of a women leadership pipeline that can be summarized under three broad categories, namely, intra-personal, interpersonal and organizational. Research limitations/implications The limitations are the small sample size and the qualitative nature of this study. An important implication is that the results of this study can be used for cross-cultural comparisons because most studies that have focused on the effect of gender on career advancement have used western conceptualizations and measures. Practical implications The findings of this research suggest designing organizational interventions that can help women professionals in navigating the complex social environment in order to create their own leadership identities supported through a high-quality leader-member exchange. Social implications The study takes an important step toward developing a better understanding of the factors affecting the career advancement of women managers by contextualizing the way women professionals perceive their career identity and the meaning they imbue to career advancement. The findings of this study can aid policy makers toward arresting the leaking women leadership pipeline. Originality/value The study contributes by exploring several social-psychological dimensions of objective-subjective career success perceptions and their interplay among women managers drawn from three organizations in India.