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1 – 10 of over 2000Murtaza Ashiq, Shafiq Ur Rehman and Nosheen Fatima Warraich
Equity, diversity, inclusion and accessibility (EDIA) are the core values of librarianship. This study aims to examine the EDIA literature in the library and information science…
Abstract
Purpose
Equity, diversity, inclusion and accessibility (EDIA) are the core values of librarianship. This study aims to examine the EDIA literature in the library and information science (LIS) profession, focusing on publishing trends, authorship patterns, thematic evolution, co-occurrence network, international collaboration network and three-factor analysis.
Design/methodology/approach
A scientometrics analysis was performed, and data were retrieved from the Web of Science database following a four-phase data extraction and filtration process. Data analysis was performed using specialized scientometrics tools.
Findings
Most of the published work comes from the developed world. The thematic evolution identified that the initial period (1971–2010) was dedicated to the diversity of library resources, services and users. The second phase (2011–2015) concentrated on accessibility and information literacy. The recent period (2016–2021) is linked with social inclusion, diversity and accessibility. Furthermore, the co-cluster citation and content analysis identified five major interconnected streams in the EDIA literature in LIS: disability and accessibility; diversity, inclusion and recruitment; social justice and libraries; libraries and immigrants; and libraries and the lesbian, gay, bisexual, transgendered, queer community.
Research limitations/implications
Theoretical, practical and implications for policy makers and curriculum developers were added to create awareness and better observe EDIA in LIS field.
Originality/value
The identification of research streams is one of the most important findings of this study, which shows that some areas of EDIA are maturing and others are emerging in the profession.
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Dohyoung Kim, Sunmi Jung and Eungdo Kim
The authors contribute to the literature on leadership by investigating how characteristics of principal investigators (PIs) affect innovation performance, and how collaborative…
Abstract
Purpose
The authors contribute to the literature on leadership by investigating how characteristics of principal investigators (PIs) affect innovation performance, and how collaborative and non-collaborative projects moderate this relationship within the context of inter-organisational research projects.
Design/methodology/approach
The authors analysed panel data from the National Science and Technology Information Service on 171 research projects within a biomedical and regenerative medicines programme overseen by the Korea Health Industry Development Institute. The authors used a hierarchical regression model, based on the ordinary least squares method, to examine the relationship between PI characteristics and performance, considering both quantity and quality.
Findings
The results show that the characteristics of PIs have diverse effects on the quantity and quality of innovation performance. Gender diversity within PIs negatively affects the quality of innovation performance, while the capacity of PIs positively influences it. Moreover, the degree of PI’s engagement is positively associated with the quantity of innovation performance but does not have a significant relationship with the quality of performance. In terms of moderating effects, collaborative projects with multiple leaders seem less reliant on PI capacity than non-collaborative projects led by a single leader, in terms of innovation performance.
Originality/value
The results contribute significantly to the literature on innovation management by examining the role of leadership in collaborative environments to enhance innovation performance, addressing the need for empirical evidence in this area. Analyses of PI characteristics in government R&D management can lead to improved team performance, more efficient processes and effective resource allocation, ultimately fostering innovation.
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W. Marcus Lambert, Nanda Nana, Suwaiba Afonja, Ahsan Saeed, Avelino C. Amado and Linnie M. Golightly
Structural mentoring barriers are policies, practices and cultural norms that collectively disadvantage marginalized groups and perpetuate disparities in mentoring. This study…
Abstract
Purpose
Structural mentoring barriers are policies, practices and cultural norms that collectively disadvantage marginalized groups and perpetuate disparities in mentoring. This study aims to better understand structural mentoring barriers at the postdoctoral training stage, which has a direct impact on faculty diversity and national efforts to retain underrepresented groups in research careers.
Design/methodology/approach
A diverse sample of postdoctoral scholars (“postdocs”) from across the USA were asked to participate in focus groups to discuss their training experiences. The authors conducted five 90-min focus groups with 32 biomedical postdocs, including 20 (63%) women and 15 (47%) individuals from underrepresented racial/ethnic groups (URG).
Findings
A social-ecological framework was used to categorize both the upstream and downstream manifestations of structural mentoring barriers, as well as mentoring barriers, overall. Notable structural barriers included: academic politics and scientific hierarchy; inequalities resulting from mentor prestige; the (over) reliance on one mentor; the lack of formal training for academic and non-academic careers; and the lack of institutional diversity and institutional mentor training. To overcome these barriers, postdocs strongly encouraged developing a network or team of mentors and recommended institutional interventions that create more comprehensive professional development, mentorship and belonging.
Originality/value
For postdoctoral scientists, structural mentoring barriers can permeate down to institutional, interpersonal and individual levels, impeding a successful transition to an independent research career. This work provides strong evidence for promoting mentorship networks and cultivating a “mentoring milieu” that fosters a supportive community and a strong culture of mentorship at all levels.
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Ashley Salaiz and Leon Faifman
This study aims to unpack the progress of board gender diversity among the 3,000 largest US listed firms by market capitalization (i.e. Russell 3000 Index). This study…
Abstract
Purpose
This study aims to unpack the progress of board gender diversity among the 3,000 largest US listed firms by market capitalization (i.e. Russell 3000 Index). This study extrapolates four classifications of firms based on the number of women in the boardroom: zero women, one or two women, three plus women and gender balanced. The purpose of this study is to examine where progress has and has not been made, why firms plateau and an agenda for the future.
Design/methodology/approach
This study first provides a summative overview of the literature on the benefits of board gender diversity. It then examines progress according to the four classifications, each of which have theoretical underpinnings for whether or not firms can reap the strategic benefits of gender-diverse boardrooms.
Findings
Several indices of US publicly traded companies now have women holding between 30% and 33% of the seats in the boardroom. By examining the spread of women on boards according to the four classifications, this study extrapolates three key insights: firms experiencing tokenism (i.e. one or two women in the boardroom) do not have enough women to reap the strategic benefits of diverse boardrooms; firms that have reached a critical mass (three women in the boardroom) are at an impasse and may risk plateauing; and gender-balanced firms are elevated to the status of being role models for other firms. Calls for action and associated action plans accompany these insights.
Practical implications
This study reminds managers and directors of the strategic benefits of gender-diverse boards and offers three critical insights that boards can use to classify what stage they are at on the path toward board gender equality. Based on their classification, calls for action and action plans offer guidance to firms.
Originality/value
This study shifts away from focusing on the average percentage of board seats held by women across all firms and offers new insights on the progress that firms have made according to the number of women in their boardroom.
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Elisabeth R. Silver, Isabel Bilotta, Dillon Stewart, Jazmin Argueta-Rivera, Christiane Spitzmueller, Hayley Brown, Eden King and Mikki Hebl
The lack of progress toward equity in the U.S. is evident across many spheres of society, academia notwithstanding. Women academicians, in particular, face many barriers that…
Abstract
Purpose
The lack of progress toward equity in the U.S. is evident across many spheres of society, academia notwithstanding. Women academicians, in particular, face many barriers that prevent them from advancing–including a continued unsupportive climate, competing work and family demands, and interpersonal discrimination. This paper reflects on a collaborative research effort in the United States to enhance allyship for women in academia.
Design/methodology/approach
The authors partnered with a major university to hold ally training for department chairs during a university-wide department chair meeting. The authors developed a methodology for creating and implementing training content using a focus-group-based training needs analysis and a diversity science grounded approach to allyship training. The authors followed this up with surveys to assess impact.
Findings
Participants indicated that they learned from the training, but participation in follow-up data collection was limited, hampering the ability to conduct rigorous quantitative analyses around intervention impact.
Research limitations/implications
Although the sample size may have been too limited to detect effects, the current study provides an approach that furthers the way in which researchers and practitioners can better assess the impact of allyship to women academicians.
Practical implications
Published research on allies is very limited. The current research examines allies in the context of helping women in academia.
Originality/value
Despite widespread recognition of the importance of first-line supervisors in support of diversity, limited intervention designs are available. The authors add to the extant literature on diversity interventions, while highlighting barriers to rigorous intervention evaluation.
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Ahmed Abdel-Meguid, Mostafa Abuzeid, Moataz El-Helaly and Nermeen Shehata
This paper aims to examine whether female representation on boards is significantly associated with audit fees paid by top Egyptian listed companies.
Abstract
Purpose
This paper aims to examine whether female representation on boards is significantly associated with audit fees paid by top Egyptian listed companies.
Design/methodology/approach
The authors collect data on audit fees, board of directors' characteristics and financial data for the top 100 companies listed on the Egyptian Exchange (EGX100) for a period of six years. The authors employ an ordinary least squares regression model to capture the relationship between board diversity (i.e. the proportion of female board directors) and the natural logarithm of audit fees while controlling for firm and industry fixed effects as well as other known firm characteristics.
Findings
The authors find that audit fees are significantly associated with the proportion of females serving on firms' boards of directors. The findings suggest a complementary relationship between females on boards, as a quality-enhancing board attribute; and audit fees, as a proxy for audit effort and audit quality.
Research limitations/implications
Limitations of this study arise first from the relatively small sample size, and second from the fact that inferences may be specific to the Egyptian context and similar markets.
Practical implications
The results have important implications for Egyptian policy makers and regulators in terms of board composition.
Social implications
This study provides empirical evidence that further enforces the business case for women's empowerment and the impact of this on the effectiveness of corporate governance.
Originality/value
To the best of the authors’ knowledge, this is the first archival study to examine the association between female board representation and audit fees in Egypt.
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Rebeka Catherine Tucker, Champika Liyanage, Sarita Jane Robinson, Darryl Roy Montebon, Charlotte Kendra Gotangco Gonzales, Joselito C. Olpoc, Liza B. Patacsil, Sarintip Tantanee, Panu Buranajarukorn, Orawan Sirisawat Apichayaku, Rukmal N. Weerasinghe and Rsanjith Dissanayake
This paper is part of the ERASMUS+-funded Strengthening University Enterprise Collaboration for Resilient Communities in Asia (SECRA) project. This study aims to map collaborative…
Abstract
Purpose
This paper is part of the ERASMUS+-funded Strengthening University Enterprise Collaboration for Resilient Communities in Asia (SECRA) project. This study aims to map collaborative architecture between partner universities and the public/private sectors to provide a contextualised collaboration framework for disaster resilience (DR) in South-East Asia.
Design/methodology/approach
Documentary reviews were conducted in partner countries to establish the current context of university enterprise collaborations (UEC) in South-East Asia. A concept-centric approach permitted the synthesis of concepts from each country review, allowing for comparisons between collaborative practices that impact the success of DR collaborations.
Findings
The review identified that funding, continuity, long-term strategic plans and practical implementation are lacking in partner countries. However, each country demonstrated good practices and identified enablers and barriers that impact DR collaborations.
Research limitations/implications
The synthesis revealed a lack of a practical understanding of real-world barriers. Further research is needed to understand real-world experiences in DR collaborations and to provide insights into barriers, enablers and good practices in DR collaborations. Gaining an “on-the-ground” perspective will provide detailed insights and the feasibility of implementation.
Practical implications
The findings provide the foundations for developing a heuristic UEC framework that can inform policies and practices for DR in partner countries.
Social implications
The findings can inform various stakeholder policies and practices and promote the exchange of ideas between stakeholders to enhance DR in South-East Asia.
Originality/value
The results are relevant within the South-East Asian, as governments have intensified the adoption of measures to encourage UEC for DR.
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Meghan J. Pifer, M. Cynthia Logsdon, Maria Ibarra and Kevin Gardner
There is a need to support midcareer faculty who have demonstrated scholarly success but require additional development. The purpose of this study was to explore the effects of an…
Abstract
Purpose
There is a need to support midcareer faculty who have demonstrated scholarly success but require additional development. The purpose of this study was to explore the effects of an initiative for “star faculty” at midcareer, with an emphasis on the role of exceptional others in their professional growth.
Design/methodology/approach
This is an exploratory, single-site case study of a midcareer faculty excellence initiative. Data sources include document/site analysis and individual interviews.
Findings
Findings reveal the value of “exceptional others” in professional growth among high-performing midcareer faculty. Perceptions about excellence at midcareer emerged as an antecedent to developing midcareer faculty members. Analysis generated themes in behaviors related to supporting midcareer scholars’ professional growth.
Research limitations/implications
This study is an initial step toward refining concepts such as exceptional others, academic stars and scholarly advancement within the academy. There is a need for equity-minded research about these topics. In addition to replication across institutional and disciplinary contexts, there is also a need for longitudinal mixed-methods studies of midcareer faculty mentoring outcomes over time.
Practical implications
The study points to the role of the institution and its senior faculty in fostering midcareer scholarly excellence. Mentoring and development around individualized goals may be of value in addition to an emphasis on clarity around institutional expectations and norms in faculty performance reviews.
Originality/value
Midcareer faculty are a crucial component of the academy, yet they are often overlooked as needing career support, resources and development. This study focuses on mentoring and coaching for postsecondary faculty at midcareer and the role of exceptional others in facilitating faculty professional growth.
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Andrew Dudash and Jacob E. Gordon
The purpose of this case study was to complement existing weeding and retention criteria beyond the most used methods in academic libraries and to consider citation counts in the…
Abstract
Purpose
The purpose of this case study was to complement existing weeding and retention criteria beyond the most used methods in academic libraries and to consider citation counts in the identification of important scholarly works.
Design/methodology/approach
Using a small sample of items chosen for withdrawal from a small liberal arts college library, this case study looks at the use of Google Scholar citation counts as a metric for identification of notable monographs in the social sciences and mathematics.
Findings
Google Scholar citation counts are a quick indicator of classic, foundational or discursive monographs in a particular field and should be given more consideration in weeding and retention analysis decisions that impact scholarly collections. Higher citation counts can be an indicator of higher circulation counts.
Originality/value
The authors found little indication in the literature that Google Scholar citation counts are being used as a metric for identification of notable works or for retention of monographs in academic libraries.
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Felipe Porphirio Orioli and José Manuel Cristóvão Veríssimo
The purpose of the study is to perform a scientific mapping and detect the evolution pattern of two emerging fields, organizational capabilities and sustainable supply chain…
Abstract
Purpose
The purpose of the study is to perform a scientific mapping and detect the evolution pattern of two emerging fields, organizational capabilities and sustainable supply chain management (SSCM), to detect and visualize the existing conceptual domains and identify less-explored areas.
Design/methodology/approach
This study uses a methodological combination involving systematic literature review and bibliometric analysis. The methodology was implemented in the following order: definition and selection of the material using an electronic database, descriptive analysis of the material, category selection using bibliographic coupling analysis by VOSviewer (clusterization), material evaluation and content analysis.
Findings
The research results clarify the intellectual structure within the academic field. The authors’ identified three main clusters: (1) sustainable capabilities and practices in supply chain management (SCM), (2) green SCM and performance and (3) information technology and innovation. The findings reveal that there is a rich field to be explored, especially regarding issues involving sustainable technological capabilities, sustainable initiatives and key resource development.
Practical implications
This study facilitates researchers’ and practitioners’ understanding and their ability to map the different paths and evolution of SSCM and organizational capabilities. It can encourage managers and policymakers alike to conceive new approaches to engage in the adoption of SSCM.
Originality/value
This work employs a singular approach to identify the intellectual knowledge and topics related to the implementation of SSCM by adopting the theoretical approach of sustainable organizational capacity. It contributes to the debate on distinguishing specific sustainable organizational capabilities from traditional capabilities.
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