Search results

1 – 10 of over 2000
Article
Publication date: 7 November 2023

Nadine Kafa, Salomée Ruel and Anicia Jaegler

The field of supply chain management (SCM) needs to attract and retain workers to solve the current talent shortage. The purpose of this research is to identify and evaluate…

Abstract

Purpose

The field of supply chain management (SCM) needs to attract and retain workers to solve the current talent shortage. The purpose of this research is to identify and evaluate factors that influence career advancement in SCM and compare male and female supply chain experts' perceptions of the importance of those factors.

Design/methodology/approach

First, 32 factors perceived as affecting career advancement in SCM were identified by conducting a literature review and consulting 36 experts. Those factors were grouped into four categories: “environmental and structural”, “human capital”, “individual” and “interpersonal”. Those factors were validated via the Delphi method, and ten factors were retained for further study. Second, the voting analytical hierarchy process was used to determine the priority weights experts assigned to these factors. The weights assigned by male and female experts were compared to determine if there were differences between the women's and men's perceptions of the factors' importance.

Findings

The findings reveal that the category of human capital factors is the most important, followed by individual factors and the least important is interpersonal factors. The experts consulted for this research emphasized “skills”, “a good fit between an individual and an organization” and “self-confidence” as important factors for career advancement. There were two unexpected results. First, the experts rejected all the environmental and structural factors. Second, no significant difference was found between the male and female groups' evaluations.

Originality/value

Prior to this study, no integrated approach to identify and evaluate the factors perceived which affect career advancement in SCM had been developed. This research is a single empirical and integrative study in France that provides valuable insights for academics and practitioners.

Details

The International Journal of Logistics Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0957-4093

Keywords

Article
Publication date: 14 December 2023

Gaelle Fitong Ketchiwou and Matsidiso Nehemia Naong

This study aims to explore organizational factors that impact women’s career advancement. Knowledge of organizational practices that promote or obstruct women’s career progress is…

Abstract

Purpose

This study aims to explore organizational factors that impact women’s career advancement. Knowledge of organizational practices that promote or obstruct women’s career progress is vital for women, firms and governments.

Design/methodology/approach

A total of 237 women participated in the study from the service sector in Johannesburg (South Africa). Participants were selected using a convenient sampling approach. Researchers used a questionnaire, consisting of demographic and open-ended questions, to gather data. Comments were analyzed using a thematic content analysis approach.

Findings

Findings reveal that prioritizing women, offering skills development opportunities, providing growth opportunities, assisting women in managing their careers, offering mentorship and having work-family support initiatives are practices that promote women’s career advancement. Conversely, practices that foster stagnation of women’s careers, distrust in women’s leadership abilities, preference for external candidates, people–related malpractices, male domination/preference, lack of role models and work-family balance support, hamper women’s career advancement.

Practical implications

The findings of this study will contribute to women’s empowerment. Organizations should provide a conducive atmosphere by instituting practices that promote their female employees' career advancement. Firms also should intentionally take practical steps to address practices that impede women’s career progression. The results of this study will also help the government to design appropriate policies that will promote the career progression of women employees.

Originality/value

This study presents findings from an analysis of qualitative data collected from 237 women to provide insight into the experiences of women working within the service industry in Johannesburg, South Africa.

Details

African Journal of Economic and Management Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2040-0705

Keywords

Article
Publication date: 2 March 2023

Chang Su, Mingjian Zhou and Yixin Yang

Drawing on social capital theory, this study investigated the effects of structural, cognitive and relational family social capital on employees' career advancement through the…

Abstract

Purpose

Drawing on social capital theory, this study investigated the effects of structural, cognitive and relational family social capital on employees' career advancement through the mechanism of family-to-work enrichment (FWE), taking perceived organizational politics (POP) as a moderator.

Design/methodology/approach

Survey data were collected from 252 full-time employees working in public institutions and government departments in China, a collectivist cultural context. Hierarchical regression and path analysis were conducted to test the hypotheses.

Findings

FWE significantly mediated the positive relationships between the three subtypes of family social capital and career advancement. The effects of structural and cognitive family social capital, but not relational family social capital (RFSC), on FWE were stronger when POP was low (vs high).

Research limitations/implications

FWE is arguably a promising mechanism for explaining the links between family social capital and career outcomes. However, due to the cross-sectional nature of the data, conclusions regarding causality remain limited.

Practical implications

Family social capital may enrich the careers of employees in collectivist cultures. Managers should mitigate their organization's political climate to promote employees' career advancement.

Originality/value

This study contributes to career research by linking family social capital to career outcomes through the lens of FWE for the first time and by identifying organizational politics as an important moderator that can influence the dynamics of resource enrichment in a collectivist culture.

Details

Personnel Review, vol. 53 no. 2
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 6 October 2023

Lama Al Imam and Luisa Helena Pinto

This study uses a Kaleidoscope Career (KC) approach to explore how UAE women managers experience their careers, the advancement in management and the career models they encounter.

Abstract

Purpose

This study uses a Kaleidoscope Career (KC) approach to explore how UAE women managers experience their careers, the advancement in management and the career models they encounter.

Design/methodology/approach

This study employs an interpretative phenomenological approach to analyse in-depth face-to-face interviews with 22 Emirati women in middle and senior management positions across various industries in both the public and private sectors.

Findings

This research is significant in uncovering career advancement mechanisms and three career models: “my life is not elsewhere,” “seizing opportunities” and “wholehearted dedication to the country.” These models highlight women managers' pivotal role in UAE's economic development.

Research limitations/implications

This study is confined to a convenience sample of women managers from Abu Dhabi, Dubai and Sharjah. While not fully representative of all local women, the findings on career advancement mechanisms and Emirati women managers' non-traditional career paths hold theoretical significance. The results challenge the uncritical adoption of Western career models, highlighting the need to consider alternative career models and advancement mechanisms.

Practical implications

This research expands the authors' knowledge of career advancement mechanisms and models experienced by Emirati women, offering insights for enhancing gender equality in Arab world managerial roles.

Originality/value

These findings open new research avenues to explore Emirati women's careers beyond the largest Emirates and assess their broader economic and societal contributions.

Details

Career Development International, vol. 28 no. 6/7
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 23 June 2023

Lauryna Naseviciute and Rita Juceviciene

The paper focusses on the intrapersonal vs environmental barriers to women's career advancement to the top leadership positions in the information and communication technology…

Abstract

Purpose

The paper focusses on the intrapersonal vs environmental barriers to women's career advancement to the top leadership positions in the information and communication technology (ICT) business and envisages the individual, organisational as well as societal practices for overcoming such barriers in the given sector.

Design/methodology/approach

The study relies on the qualitative research method of expert interviews with top-level women managers in the leading ICT companies in Lithuania. The study allowed identifying and structuring the key barriers to women's careers and three-level practices for overcoming them.

Findings

The research has shown that the key intrapersonal barriers are related to the lack of self-confidence and perceived glass ceiling. The main environmental barriers are male domination and socially gendered professions. The practices for overcoming women's career barriers can be categorised into three levels – individual, organisational and societal. The study has shown that the most important individual practices are the ability to continuously self-educate and self-affirmation. On the organisational level, the following key practices can be applied: mentorship and inclusive company culture. The societal practices for improving women's career advancement in ICT are mainly represented by the visibility of successful leaders as role models and initiatives increasing awareness for an inclusive society.

Research limitations/implications

The research limitations are largely related to the research sample selected for the qualitative research (interviews). The respondents are already established in the top leadership positions, so may only have a retrospective view on the obstacles to the respondents' careers. A larger sample could provide a more generalisable data, whilst a larger number of interview participants for preselected categories, like company category or tenure in a position, would provide insights on the different stages of career growth and company's influence for the individual's growth. The authors encourage extending research to other sectoral and national contexts.

Practical implications

The research sets out the key barriers that can be overcome with the help of individual, organisational and societal practices. This provides a comprehensive list of practices that can be adopted by the organisations (in the ICT and beyond), as well as the policy makers on the societal level.

Social implications

Addressing the issues of gender balance and women's career advancement in one of the fastest growing industries (ICT) has profound social implications. Qualitative research has shown how the barriers can be overcome at different levels of the social system.

Originality/value

The paper marks one of the first attempts to introduce a three-level approach to addressing the intrapersonal and environmental barriers to the advancement of women's careers with a particular focus on the ICT sectoral context.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 43 no. 1
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 12 September 2022

Kofi Agyekum, Samuel Amos-Abanyie, Victoria Maame Afriyie Kumah, Augustine Senanu Komla Kukah and Burcu Salgin

There are significantly fewer women than men in managerial positions, mainly project management. This problem is noticeable in the construction and engineering sectors…

Abstract

Purpose

There are significantly fewer women than men in managerial positions, mainly project management. This problem is noticeable in the construction and engineering sectors, traditionally male-dominated industries with leadership much dependent on masculine qualities. This study examines the obstacles to the career progression of professional female project managers (PFPMs) in the Ghanaian construction industry.

Design/methodology/approach

Twenty potential obstacles to women's career progression in the construction industry were identified from a comprehensive review of the literature. A questionnaire was prepared and administered among eighty project managers who work in large construction firms in Ghana. Data obtained were analysed using one sample t-test, Kendall's concordance test, Chi-square test and exploratory factor analysis.

Findings

The findings suggest the significance of all the twenty factors as potential obstacles to the career progression of PFPMs. The exploratory factor analysis identified five underlying grouped obstacles: “leadership and human capital related issues”, “issues related to discrimination of all forms”, “career aspiration and planning issues”, “female related role conflicts”, and “recruitment and selection issues”.

Research limitations/implications

The subjective nature of the views of the respondents could influence the evaluation of the obstacles. With this study only exploring the dimensions underlying the significant obstacles, future studies could examine the interrelationships between the various obstacles and move on to determine their impacts on the career progression of professional female PMs as well.

Practical implications

Having an in-depth understanding of these obstacles, stakeholders and other industry practitioners in Ghana could make informed decisions on measures to put in place to address some of these critical issues to raise the standard of professional female PMs in the construction industry. Policymakers and gender advocates in Ghana could also take up some of the critical obstacles identified and provide suitable strategies to educate and create the needed awareness of the industry on those obstacles. Practically, the findings from this study can be valuable for informing decision-making at different management levels in the construction industry.

Originality/value

With country-specific (Ghana) obstacles identified, the findings significantly contribute to the literature on the career advancement of females in the construction sector.

Details

Engineering, Construction and Architectural Management, vol. 31 no. 1
Type: Research Article
ISSN: 0969-9988

Keywords

Open Access
Article
Publication date: 26 February 2024

Carlos Botelho

The human resource and talent management fields have been increasingly focusing on the process and criteria to identify employees’ potential for career advancement due to their…

Abstract

Purpose

The human resource and talent management fields have been increasingly focusing on the process and criteria to identify employees’ potential for career advancement due to their impact on the competitive advantage of organizations. This paper expands the extant theoretical and empirical evidence regarding these complex decisions, namely through the combined analysis of multidimensional sources of employees' capital.

Design/methodology/approach

This is a cross-sectional study. Data were collected from 384 individuals assessed by their line managers. The research model and hypotheses were tested using structured equation modeling.

Findings

The results show a positive and significant influence of four employees’ capital sources, namely: human capital (what you know), social capital (whom you know), psychological capital (who you are) and reputational capital (how others perceive us) with regard to judgments of potential for career advancement. The model explains 52% of the total variance in those judgments.

Research limitations/implications

The data were collected using a questionnaire at a single point in time and thus, not allowing cause-effect inferences.

Practical implications

The results provide guidance to organizational leaders to improve the decision-making process regarding judgments of potential for career advancement.

Originality/value

To our knowledge, this is the first study to examine managers’ judgments regarding the potential for career advancement using four sources of employees' capital: human, social, psychological and reputational capital. Furthermore, it considers that reputation plays a mediation role.

研究目的

:在人力資源和人才管理的領域裡,越來越多的焦點被放在找出員工職業發展所需潛能的過程和標準上,這是因為機構和組織的競爭優勢會受其影響。本文擬擴展關於這類複雜的判斷和決定的現存理論和經驗證據; 研究人員使用的方法為對員工資本的多維來源進行綜合分析。

研究設計/方法/理念

:本研究為橫斷面研究。數據來自384 名受其直線經理評估的個別員工; 研究人員使用了結構方程模型,去測試其研究模型和各個假設。

研究結果

:研究結果顯示,就員工職業發展所需潛能的判斷而言,存在著會帶來正面和重大影響的四個員工資本來源,這包括人力資本 (你所瞭解的事物) 、社會資本 (你所認識的人物) 、心理資本 (你是誰) 和聲譽資本 (我們予人的印象) 。有關的模型可說明判斷百分之五十二的總方差。

研究的局限/啟示

:由於數據的收集是於單一時間點和透過問卷調查而完成的,故未能收因果推斷的效果。

實務方面的啟示

:研究結果給予組織領袖實際的指引,使他們在關於職業發展所需潛能的判斷上,能夠改善其決策的過程。

研究的原創性/價值

:就我們所知,本研究為首個研究、以四個員工資本來源,即人力資本、社會資本、心理資本和聲譽資本,去探討經理如何就職業發展所需的潛能作出判斷; 而且,本研究認為聲譽是扮演著調節角色的。

Details

European Journal of Management and Business Economics, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2444-8451

Keywords

Book part
Publication date: 30 October 2023

Kymia Love Jackson

Women who are the primary caretaker of the home, as a choice or as a necessity, have to negotiate an effective work-life balance and many times, the need to take care of their…

Abstract

Women who are the primary caretaker of the home, as a choice or as a necessity, have to negotiate an effective work-life balance and many times, the need to take care of their home results in lost opportunities for career development and advancement (Maki, 2015). For most, the opportunity to capitalize on the missed opportunities will occur after childbearing years (Maki, 2015). This study reconstructed the advancement to executive leadership of women who were employed at four-year, public universities using narrative inquiry and guided by the conceptual framework of social cognitive theory (Andrews, Squire, & Tamboukou, 2013; Bandura, 1989). In this study, six women in higher education were interviewed to discuss work-life balance as it pertains to being an executive leader of a four-year public institution. The participants of this study pinpointed family and work-life balance as important factors for their decision-making process. Balancing work and life can be challenging when you are a person in a leadership position and the degree of difficulty increases when children and family are included. Many women believe that they must choose between their careers and their family. Women postponing their careers for their spouses may not seem abnormal because there tends to be an expectation that male's advancement is prioritized over the woman's (Parker, 2015). As more women are taking on leadership roles, the idea and evolution of establishing and maintaining a strategy for work-life balance becomes a very integral topic and one that needs continuous exploration.

Details

Leadership in Turbulent Times
Type: Book
ISBN: 978-1-83753-494-4

Keywords

Article
Publication date: 27 January 2023

Katie Olsen and Danielle LaGree

The purpose of this paper is to examine how young women understand and make meaning of their status as early-career women (ECW) in the creative communication industry, which is…

Abstract

Purpose

The purpose of this paper is to examine how young women understand and make meaning of their status as early-career women (ECW) in the creative communication industry, which is typically dominated by male leadership. It explores how professional relationships influence their transition into full-time employment and influences their career trajectories.

Design/methodology/approach

Interviews with 31 women in the first five years of their communication careers provided insights into how they experience professional relationships in the workplace in relation to leadership advancement. Inductive coding, a feminist organizational communication lens and literature on mentorship and role modeling was used to explore the standpoint of these young women.

Findings

Young women understand that professional relationships are necessary for acclimation and professional development. Our analysis revealed an intersection of three distinct ways these relationships help young women cultivate a strong career foundation, positioning themselves for leadership opportunities.

Practical implications

This study provides insight into the experiences of ECW, a group significantly overlooked by industry and research as a way to increase career equity. Findings from this study guide programmatic and socialization practices to help young women overcome barriers.

Originality/value

Developing a deeper understanding of women worker’s realities, this research encourages industries to regard the entire career path, emphasizing the importance of beginning socialization experiences in the workplace. It offers actionable managerial practices, and it drives a new scholarly focus on a demographic critical to closing the leadership gender gap.

Details

Gender in Management: An International Journal , vol. 38 no. 7
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 8 February 2022

Ambreen Sarwar, Muhammad Kashif Imran, Nadeem Akhtar and Tehreem Fatima

This paper draws on the affordance perspective, to explore the social media (SM) usage experiences that might render valuable for academic women professionals, for knowledge…

Abstract

Purpose

This paper draws on the affordance perspective, to explore the social media (SM) usage experiences that might render valuable for academic women professionals, for knowledge exchange, networking and success. Owing to the increased SM usage during COVID-19 pandemic, this paper tries to find out that in what ways do SM affordances facilitate the underprivileged group of women professionals to grow in their careers in a masculine, conservative society through knowledge exchange.

Design/methodology/approach

By utilizing qualitative study design, the authors collected data from 31 women employed in Pakistani universities, through unstructured questionnaires. The responses were analyzed through Nvivo.

Findings

The generated themes suggested that women in Pakistan are aware of SM's potential for knowledge exchange among fellow professionals. They use it to aid them in communication, collaboration and networking. Additionally, they utilize it to share knowledge and build networks that are vital for career progression and success.

Research limitations/implications

The paper concludes with the implications for practitioners that would aid them in boosting career prospects for women academicians through SM usage in a developing country Pakistan; where women's career outlooks are not as promising as for men; or as bright as for women working in the developed economies.

Originality/value

This a unique attempt to explore knowledge exchange dimensions with the help of SM in the context of working women by the deploying the phenomenological approach.

Details

Kybernetes, vol. 52 no. 6
Type: Research Article
ISSN: 0368-492X

Keywords

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