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Book part
Publication date: 25 March 2024

Isabel Ruiz-Mora, Ileana Zeler and Andrea Oliveira

Research on the role of women in Public Relations (PR) has seen a notable increase in recent years (Topić et al., 2019), yet exploratory studies on the subject remain limited…

Abstract

Research on the role of women in Public Relations (PR) has seen a notable increase in recent years (Topić et al., 2019), yet exploratory studies on the subject remain limited, particularly concerning the role of women in the academic sphere of PR in Spain. Guided by the imperative to reflect on the role of PR professionals operating within the Spanish academic landscape, this chapter aims to identify and reflect on the role of women in PR academia in Spain to discover the extent to which women are leading the communication faculties where PR is taught; to identify the presence of women in the departments where communication studies take place and to determine women's leadership in national research activity. This study follows a combined approach with two dimensions, exploratory and interpretative, combining quantitative and qualitative techniques. The interpretative approach is developed using a focus group with women currently working in PR education and leading projects and institutions in the Spanish academia. Through this research, we discover the struggles and opportunities they face and identify possible solutions and ideas to improve the situation of women in academia and, specifically, in PR.

Details

Women’s Work in Public Relations
Type: Book
ISBN: 978-1-80455-539-2

Keywords

Article
Publication date: 31 July 2023

Mohamed Mousa, Doaa Althalathini and Hala Abdelgaffar

The purpose of this study is to investigate how cronyism is employed by some married female faculty to secure workplace rights and privileges.

Abstract

Purpose

The purpose of this study is to investigate how cronyism is employed by some married female faculty to secure workplace rights and privileges.

Design/methodology/approach

A qualitative research design is employed and interviews were conducted with 32 female academics working at four different universities.

Findings

The narrative demonstrates the gendered use of cronyism at work – pre-COVID-19, during which female academics had to work full-time and be present on school campuses, and after COVID-19 pandemic, when academic working conditions changed due to the lockdown of university campuses and the reliance on remote online protocols to fulfil academic duties. The paper shows an increased use of cronyism as a mechanism to reduce heavy workloads. This type of cronyism is known as the expectation of mutual favour cronyism, which means that benefits are exchanged between a female academic and the chair of her department and/or the school rector, but the interests of the university they work in are not taken into consideration.

Originality/value

Virtually, no research exists on the sociocultural determinants of nepotism that undermine the professional performance of female academics at work. The authors draw on social exchange theory and the norm of negative reciprocity to identify the conditions under which social capital is undermined. The results have important implications for theory, practice and future research.

Details

International Journal of Educational Management, vol. 37 no. 5
Type: Research Article
ISSN: 0951-354X

Keywords

Article
Publication date: 19 October 2023

Joanna R. Jackson, Willis Lewis, Jr and Nir Menachemi

This paper aims to present demographic characteristics and postgraduate employment trends of business doctoral graduates, especially the proportion that are underrepresented…

Abstract

Purpose

This paper aims to present demographic characteristics and postgraduate employment trends of business doctoral graduates, especially the proportion that are underrepresented minorities (URMs) over time.

Design/methodology/approach

The authors analyze the near census of individuals receiving doctoral degrees in a wide range of business disciplines from US-accredited universities from 1973 to 2018 (n = 50,091) contained with the National Science Foundation Survey of Earned Doctorates. The authors analyze how the proportion of URM graduates, by discipline, has changed over time both in terms of receiving a doctoral degree and entering an academic position.

Findings

The proportion of URM graduates fluctuated between approximately 5% and 15% annually, steadily increasing across decades. Overall, 64.4% of all graduates entered an academic position, with notably higher rates among whites (72.1%) compared to Blacks (51.8%), Hispanics (60.4%) and other URMs (56.4%) (p < 0.001). In adjusted models, the proportion of URMs that entered academic positions significantly increased overtime, beginning in the 1990s and peaked in the 2000s. Although the few institutions that graduated the highest number of URMs do not currently have an Association to Advance Collegiate Schools of Business-accredited business school, the authors identify several exemplar institutions where URM graduates entered academic jobs at the highest rates.

Originality/value

The authors provide demographic trends that shed light on ways to influence an increase in URM doctoral graduates from business disciplines into academic careers. This discussion is of interest to university administrators and other stakeholders interested in diversity issues in higher education.

Details

Journal of International Education in Business, vol. 17 no. 1
Type: Research Article
ISSN: 2046-469X

Keywords

Article
Publication date: 9 February 2024

Murude Ertac Cankan

This study explores the various obstacles that female instructors and students confront in tourism education.

Abstract

Purpose

This study explores the various obstacles that female instructors and students confront in tourism education.

Design/methodology/approach

Utilizing qualitative research approaches and a thorough literature assessment, this study investigates women’s complex challenges in the academic and educational domains. The study examines the particular difficulties faced by female professors, such as work-life balance concerns, gender bias and limited opportunities for career advancement. Furthermore, the study also analyses the challenges that female students confront, including the threat of stereotypes, sexual harassment during internships and restricted access to networking and mentorship possibilities.

Findings

Findings illustrate that both female tourism academics and students face gender discrimination in academia and in the sector.

Practical implications

The findings may contribute valuable insights for policymakers, educators and stakeholders, emphasizing the need for targeted interventions and inclusive policies to create supportive environments for female lecturers and students in these departments.

Originality/value

This is the first study done in North Cyprus, which specifically analyzes gender inequality in tourism education. It is valuable as it emphasizes the significance of advancing gender equality in tourism and hospitality education.

Details

Worldwide Hospitality and Tourism Themes, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1755-4217

Keywords

Article
Publication date: 23 September 2022

Fleur Sharafizad, Kerry Brown, Uma Jogulu and Maryam Omari

Literature around the careers of female academics is targeted mainly toward identifying and examining career progression inhibitors, while the drivers appear largely unexplored…

Abstract

Purpose

Literature around the careers of female academics is targeted mainly toward identifying and examining career progression inhibitors, while the drivers appear largely unexplored. This paper aims to contribute to contemporary knowledge by identifying drivers to the career progression of female academics in Australia. With COVID-19 currently impacting the careers of female academics this knowledge can assist universities and human resource (HR) professionals in developing policies and practices to better facilitate female academic career progression.

Design/methodology/approach

Empirically this paper draws on a qualitative study of 18 male and 29 female academics, as well as nine senior university stakeholders. The authors employed semi-structured interviews and a novel methodology, Draw, Write, Reflect.

Findings

In line with attribution theory, senior stakeholders mainly identified organisational efforts, including leadership, gender equity endeavours, recruitment and promotion approaches, as well as a construct known as “relative to opportunity considerations”, as drivers of female academics’ career progression. Female academics, however, largely attributed their career progression to personal factors, such as family support, informal mentoring, and determination and persistence.

Practical implications

The findings have implications for universities and HR practices seeking to facilitate female academic career progression. Implementation of the drivers identified may enhance female academics’ abilities to progress their careers.

Originality/value

By focussing on the drivers of, rather than the barriers to, female academic careers, the research is novel in its identification of a previously unexplored mismatch between organisational attribution and individual attribution of career progression drivers thereby advancing knowledge of gender differences in academic careers.

Details

Personnel Review, vol. 53 no. 1
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 21 September 2023

Geraldine Hardie, Shamika Almeida, Kanchana Wijayawardena, Betty Frino, Hui-Ling Wang and Afshan Rauf

This paper examines the experiences of a team of female academics (teaching a large cohort of undergraduate students) and the coping mechanisms used to combat the challenges they…

Abstract

Purpose

This paper examines the experiences of a team of female academics (teaching a large cohort of undergraduate students) and the coping mechanisms used to combat the challenges they confront in the Australian higher education sector.

Design/methodology/approach

Using a reflective autoethnographic method and strengths perspective, the authors share experiences as female professionals whose intersectional identities presented challenges that extend beyond those typically found in the current higher education setting.

Findings

The individualized nature of academic work exacerbates the systemic marginalization of female academics. Adopting a flock culture serves as a support network for addressing the various intersectional challenges. The authors liken the “flock cultural approach” to a “sisterhood” where individuals impacted by intersectional challenges build a strong and cohesive unit to support each other by utilizing their combined strengths to create positive synergy to cope with ongoing workplace challenges.

Research limitations/implications

The study highlights the benefit of the strengths perspective to understand how female academics with intersectional identities can overcome the challenges of their highly individualized profession.

Practical implications

This paper highlights the importance of building team-based work, cultivating collective achievement and high trust in a highly individualistic profession.

Social implications

Using the strength perspective, the authors disrupt the conventional and currently narrow usage of sisterhood to help develop strong, adaptive, flexible and responsive bonds among diverse female academics. The findings point to how using a “flock culture” – a membership-based philosophy – became the key support mechanism for the marginalized groups, empowering them to confront the systemic barriers within their profession.

Originality/value

First, the findings of this study are shaped by the intersections of factors such as ethnicity, age, race, religion and mode of employment, which all influences the participants’ lived experiences. Second, this study contributes to the transnational feminist movement by unveiling the contextualized barriers that junior academic females from various migrant backgrounds face and identify how they synergized their collective strengths to survive the challenging academic environment. Third, using the strength perspective, the authors disrupt the conventional and currently narrow usage of sisterhood to help develop strong, adaptive, flexible and responsive bonds among diverse female academics.

Details

International Journal of Educational Management, vol. 37 no. 6/7
Type: Research Article
ISSN: 0951-354X

Keywords

Article
Publication date: 27 February 2024

Heriberta Heriberta, Nurdiana Gaus, Muhammad Azwar Paramma and Nursita Utami

Personal branding is a strategic tool of marketing and communication to define success in organisations. While it constitutes a conscious attempt to commodify self and audit self…

Abstract

Purpose

Personal branding is a strategic tool of marketing and communication to define success in organisations. While it constitutes a conscious attempt to commodify self and audit self, it must be intentionally managed to obtain its optimum results. This study aims to illustrate how personal branding may also pose unintentional and unconscious strategic tool for women academics in academia to help them get wider visibility and increase their chances of getting into leadership positions.

Design/methodology/approach

We employed a case study approach and convenience sampling to select our unit of analysis. Three universities in both public and private universities in the eastern regions of Indonesia were purposefully selected, and interviews were held with 30 female leaders occupying and occupied middle and lower leadership hierarchies.

Findings

Our research shows that, despite their unintentional, unplanned and poorly designed personal branding, women have been able to advance to their current leadership positions by building their own rooms for practising their own preferred leadership values to get them visible and heard. This way is performed through a gendered networking, previous leadership experience and bureaucratic requirements. The consequence of such a practice may limit the range of visibility to getting noticed as worthy individuals for senior leadership roles. This might be one reason why women are scarcely found in senior leadership positions.

Originality/value

We propose that natural strategies of constructing, narrating and marketing or communicating personal branding in academia through authentic actions can also be helpful for the success of women to get to leadership roles in a smaller and ambient environment.

Details

Qualitative Research Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1443-9883

Keywords

Article
Publication date: 26 March 2024

Ahreum Lim, Daeun Jung and Eunsun Lee

As emerging scholars of color with transnational backgrounds, we collectively recount our socialization experiences in US higher education institutes. We explore moments of…

Abstract

Purpose

As emerging scholars of color with transnational backgrounds, we collectively recount our socialization experiences in US higher education institutes. We explore moments of betweenness as catalysts for envisioning a more inclusive academia that operates beyond the tokenism of diversity.

Design/methodology/approach

Employing betweener autoethnography (Diversi and Moreira, 2018), we inquire into the sense of impasse encountered by South Korean female emerging scholars in the field of education in becoming an outsider within the academic system.

Findings

Chronicling our shifts in perspectives of our positionality, we interweave inquiries motivating us to challenge normative pressures and map our betweener experiences onto the Wiedman and DeAngelo’s (2020) socialization model. Through this process, we wedge open in-between spaces in the socialization process that accommodate the nuanced positionality of transnational scholars.

Originality/value

Integrating postcolonial critiques on the Western-centric meritocratic academia, this piece sheds light on the complexity and fluidity of emerging transnational scholars’ socialization processes. The thick, nuanced description deepens the understanding of the complexity of their identity negotiation within the dominant logics of academia. Our inquiries interwoven through betweener autoethnography serve as guidance for mentoring international graduate students and transnational scholars.

Details

Journal of Applied Research in Higher Education, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2050-7003

Keywords

Open Access
Article
Publication date: 26 July 2023

Puja Khatri, Sumedha Dutta, Preeti Kumari, Harshleen Kaur Duggal, Asha Thomas, Ilaria Cristillo and Silvio Nobis

Intrapreneurial ability (IA) of employees strengthens an organization's internal as well as external growth. Employees' IA makes innovation a continuous practice and augments…

Abstract

Purpose

Intrapreneurial ability (IA) of employees strengthens an organization's internal as well as external growth. Employees' IA makes innovation a continuous practice and augments organization's intellectual capital (IC). This intellectual capital-based intrapreneurial ability (ICIA) helps professionals to effectively handle changes in the business ecosystem by creating innovative solutions. The onus of assessing and inculcating ICIA is a joint responsibility of both academia and industry. In academia, teacher as a servant leader (TASL) contributes towards building ICIA of working professionals (WP) by enhancing their self-efficacy (SE). The paper aims to strengthen the industry–academia interface by analyzing the role of TASL and SE in influencing the ICIA of WP.

Design/methodology/approach

Using a stratified sampling technique, data from 387 WP is analyzed on SmartPLS-4 to study the interrelationship between the stated constructs and the role of SE as a mediator between TASL and ICIA. PLSpredict is used to study the predictive relevance of the proposed model.

Findings

High R2 = 0.654 shows that 65% of ICIA is determined by SE and TASL; reflecting model's robustness. SE partially mediates the relationship between TASL and ICIA. Results reported a higher ICIA of male WP than their female counterpart. The results indicate the low predictive accuracy of the model.

Practical implications

The proposed model of industry–academia partnership allows assessment of ICIA for enhancing corporate value in the present gig economy. The study also highlights the relevance of ICIA, particularly, for developing economies. In knowledge-driven economy, exploring the new ICIA will help organizations to draft a more robust performance measurement system.

Originality/value

This unique industry–academia partnership studies the role of TASL towards enhancing SE and ICIA of WP. The novelty of ICIA would enrich and provide a new perspective in IA literature. Additionally, the study also examines the role of gender in the ICIA of WP.

Book part
Publication date: 27 November 2023

Katherine A. Karl, Joy V. Peluchette and Gail A. Dawson

Based on literature providing evidence that Afrocentric hairstyles (e.g. afros, braids, dreadlocks) of Black women working in professional settings are often associated with…

Abstract

Based on literature providing evidence that Afrocentric hairstyles (e.g. afros, braids, dreadlocks) of Black women working in professional settings are often associated with negative stereotypes and biases regarding competency and professionalism, this chapter examines the extent to which these biases may be influencing the hairstyle choices of Black women employed in higher education. While academic workplaces tend to be more flexible and informal than non-academic settings, we found many Black women in higher education are, nonetheless, choosing to wear Eurocentric hairstyles. However, choice of hairstyle was influenced by academic discipline, type of institution and level in the university hierarchy.

Details

The Emerald Handbook of Appearance in the Workplace
Type: Book
ISBN: 978-1-80071-174-7

Keywords

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