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Article
Publication date: 4 September 2020

Ting Liu, Jie Gao, Mingfang Zhu and Yajun Qiu

This study aims to examine the role of women’s career expectations (CEs) in changes in their career advancement (CA) and to determine whether these changes were because of…

1093

Abstract

Purpose

This study aims to examine the role of women’s career expectations (CEs) in changes in their career advancement (CA) and to determine whether these changes were because of socio-demographic factors.

Design/methodology/approach

Multiple linear regression was used to measure the relationship between women’s CEs and CA, as well as the influences that socio-demographic factors (e.g. education) have on that relationship.

Findings

Results indicated that CEs had two dimensions (i.e. career rewards and career development) and that career reward expectations had a significantly higher effect on CA than career development expectations. Furthermore, women were very likely to set higher CEs and stronger desires for CA as they became older. Results also showed that education, working years and position level were significantly related to women’s CA.

Practical implications

This study provides new insight into which aspects of women’s CA can be boosted by CEs and how these aspects may be affected by socio-demographic factors. This study can help hotels design better career management strategies to achieve the desired results. The study also provides guidance for women’s career management activities.

Originality/value

This study considers women’s CEs in hotels. The results revealed two dimensions (i.e. career rewards and career development) of CEs and uncovered the influences of socio-demographic factors on women’s CA, for example, age, education, working years and position level.

研究目的

基于对酒店业两个变量(即职业期望和职业晋升)的理解, 本研究旨在考察职业期望在妇女职业晋升变化中的作用, 并确定这些变化是否由社会人口特征因素引起。

设计/方法/途径

采用问卷调查的方式收集数据。采用多元线性回归来衡量女性职业期望和职业晋升之间的关系, 以及社会人口特征因素(如教育)对这种关系的影响。

研究结果

结果表明, 职业期望有两个维度(即职业奖励和职业发展), 职业奖励期望对职业晋升的影响明显高于职业发展期望。此外, 随着年龄的增长, 女性倾向于有更高的职业期望和更强烈的职业晋升愿望。结果还显示, 受教育程度、工作年限、职位级别与女性的职业晋升显著相关。

实践意义

这项研究为女性职业期望在哪些方面可以促进职业发展以及社会人口特征因素如何影响这些方面受到的提供了新的见解。这项研究可以帮助酒店设计更好的职业管理策略, 以达到预期效果。本研究也为女性的职业管理活动提供了指导。

原创性/价值

本研究将职业期望引入酒店业中女性员工职业发展研究。结果显示职业期望的两个维度(即职业奖励和职业发展), 并揭示了社会人口学因素如年龄、学历、工作年限和职位级别等对女性职业晋升发展的影响, 。

Propósito:

basado en la comprensión de dos variables (es decir, expectativas profesionales y avance profesional) en la industria hotelera, este estudio tuvo como objetivo examinar el papel de las expectativas profesionales en los cambios en el avance profesional de las mujeres y determinar si estos cambios se debieron a factores sociodemográficos.

Diseño/metodología/enfoque

Se Utilizó Un Cuestionario Para Recopilar Datos. Se Utilizó La Regresión Lineal Múltiple Para Medir La Relación Entre Las Expectativas Profesionales De Las Mujeres Y El Avance Profesional, Así Como Las Influencias Que Los Factores Sociodemográficos (Por Ejemplo, La Educación) Tienen En Esa Relación.

Resultados

Los Resultados Indicaron Que Las Expectativas De Carrera Tenían Dos Dimensiones (Es Decir, Recompensas De Carrera Y Desarrollo De Carrera) Y Que Las Expectativas De Recompensa De Carrera Tenían Un Efecto Significativamente Mayor En El Avance De La Carrera Que Las Expectativas De Desarrollo De Carrera. Además, Las Mujeres Tenían Más Probabilidades De Tener Expectativas Profesionales Más Altas Y Deseos Más Fuertes Para Avanzar En Su Carrera A Medida Que Envejecían. Los Resultados También Mostraron Que La Educación, Los Años De Trabajo Y El Nivel De Posición Estaban Significativamente Relacionados Con El Avance Profesional De Las Mujeres.

Implicaciones prácticas

Este Estudio Proporciona Una Nueva Perspectiva Sobre Qué Aspectos Del Avance Profesional De Las Mujeres Pueden Ser Impulsados Por Las Expectativas Profesionales Y Cómo Estos Aspectos Pueden Verse Afectados Por Factores Sociodemográficos. Este Estudio Puede Ayudar A Los Hoteles A Diseñar Mejores Estrategias De Gestión Profesional Para Lograr Los Resultados Deseados. El Estudio También Proporciona Orientación Para Las Actividades De Gestión Profesional De Las Mujeres.

Originalidad/Valor

este estudio considera las expectativas profesionales de las mujeres en la industria hotelera. Los resultados revelaron dos dimensiones (es decir, recompensas profesionales y desarrollo profesional) de las expectativas profesionales y descubrieron las influencias de los factores sociodemográficos en el avance profesional de las mujeres, por ejemplo, edad, educación, años de trabajo y nivel de posición.

Article
Publication date: 1 June 2001

Sharon Mavin

One result of domination of management as being male paradigm is that women managers are out of place, in foreign territory, “travellers in a male world”. The model of the…

5318

Abstract

One result of domination of management as being male paradigm is that women managers are out of place, in foreign territory, “travellers in a male world”. The model of the successful manager has traditionally been masculine and while these stereotypes remain, they succeed in maintaining the dominant place for men in management. This is evident in both the theory underpinning and the actual experience of career in management. Indeed, the traditional working pattern of education, full‐time career and retirement is based on the typical working lives of men. There is no single typical working pattern for modern women. It is clear that, while male career models remain and women are the ones to step off the fast track to meet family responsibilities, they will continue to be at a competitive disadvantage in career advancement. Reviews the literature concerning women and career and argues that the importance of offering new conceptions of career based on an understanding that women’s experiences are different from men cannot be underestimated. Areas for further research and the implications for organisations are also highlighted.

Details

Women in Management Review, vol. 16 no. 4
Type: Research Article
ISSN: 0964-9425

Keywords

Article
Publication date: 22 August 2008

Huiping Xian and Carol Woodhams

This paper seeks to examine the career experiences of seven women who have developed successful careers in the Chinese information technology (IT) industry, focusing on the way…

1823

Abstract

Purpose

This paper seeks to examine the career experiences of seven women who have developed successful careers in the Chinese information technology (IT) industry, focusing on the way they managed their careers and the implications this has for women's career theory in China.

Design/methodology/approach

Personal narrative method is used to explore the women's cumulated experiences of career management in order to draw out their feelings and attitudes.

Findings

Findings demonstrated convergence between western career theory and the situation of these successful Chinese women in IT, especially in family/career role management. Nevertheless, the paper argues that deeply embedded values in China encourage a rejection of planning and proactivity in women's career management resulting in a lack of applicability of western theory.

Research limitations/implications

Findings are based on a small sample size. Personal narrative method is highly subjective and “contaminated” by selective recall of information due to the deterioration or concealment of certain key factors. However, this finding in itself contains interesting implications for international career research.

Practical implications

The career experiences of these women could provide role‐modelling to other women who are also pursuing careers in the IT industry in China.

Originality/value

The paper contributes to the developing discourse of women's career experiences within Chinese society. It highlights constraints and limitations of applying western models and traditional research techniques. It advocates a broad, contextualised approach that incorporates a stronger emphasis on internal and social values.

Details

Gender in Management: An International Journal, vol. 23 no. 6
Type: Research Article
ISSN: 1754-2413

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: 6 November 2009

Suvi Välimäki, Anna‐Maija Lämsä and Minna Hiillos

This paper aims to examine the role of the spouse, specifically the husband, for the woman manager's career by focusing on the gender role construction between spouses, and the…

2789

Abstract

Purpose

This paper aims to examine the role of the spouse, specifically the husband, for the woman manager's career by focusing on the gender role construction between spouses, and the relationship of these roles to the woman's career.

Design/methodology/approach

The topic was investigated within a Finnish context by analyzing the narratives of 29 female managers. A common feature among the women was their managerial position and extensive work experience. All the women had or had had one or more spouses in the course of their careers, and all but one were mothers, mostly of teenage or adult children.

Findings

A typology distinguishing five types of spouses was constructed: determining, supporting, instrumental, flexible, and counterproductive. The results suggest that fluidity in gender roles between spouses is associated with the woman manager's sense of success and satisfaction in her career compared with more conventional gender role construction. It seems that traditional gender roles between spouses can be one reason for women's difficulties in attaining (top) managerial positions in Finland.

Originality/value

The study contributes to the prior literature concerning the work‐family relationship by extending research into an area so far overlooked: namely, the role of the spouse in relation to the woman manager's career. The study calls into question the straightforward and unequivocal view of the family – so typical in discussions about work‐family issues – by showing the many different meanings that women managers attach to one of the family members.

Details

Gender in Management: An International Journal, vol. 24 no. 8
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 2 July 2020

Susan Shortland and Stephen J. Perkins

The purpose of this paper is to examine how female expatriates interpret the effectiveness of practical implementation of equality/diversity policies, trusting this to support…

1085

Abstract

Purpose

The purpose of this paper is to examine how female expatriates interpret the effectiveness of practical implementation of equality/diversity policies, trusting this to support their expatriate careers.

Design/methodology/approach

A cross-sectional, qualitative research approach draws upon in-depth semi-structured interviews with 14 human resources equality/diversity policy implementers and 26 current female expatriates in two oil and gas firms.

Findings

Early-career stage female expatriates believe that equality/diversity policy implementation will support their international careers. At the most senior levels, women expatriates highlight unequal treatment breaching their trust in delivery of equality/diversity principles to support their expatriate career progression.

Research limitations/implications

Longitudinal research is needed to assess how early-career women expatriates' willingness to trust in organisational equality/diversity principles alters as their careers progress, and the effects of any changing trust relations on their contributions to organisational strategic objectives. Larger senior female expatriate samples are needed to research links between trust relations and turnover.

Practical implications

Organisations must weigh up benefits from using transparent expatriate selection processes versus less formal mechanisms, if informal processes are not to undermine espoused equality interventions. Unconscious bias training should form part of wide-ranging programmes to tackle discrimination. Senior managerial action with embedded accountability is needed.

Originality/value

Exploring the rhetoric and reality of equality/diversity policy implementation on women comprising a minority expatriate group, this research demonstrates women expatriates' early-career trust in gender equality falls away as they first recognise and then accept diminishing female expatriate senior grade representation and the implications for their expatriate careers. Should turnover result, this could detrimentally affect organisational expatriate gender diversity objectives.

Details

Journal of Global Mobility: The Home of Expatriate Management Research, vol. 8 no. 2
Type: Research Article
ISSN: 2049-8799

Keywords

Article
Publication date: 13 August 2021

Anna Maria Górska, Dorota Dobija, Zuzanna Staniszewska and Kaja Prystupa-Rządca

Drawing on Putnam’s concept of social capital, this study aims to examine the oral life histories of women on management boards. It explores how the bridging and bonding forms of…

Abstract

Purpose

Drawing on Putnam’s concept of social capital, this study aims to examine the oral life histories of women on management boards. It explores how the bridging and bonding forms of social capital are created and used to advance women’s careers to reach top management positions on corporate boards.

Design/methodology/approach

This study is both explorative and interpretive. A total of 30 semi-structured interviews were conducted with female board members of Polish companies to gain access to their life histories.

Findings

Women develop social capital to advance their careers. However, they mainly focus on bonding capital, which allows them to sustain relationships within their inner circle. Bridging capital, which extends relationships to advance women’s careers, is often overlooked if not neglected. It seems it is usually an external shock when women understand the importance of bridging capital.

Practical implications

This study provides a better insight into how bridging and bonding capital help and/or distract women from reaching top managerial positions. It has potential policy-making implications for promoting women to leadership positions. The study results can guide organizations in providing equal opportunities for employees.

Originality/value

This study builds on previous research regarding the accumulation of human and social capital by board members. It encourages academics and practitioners to critically consider the relationship between bonding and bridging capital and the promotion of women to top management positions. This study provides access to a field of Central and Eastern European countries.

Details

Gender in Management: An International Journal , vol. 37 no. 1
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 18 October 2021

Zhuo Zhang, Tomoki Sekiguchi and Jie Li

The purpose of this paper is to investigate women managers’ work values in the Chinese sociocultural context and to explain how these work values affect their career success. This…

Abstract

Purpose

The purpose of this paper is to investigate women managers’ work values in the Chinese sociocultural context and to explain how these work values affect their career success. This paper also explores how social and cultural factors affect Chinese women’s work value formation process.

Design/methodology/approach

Using a grounded theory approach, the authors collected and analyzed data through in-depth interviews with 12 women managers in the banking industry in northeast China.

Findings

The analysis identified eight dimensions of Chinese women’s work values and how they affect women’s career success in the Chinese context. The authors also found that although both social and cultural factors affect women’s work values, the effect of traditional Chinese culture is still profound.

Originality/value

The study extends the literature on Chinese women’s work values and provides a better understanding of traditional Chinese culture’s effect on contemporary Chinese women, particularly in developing cities.

Details

Journal of Asia Business Studies, vol. 16 no. 6
Type: Research Article
ISSN: 1558-7894

Keywords

Article
Publication date: 23 April 2019

Susan Shortland and Stephen J. Perkins

The purpose of this paper is to examine the role of organisational performance and development review policy and practice on women’s access to international careers via long-term…

1385

Abstract

Purpose

The purpose of this paper is to examine the role of organisational performance and development review policy and practice on women’s access to international careers via long-term expatriate assignments in the oil and gas industry, with a specific focus on women’s perceptions of procedural justice.

Design/methodology/approach

A qualitative cross-sectional case study research design is used to analyse performance and development review, and international assignment policies in two firms, together with in-depth, semi-structured interviews with 14 Human Resource policy custodians and 21 female long-term current assignees.

Findings

Women assignees do not see performance and development reviews as effective mechanisms to access expatriate roles. Nonetheless, women use these procedures while also operating within senior male networks to signal their desire to expatriate.

Research limitations/implications

This study identifies differences between organisational policy objectives and policy implementation, and female assignees’ experiences and expectations of accessing expatriate roles. Women’s perceptions of organisational justice are not harmed because women place more emphasis on process and conversations than on policy. Research propositions are suggested extending organisational justice theory.

Practical implications

Clear articulation of performance and development review processes aids organisational succession planning. Formalised, transparent expatriate career management supports women’s access to expatriation. The roles of key personnel in determining access to expatriate career paths require clarification.

Originality/value

This paper extends our knowledge of women’s organisationally assigned expatriate careers and perceptions of procedural justice. Women use performance and development reviews to access expatriate opportunities. Employer action aligned to policy intent could help increase female expatriate participation.

Details

Career Development International, vol. 24 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 3 May 2016

Sonam Chawla and Radha R. Sharma

The purpose of this paper is to present multiple case studies of women in leadership roles in India with a view to identifying inhibitors, facilitators and the strategies adopted…

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Abstract

Purpose

The purpose of this paper is to present multiple case studies of women in leadership roles in India with a view to identifying inhibitors, facilitators and the strategies adopted by them to mitigate the challenges in their odyssey to these positions. The paper contributes to the pivotal subject of under-representation of women in apex positions, which has garnered the attention of researchers in recent years grappling with the identification of the underlying causes. Thus, with a view to narrowing the gender gap in leadership positions, a greater understanding of this phenomenon is called for.

Design/methodology/approach

The paper adopts exploratory case study method using multiple case studies. Empirical data were gathered using in-depth semi-structured interviews and personality test (NEO FFI) from women in leadership positions. The qualitative data were analysed using thematic analysis.

Findings

The analysis of data has led to the identification of challenges faced by the women that were categorised as personal, professional, organisational and social issues. Further, six themes emerged as the strategies adopted by the women leaders to overcome the challenges. The paper also highlights the critical social, behavioural and organisational facilitators that played an important role in their leadership journey. The paper also includes context-specific findings of women leaders from Indian industry.

Practical implications

The paper would have relevance for researchers and practitioners in the field of gender diversity, leadership, organisational behaviour and human resource management. The findings of this paper can be leveraged by organisations to retain and manage female talent, which is a focal area in the present dynamic business environment, when a need for gender diversity is widely acknowledged by the top management in organisations. The exploratory case studies provide vistas for gender-based context-specific and cross-cultural research on the challenges faced by women executives in their leadership journey and the strategies adopted to mitigate these.

Originality/value

Though a great deal has been written about the barriers to women’s career advancement, less is known about the facilitators of women’s advancement. Also, women in the Asian context face unique challenges which present a major problem for multinational companies whose hopes for growth are pinned on emerging markets. The paper has identified new emergent themes, which have not been mentioned in the extant literature nationally or globally. The findings provide inputs to companies to adopt policies and practices to facilitate gender equality in leadership. The paper bridges the knowledge gap and makes conceptual contributions for future research.

Details

Gender in Management: An International Journal, vol. 31 no. 3
Type: Research Article
ISSN: 1754-2413

Keywords

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