Search results

The study examines the emancipatory potential of entrepreneurship for women in STEM who have experienced a mid-career break. As studies on this subject are rather scarce, it also makes an important contribution to the literature by providing key insights into the entrepreneurial journeys of women in STEM who have experienced a career break and have started their own enterprises. The findings could be used by governments to intervene in the identified areas of difficulty and to facilitate the entrepreneurial endeavours of women in order to bring this community back into the workforce.

The study maps the entrepreneurial journeys of 23 women with a STEM background who turned into entrepreneurs after experiencing a career break. Qualitative data was collected through personal interviews with women entrepreneurs and was then analysed to interpret the results.

While the study confirms the emancipatory potential of entrepreneurship among well-educated middle-class women with a STEM background who face constraints related to career advancement and work–life balance, it also provides insights on various aspects related to their entrepreneurial development. This includes aspects such as their motivation to start a business, major barriers they face in developing their businesses and the strategies they use to handle those barriers. Suggestions for policy development are also proposed.

In addition to studying the entrepreneurial aspect of a rather underexamined segment of women in STEM who have experienced a career break, the study also examines the scope of the emancipatory potential of entrepreneurship for this segment of women. To the best of our understanding, no such study on STEM women has been carried out in developing nations in spite of the fact that this segment of women forms an important techno-economic resource which remains largely underutilised in developing economies.

Women remain underrepresented in academic STEM, especially at the highest ranks. While much attention has focused on early-career attrition, mid-career advancement is still largely understudied and undocumented. The purpose of this paper is to analyze gender differences in advancement to full professor within academic STEM at a mid-size public doctoral university in the western USA, before and after the National Science Foundation (NSF)-ADVANCE Program (2003–2008).

Using faculty demographics and promotion data between 2008 and 2014, combined with faculty responses to two waves of a climate survey, the magnitude and longevity of the impact of ADVANCE on mid-career faculty advancement across gender is evaluated.

This study documents increased representation of women in all ranks within the STEM colleges, including that of full professor due to ADVANCE efforts. It also demonstrates the role of greater gender awareness and formalization of procedures in reducing the variability in the time as associate professor until promotion to full professor for all faculty members, while also shrinking gender disparities in career attainment. As a result of the codification of the post-tenure review timeline toward promotion, more recently hired faculty are promoted more swiftly and consistently, irrespective of gender. Post-ADVANCE, both male and female faculty members express a greater understanding of and confidence in the promotion process and no longer see it as either a hurdle or source of gender inequality in upward career mobility.

While data were collected at a single university, demographics and career experiences by women mirror those at other research universities. This study shows that within a given institution-specific governance structure, long-lasting effects on faculty career trajectories can be achieved, by focusing efforts on creating greater transparency in expectations and necessary steps toward promotion, by reducing barriers to information flown, by standardizing and codifying the promotion process, and by actively engaging administrators as collaborators and change agents in the transformation process.

This study addresses mid-career dynamics and potential mechanisms that explain gender gaps in the promotion to full professor, a largely understudied aspect of gender disparities in career attainment within STEM. It shows how institutional policy changes, intended to alleviate gender disparities, can benefit the career trajectories of all faculty members. Specifically, this study highlights the crucial role of codifying procedures and responsibilities in neutralizing subjectivity and inconsistencies in promotion outcomes due to varying departmental climates.

The purpose of this paper is to highlight an emerging and evolving area within women’s careers literature – women’s opting-out and opting-in experiences. Highlights from several career theories, extant research, and a framework for women’s opting-out and opting-in experiences are discussed as well as future research considerations for women’s career breaks.

The present study provides the first synthesis of the theoretical and empirical work on women’s opting-out and opting-in experiences, by providing a framework that integrates existing research with the kaleidoscope career model. Published works from 1986 until the present were considered from psychology, management, sociology, and economics literatures.

This paper provides information about how women’s experiences of opting-out and opting-in to the workforce have emerged and evolved over the past few decades. Theoretical foundations, quantitative and qualitative research findings, and considerations for future research are discussed.

This paper is a useful source of information regarding an emerging and evolving area of studying within the women’s career literature. The paper discusses considerations for scholars and practitioners regarding developing, supporting, and retaining female talent amidst women’s career break experiences.

This paper provides an integrative framework that provides theoretical and empirical perspectives on the changing nature of women’s career values and choices, which influences their experiences of opting-out and opting-in to the workforce. Given both the changing demographics of the current workforce (e.g. increased women’s participation in the workforce) and women’s career values, research on women’s career breaks is warranted.

The purpose of this study was to expose the phenomenon of self‐renewal and its dynamic aspects among women headteachers in mid‐career. Based on findings from an exploratory study conducted among Israeli primary school women headteachers in their mid‐career period, the study presents the phenomenon of self‐renewal that was experienced by these headteachers. This phenomenon included elements such as coping with burnout crisis, critical inner reflection, reframing managerial perspectives, elation and energy replenishing and reinforcing innovative behaviors. A conceptual frame is presented in order to understand the process of self‐renewal and its contextual and biographic determinants which enable the existence of the phenomenon in mid‐career

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

To empirically consider work and career as potential influences of suicide.

In this qualitative study we conducted in-depth semi-structured interviews with 16 individuals who were survivors (i.e. family members or intimates) of individuals who had committed suicide. Data was analyzed using a grounded theory methodology.

This exploratory study used purposive self-determination as the theoretical framework for analyzing their life histories. Factors of purposive self-determination, including lack of purpose, feeling controlled, experiencing failure, and social exclusion all figured prominently but differentially according to life-stage. Distinct work and career themes for early-career, mid-career and late-career suicides emerged. Early-career suicides were attributed to educational or work-related contexts, leading to a sense of hopelessness. Mid-career suicides emphasized despair based in failure. Finally, an attempt to escape from challenges associated with transitioning roles in retirements emerged as a key theme in late-career suicides.

Although suicide has been studied extensively from medical, psychopathological, sociological, anthropological, philosophical and religious perspectives, there is a dearth of research considering why certain individuals choose to end their own lives as a result of work and career related reasons. This study sought to contribute to our understanding of this under-researched phenomenon. Additionally, while extant careers theory and research has considered positive notions of career such as career success or careers as a calling, this work presents an alternate lens, the consideration of career failure and careers as a sentence.