Academic womanhood across career stages: a work-in-life perspective on what was, is, and could be

Philipsen, Maike; Case, Susan S.; Oetama-Paul, Angela J.; Sugiyama, Keimei

doi:10.1080/13668803.2017.1378619

Cited by 13 publications

(14 citation statements)

References 15 publications

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“…The theoretical framework for the paper is provided by the challenges facing women faculty (Leberman et al, 2016;Nguyen, 2013;Philipsen et al, 2017) in Western academic contexts to explore the main general obstacles that women faculty might also face in the Egyptian context. Second, the author integrates feminist standpoint theory (Harding, 1991(Harding, , 2004 and the theory of emancipation (Welzel, 2013) in a discussion of what may empower or hinder women faculty in their career pursuits.…”

Section: Authors Such Asmentioning

confidence: 99%

“…Zhang (2010) highlights the role of both national and/or organizational culture in hindering the career advancement of women faculty. Philipsen et al (2017) and Slaughter (2015) point out that institutional dynamics and subsequent policies have a profound impact on choices and success for women faculty (Slaughter, 2015). Gaskell et al (2004), Israel (1998), Morgan and Wu (2011) explain the difficulty of the underrepresentation of women in academic settings and the unfair treatment female academics perceive in some contexts without investigating the cultural values and societal norms of nations and societies.…”

Section: Introductionmentioning

confidence: 99%

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Academia is racist: Barriers women faculty face in academic public contexts

Mousa

2021

Higher Education Quarterly

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Through addressing four public universities in Egypt, the author of this paper aims to uncover the main barriers women faculty face when fulfilling their academic roles. The author employed a qualitative research method through conducting semi‐structured interviews with 40 female academics. Moreover, he subsequently used thematic analysis to determine the main ideas in the transcripts. The author of the present study has identified the poor representation of women faculty at both professorial levels and in managerial academic positions. The study indicated that heavy teaching loads, lengthy working hours, accusations of low productivity, growth of masculine power distance and limited empowerment opportunities are the main barriers hindering the status and representation of women faculty in the addressed universities. The findings also showed that social realities, which include the implicit relations among humans (male and female faculty in this case) in the workplace and also relations between humans and their surrounding natural world (stakeholders in the surrounding environment in the present case) decide the volume of knowledge and level of power women might attain. This paper contributes by filling a gap in HR management and higher education, in which empirical studies on the status of women faculty and the barriers they face have been limited so far.

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Section: Authors Such Asmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Academia is racist: Barriers women faculty face in academic public contexts

Mousa

2021

Higher Education Quarterly

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“…Probert (2005) perceives the balance between academic responsibilities and commitment towards family as the main barrier women faculty face. The same has been asserted by Acker (2003) and Philipsen et al (2017), who indicate that sometimes women faculty are single mothers or even deal with children with disabilities; this negatively affects their career progression (Neale and Ozkanli, 2010;Chen and Hune, 2011;Nguyen, 2013). This was not the case in Egyptian public universities, as the women faculty compete with their male colleagues for teaching loads and research mentoring.…”

Section: Discussion Of the Findingsmentioning

confidence: 79%

It is not a man's world: perceptions by male faculty of the status and representation of their female colleagues

Mousa

2021

IJEM

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PurposeBy studying four public universities in Egypt, the author of this paper aims to identify how male faculty perceive the representation and status of their female colleagues.Design/methodology/approachThe author employed a qualitative research method via semi-structured interviews with 40 male academics in addition to five focus group discussions with an additional 20 male academics. The author subsequently used thematic analysis to determine the main ideas in the transcripts.FindingsThe findings confirmed that women faculty are not under-represented at professorial levels, but they are denied administrative academic positions, such as rectors and deans in universities. The author also discovered that the social norms shaping both national and organizational culture in Egypt create a cultural bias against women faculty.Originality/valueTo the best of the author's knowledge, this study is the first of its kind in the context of a developing nation to focus on the status and representation of women faculty from the perspective of male colleagues, and subsequently, it is the first to address the higher education sector in one of the leading developing nations in Africa and the Middle East. This paper contributes by filling a gap in HR management and higher education, in which empirical studies that address male faculty to identify their perceptions of the status and representation of their female colleagues have been limited so far.

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“…La conciliación trabajo-vida se logra a través de un adecuado equilibrio entre ambas esferas (Sirgy y Lee, 2018). Algunos autores manifiestan que el equilibrio hace referencia al grado en que un individuo se encuentra igualmente comprometido y satisfecho con el trabajo y con la vida personal (Greenhaus, Collins y Shaw, 2003), mientras que otros argumentan que representa diferentes patrones de compromiso (Lambert, 2000;Lewis y Cooper, 2005), haciendo hincapié en que el equilibrio difiere entre los individuos dependiendo de los valores y deseos propios de cada uno, y de la etapa de la vida en la que se encuentren (Bennett, Beehr e Ivanitaskaya, 2017;Philipsen, Case, Oetama-Paul y Sugiyama, 2017). En efecto, las iniciativas organizacionales que se implementan para contribuir con la conciliación trabajo-vida necesitan considerar no solo que existen diferentes realidades personales, sino también que la efectividad del equilibrio entre ambas esferas se alcanza de forma diferente para cada individuo.…”

Section: Políticas De Conciliación Trabajo-vidaunclassified

Implementación de políticas de conciliación trabajo-vida en pequeñas y medianas empresas: un estudio de casos múltiples en la industria del software

2018

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La literatura sobre políticas de conciliación trabajo-vida ha crecido significativamente en los últimos años. No obstante, pocos estudios han indagado acerca de su implementación en pequeñas y medianas empresas y, particularmente, en sectores altamente dinámicos de la economía, donde la retención del talento constituye una fuente de ventajas competitivas. A través de un diseño cualitativo de casos múltiples, este trabajo examina las políticas de conciliación trabajo-vida implementadas en cuatro pequeñas y medianas empresas de software en Argentina. Los resultados muestran la existencia de dos modalidades de implementación: beneficios estandarizados de amplio alcance y beneficios individualizados negociados por cada empleado. Adicionalmente, se identifican una serie de factores organizacionales y características individuales que condicionan el acceso de los empleados a dichos beneficios.

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Academic womanhood across career stages: a work-in-life perspective on what was, is, and could be

Cited by 13 publications

References 15 publications

Academia is racist: Barriers women faculty face in academic public contexts

Academia is racist: Barriers women faculty face in academic public contexts

It is not a man's world: perceptions by male faculty of the status and representation of their female colleagues

Implementación de políticas de conciliación trabajo-vida en pequeñas y medianas empresas: un estudio de casos múltiples en la industria del software

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