Changing agents of change in neoliberally framed organizations

Asirvatham, Sheeba; Humphries, Maria

doi:10.1108/gm-03-2018-0032

Cited by 4 publications

(2 citation statements)

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“…As Dickens (1998) and Doherty & Manfredi (2006) point out, associating organisational commitment with long working hours, often necessary for career progression, operates as indirect gender discrimination. Marketisation of HE emphasising performativity and outputs, leads to intensification and pressure that disproportionately impacts female academics (Asirvatham & Humphries, 2019). Both negative stereotypes and feelings of powerlessness can reduce women's performance.…”

Section: Discussionmentioning

confidence: 99%

“…As Bradley (2007, p.199) states, 'a broader social movement is needed, which keeps up the struggle to change 'hearts and minds''. Turning to practice, greater gender equality could be promoted through networking that influences career advancement in academia (Acker, 2006), such as women's committees and collaborative research, to confront the structural barriers that denied them access to professional academic networking (Ismail & Rasdi, 2007;Asirvatham & Humphries, 2019). Women's collective and more focused activity can bring about transformation, but progress can be limited by the institutional environment.…”

Section: Discussionmentioning

confidence: 99%

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Balancing academia and family life

Ren

Caudle

2020

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Purpose This paper aims to explore and compare academics’ experiences of managing work-life balance (WLB) in the British and Chinese contexts. The authors have three specific purposes. Firstly, to investigate whether there are marked gender differences in either context, given female and male academics’ work is considered fully comparable. Secondly, to examine contextual factors contributing to gender differences that influence and shape decisions in WLB and career paths. Thirdly, to explore the gendered consequences and implications. Design/methodology/approach A cross-national and multilevel analytical approach to WLB was chosen to unpick and explore gender land contextual differences and their influence on individual academics’ coping strategies. To reflect the exploratory nature of uncovering individual experience and perceptions, the authors used in-depth, semi-structured interviews. In total, 37 academics participated in the study, comprised of 18 participants from 6 universities in the UK and 19 participants from 6 universities in China. Findings This study reveals gendered differences in both the British and Chinese contexts in three main aspects, namely, sourcing support; managing emotions; and making choices, but more distinct differences in the latter context. Most significantly, it highlights that individual academics’ capacity in cultivating and using coping strategies was shaped simultaneously by multi-layered factors at the country level, the HE institutional level and the individual academics’ level. Originality/value Very few cross-cultural WLB studies explore gender differences. This cross-national comparative study is of particular value in making the “invisible visible” in terms of the gendered nature of choices and decisions within the context of WLB. The study has significant implications for female academics exercising individual scope in carving out a career, and for academic managers and institutions, in terms of support, structure and policy.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Balancing academia and family life

Ren

Caudle

2020

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Gender Diversity Management and Gender Disclosure: Current Trends and Future Stream of Research

Paoloni,

Cosentino,

Manzo

2024

SIDREA Series in Accounting and Business Administration

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Reflections on women’s career responsibilities in neoliberally driven universities

Asirvatham

Humphries-Kil

2019

CDI

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Purpose The purpose of this paper is to reflect on career aspirations and experiences explored with senior women organizational scholars employed in neoliberally driven public universities in Aotearoa (New Zealand) legally mandated to serve as a critic and conscience of society. Design/methodology/approach Over the 18 months period, three sequential research conversations were conducted with each of 12 participants known for their commitment to social justice and planetary well-being. The conversational approach allowed for spontaneous participant-lead development of ideas. Sequencing of conversations allowed for reflection on matters raised in previous conversations. Findings Vitality and creativity deemed essential to scholarly careers were reportedly under pressure. Career concepts in use indicate a protean commitment to self-direction but also recognized constraints of institutionally driven neoliberal output regimes. Detrimental impacts of neoliberal values permeating their employing institutions were offered spontaneously often in radical feminist terms but paradoxically given liberal feminist remedies. Research limitations/implications The 12 diverse transcripts of participant conversations generated remarkable similarities that indicate the influence of career articulations on the social construction of reality. The implications of this interpretation invite further reflection on the consequences of normalization of career metaphors and their implication in the intensification of institutional control, the weakening of professional autonomy and the system preserving restriction of career-related responsibilities. Practical implications Highlighting constraints to creativity and vitality necessary for scholarly work can inform further research into professional influences on justice and environmental matters in and beyond the Academy. Social implications In this paper a short review of Aotearoa (New Zealand) as in vanguard of neoliberal intensification globally, the implication of this doctrine in neoliberally driven universities and the impacts on career opportunities, degradations and responsibilities of scholars are explored. Originality/value The conversational research process contrasts with more tightly framed empirical research methods by generating spontaneous participant-led articulations of career-related dynamics explored and expanded over subsequent conversations.

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Changing agents of change in neoliberally framed organizations

Cited by 4 publications

References 28 publications

Balancing academia and family life

Balancing academia and family life

Gender Diversity Management and Gender Disclosure: Current Trends and Future Stream of Research

Reflections on women’s career responsibilities in neoliberally driven universities

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