Gender Diversity, Sustainable Development Goals and Human Resource Management Practices in Higher Education

Pandit, Jai Mohan; Paul, Bino

doi:10.1177/09737030231169699

Cited by 4 publications

(1 citation statement)

References 83 publications

(108 reference statements)

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“…This shows that subtle discrimination still occurs in the context of the country's higher education. A study by Pandit and Paul (2023) found that the number of women holding top leadership positions is low. This shows the need for gender diversity in leadership.…”

Section: Introductionmentioning

confidence: 99%

Transformational Leadership Style, Motivation to Lead, Challenges and Obstacles of Female Academic Leaders in Malaysian Public Universities

Othman,

A. Hamid,

Mohd Hamzah

2023

IJARPED

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Women leaders often face challenges in positioning themselves for leadership roles including finding the appropriate and effective leadership styles in the organisation. This research is significant as it highlights the appropriate types of leadership for women and explains the problems, barriers, and motivation that women require when they lead in university. This qualitative study uses a thematic analytical approach and semi-structured interviews conducted on eight female academic leaders from public universities in Malaysia. The thematic analysis discovered twelve themes and they are individual consideration, intellectual stimulation, inspirational motivation, charisma & idealistic influence, lead colleagues and staff, work life balance, gender bias, lack of self-confidence, potential and opportunities not being given, family, faculty/department, and colleagues. Based on the findings, it can be concluded that women academic leaders instill transformational leadership styles in their leadership. These findings propose that the university's top management and policymakers should offer women more potentials and possibilities to maintain equality and the well-being of women as leaders. More studies are needed to uncover the needs of transformational leadership for women leaders, as well as the characteristics that drive them to become leaders, utilising a larger sample size that includes all Malaysian public universities.

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Section: Introductionmentioning

confidence: 99%

Transformational Leadership Style, Motivation to Lead, Challenges and Obstacles of Female Academic Leaders in Malaysian Public Universities

Othman,

A. Hamid,

Mohd Hamzah

2023

IJARPED

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Do gender-inclusive HRM and fairness perception trigger paradigm shifts in female employees' psychological empowerment patterns and career progression?

Rasheed,

Bajwa,

Elahi

2024

EDI

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PurposeDrawing on the ability-motivation-opportunity model, this study investigates how gender-inclusive human resource management practices and overall fairness perception promote the career progression of female employees via psychological empowerment.Design/methodology/approachPartial least structural equation modelling (PLS-SEM) was applied to two-waves data collected from 308 respondents from Pakistan to confirm hypotheses.FindingsFindings suggest that gender-inclusive HRM practices substantially affect female employees' psychological empowerment and career progression. Psychological empowerment is a mediating mechanism that explains the effect of gender-inclusive HRM practices on female employees' career progression. Finally, overall fairness perception further amplifies the effect of gender-inclusive HRM practices on psychological empowerment and career progression.Practical implicationsThe study provides evidence to policymakers that organizations may promote psychological empowerment and career progression of female employees by implementing gender-inclusive HRM practices and promoting overall fairness perception.Originality/valueThis study contributes to achieving the SDGs by examining the impact of gender-inclusive HRM practices and overall fairness perception on female employees' psychological empowerment and career progression. Specifically, it aligns with “Goal 5 - achieve gender equality and empower all women and girls” and “Goal 8 - promote sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all”.

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Inklusivitas Gender Dalam Top Management Pada Perguruan Tinggi Negeri Di Indonesia

Pratama,

Wijaya,

Hermawan

et al. 2024

Mediasosian

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Penelitian ini bertujuan untuk menganalisis keterlibatan gender dalam top management pada perguruan tinggi negeri di Indonesia. Studi ini menyajikan tabulasi data untuk menilai distribusi gender dalam top management, khususnya posisi rektor. Menggunakan metode pengumpulan data sekunder dari data Pangkalan Data Pendidikan Tinggi (PDDIKTI) atau website resmi universitas, atau berita yang menyediakan informasi terbuka terkait gelar akademik, usia, dan gender rektor-rektor universitas negeri di Indonesia. Hasil penelitian ini mengungkap disparitas gender dengan hanya 11.83% rektor perempuan dari total 93 rektor yang diobservasi, menunjukan dominasi laki-laki yang signifikan. Pada sisi lain, ketika dilakukan pengujian chi-square tidak menunjukkan adanya hubungan ketidakseimbangan gender yang signifikan dari segi kualifikasi akademik atau distribusi geografis dengan kesempatan menjadi rektor. Meskipun tidak ada bukti statistik yang mengindikasikan hubungan antara gender dan peluang karir sebagai rektor, penelitian menyarankan kebutuhan melakukan penelitian lebih lanjut tentang faktor-faktor yang menghambat inklusi gender pada top management perguruan tinggi negeri. Hal lain yang perlu menjadi pertimbangkan juga yakni pengembangan kebijakan untuk meningkatkan inklusivitas gender dan memberikan kesempatan yang lebih luas bagi rektor berusia lebih muda pada sektor pendidikan.

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Gender Diversity, Sustainable Development Goals and Human Resource Management Practices in Higher Education

Cited by 4 publications

References 83 publications

Transformational Leadership Style, Motivation to Lead, Challenges and Obstacles of Female Academic Leaders in Malaysian Public Universities

Transformational Leadership Style, Motivation to Lead, Challenges and Obstacles of Female Academic Leaders in Malaysian Public Universities

Do gender-inclusive HRM and fairness perception trigger paradigm shifts in female employees' psychological empowerment patterns and career progression?

Inklusivitas Gender Dalam Top Management Pada Perguruan Tinggi Negeri Di Indonesia

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