Gender Influences on Career Development

Hüttges, Annett; Fay, Doris

doi:10.1027/1866-5888/a000152

Cited by 14 publications

(8 citation statements)

References 44 publications

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“…This study's results show instances where the predominantly male hierarchy combined with HR policies remain favorable to men while impacting the ascension of women, in this sector of STEM. This finding is in agreement with existing research by Lakshmi and Peter (2015) and Hüttges and Fay (2015). Moreover, the participants described how these setbacks adversely affected their perceptions regarding policies and procedures.…”

Section: Discussionsupporting

confidence: 91%

Successful ascent of female leaders in the pharmaceutical industry: a qualitative, transcendental, and phenomenological study

Adams-Harmon

Greer–Williams²

2020

EDI

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PurposeThis research studied the ascension of 12 female executives in one of the STEM disciplines, the pharmaceutical sector; and sheds a perspective of the setbacks, challenges and progresses these women experienced during their ascent.Design/methodology/approachThe study utilized a qualitative, transcendental, and phenomenological approach.FindingsThe findings of this research identified barriers that encapsulated the study participants and created setbacks to their ascent, such as gendered structures, self, peers, direct managers, family and society. Further, this study's results revealed success strategies that represented progresses, such as having sponsors, mentors, leadership development, being flexible, self-branding, and having networks that created resiliency to the setbacks faced by the female executives within the pharmaceutical sector of STEM.Research limitations/implicationsThe resulting demographic sample of this research shown in Table 1 includes one diverse, female executive and presents a limitation of the data. Therefore, the underrepresentation of ethnic diversity may be due to the sampling approach or may be due to the additional barriers ethnically diverse females face in this segment of the STEM environment. Intersectionality was not examined in this research, as the primary focus of this research was female executives in the pharmaceutical sector. Further research examining the 360-Degree Gender Sphere theory and the impact of the six Success Strategies to Create Resilience, can be expanded to focus on ethnically diverse females in the broader STEM disciplines. The study results and implications for female leadership within all of STEM disciplines are timely and relevant.Practical implicationsThe practical implications include creating awareness for women and men in STEM, of the barriers encountered by women and the success strategies needed to ascend and self-actualize.Social implicationsThe implications of these research findings impact the pharmaceutical industry, all STEM disciplines, policy makers, educational systems and potentially society as a whole.Originality/valueThis study was conducted as original research.

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Section: Discussionsupporting

confidence: 91%

Successful ascent of female leaders in the pharmaceutical industry: a qualitative, transcendental, and phenomenological study

Adams-Harmon

Greer–Williams²

2020

EDI

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“…However, women largely remain confined to stereotypically female jobs, and only a few women are in leadership positions in organizations (Bruckmüller et al , 2014; Cook and Glass, 2014). Hüttges and Fay (2015) have argued that even though women have similar capabilities and levels of motivation as men, they do not receive the same level of support or permission to adopt leadership positions in organizations. Women also tend to receive fewer opportunities to develop their careers within organizations (Bimrose et al , 2014).…”

Section: Literature Reviewmentioning

confidence: 99%

A multilevel analysis of individual and organizational factors that influence the relationship between career development and job-performance improvement

Lee

2018

EJTD

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Purpose The purpose of this study is to investigate individual and organizational factors that influence the relationship between career development and job performance improvement. Design/methodology/approach This study adopts multilevel analysis, using the 2013 Human Capital Corporate Panel data set compiled by the Korea Research Institute for Vocational Education and Training. Findings Taking into consideration 572 employees over 61 companies, our findings reveal that job satisfaction and organizational commitment are significant individual factors that affect job performance through career development. Moreover, mentoring/coaching is found to be an organizational factor that influences job performance improvement through career development, while job rotation interferes with job performance through career development. Research limitations/implications The framework of the present study is consistent with the framework for organizational career development created by McDonald and Hite (2016), which emphasizes considering both organizational and individual factors together. Practical implications The results of this study provide empirical evidence and practical implications for leaders, line managers and human resource managers who are responsible for employees’ career development when they plan career development interventions. Originality/value This study offers a conceptual framework for career development, paying special attention to multi-level development.

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“…Specifically, we applied Campbell's (1990) framework to tackle the challenges women are facing when it comes to academic leadership (see Figure 1), namely with regard to (a) motivation (want-to factors), (b) abilities (can-do factors), and (c) opportunity (permission-and-support factors; Hüttges & Fay, 2015): The first module centers on raising self-awareness of one's leadership foundations, developing a leader identity, and counteracting motivational barriers to lead. The second module focuses on academic leadership; participants receive feedback on their leadership style and work on a personal development plan to increase their confidence as a leader.…”

Section: Leadership Development As a Means To Facilitate The Advancemmentioning

confidence: 99%

“…In fact, women are less confident than men that they will eventually be appointed to a professorship and that they can effectively lead a research department (Evers & Sieverding, 2015). Instead, they anticipate the manifold hindrances on their way to leadership positions (Hüttges & Fay, 2015). Although the experience of competitive disadvantages of women may be common in many professions, the nature of the academic setting is a unique context (Bagilhole & White, 2008; Deem, 2003; Ecklund, Lincoln, & Tansey, 2012; Schoening, 2009).…”

Section: Introductionmentioning

confidence: 99%

Unlocking Women’s Leadership Potential

Knipfer

Shaughnessy

Hentschel

et al. 2016

Journal of Management Education

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Women in academia face unique challenges when it comes to advancing to professorship. Using latest research about gender and academic leadership, we present a training curriculum that is sensitive to the unique demands of women in and aspiring to leadership positions in academia. The context-specific and evidence-based approach and a focus on self-directed leadership development are unique characteristics of the training. It aims to enhance women's motivation to lead, increase their knowledge about academic leadership, and empower them to seek the support they need to proactively work toward appointment to a professorship. We also delineate an evaluation framework, which addresses these targeted outcomes. The findings from a pilot program in Germany confirmed that the curriculum is effective in developing women as academic leaders. The discussion highlights the significance of a context-specific and evidence-based approach to women's leadership development in academia.

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Gender Influences on Career Development

Cited by 14 publications

References 44 publications

Successful ascent of female leaders in the pharmaceutical industry: a qualitative, transcendental, and phenomenological study

Successful ascent of female leaders in the pharmaceutical industry: a qualitative, transcendental, and phenomenological study

A multilevel analysis of individual and organizational factors that influence the relationship between career development and job-performance improvement

Unlocking Women’s Leadership Potential

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