Women's career equality and leadership in organizations: Creating an evidence‐based positive change

Kossek, Ellen Ernst; Buzzanell, Patrice M.

doi:10.1002/hrm.21936

Cited by 78 publications

(35 citation statements)

References 64 publications

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“…A national approach to mentorship programmes may help fill the void in mentorship. [50][51][52] A redesign of the daily work, career advancement and scholarly demands could attract more women to surgery. [51][52][53][54] Shifting the surgical profession to support a work-life balance may encourage women to enter the profession.…”

Section: Discussionmentioning

confidence: 99%

Women in surgery: a systematic review of 25 years

Singh

Loseth

Shoqirat

2020

leader

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The number of women entering medicine significantly increased over the last decades. Currently, over half of the medical students are women but less than half are applying to surgery and even less go on to surgical specialties. Even fewer women are seen in leadership roles throughout the profession of surgery and surgical residency. Our purpose of the literature review is to identify any themes, which would provide insight to the current phenomenon. We used the Preferred Reporting Items for Systemic Reviews and Meta-Analyses method for a systematic review of the literature over a 20-year period (1998–2018). Five broad themes were identified: education and recruitment, career development, impact of/on life around the globe and surgical subspecialties as areas of barriers for women entering or considering surgery. The systematic review suggests there are opportunities to improve and encourage women entering the profession of surgery as well as the quality of life for surgeons. Creating systems for mentorship across programmes, having policies to support work–life balance and recognising surgical training overlaps with childbearing years are key opportunities for improvement. Improving the current status in surgery will require direction from leadership.

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Section: Discussionmentioning

confidence: 99%

Women in surgery: a systematic review of 25 years

Singh

Loseth

Shoqirat

2020

leader

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“…HRD researchers also have emphasized the importance of critical HRD and advocated for research on diversity, inclusiveness, gender differences, spirituality, feminist leadership, sexual orientation, and transformational leadership (Baek & Kim, 2017; Rocco, Munn, & Collins, 2018). HRD research has examined veterans and their transitions from military to civilian careers (Minnis, 2017), explored the use of triple-loop learning to manage diversity (Kwon & Nicolaides, 2017), proposed diversity education as a means of advocating for inclusiveness and diversity (Hite & McDonald, 2010), delineated the research-to-practice gap in women’s career equality (Kossek & Buzzanell, 2018), identified disability as a form of diversity to be addressed by HRD (Nafukho, Roessler, & Kacirek, 2010), and demonstrated that opportunity, diversity, and inclusive employment practices are beneficial for both workers and organizations (Bourke et al, 2017).…”

Section: Adaptations and Advances In Hrdmentioning

confidence: 99%

What HRD Is Doing—What HRD Should be Doing: The Case for Transforming HRD

Torraco

Lundgren

2019

Human Resource Development Review

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Human resource development (HRD) is no longer expected to be the primary agency for promoting learning and development among employees. Today, HRD is diffused and integrated into a broad range of leadership and supervisory roles. As more responsibility for learning and development is assumed by others, what is the role of HRD? Although HRD has largely adapted to sharing more of its traditional responsibility for learning and development, the field has also encountered challenges and criticisms. We juxtapose recent adaptations and advances in HRD with perspectives on the dilemmas, challenges, and criticisms of HRD as seen by those outside the field of HRD. Grounded in a comprehensive review of recent literature, the authors seek to provide a balanced perspective on HRD’s strengths and weaknesses and to conceptualize a new perspective on HRD and its transformation for the future.

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“…Our findings contribute to a better understanding of why women may refrain from, or choose to, apply to certain career opportunities. Finally, following calls for HR management research to foster meaningful change for women in the workplace (Kossek & Buzzanell, 2018), this work allows us to bridge the research‐practice gap and to derive empirical knowledge to help HR managers and organizations in their pursuit of increasing gender diversity, especially in leadership.…”

Section: Introductionmentioning

confidence: 99%

Sounds like a fit! Wording in recruitment advertisements and recruiter gender affect women's pursuit of career development programs via anticipated belongingness

Hentschel

Braun

Peus

et al. 2020

Human Resource Management

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Following calls for research to increase gender equality, we investigated women's intentions to pursue career opportunities, in the form of career development programs. We built on lack of fit and signaling theory to argue that women's but not men's pursuit of career opportunities would be influenced by recruiter gender and gender-stereotypical wording in recruitment advertisements. We conducted two studies in Germany. In Study 1 (video-based experiment with 329 university students), we found that when a male recruiter used stereotypically masculine compared to feminine wording, female students anticipated lower belongingness, expected lower success of an application, and indicated lower application intentions for career opportunities. These differences in female students' evaluations disappeared when the recruiter was female. While Study 2 (experimental vignette study with 545 employees) replicates the negative effects of masculine wording for female employees; the buffering effect of female recruiters was only replicated for younger, but not for older female employees. Women's anticipated belongingness mediated the relationship between advertisement wording and application intentions when the recruiter was male. Recruiter gender and wording had no effects on men. Our work contributes to a better understanding of when and why contextual characteristics in the recruitment process influence women's pursuit of career opportunities.

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Women's career equality and leadership in organizations: Creating an evidence‐based positive change

Cited by 78 publications

References 64 publications

Women in surgery: a systematic review of 25 years

Women in surgery: a systematic review of 25 years

What HRD Is Doing—What HRD Should be Doing: The Case for Transforming HRD

Sounds like a fit! Wording in recruitment advertisements and recruiter gender affect women's pursuit of career development programs via anticipated belongingness

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