Inhalt: Using the concept of stealth power and a critical realist perspective, this article identifies leadership practices that obscure the centralisation of power, drawing on data from interviews with 25 academic decision-makers in formal leadership positions in HERIs in Ireland, Italy and Turkey.
Its key contribution is the innovative operationalisation of stealth power and the inductive identification of four practices which obscure that centralised power, i.e. rhetorical collegiality, agendacontrol, in-group loyalty and (at a deeper level) the invisibility of gendered power. The purpose of the article is emancipatory: by creating an awareness of these leadership practices, it challenges their persistence.
Schlagwörter:agenda control; centralised power; Führungskultur; Higher Education Research Institutes; in-group loyalty; interviews; invisibility of gendered power; Leadership practices; Machtdynamiken; Machtgefälle; rhetorical collegiality; senior management; senior position holders; stealth power; Universität
CEWS Kategorie:Berufsbiographie und Karriere, Netzwerke und Organisationen, Frauen- und Geschlechterforschung
Inhalt: The current investigation defines the organizational tolerance (OT) construct and statistically assesses its measurement instrument, the perceived organizational tolerance for psychological workplace harassment (POT) scale, carried out to evaluate the level of tolerance, negligence, or even connivance that can be shown by an organization when it deals with an inappropriate act occurring within its scope. Tolerance of such acts has been identified as a hindrance when trying to establish an effective and sustainable strategy for the well-being of workers. A survey that measures the construct was distributed, and 195 employed workers answered. In the first stage of analysis, a scale reduction process was applied to the obtained data using a factor extraction method, and afterward, confirmatory factor analysis was performed using structural equation models. The results validated the scale as a model of five factors: Promotion, feedback, ethics, coherence, and training. These findings indicate that this scale is acceptable as a quantifier of a key issue, namely, the diligence of the organization when dealing with psychosocial risks at work. This new construct is anticipated to be incredibly useful for measuring as much research as possible on the behavior of organizations when they deal with negative acts, with the aim of promoting sustainable healthy working environments.
Homophily, Biased Attention, and the Gender Gap in Science
Autor/in:
Lerchenmueller, Marc; Hoisl, Karin; Schmallenbach, Leo
Quelle: Proceedings (Academy of Management Proceedings), 2019 (2019) 1
Inhalt: How does homophilous collaboration influence women's early career progress? To answer this question, we turn to a granular dataset of 3,233 highly qualified junior life scientists who receive mentored, early career sponsorship from the National Institutes of Health (NIH) and analyze their publication trajectories as careers unfold. Employing a matched sample approach that exploits variance in the sets of research contacts the junior scientists start out with, we distinguish sex differences in collaboration choices from potential differences in collaboration opportunities. We document that outsized gender homophily among women exists and primarily stems from how female leaders of scientific projects assemble their teams. Women continue same-sex collaborations as lead authors at twice the rate compared to men, on average, and in particular when the mentor is part of the author team or when the focal junior scientist leads the team. As such, systematic gender homophily among female scientists may engender the sponsorship and resources needed to motivate young women to join and pursue an academic career. On the flip side, we show that author teams led by women receive 11% less citations, on average, and up to 29% less citations for work of comparable caliber published in the most influential journals. Taken together, while women's propensity to working with other women may support early career researchers, biased attention to women's work may harm careers and, in particular, women who publish in the highest-impact journals and who would otherwise be poised to narrowing gender gaps at more senior career stages.
Gendered images of international research collaboration
Autor/in:
Zippel, Kathrin S.
Quelle: Gender, Work & Organization, 4 (2018) 1, 139 S
Inhalt: Joan Acker's theory on gendered organizations offers important tools for understanding subtler forms of inequalities and gendered practices in the workplace. According to Acker, invisible mechanisms in organizations such as the symbolic and material/structural aspects of organizations reproduce gendered inequalities. My application of Acker's theory demonstrates how imagery itself assigns value to collaborative practices in gender stereotypical ways. In an institutional context that devalues international research collaboration among faculty, gendered images of exploiter, patronizing helper, partner, or friend ultimately serve to construct glass fences - obstacles to international collaborative engagement - particularly for women. The reflection and potential recreation of gendered inequalities among academics simultaneously reconstructs inequalities between the U.S. and abroad, as institutional reward structures attach gendered symbolic and material values that (re)shape (international) collaborations themselves. Together, these processes construct the gendered organization of global science and academia.
Schlagwörter:Forschungskooperation; gendered organizations; Geschlechterungleichheit; Internationale Kooperation; Internationalisierung; Organisation; Organisationstheorie; Ungleichheit; USA
CEWS Kategorie:Europa und Internationales, Netzwerke und Organisationen, Wissenschaft als Beruf, Geschlechterverhältnis
The gender gap in science : How long until women are equally represented?
Autor/in:
Holman, Luke; Stuart-Fox, Devi; Hauser, Cindy E.
Quelle: PLoS Biology, 16 (2018) 4, e2004956 S
Inhalt: Women comprise a minority of the Science, Technology, Engineering, Mathematics, and Medicine (STEMM) workforce. Quantifying the gender gap may identify fields that will not reach parity without intervention, reveal underappreciated biases, and inform benchmarks for gender balance among conference speakers, editors, and hiring committees. Using the PubMed and arXiv databases, we estimated the gender of 36 million authors from >100 countries publishing in >6000 journals, covering most STEMM disciplines over the last 15 years, and made a web app allowing easy access to the data (https://lukeholman.github.io/genderGap/). Despite recent progress, the gender gap appears likely to persist for generations, particularly in surgery, computer science, physics, and maths. The gap is especially large in authorship positions associated with seniority, and prestigious journals have fewer women authors. Additionally, we estimate that men are invited by journals to submit papers at approximately double the rate of women. Wealthy countries, notably Japan, Germany, and Switzerland, had fewer women authors than poorer ones. We conclude that the STEMM gender gap will not close without further reforms in education, mentoring, and academic publishing.
Where Intercultural, International and Diversity-related Agendas Meet - A Conceptual Framework for Higher Education Institutions
Autor/in:
Aichinger, Regina; Gaisch, Martina
Quelle: (2017)
Inhalt: In view of numerous challenges brought about by the changes in demographics, the massification of higher education, globalization trends and legal requirements (e.g. Bologna declaration, national mobility strategies), higher education institutions (HEIs) are forced to review their strategies for attracting future students. One strategy that has long been considered to be the key to success was the recruit-
ment of internationally mobile students, and consequently, the change of the local medium of instruction, mostly into English. This paper seeks to identify the interfaces between internationalization endeavors, intercultural competencies and diversity-related aspects that appear all relevant for higher education institutions but are often regarded as stand-alone measures without a cohesive frame. Hence, this contribution puts forward a conceptual model that relates the key parameters at stake and discusses implications of diverse internationalization strategies. It is suggested that apart from approaches such as Internationalization of the Curriculum (IoC) and Internationalization at Home (IaH), there may be an additional strategic orientation, one that also embraces intra-societal diversity. What we would like to call Internationalisation of the Mind (IoM) may have the potential to serve as a liaison between international, intercultural, and diversity-related aspects at the tertiary level and combine structural, community and competency internationalization strategies. To integrate these interfaces in a practical framework but also to draw on societal, disciplinary, institutional and functional cultures, a metalevel analysis of an Austrian higher education institution is provided. It is discussed how the context and causal and intervening variables impact the strategic orientation of a higher education institution with regard to internationalization and what consequences the respective alignment may have on a structural, institutional and competency level.
CEWS Kategorie:Netzwerke und Organisationen, Hochschulen
Dokumenttyp:Zeitschriftenaufsatz
Public organisations and diversity : Approaches to an under-researched topic
Autor/in:
Bührmann, Andrea D.; Schönwälder, Karen
Quelle: Journal of Ethnic and Migration Studies, 43 (2017) 10, S 1635–1643
Inhalt: In research on migration and ethnicity, institutions and organisations have traditionally played an important role. Citizenship law and institutional discrimination, to name just two examples, have been key research topics. And yet, we maintain that, first, ongoing processes of diversification present new challenges to the existing institutional structures of major countries of immigration. Second, the specifics of organisations are understudied in this field of research. In this issue, we present examples of research that looks into responses of organisations to diversity, hoping to thus stimulate further debate. As different types of organisations may respond in different ways, we focus on public organisations in order to make a contribution to a better understanding of their specific characteristics. All articles in this collection investigate developments in west European states with longerterm democratic and welfare-state traditions, features that shape the structure and culture of public organisations and thus impact on their responses to diversity.