Impact of Flexible Work Arrangements on Job Satisfaction Among the Female Teachers in the Higher Education Sector
Autor/in:
Rahman, Mayeesha Fairuz
Quelle: EJBM (European Journal of Business and Management), 11 (2019) 18
Inhalt: A remarkable growth of female participation has been observed in the job market of Bangladesh over the past few years. The number of female employees and their contribution is likely to increase further with the pace of the country’s development in terms of the literacy rate and employment scope. Among the several thriving sectors of the country, the significance of the education sector especially in the tertiary level is highlighted by the noble contribution they make to the economy. Due the rapid increase in the number of private universities over the past few years in the country, quite a large number of women have chosen to embark on this field with the hopes of establishing themselves as academicians. However, one of the existing impediments which obstructs several women to reach their zenith professionally is rigid company policies specifically lack of flexibility. The importance of Flexible Work Arrangements (FWA) has recently gained the attention of academicians as well as practitioners to improve employee performance. Since participation of women in a noble sector like education is highly desired; hence, the present study aims to investigate the relationship between Flexible Work Arrangements (FWA), Employee Job satisfaction and Work-life Balance of the female teachers in the higher education sector of the country. Based on the analysis of diverse literature from the secondary data, hypotheses were developed and in order to test those, primary data had been collected, responses from 203 female teachers were analyzed through SPSS. The findings have confirmed that FWA have positive and significant impact both on Employee Job Satisfaction and Work-life Balance as well as Work-life Balance has a positive impact on Job Satisfaction. However, one of the elements of FWA, namely, Compressed Workweek, is found to have values lower than the significance level after performing regression analysis.
Inhalt: With the climate crisis as backdrop, university employees have demanded a reduction in air travel. Could cutting air travel also lead to greater gender equality?
Quelle: American Journal of Sociology, 125 (2019) 2, S 534–576
Inhalt: This study advances understanding of gender pay gaps by examining organizational variation. The gender pay gap literature supplies mechanisms but does not attend to organizational variation; the gender and science literature provides insights on the role of masculinist culture in disciplines but misses pay gap mechanisms. A data set of federal workers allows comparison of men and women in the same jobs and workplaces. Agencies associated with traditionally masculine (engineering, physical sciences) and gender-neutral (biological, interdisciplinary sciences) fields differ. Pay-gap mechanisms vary: human capital differences explain a larger share in gender-neutral agencies, while at male-typed agencies men are frequently paid more than women within the same job. Although beyond the federal workers’ standardized pay scale, some interdisciplinary agencies more often pay men off grade, leading to higher earnings for men. Our theory of organizational variation helps explain local agency variation and how pay practices matter in specific organizational contexts.
Karrierehindernis Geschlecht? : Zum Verbleib von Frauen in der Hochschulmedizin
Autor/in:
Hendrix, Ulla; Mauer, Heike; Niegel, Jennifer
Quelle: GENDER (GENDER – Zeitschrift für Geschlecht, Kultur und Gesellschaft), 11 (2019) 1-2019, S 47–62
Inhalt: Dieser Beitrag untersucht, warum Frauen nur selten Professorinnen in der Hochschulmedizin werden, obwohl Medizinstudentinnen mittlerweile deutlich in der Mehrheit sind. Anhand einer Online-Befragung von Assistenzärzt_innen sowie von Interviews mit Akteur_innen in Schlüsselpositionen der Universitätskliniken und medizinischen Fakultäten in NRW werden zwei zentrale Erklärungsansätze aus dem Feld herausgearbeitet: die Annahme, dass die mangelnde Vereinbarkeit von Hochschulmedizin und Familie für den geringen Frauenanteil auf den Professuren verantwortlich ist (1), sowie die Vermutung, dass Frauen wissenschaftliche Karriereambitionen durch falsche Strategien nicht realisieren können (2). Beide Erklärungsansätze operieren jedoch mit essentialistischen Geschlechterbildern, die für die Aufrechterhaltung ungleicher Geschlechterverhältnisse in der Hochschulmedizin zentral sind.
Quelle: APSC (PS: Political Science & Politics), 52 (2019) 1, S 35–38
Inhalt: We are three women political scientists. Two of us are women of color (black women), two are mothers, one has a chronic illness; we all identify as first-generation college students. We care about our students and about our research; we strive for emotional, physical, and spiritual well-being. We know that the expectation for managing our complex lives is to find work–life balance. Work–life balance is a gold standard: something employers are meant to help us achieve and something for which we are supposed to strive. We have even come to expect it for ourselves.
Qualifizierungswege zur Professur - aus Sicht von Juniorprofessor*innen, Nachwuchsgruppenleiter*innen und habilitierenden wissenschaftlichen Mitarbeiter*innen
Autor/in:
Winter, Martin
Quelle: Das Hochschulwesen: Forum für Hochschulforschung, -praxis und -politik, 67 (2019) 3, S 60–69
Evaluating Unconscious Bias : Speaker Introductions at an International Oncology Conference
Autor/in:
Duma, Narjust; Durani, Urshila; Woods, Cynthia B.; Kankeu Fonkoua, Lionel A.; Cook, Joselle M.; Wee, Christopher; Fuentes, Harry E.; Gonzalez-Velez, Miguel; Murphy, Martina C.; Jain, Shikha; Marshall, Ariela L.; Graff, Stephanie L.; Knoll, Miriam A.
Quelle: Journal of Clinical Oncology, (2019)
Inhalt: PURPOSE
In a professional setting, the introduction of female speakers without their professional title may have an impact on the public?s perception of the female speaker. We examined how professional titles were used during speakers? introductions at the ASCO Annual Meeting.
METHODS
We conducted a retrospective, observational study of video-archived speaker introductions at the 2017 and 2018 ASCO Annual Meetings. A ?professional address? was defined as the professional title followed by the speaker's full name or last name. Multivariable logistic regressions were used to identify factors associated with the form of address
.RESULTS
Of 2,511 videos reviewed, 781 met inclusion criteria. Female speakers were addressed less often by their professional title compared with male speakers (62% v 81%; P < .001). Males were less likely to use a professional address when introducing female speakers compared with females when introducing male speakers (53% v 80%; P < .01). When women performed speaker introductions, no gender differences in professional address were observed (75% v 82%; P = .13). Female speakers were more likely to be introduced by first name only (17% v 3%; P < .001). Male introducers were more likely to address female speakers by first name only compared with female introducers (24% v 7%; P < .01). In a multivariable regression including gender, degree, academic rank, and geographic location of the speaker's institution, male speakers were more likely to receive a professional address compared with female speakers (odds ratio, 2.43; 95% CI, 1.71 to 3.47; P < .01).
CONCLUSION
When introduced by men, female speakers were less likely to receive a professional address and more likely to be introduced by first name only compared with their male peers.
Shouldn’t Leisure Scholars Know Better? : How the Work/Leisure Dichotomy Affects Policy and Culture for Academic Mothers
Autor/in:
Oakleaf, Linda; Burk, Brooke N.; Mausolf, Anna Pechenik
Quelle: SCHOLE: A Journal of Leisure Studies and Recreation Education, 34 (2019) 2, S 96–108
Inhalt: This study was designed to understand the impact of university policy and departmental culture on academic mothers’ employment, family, and leisure experiences. Telephone interviews were conducted with 17 mothers employed as academics in the field of leisure and closely aligned disciplines to provide insight into the effects of parenting within academia, current corporate university culture, and work–life balance. Qualitative analysis, guided by post-structural feminist theory, revealed three major themes in the findings, which together suggest flawed administrative applications of the work/leisure dichotomy are negatively impacting mothers in academia. Rather than prolific researchers and proponents of leisure serving as exemplars to the academic community of success in employment, family, and leisure, this study’s findings suggest otherwise. As participants shared their struggles with unrealistic expectations, unsupportive colleagues, and conflicting workplace policies, this research instead supports a particularly critical review of leisure scholars and the employment policies of their academic departments.
Schlagwörter:academic culture; Frauen in der Wissenschaft; leisure; Mutterschaft; tenure; university policy; working mothers
CEWS Kategorie:Wissenschaft als Beruf, Vereinbarkeit Familie-Beruf
Inhalt: Round after round of temporary hiring and a non-stop pursuit of excellence and funding may impair progress towards gender equality in academia, according to research conducted at the University of Oslo.