Inhalt: Organizational gender equality policies must address critical issues in organizations, as well as challenge hierarchies and the unequal distribution of power and resources. At the same time, they are reliant on acceptance by organizations when developing an official course of action. On the basis of a neo‐institutional perspective, this study investigates how gender equality discourses are disciplined so that they fit organizational expectations by maintaining the rationality myth of the organization. The empirical analysis of four Swiss organizations demonstrates that, although they intend to reduce gender inequalities, their gender equality policies are shaped by a logic of appropriateness that leads to a continuous reproduction of heteronormativity within gender equality policies. This study thus contributes to the understanding of how the logic of appropriateness protects the heteronormative matrix in organizations by disciplining gender equality discourses.

Schlagwörter:gender equality policy; Gleichstellungspolitik; Heteronormativität; heteronormativity; neo-institutionalism; Neoinstitutionalismus; Organisation; Organisationssoziologie; Organisationswandel; organization; organizational change; Schweiz; Switzerland

CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Netzwerke und Organisationen, Gleichstellungspolitik

Verfügbarkeit:https://dx.doi.org/10.1111/gwao.12541

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: This article extends examinations of the gendered nature of care and service in academia, with a particular focus on the labour of maintaining conference communities. Utilising empirical data from a cultural history of the International Academic Identities Conference, we draw on interviews with 32 conference organisers, keynote speakers and participants to explore the gendered dynamics of reproducing conference communities. While some participants experienced exclusions, most participants described a conference that felt caring, welcoming and like ‘home’. Following this discussion, we interrogate the idea of the conference as ‘home’, asking questions about the gendered division of ‘academic housekeeping’ practices that underpin such home-making. Engaging with feminist theorising of emotional labour, we argue that academic women undertook significant, and often hidden, care and service labour to maintain a homely conference community.

Schlagwörter:Arbeitsteilung; Care; emotional labor; gender bias; Geschlechterverhältnis; Konferenz; Wissenschaft

CEWS Kategorie:Netzwerke und Organisationen, Wissenschaft als Beruf, Geschlechterverhältnis

Verfügbarkeit:https://dx.doi.org/10.1080/09540253.2019.1680809

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: Research grant funding influences the organisation of academic work and academic careers. We problematise general approaches to gender bias in research grant funding and argue that it fails to include the wider structures of inequality and the unequal gendered power relations in academia. Approaching the subject with gender budgeting we challenge assumed gender-neutral practices. The objective is to illuminate how the gendered funding system and (the previous and subsequent) gendered structures of academia are maintained. The whole grants scheme is assessed, drawing on statistical data collected on the whole population of a medium-size, comprehensive research and educational institution in Iceland, and two types of competitive grants. The data is measured against the pool of applicants and comparisons within and between fields and ranks are made. By including the structures of inequality and the gendered power relations, the results show how the funding system is biased not only in favour of men, but towards the male-dominated and culturally masculine positions and fields. This approach illustrates the need to address the whole academic system in order to challenge the norms that maintain and reproduce gender inequalities.

Schlagwörter:Forschungsförderung; gender bias; gender budgeting; gendered organization; Island; Karriereentwicklung

CEWS Kategorie:Netzwerke und Organisationen, Wissenschaft als Beruf, Geschlechterverhältnis

Verfügbarkeit:https://dx.doi.org/10.1080/07294360.2019.1666257

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: Conferences are key sites for the development of academic careers; however multiple studies have shown that conferences are exclusionary on the basis of gender and other axes of social disadvantage. This study focuses on India and as such also incorporates caste as an axis of privilege and disadvantage in relation to access to conferences. Conferences in this paper are framed within a broader professional development agenda, which is the way in which conferences are located in Indian higher education policy discourses, and a social exclusion perspective is taken as the analytical lens. The paper is based on data from a large-scale national study of social inequalities in higher education, which included quantitative analysis of administrative records and qualitative analysis of interviews with academics on their participation in conferences and professional development activities. Key findings include that participation in conferences is proportionally lower for women and scheduled caste academics than for men and upper-caste academics, and that access to conferences is embroiled in relational processes of social exclusion which operate in the academy, despite formal policies being in place. The article recommends further scrutiny of policy implementation and replication of this analysis across different country contexts.

Schlagwörter:Gender; Geschlechterverhältnis; Hochschule; India; Indien; Intersektionalität; Konferenz; soziale Herkunft

CEWS Kategorie:Hochschulen, Netzwerke und Organisationen, Wissenschaft als Beruf, Geschlechterverhältnis

Verfügbarkeit:https://dx.doi.org/10.1080/09540253.2019.1685657

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: The phenomenon of scientific mobility, actively developing in recent decades, attracts increasing attention of researchers in view of its importance for the development of science, dissemination of scientific knowledge, making informed decisions in the management of science and training of qualified personnel. Based on an extensive analysis of the literature on the topic in the last 30 years with the use of bibliometric approaches, this paper outlines the main evolutionary stages of scientific mobility in the context of brain drain and circulation concepts; considers relations, advantages and disadvantages of scientific mobility in relation to scientific inbreeding; describes the main approaches and methodological aspects formed today in the study of the scientists mobility; discusses its positive and negative consequences for researchers, organizations, countries, and individual disciplines, and summarizes the motivations and driving forces of scientists when leaving the country and when returning.

Schlagwörter:Brain Drain; career progress; citation; international academic mobility; internationale akademische Mobilität; literature review; Mobilität; mobility

CEWS Kategorie:Europa und Internationales, Netzwerke und Organisationen, Wissenschaft als Beruf

Verfügbarkeit:https://dx.doi.org/10.1007/s11192-020-03515-4

Dokumenttyp:Zeitschriftenaufsatz

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

Verfügbarkeit:https://dx.doi.org/10.1177/1742715019853200

Dokumenttyp:Zeitschriftenaufsatz

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.

Schlagwörter:bullying; Mobbing; Organisationsforschung; organizational psychology; organizational tolerance; psychosocial risk at work; scale; survey research; þÿ; workplace harassment

CEWS Kategorie:Netzwerke und Organisationen, Sexuelle Belästigung und Gewalt

Verfügbarkeit:https://dx.doi.org/10.3390/su11154078

Dokumenttyp:Zeitschriftenaufsatz

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.

Schlagwörter:citation; Förderung; gender gap; homophily; Netzwerk; Publikation; sponsorship

CEWS Kategorie:Mentoring und Training, Netzwerke und Organisationen, Wissenschaft als Beruf, Geschlechterverhältnis

Verfügbarkeit:https://dx.doi.org/10.5465/AMBPP.2019.14784abstract

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: This is a book review of  Man Made: Why So Few Women Are in Positions of Power by Eva Tatchell and John Edmonds

Schlagwörter:Geschlechterungleichheit; Macht; Organisationen; Review

CEWS Kategorie:Netzwerke und Organisationen, Frauen- und Gleichstellungsbeauftragte, Geschlechterverhältnis

Verfügbarkeit:http://genderandset.open.ac.uk/index.php/genderandset/articl...

Dokumenttyp:Zeitschriftenaufsatz

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

Verfügbarkeit:https://dx.doi.org/10.1111/gwao.12233

Dokumenttyp:Zeitschriftenaufsatz