8:00 to 9:30 AM: Room #31 Academic Career Development

1996 ◽  
Vol 115 (2) ◽  
pp. P107-P107
Keyword(s):  
Career Development ◽  
Academic Career

Barriers to Arab female academics’ career development

2017 ◽  
Vol 40 (10) ◽  
pp. 1058-1080 ◽  
Author(s):  
Waed Ensour ◽  
Hadeel Al Maaitah ◽  
Radwan Kharabsheh
Keyword(s):  
Career Development ◽  
National Culture ◽  
Design Methodology ◽  
Social Economic ◽  
Academic Career ◽  
Document Analysis ◽  
Labour Law ◽  
Content Type ◽  
Hrm Practices

Purpose Arab female academics struggle to advance within their universities in both academic and managerial ranks. Accordingly, this study aims to investigate the factors hindering Arab women’s academic career development through studying the case of Jordanian academic women. Design/methodology/approach Data were gathered through document analysis (Jordan constitution, Jordanian Labour Law and its amendments, higher education and scientific research law, Jordanian universities’ law and universities’ HR policies and regulations), interviews with 20 female academics and a focus group with 13 female academics (members of the Association of Jordanian Female Academics). Findings The results indicate female academics as tokens facing many interconnected and interrelated barriers embodied in cultural, social, economic and legal factors. The findings support the general argument proposed in human resource management (HRM) literature regarding the influence of culture on HRM practices and also propose that the influence of culture extends to having an impact on HR policies’ formulation as well as the formal legal system. Originality/value The influence of culture on women’s career development and various HR practices is well established in HR literature. But the findings of this study present a further pressure of culture. HR policies and other regulations were found to be formulated in the crucible of national culture. Legalizing discriminatory issues deepens the stereotypical pictures of women, emphasizing the domestic role of women and making it harder to break the glass ceiling and old-boy network.

Exploring the Post-Doctoral Journey

2021 ◽  
pp. 85-103
Author(s):  
Lynne Orr ◽  
Linda Weekley
Keyword(s):  
Career Development ◽  
Education Program ◽  
Academic Career ◽  
Doctoral Degree ◽  
Development Plan ◽  
Career Experiences ◽  
Doctoral Graduates ◽  
Career Options ◽  
Career Development Plan ◽  
Minimal Research

The purpose of this chapter was to promote a supportive journey of the postdoc candidates to collaborate and discover a career position upon the completion of a doctoral degree. Examples of safe harbors for moving through the post-doctoral career experiences will also be provided. Specifically, this chapter will focus upon post-doctoral education program graduates, of which there are minimal research and programs available directly related to education doctoral graduates. There is a decline of PhD students entering the academic career. Additional career options beyond the academia will be discussed. Lastly, the postdoc career development plan will be recommended along with viable services for the postdoc who remains in academia.

scholarly journals How Much is a Full Professor Worth? The Challenge of Attracting the Best Talent

2015 ◽  
pp. 15-16
Author(s):  
Marcelo Knobel
Keyword(s):  
Higher Education ◽  
Career Development ◽  
Academic Freedom ◽  
Education System ◽  
Academic Career ◽  
The State ◽  
Faculty Members ◽  
Full Professor ◽  
Public Servants ◽  
Higher Education System

There are many factors that motivate the pursuit of an academic career, including academic freedom, prestige, stability, curiosity, among others. However, salary is also key to the future career choices of young talent. In the State of São Paulo, in Brazil, the salary of all public servants is currently tied to the salary of the governor, that, for political reasons, is kept at a rather low value. This fact is already having an effect on thousands of faculty members in the higher education system of the State. In this paper, I discuss how this salary limitation can influence the decision of young talent to follow an academic career and, put at risk a rather well developed higher education system. Furthermore, I discuss this issue in a broader context of strong regulation, a lack of competitiveness to support career development, and how this all undermines the commitment and morale of qualified professors.

scholarly journals Academic Career Development: A Review and Research Agenda

2018 ◽  
Author(s):  
Hannes Zacher ◽  
Cort Rudolph ◽  
Tara Todorovic ◽  
Daniel Ammann
Keyword(s):  
Career Development ◽  
Social Cognitive ◽  
Academic Career ◽  
Individual Characteristics ◽  
Career Stages ◽  
Future Research ◽  
Administrative Roles ◽  
Work Related ◽  
Development Interventions ◽  
Methodological Considerations

Academic career development refers to the process by which employers as well as scholarsworking in research, teaching, and/or administrative roles in academic and higher education contexts manage various tasks, behaviors, and experiences within and across jobs and organizations over time, with implications for scholars’ work-related identity. In this review article, we address the question: to what extent has conceptual and empirical research on academic career development captured central constructs and processes outlined by two important and comprehensive career development theories? Using social cognitive career theory and life-span, life-space theory as guiding frameworks, we categorized relevant articles published in academic journals into five thematic clusters: (a) individual characteristics, (b) contextual factors, (c) active regulation of behavior, (d) career stages, and (e) work and nonwork roles. Within these thematic clusters, major topics in the existing literature on academic career development include gender differences and women’s experiences, mentoring and other career development interventions, and career development in the field of medicine. In contrast, social and cognitive processes, action regulation, later career stages, and the work-nonwork interface have been neglected in the literature on academic career development. We conclude by outlining an agenda for future research, including theoretical and methodological considerations.

scholarly journals Academic Career Development in Indonesia and the United Kingdom: A Systematic Literature Review

2021 ◽  
Vol 10 (3) ◽  
pp. 409
Author(s):  
Maya Kurniawati ◽  
Choirul Saleh ◽  
M.R. Khairul Muluk
Keyword(s):  
Higher Education ◽  
United Kingdom ◽  
Career Development ◽  
Literature Review ◽  
Systematic Literature Review ◽  
Academic Career ◽  
Community Services ◽  
Journal Articles ◽  
The United Kingdom ◽  
The Uk

Lecturers are an essential element of a higher education institution. The lecturer has two functions in Indonesia, namely an educator and a researcher who has the job in developing and deploying science, technology, and art to the community through the Three Pillars of Higher Education activities: education, research, and community services. This study aims to investigate and answer the three research questions, which involve how the academic career development system for lecturers, how the academic career development patterns for lecturers, and the factors which affect the academic career in Indonesia and the United Kingdom (UK). We chose the UK since it is one of the countries with the most robust higher education system globally. This research was required to capture the gap in academic career development for lecturers in Indonesia and the UK. There are 23 journal articles and other literature included and found using systematic literature review and PRISMA protocol. These journal articles and other literature analyzed by meta-synthesis and could describe the comparative perspectives between an academic career in Indonesia and the UK. These review results can be an excellent comparison for improving higher education systems, specifically in the academic career development for Indonesian lecturers. A significant improvement will encourage universities in Indonesia to embrace the vision as a world-class university.

scholarly journals Career Networks in Shock: An Agenda for in-COVID/Post-COVID Career-Related Social Capital

Merits ◽  
2021 ◽  
Vol 1 (1) ◽  
pp. 61-70
Author(s):  
Dominik Emanuel Froehlich
Keyword(s):  
Social Capital ◽  
Career Development ◽  
Social Environment ◽  
Academic Career ◽  
Digital Transformation ◽  
Narrative Review ◽  
Review Of The Literature ◽  
Social Domain ◽  
The Social ◽  
Conceptual Paper

The COVID-19 pandemic was a career shock for many, including early and mid-career researchers. Due to the (digital) transformation it has caused in the social domain, it may have lastingly changed the rules for career development. In this conceptual paper, we investigate how the changed social environment created gaps in our understanding of academic career development and the role social capital plays in it. Our narrative review of the literature arrives at three major gaps: two are related to the nature, antecedents, and outcomes of (career-related) social capital, and one is related to the methodological backdrop of how knowledge is being generated in this domain. Based on the identified gaps, we specify avenues for further (and much needed) research.

scholarly journals Implementation and Initial Evaluation of an Academic Career Development Curriculum for Fellows

2010 ◽  
Vol 2 (1) ◽  
pp. 133-135 ◽  
Author(s):  
Steven E. Domino ◽  
R. Kevin Reynolds
Keyword(s):  
Career Development ◽  
Academic Career ◽  
Academic Skills ◽  
Academic Careers ◽  
Obstetrics And Gynecology ◽  
Research Support ◽  
Self Assessment ◽  
Constructive Feedback ◽  
Substantial Change ◽  
Research Grant

Abstract Objective To develop and evaluate an academic career development curriculum. Methods We anonymously surveyed 25 fellows and advanced trainees in 9 obstetrics and gynecology subspecialty fellowships prior to the start of an academic career development common curriculum in 2007. Results were compared with responses from the same survey given at the completion of the 2-year program to guide and improve the curriculum. Fourteen surveys were completed for both administrations. Results Most fellows expressed the desire to pursue academic careers and planned to present and publish research from their fellowship in both surveys. After completing the curriculum, fellows reported overall improvement in self-appraised confidence for speaking at national meetings and preparing a research grant. The most substantial change in self-assessment was increased awareness and utilization of departmental research support personnel. Elements of training that showed improvement but were not main topics of core sessions included the frequency of constructive feedback from mentors and peers, and frequency of discussion of research ethics. Conclusion Instituting an academic career development curriculum for obstetrics and gynecology fellows was associated with increased self-appraised confidence in specific academic skills as assessed by anonymous survey.

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