Career barriers influencing career success

2016 ◽  
Vol 21 (1) ◽  
pp. 60-84 ◽  
Author(s):  
Gina Gaio Santos
Keyword(s):  
Higher Education ◽  
Life Cycle ◽  
Organizational Support ◽  
Career Success ◽  
Career Barriers ◽  
Structural Level ◽  
Career Stage ◽  
Workplace Relationships ◽  
Content Type ◽  
Multi Level

Purpose – Few research has addressed the factors that undermine people’s subjective perceptions of career success. Hence, the purpose of this paper is to further illuminate the issue of career barriers in perceptions of career success for a specific group of professionals: academics. Design/methodology/approach – This study adopts an interpretative-social constructionist methodology. Complementarily, it was employed a phenomenological method in data gathering and analysis – with the use of in-depth interviews and a theme analysis. The research was undertaken with a group of 87 Portuguese academics of both sexes and in different stages of their academic careers. Findings – The findings pinpoint the existence of multi-level barriers encountered by the academics when trying to succeed in their careers. The interviewees mentioned particularly the organizational-professional career barriers pertaining to three general themes: poor collegiality and workplace relationships; the lack of organizational support and employment precariousness; and the career progression standards and expectations. At the individual life cycle level the interviewees referred to the theme of finding balance; at the same time, the gender structure was also a theme mentioned as an important career barrier in career success, particularly by the women interviewed. Research limitations/implications – One of the limitations of this research is related to the impossibility of generalizability of its findings for the general population. Nevertheless, the researcher provides enough detail that grants the reader with the ability to judge of its similarity to other research contexts. Practical implications – This research highlights the role played by distinct career barriers for a specific professional group: academics. This has implications for higher education policy-makers and for human resources managers in higher education institutions. Originality/value – The current study extends the literature on career success by offering detailed anecdotal evidence on how negative work experiences might hinder career success. This research shows that to understand career barriers to success it is useful to consider multi-level factors: organizational-level factors (e.g. poor collegiality and workplace relationships); individual-level factors (e.g. life-cycle factors such as age/career stage); and structural-level factors (e.g. gender).

Environmental service-learning approach in higher education – a descriptive case study on student-led life cycle assessments of university cafeteria meals

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jonas Johannisson ◽  
Michael Hiete
Keyword(s):  
Higher Education ◽  
Life Cycle ◽  
Service Learning ◽  
Course Design ◽  
Course Evaluation ◽  
Learning Approach ◽  
Graduate Course ◽  
Content Type ◽  
Descriptive Case Study

Purpose This study aims to share experiences of an easy to adapt service-learning approach in a graduate course on life cycle assessment (LCA). Specifically, it reports on how students helped the university’s cafeteria to assess meals by conducting an LCA for 25 meals and identifying environmental hotspots. Design/methodology/approach A descriptive case study of a graduate course at Ulm University is presented. The course included lectures and problem-based exercises, both theoretical and software assisted. A course evaluation was conducted during the course and one year after completion to poll improvement potentials, as well as its impacts on students’ everyday life. Findings It was found that although it was the first LCA for all students, the resulting LCA information of 25 different meals were homogeneous, comparable to the scientific literature and beneficial to the cafeteria’s sustainable development strategy. The concept of service-learning had a higher impact on students’ motivation than a good grade and active-learning is explicitly requested by students. The course design sensitized students to the real-life problems of LCA and made their consumption patterns more elaborate and ecological. Furthermore, this digitization of higher education could be carried out with only minor changes in the present COVID-19 pandemic situation. Originality/value As the subject of service-learning in natural sciences is still expandable, this study presents an easy to adapt case study on how to integrate such an approach into university curricula dominated by traditional learning. To the best of the authors’ knowledge, this case study presents the first published LCA university course explicitly describing and evaluating a service-learning approach. The topic touches the everyday lives of students, allows comparisons between different student groups, is easily scalable to different group sizes and credits, and supports learning both how to study in small groups and cooperation between groups to ensure comparability of LCA results.

Century plus journeys: using career crafting to explore the career success of pioneer women accountants

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohini P. Vidwans ◽  
Rosalind H. Whiting
Keyword(s):  
New Zealand ◽  
Great Britain ◽  
Organizational Support ◽  
Career Success ◽  
Design Methodology ◽  
Content Type ◽  
The Usa ◽  
Political Economic ◽  
Pioneer Women ◽  
Insight Into

PurposeThe purpose of this study is to explore the struggle for entry and career success of the early pioneer women accountants in Great Britain and its former colonies the USA, Canada, Australia and New Zealand.Design/methodology/approachA career crafting matrix guides the analysis of historical information available on five pioneer women accountants in order to understand their success in gaining entry into the profession and their subsequent careers.FindingsDespite an exclusionary environment, career crafting efforts coupled with family and organizational support enabled these women to become one of the first female accountants in their respective countries. Their struggles were not personal but much broader—seeking social, political, economic and professional empowerment for women.Originality/valueThis is the first paper to utilize the career crafting matrix developed from current female accountants' careers to explore careers of pioneering female accountants. It adds to the limited literature on women actors in accounting and may provide insight into approaching current forms of difference and discrimination.

Testing the effects of job satisfaction on organizational commitment

2019 ◽  
Vol 39 (4) ◽  
pp. 525-542
Author(s):  
Barooj Bashir ◽  
Abdul Gani
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Support ◽  
Structural Equation ◽  
Equation Modeling ◽  
Percentage Increase ◽  
Content Type ◽  
University Teachers ◽  
The Impact

Purpose As universities are human capital intensive organizations, practices followed by a university for enhancing the satisfaction of its teachers can be of great help in attracting, retaining and managing highly qualified and competent teachers. The purpose of this paper is to empirically examine the impact of job satisfaction (JS) on organizational commitment (OC) of university teachers in India. Design/methodology/approach A total of 396 academicians are surveyed to assess the subjects’ responses to JS and commitment questionnaire. Structural equation modeling (SEM) was used in the process of statistical analysis. Findings The results confirmed a significant impact of JS on OC of university teachers in India. With 1 percent increase in estimates of pay and job security (PJS), organizational support (OS) and job challenge (JC), there would be 21, 36 and 49 percentage increase, respectively, in OC of university teachers. Of all the factors of JS, JC is the most significant contributing factor, followed by OC and PJS that help in motivating and retaining the teachers in higher education institutions in India. Research limitations/implications The sample of the study has been chosen from the higher education sector in Northern India, and so it still needs to be explored whether the findings of this study can be replicated in different geographical areas and organizational settings for further verification and generalization. Practical implications Encouraging greater satisfaction among the faculty members may positively influence work-related behaviors, especially commitment among the teachers. The paper may benefit the decision makers in universities to follow the proactive practices to improve the satisfaction and commitment of teachers as educational performance is of priority on the national agenda. Originality/value The study provides useful insights about a JS-OC relationship model and informs the stakeholders on how to create an enabling environment at the policy and practice level that would help in attracting and retaining teachers in universities in India. It contributes to enriching the JS and OC literature in a sector and a country poorly addressed so far in research.

The role of critical friends in supporting institutional change

2015 ◽  
Vol 7 (2) ◽  
pp. 412-428 ◽  
Author(s):  
Valerie A. Storey ◽  
Brendan Richard
Keyword(s):  
Higher Education ◽  
Phase I ◽  
Institutional Change ◽  
Organizational Support ◽  
Doctoral Program ◽  
Study Data ◽  
Content Type ◽  
Institutional Collaboration ◽  
Critical Friends

Purpose – Over the course of three years (2010-2013), the Carnegie Project on the Education Doctorate (CPED; a Consortium of 86 colleges and schools of education) Phase I institutions were involved in the Fund for the Improvement of Secondary Education mixed-methods, multi-case study. Data were collected from Primary Investigators, and stakeholders involved in the (re) design of a professional practice doctorate in education. At the conclusion of the research study, each institution was the recipient of a Critical Friends (CFs) Response Report. The purpose of this paper is to provide insights into the effectiveness of CFs in supporting institutional change by developing a collaborative environment in Higher Education. Design/methodology/approach – First, the role of CFs, and Critical Friend Group (CFG) protocol is described. Second, analyzed data from CF Response Reports is reviewed. Lastly, recommendations for the application of the conceptual framing of CFs within the academy are discussed. Findings – CF Response Reports reflect application of CFG protocol All CF Response Reports contained examples of both positive and cool feedback. This outcome supports previous research (Curry, 2008; Kuh, 2006; Butler et al., 2011) which suggest the protocol structure helped the CFs to focus in order to be supportive and positive. Fewer reports (12) identified institutional and program challenges. This may be a reflection of the dichotomy between friendship and critique which may lead to tension (Swaffield, 2005). A CF may be more likely to articulate a challenge in a face to face meeting knowing that any ensuing tension can be immediately addressed as opposed to stating the issues on paper with no immediate opportunity for the recipient to respond. Research limitations/implications – Several limitations of the data deserve attention. First, the data did not allow us to explore the relationship between CFs, actual practice, and doctoral program reform. Another limitation of the data are that it emanates from Phase I CPED institutions only. As such, these CFs may not be generally representative. The study would be strengthened if the work could be extended to include institutions from Phase II and III CPED institutions. As the authors continue to develop the understanding of critical friendship in academia the authors can apply this knowledge to support colleagues in their doctoral program reform and redesign. Practical implications – Based on this study, it is possible to identify several recommendations that are instructive within a Higher Education context. Organizational change and specifically program (re) design is a complex process, and there is no clear certainty of success. Pragmatically, the impetus for utilizing the CF model should be intrinsic, developed by the institutions themselves. Organizational support, knowledge sharing, and communication is required to enable the CF model to be implemented with fidelity (e.g. presentations, and web site information). Social implications – Faculty may feel vulnerable and lacking in support, but the adoption of a CF model enables them to not only see the institution from a different perspective, but also helps them bring the familiar into a new focus. External institutional support can alleviate faculty vulnerability, enhance faculty resilience to in-house challenges, and facilitate institutional collaboration. Originality/value – This study suggests that the external advocacy of the CF can positively impact change in the academy, and innovative doctoral program design by first fostering individual resilience to encountered challenges, and second enhancing institutional learning through institutional collaboration.

Enhancing organizational commitment and employee performance through employee engagement

2017 ◽  
Vol 6 (1) ◽  
pp. 98-114 ◽  
Author(s):  
Owais Nazir ◽  
Jamid Ul Islam
Keyword(s):  
Higher Education ◽  
Employee Engagement ◽  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Equation Modeling ◽  
Content Type ◽  
Indian Higher Education ◽  
Higher Educational

Purpose The purpose of this paper is to examine the relationships between perceived organizational support, employee engagement, employee performance and affective commitment in the context of Indian higher education. Design/methodology/approach Data were collected from 410 employees from various higher educational institutes of India using a self-administered questionnaire. Structural equation modeling was used to analyze the data. Findings The results revealed a positive influence of perceived organizational support on employee performance and affective commitment. Moreover, these relationships have also been found to be mediated by employee engagement. Practical implications The study serves as guide for the development of influential strategies to develop and retain a well engaged, competent and committed workforce at higher educational institutes in India. Originality/value The study enriches the organizational behavior literature by identifying and empirically validating some antecedents and consequences of employee engagement in the context of Indian higher education where such studies are scant.

Echoes down the corridor. Experiences and perspectives of library and information science education (LISE) during COVID-19 through an African lens

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dennis N. Ocholla
Keyword(s):  
Higher Education ◽  
Life Cycle ◽  
Disaster Management ◽  
Information Science ◽  
Library And Information Science ◽  
African Countries ◽  
Content Type ◽  
The Future ◽  
Challenges And Opportunities ◽  
New Research

PurposeThe COVID-19 pandemic has resulted in enormous challenges, but also presented opportunities that have notable implications for the future. The aim of this paper is to explore and discuss the experiences, perspectives, challenges and opportunities of Library and Information Science Educators (LISE) during the pandemic. The aim is articulated in the following three research questions: How is the COVID-19 pandemic experienced by LISE and in research? What are the perceptions formed during the period? And what are the challenges and opportunities?Design/methodology/approachThis is an interpretivist qualitative study informed by disaster management theories. The study involved the content analysis of existing literature with a focus on COVID-19 and higher education, particularly LISE, in conjunction with an open-ended email questionnaire that was sent to selected LIS educators/faculty/staff from major LIS Schools from eight sub-Saharan African countries. The author used personal experiences and observation to supplement the data and the interpretation.FindingsResults show more similarities than differences in how the COVID-19 pandemic is experienced and perceived, as well as the challenges and opportunities that it brings to the sector. As a whole, political factors are most pronounced, meaning that administration and decision-making need more attention in the sector. Also notable is that opportunities are mostly linked to technological factors, which will determine the “new normal” for LISE in the future. Almost all the narratives focused on the middle level of (during) the disaster life cycle, which is understandable as the complete cycle of the disaster is yet to come, likely when COVID-19 ceases to be a threat.Research limitations/implicationsThe sample was small, as related studies focus more on COVID-19 and higher education, with hardly any focusing on LISE. The COVID-19 pandemic has not ended, so the disaster management life cycle cannot be fully exploited. Furthermore, the author’s categorization of responses within PEST was largely judgmental.Practical implicationsNew research, teaching and learning developmental paths have been created for LISE. The study provides practical reflection on the effects of COVID-19 on the sector and HEIs that can inform discourse and responses to the pandemic.Originality/valueThe study explores a new research domain in LISE and due to limited research in the domain brings together important voices/narratives – based on their experiences – of LIS educators in Africa on the research area. Further, it proposes the future of LISE under COVID-19 within the 4IR framework.

Establishing transdisciplinary minor programme as a way to embed sustainable development into higher education system

2019 ◽  
Vol 20 (1) ◽  
pp. 157-169
Author(s):  
Qian Jia ◽  
Ying Wang ◽  
Li Fengting
Keyword(s):  
Higher Education ◽  
Sustainable Development ◽  
Education Reform ◽  
Education System ◽  
Organizational Support ◽  
Education For Sustainable Development ◽  
Institutional Setting ◽  
Content Type ◽  
Higher Education System ◽  
Core Courses

Purpose The purpose of this paper is to provide a case study of the establishment and development of a minor program in Sustainable Development in Tongji University, China, and how it contributes to embedding sustainable development into higher education system as an alternative platform for researchers and students to involve in a transdisciplinary teaching and learning process. Design/methodology/approach This case reviews the institutional setting and the different studying models and requirements for postgraduates and undergraduates. Postgraduate students have to take four core courses, select one module with four themed courses (4 + 4 fixed) and complete a transdisciplinary essay, and undergraduates can choose any three courses in all modules apart from the four core courses (4 + 3 open), with a transdisciplinary group project. Findings The development of the minor program reveals the popularity and decline of different modules, because of the popularity of the schools and institutes behind them, the university legacy and the media influence. The program design spurs transdisciplinary thinking on sustainable development but brings about challenges including time conflict with students’ major study. In conclusion, this program explores alternative education practices in embedding sustainable development in education system, contributing to and reflect on Education for Sustainable Development and the education reform in China. Originality/value The case presents a unique way of implementing Education for Sustainable Development in higher education system, in which minor education stands between formal and informal curriculum to tackle the barriers in undertaking sustainable development initiatives in curricula, through nurturing the culture and providing organizational support.

scholarly journals A career success model for academics at Malaysian research universities

2015 ◽  
Vol 39 (9) ◽  
pp. 815-835 ◽  
Author(s):  
Al-Mansor Abu Said ◽  
Roziah Mohd Rasdi ◽  
Bahaman Abu Samah ◽  
Abu Daud Silong ◽  
Suzaimah Sulaiman
Keyword(s):  
Human Resource Development ◽  
Organizational Support ◽  
Research Universities ◽  
Career Success ◽  
Developed Countries ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Content Type ◽  
Success Model ◽  
Proposed Model

Purpose – The purpose of this paper is to develop a career success model for academics at the Malaysian research universities. Design/methodology/approach – Self-administered and online surveys were used for data collection among 325 academics from Malaysian research universities. Findings – Based on the analysis of structural equation modeling, the proposed model explained 48 per cent of the variance of academics’ career success. Specifically, the result shows that there are positive significant effects between organizational support, extraversion personality, person-job fit and academics’ career success. A full mediation effect of proactive behavior was established on the relationship between organizational support and career success. Overall, the results confirmed that the proposed model succinctly explains career success among academics in Malaysian research universities. Research limitations/implications – The authors present a career success model for academics at Malaysian research universities. The study represents an important extension of previous research of which it tested the applicability of the career success theories and identified the key factors related to career success of academics based on the context of Malaysian research universities. Most current career success studies were conducted in the context of the Western culture or developed countries; therefore, the results based on the Malaysian sample provide strong evidence of cross-cultural comparability of the career success construct and model. Practical implications – The findings provide implications to both individuals and human resource development practitioners on career success among academics. Practical interventions are suggested to assist individuals and organizations toward achieving career success. This study sheds some light on the effective management of the academics. Originality/value – The authors propose a model of academics’ career success based on the context of Malaysian research universities.

Worker outcomes of LGBT-supportive policies: a cross-level model

2017 ◽  
Vol 36 (1) ◽  
pp. 17-32 ◽  
Author(s):  
Shaun Pichler ◽  
Enrica Ruggs ◽  
Raymond Trau
Keyword(s):  
Organizational Support ◽  
Interactional Justice ◽  
Content Type ◽  
Individual Level ◽  
Bisexual And Transgender ◽  
Level Model ◽  
Conceptual Paper ◽  
Multi Level ◽  
Justice Theories ◽  
Practical Implications

Purpose The purpose of this paper is to develop a cross-level conceptual model of organizational- and individual-level outcomes of lesbian, gay, bisexual, and transgender (LGBT)-supportive policies for all workers regardless of their sexual orientation. Design/methodology/approach This is a conceptual paper based on an integration of propositions from perceived organizational support and organizational justice theories. Findings The model suggests that LGBT-supportive policies should be related to perceptions of organizational support directly and indirectly through diversity climate and perceptions of distributive, procedural, and interactional justice. Practical implications The model implies that employees should feel more supported and more fairly treated among firms with LGBT-supportive policies and practices, and that these feelings will be reciprocated. Originality/value This is the first paper to develop propositions about the outcomes of LGBT-supportive policies for all workers, and advances the literature by developing a multi-level model of outcomes of these policies.

scholarly journals “A woman CEO? You’d better think twice!”

2019 ◽  
Vol 24 (1) ◽  
pp. 91-108 ◽  
Author(s):  
Yonjoo Cho ◽  
Jiwon Park ◽  
Soo Jeoung Han ◽  
Yedam Ho
Keyword(s):  
Women Leaders ◽  
Organizational Support ◽  
Lived Experiences ◽  
Career Success ◽  
Qualitative Data ◽  
Supervisor Support ◽  
Content Type ◽  
Leadership Pipeline ◽  
Career Strategies ◽  
Women Ceos

PurposeThe purpose of this paper is to explore how multinational corporations’ (MNCs’) women leaders in South Korea (Korea) have overcome career challenges in the process of becoming CEOs. The two guiding questions for this study included: what career challenges have MNCs’ women leaders in Korea faced to become CEOs? How have they overcome their career challenges?Design/methodology/approachThe authors used a basic qualitative research design, the goal of which is to understand how people make sense of their lives and experiences. Qualitative data were collected by semi-structured interviews with 15 women CEOs at MNCs in Korea to capture their lived experiences (challenges and strategies) in their careers. The authors used NVivo 11, a qualitative data analysis software, to analyze the interview data.FindingsFrom data analysis, the authors identified five themes including: becoming a CEO, key success factors, MNC culture, career challenges and career development strategies. The authors found that in the process of becoming CEOs, 15 women leaders faced career challenges that are largely generated by traditional culture, work stress and work–life balance. The authors also found that the women leaders became CEOs through diverse on-the-job experiences (e.g. marketing and sales) and positions (e.g. managers, senior managers and regional directors) with organizational support (e.g. supervisor support).Research limitations/implicationsGiven research on organizational support for leadership, human resource practices and working conditions, this study’s findings have qualitatively confirmed the importance of organizational support for women CEOs’ career success. For theory building in women in leadership, the authors suggest that researchers investigate the complex process of becoming women CEOs, including their early experiences in their career in tandem with family background, organizational climate and national culture.Practical implicationsThe study findings on women CEOs’ career strategies can be used as a reference for women in the leadership pipeline who aspire to take leadership positions in organizations. A lack of role models or mentors for women leaders is one of the reasons why women give up on their career. Learning career strategies (e.g. global development programs, mentoring and networks) that women CEOs have employed to overcome their career challenges can help women in the leadership pipeline from their early career on.Originality/valueThe authors found that both internal and external factors combined were instrumental in the women CEOs’ career success. What stood out from this study was that the women’s desirable personality attributes might not have materialized without the MNC culture that has been supportive for these women. The women CEOs shared their company’s values and philosophy that is based on gender equality, received supervisor support that is crucial for their career success, experienced diverse jobs and positions along the way and were recognized for their work ethic. Given research on women leaders conducted largely in western contexts, this qualitative study on the lived experiences of women CEOs in MNCs contributes to emerging non-western research by capturing the importance of culture that is uniquely Korean.

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