RBS-sponsored Sprint as Springboard for women undergraduates ' success

2016 ◽  
Vol 48 (1) ◽  
pp. 9-15
Author(s):  
Bob Little
Keyword(s):  
Time Management ◽  
Well Being ◽  
Self Esteem ◽  
Career Goals ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Life Balance ◽  
Content Type ◽  
Personal Lives ◽  
Research Findings

Purpose – The purpose of this paper is to set out the results of research which showed the gender pay gap among graduates and outline some of the steps being taken to combat this. In particular, it outlines the Sprint programme, developed for women undergraduates. This programme aims to add value to the overall student experience at university, improve employability and help to ensure that each undergraduate – regardless of her subject, department or career aspirations – can develop to her fullest potential. Design/methodology/approach – This paper comprises results of research carried out by Oxford University’s Careers Service. It also contains the results of interviews with the developers, deliverers, sponsors and users of the Sprint programme – a programme which was developed as a response to these research findings. Findings – The Sprint programme helps women focus on their studies at university, achieving results such as improved visibility and effectiveness in tutorials, better time management, less study stress, a boost in confidence and self-esteem. They also use Sprint to sharpen their career goals, raise their aspirations, explore possibilities and to take advantage of the work shadowing, internships and mentoring often offered by corporate sponsors. Participants in the Sprint programme also tend to find it also helps them to achieve results in their personal lives – such as sorting out difficult relationships, improving fitness and gaining a better study/life balance. Research limitations/implications – It is possible to bridge the gender pay gap as well as benefit women in other ways via learning and development activities, such as those promoted via the Sprint programme. Practical implications – With help from programmes such as Sprint, women can achieve improved work visibility and effectiveness, better time management, reduced stress, increased confidence and self-esteem. This helps them achieve their career goals, raise their aspirations and generally develop their careers. Social implications – Women can be helped to compete effectively with men in the workplace as well as be successful in their personal lives (in terms of sorting out difficult relationships, improving fitness and gaining a better study/life balance). This offers many benefits for women – and for the well-being of society in general. Originality/value – The Sprint programme, along with the approach of The Springboard Consultancy, is unique. Although the Sprint programme is relatively new – having started in 2013 – it is already bearing positive results.

The University of Bath introduces Springboard’s Sprint programme for female undergraduates

2016 ◽  
Vol 48 (8) ◽  
pp. 381-386
Author(s):  
Bob Little
Keyword(s):  
Time Management ◽  
Well Being ◽  
Self Esteem ◽  
Career Goals ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Content Type ◽  
Personal Lives ◽  
Self Confidence ◽  
The University

Purpose The purpose of this paper is to set out the results of research which shows the gender pay gap among graduates and outline some of the steps being taken to combat this at the University of Bath. Notably, it highlights the Sprint programme, developed for women undergraduates. This programme aims to add value to the overall student experience at university, improve employability and help to ensure that each undergraduate – regardless of her subject, department or career aspirations – can develop to her fullest potential. Design/methodology/approach This paper outlines the Sprint programme and reports on how it is being used specifically by the University of Bath. It contains the results of interviews with the deliverers, sponsors and stakeholders of the Sprint programme. Findings The Sprint programme helps women focus on their studies at university, achieving results such as improved visibility and effectiveness in tutorials, better time management, less study stress, a boost in confidence and self-esteem. They also use Sprint to sharpen their career goals, raise their aspirations, explore possibilities and to take advantage of the work shadowing, internships and mentoring often offered by corporate sponsors. Research limitations/implications It is possible to bridge the gender pay gap as well as benefit women in other ways via learning and development activities, such as those promoted via the Sprint programme. Practical implications With help from programmes such as Sprint, women can achieve improved work visibility and effectiveness, better time management, reduced stress, increased confidence and self-esteem. This helps them achieve their career goals, raise their aspirations and generally develop their careers. Social implications Women can learn to compete effectively with men in the workplace as well as be successful in their personal lives (in terms of sorting out difficult relationships, improving fitness and gaining a better study/life balance). This offers many benefits for women – and for the well-being of society in general. Originality/value The Sprint programme is unique – and is, increasingly, proving valuable. Although the Sprint programme is relatively new – having started in 2013 – it is already bearing positive results. This is not just true in terms of narrowing the gender pay gap but also in terms of improved business networking and heightened self-confidence among other factors.

scholarly journals Gender pay gap: A mediating agent of compassion, self-esteem, mindfulness, personal sense of uniqueness and racial socialization for psychological well being

2020 ◽  
Vol 9 (28) ◽  
pp. 166-175
Author(s):  
Muhammad Sajjad ◽  
Ayesha Khadam ◽  
Bilal Tariq ◽  
Orangzab . ◽  
Muhammad Irfan Chani
Keyword(s):  
Racial Socialization ◽  
Well Being ◽  
Self Esteem ◽  
Psychological Wellbeing ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Psychological Well Being ◽  
The Impact ◽  
The Relationship ◽  
Personal Sense Of Uniqueness

The study measures the impact of compassion on psychological well-being of employees in educational institute of the southern Punjab, Pakistan with mediating role of gender pay gap. The objective of this study is to find out the relationship of compassion, self-esteem, mindfulness, personal sense of uniqueness and racial socialization with psychological well-being of employee and to find indirect relationship using gender pay gap as mediator. A sample of 400 teachers was utilized to find out results of study through Likert scale. Structural Equation Modelling and Multiple Regression analysis have been applied using Smart PLS3. Results found that compassion, mindfulness and racial socialization have significant impact on psychological wellbeing of employee. Mediation effect of gender pay gap has been identified between compassion, self-esteem, personal sense of uniqueness and racial socialization with psychological well-being. This study contributes well to the existing literature by highlighting the influence of the relationship between gender pay gap and psychological wellbeing. According to the findings of this study, it is important to increase compassion, mindfulness, self-esteem, personal sense of uniqueness to improve the welfare of employees, enable them to better deal with gender pay gap and make them psychological well.

Positive and proactive leadership: disentangling the relationships between stress, resilience, leadership style and leader satisfaction/well-being

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Charlotte D. Shelton ◽  
Sascha D. Hein ◽  
Kelly A. Phipps
Keyword(s):  
Leadership Style ◽  
Time Management ◽  
Leadership Behaviors ◽  
Well Being ◽  
Process Skills ◽  
Work Process ◽  
Theoretical Understanding ◽  
Content Type ◽  
Positive Leadership ◽  
The Impact

Purpose This study aims to analyze the relationships between leader resilience, leadership style, stress and life satisfaction. It reflects an emerging theoretical framework that positions resilience as a capacity that can be developed vs a response mechanism driven by innate traits. Design/methodology/approach To test three research hypotheses, online survey data were collected from 101 E.M.B.A. alumni of a US-based university using a cross-sectional, correlational research design. The results were analyzed using multiple linear regression. The authors assessed resilience, leadership style, stress and satisfaction/well-being using standardized inventories. Findings The results support previous research that has identified a significant relationship between resilience and positive leadership. Unique to this study, however, is the finding that work process behaviors (e.g. time management, cooperation, receptiveness) rather than traits (e.g. optimism, self-esteem, locus of control) are the resilience factors most associated with a positive leadership style. Work process skills significantly interacted with stress level to moderate leadership style. Additionally, a positive leadership style moderated the impact of stressful life events on leader satisfaction/well-being. Research limitations/implications Key limitations are sample size and the risk of common method variance. Though numerous procedural steps were taken to control for these issues, future research with a larger and more diverse sample is needed. Practical implications Organizational stress is pervasive, and resilience is increasingly recognized as a foundational leadership skill. This study provides empirical data documenting positive relationships between resilience, constructive leadership and leader satisfaction/well-being. This research also identifies work process behaviors (e.g. time management, cooperation and receptiveness) as the primary resiliency factors associated with sustaining positive leadership behaviors in times of stress. These results support previous research findings that have positioned resiliency as a capacity that can be developed, providing further support for investing in resiliency training for leaders. Originality/value This research contributes to the literature by analyzing resilience more comprehensively than previous studies. It extends the theoretical understanding of resilience beyond traits using an 160-item inventory that assesses four discrete domains of resilience. The results provide support for the importance of developing process skills in leaders to increase resiliency; thus, increasing the probability, they will model constructive leadership behaviors in times of significant stress.

scholarly journals Gender pay gap in Vietnam: a propensity score matching analysis

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nguyen Hoang Oanh ◽  
Nguyen Hong Ngoc
Keyword(s):  
Propensity Score ◽  
Propensity Score Matching ◽  
Gender Discrimination ◽  
Wage Gap ◽  
Sample Selection ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Content Type ◽  
Pay Inequality ◽  
Unobservable Factors

PurposeThis paper investigates the extent, the determinants and the change in the gender pay gap in Vietnam in the period 2010–2016 in order to provide suggestions for policy adjustment to narrow gender pay inequality more effectively.Design/methodology/approachThis study employs the propensity score matching (PSM) method to examine inequality in pay between female and male earners sharing identical characteristics. The analysis is conducted for both the full sample and various characteristic-based subsamples. This procedure is conducted for 2010 and 2016 separately to discover the change in gap and inequality during this period.FindingsThe matching results based on the data sets taken from the Vietnam Household Living Standards Survey (VHLSS) 2010 and 2016 affirm that gender income inequality in Vietnam, though persisted, decreased significantly in 2016 compared to 2010, and was insignificant in many subsamples in 2016. In addition to the observable determinants including educational level, occupation, economic sector and industry, unobservable factors are proved to also play an important role in creating the gender pay gap in Vietnam.Practical implicationsThe research findings suggest that policies aimed at mitigating gender pay inequality should take into account both observable characteristics and unobservable factors such as unobservable gender differences that affect wages and gender discrimination in pay.Originality/valueThis is the first study using a matching technique to investigate gender wage gap in Vietnam. With up-to-date data, longer research period and the superiority of the method used in dealing with sample selection bias, the results obtained are more robust, more detailed and reliable.

Ensuring better output in library services through work life balance: a study of librarians’ opinion

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sasmita Rani Samanta ◽  
Bijayalaxmi Rautaray ◽  
Dillip K. Swain
Keyword(s):  
Information Science ◽  
Work Life ◽  
Working Environment ◽  
Work Life Balance ◽  
Library And Information Science ◽  
Information Communication ◽  
Life Balance ◽  
Content Type ◽  
Personal Lives ◽  
Level Of Significance

Purpose This paper aims to attempt to explore and examine work–life balance situation of employees working in reputed academic libraries in Odisha, India and to study how they make a balance of duties and assignments offered to them in their respective organizations with that of their personal lives with possible recommendations basing upon the views of the respondents. Design/methodology/approach The paper investigates how working librarians of the surveyed institutions maintain work–life balance. A structured questionnaire was administered among the respondents to elicit their responses. The investigators conducted specific interview sessions among some selected librarians of reputed libraries of Odisha, India to know their pragmatic views relating to the way they balance their official works with that of their personal lives. The gathered data was fed into MS Excel file for analysis and subsequent interpretation. SPSS was used for obtaining chi-square value for knowing the level of significance of result. Findings The study finds that majority of respondents express their job satisfaction and happiness with the working environment of their respective institutions, and they are offered annual increments and career promotion, as this has become the key aspect of every organization to retain employees. It further reveals that very few respondents express that they are desired by their respective institutions to devote extra time and very few male respondents indicated that they carry family tension in their mind to their respective work places compared to their female counterparts. Moreover, the study reveals that institutions are proactive enough to embrace modern information communication technology offering suitable digital working ambience to their employees. Research limitations/implications The paper primarily deals with work-life balance of employees in the field of library and information science of the state of Odisha (India) as the respondents in its scope of discussion. Originality/value The paper aims to contribute new knowledge to the corpus of existing literature on work–life balance with some constructive outcomes for effective generalization.

“I love this stuff!”: a Canadian case study of mentor–coach well-being

2019 ◽  
Vol 8 (4) ◽  
pp. 325-344
Author(s):  
Trista Hollweck
Keyword(s):  
Focus Group ◽  
Qualitative Case Study ◽  
Well Being ◽  
Experienced Teachers ◽  
Content Type ◽  
Coaching Relationship ◽  
Framework Approach ◽  
Stakeholder Perspective ◽  
Research Findings

PurposeThe purpose of this paper is to report on a qualitative case study that examined the potential benefits, challenges and implications of the mentor–coach (MC) role as a supportive structure for experienced teachers’ well-being and sense of flourishing in schools.Design/methodology/approachThe qualitative case study used data collected from surveys, interviews, focus groups and documentation. Data were coded and abductively analyzed using the “framework approach” with and against Seligman’s well-being PERMA framework. In order to include an alternative stakeholder perspective, data from a focus group with the district’s teacher union executive are also included.FindingsUsing the constituting elements of Seligman’s well-being (PERMA) framework, experienced teachers reported positive emotion, engagement, positive relationships, meaning and accomplishment from their MC experience. However, the MC role is not a panacea for educator well-being. Rather, the quality and effectiveness of the mentoring and coaching relationship is a determining factor and, if left unattended, negative experiences could contribute to their stress and increased workload.Research limitations/implicationsThe data used in this study were based on a limited number of survey respondents (25/42) and the self-selection of the interview (n=7) and focus group participants (n=6). The research findings may lack generalizability and be positively skewed.Originality/valueThis study contributes to the current lack of empirical research on the MC experience and considers some of the wider contextual factors that impact effective mentoring and coaching programs for educators.

The importance of developing confidence and self-esteem in children with a learning disability

2014 ◽  
Vol 8 (3) ◽  
pp. 188-191 ◽  
Author(s):  
Hayley Goleniowska
Keyword(s):  
Learning Disabilities ◽  
Learning Disability ◽  
Risk Taking ◽  
Role Models ◽  
Design Methodology ◽  
Well Being ◽  
Self Esteem ◽  
Positive Role ◽  
Content Type ◽  
Self Worth

Purpose – The purpose of this paper is to look at the importance of self-esteem in individuals with a learning disability. Design/methodology/approach – The paper explore ways of developing self-esteem and confidence with simple techniques for parents and carers of those with learning disabilities to try. Findings – Anecdotal examples are given by a mother of a child who has Down's Syndrome. The paper outlines ways parents and professionals can increase the self-worth of individuals with a learning disability through fun play, encouraging relevant social and life skills, even safe risk taking. The paper outlines the need for accepting and praising your child for who they are as well as seeking out positive role models. Originality/value – Self-esteem and confidence are crucial ingredients in giving people with learning disabilities a sense of well-being and of beings valued member of a community. They are also key in keeping depression and loneliness at bay.

Influence of ethnic values on public sector performance management

2018 ◽  
Vol 7 (2) ◽  
pp. 234-250
Author(s):  
Newman M.K. Lam ◽  
James MacGregor
Keyword(s):  
Hong Kong ◽  
Performance Management ◽  
Public Administration ◽  
Human Resources Management ◽  
Well Being ◽  
Work Place ◽  
Content Type ◽  
Administrative Culture ◽  
Foreign Influence ◽  
Research Findings

Purpose The purpose of this paper is to examine whether deeply rooted ethnic values persist in public administration in spite of strong foreign influence in education and administrative culture. Design/methodology/approach This paper presents the theories and concepts on ethnic values, in particular Chinese and Canadian administrative values in order to examine their differences. Victoria of Canada and Hong Kong of China, both former British colonies, have been selected as the study sites due to their similarity in British education and administrative culture. Comparable samples of human subjects were drawn from the public sectors of Hong Kong and Victoria, who were either students or graduates of a master of public administration program. A questionnaire containing questions on program evaluation and staff promotion was administered to participants. Findings The survey results show that, while organizations may have similar administrative systems and cultures, employees revert to their ethnic values for matters concerning their immediate well-being – staff promotion in this case. The findings also suggest that employees endorse good practices and reject bad ones more often than they believe their organizations do. Research limitations/implications The purpose of this study is to examine whether lengthy foreign influence can change deeply rooted ethnic culture. The research results are not aimed at and may not be relevant to explaining a current situation. Practical implications The research findings may help improve public administration, in particular regarding issues of human resources management. Social implications The research findings may provide a better understanding of social behavior in the work place. Originality/value This paper contains original data for a comparative analysis that appears to have never been done before. It provides empirical proof that deeply rooted ethnics values are very difficult to change in spite of a long history of foreign influence.

Structural Change and Women’s Employment Potential in Myanmar

2020 ◽  
Vol 43 (5) ◽  
pp. 450-476
Author(s):  
Valerie Mueller ◽  
Emily Schmidt ◽  
Dylan Kirkleeng
Keyword(s):  
Structural Change ◽  
Labor Force ◽  
Labor Force Participation ◽  
Well Being ◽  
Active Role ◽  
Transformation Process ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Dynamic Transformation ◽  
Employment Potential

We use the Integrated Household Living Conditions Survey to evaluate the extent women are included in Myanmar’s dynamic transformation process and the relative barriers that prohibit their inclusion between 2005 and 2010. Women play an active role in the labor force during a period of massive structural change. Their growing importance is substantiated by their increasing placement in manufacturing jobs near and away from home. Despite their increasing labor force participation, women’s engagement in manufacturing is negatively associated with household welfare. This may be a function of a gender pay gap or reflect households’ inability to substitute the labor of women to complete specific tasks related to household production. Future investments in surveys in Myanmar will improve our ability to identify which factors systematically provide an enabling environment for female labor participation, mobility, and improvements in well-being.

Self-esteem among college students: the intersectionality of psychological distress, discrimination and gender

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Monideepa B. Becerra ◽  
Devin Arias ◽  
Leah Cha ◽  
Benjamin J. Becerra
Keyword(s):  
College Students ◽  
Psychological Distress ◽  
General Education ◽  
Health Outcomes ◽  
Well Being ◽  
Self Esteem ◽  
Outcome Variable ◽  
Positive Health ◽  
Cross Sectional ◽  
Content Type

Purpose The purpose of this study was to assess the prevalence of low self-esteem among college students and how exogenous and endogenous factors, such as experiences of discrimination and psychological distress, respectively, impact such an outcome. Design/methodology/approach General education courses were used to conduct a quantitative cross-sectional study among undergraduate college students. The primary outcome variable of interest in this study was self-esteem, which was measured using the Rosenburg’s self-esteem scale. Primary independent variable was psychological distress (measured using Kessler 6 scale). Discrimination experiences were measured using the Everyday Discrimination Scale (EDS). Descriptive, bivariate and multiple linear regressions were conducted to find associations among such variables. Findings Among 308 young adults in this study, psychological distress was significantly related to low self-esteem (ß = −6.50, p < 0.001). In addition, increasing EDS score (ß = −0.37, p = 0.019) and women gender (ß = −1.29, p = 0.038) were also associated with low self-esteem. Research limitations/implications The study was cross-sectional and thus cannot provide causal relationship. The self-reported data is susceptible to recall bias. College students continue to face negative social experiences that impact their self-esteem, and discrimination plays a substantial role. Practical implications Gender-specific self-esteem coaching is needed among college students with psychological distress and among those with experiences of discrimination. Social implications The results of the current study provide information for understanding the role of discrimination and psychological well-being on self-esteem of college students, and thus further address the importance of social determinants of health and well-being. Originality/value This study provides a unique insight into the disparities faced by college students. Understanding self-esteem at the individualistic and collectivistic levels will allow for the planning and implementation of comprehensive interventions that address gender differences and psychological distress that will increase the positive health outcomes and decrease the negative health outcomes.

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