Idealized Motherhood: Examples of the Gendered Worldview of the Pastoral Letters

2021 ◽  
Vol 75 (4) ◽  
pp. 294-304
Author(s):  
Annette Huizenga
Keyword(s):  
Leadership Positions ◽  
Pastoral Letters

In the Pastoral Letters, the roles and practices of mothering in a domestic household serve as benchmarks for the general instructions on how “one ought to behave in the household of God” (1 Tim 3:15). This article examines several passages in 1–2 Timothy and Titus in which the author employs an idealized and stereotypical view of motherhood in order to persuade female believers to fulfill this socially-appropriate condition and to restrict them from leadership positions in the community.

Strategies for mitigating burnout among early career doctors in Nigeria: lessons learnt from the qualitative CHARTING study

2020 ◽  
Vol 3 (1) ◽  
pp. 97-103 ◽  
Author(s):  
Oladimeji Adebayo ◽  
Kehinde Kanmodi ◽  
Olusegun Olaopa ◽  
Omotayo Francis Fagbule ◽  
Iyanu Adufe ◽  
...  
Keyword(s):  
Sampling Method ◽  
Psychosocial Problems ◽  
Early Career ◽  
Leadership Positions ◽  
Group Discussions ◽  
Psychological Review ◽  
Psychological Issues ◽  
Specific Factors ◽  
Stakeholder Dialog

AbstractBackgroundEarly career doctors (ECDs) are faced with many challenges due to their transition from undergraduate medical/dental studentship to being postgraduate doctors and being in an early phase of their career. The specific factors that affect ECDs in their careers and endeavors at the workplace range from poor remuneration, particularly in developing countries, to psychosocial problems (such as burnout [BO] syndrome). There is a dearth of information on BO among ECDs in Nigeria. This qualitative study aims to explore the opinions of ECDs in Nigeria on the causal/predisposing factors of BO, effects of BO, and strategies for mitigating BO among ECDs in Nigeria.MethodUsing purposive sampling method, two sessions of focus group discussions (FGDs) involving 14 ECDs (key informants) holding key leadership positions and who were delegates of other ECDs in Nigeria were conducted to explore their experiences on psychological issues among ECDs. Data collected were transcribed and analyzed thematically.ResultsBO is an issue of serious concern among ECDs in Nigeria. The causes of BO are diverse, some of which include low staff strength, prolonged work hours, wrong counseling, lack of job description and specification, and abuse of powers by trainers. In order to mitigate the issue of BO among ECDs, the respondents recommended that work policy review, medical workforce strengthening, stakeholder dialog on ECDs’ welfare, regular psychological review of ECDs, and provision of free yearly medicals need to be looked into. Conclusion: Our findings revealed that the participants considered BO issues among ECDs to be common, and it affected their performance and the overall quality of care in Nigeria health system. Based on our findings, there is an urgent need to mitigate the problem of emotional exhaustion among ECDs in Nigeria.

A Short Story of Enrichment

2018 ◽  
Author(s):  
Elisabeth Schimpfössl
Keyword(s):  
Short Story ◽  
Social Transformation ◽  
Foreign Currency ◽  
Social Origins ◽  
Leadership Positions ◽  
Skill Sets ◽  
Highly Educated ◽  
The Social ◽  
Bank Accounts ◽  
Gain Access

The opening chapter explores the paradox of a Russian bourgeoisie emerging out of the Soviet elite. It deals with the ways in which these individuals navigated the years of post-Soviet social transformation. Many of the characters in this book were born into socially privileged, highly educated, nonmoneyed Soviet elite. Some used their science vocations and leadership positions in the Komsomol to launch their business careers, exploiting their insider status to gain access to the corridors of power and to foreign-currency bank accounts. While it did help in the climate of the 1990s to be aggressive, wily, and not overly principled, it was more important to have privileged social origins. The new rich used the social assets they had to hand, were quick to recognize which parts of their expertise and skill sets were of no further value in the turmoil, and realigned their resources accordingly.

scholarly journals Implicit gender-career bias in postgraduate medical training still exists, mainly in residents and in females

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Maud Kramer ◽  
Ide C. Heyligers ◽  
Karen D. Könings
Keyword(s):  
Gender Bias ◽  
Medical Training ◽  
Leadership Positions ◽  
Medical Field ◽  
Online Questionnaire ◽  
Surgical Specialty ◽  
Postgraduate Medical Training ◽  
Career Ambition ◽  
The Mean ◽  
Attending Physicians

Abstract Background More and more female residents enter postgraduate medical training (PGMT). Meanwhile, women are still underrepresented in academic medicine, in leadership positions and in most surgical specialties. This suggests that female residents’ career development may still be negatively impacted by subtle, often unconscious stereotype associations regarding gender and career-ambition, called implicit gender-career bias. This study explored the existence and strength of implicit gender-career bias in doctors who currently work in PGMT, i.e. in attending physicians who act as clinical trainers and in their residents. Methods We tested implicit gender-career bias in doctors working in PGMT by means of an online questionnaire and an online Implicit Association Test (IAT). We used standard IAT analysis to calculate participants’ IAT D scores, which indicate the direction and strength of bias. Linear regression analyses were used to test whether the strength of bias was related to gender, position (resident or clinical trainer) or specialty (non-surgical or surgical specialty). Results The mean IAT D score among 403 participants significantly differed from zero (D-score = 0.36 (SD = 0.39), indicating bias associating male with career and female with family. Stronger gender-career bias was found in women (βfemale =0 .11; CI 0.02; 0.19; p = 0.01) and in residents (βresident 0.12; CI 0.01; 0.23; p = 0.03). Conclusions This study may provide a solid basis for explicitly addressing implicit gender-career bias in PGMT. The general understanding in the medical field is that gender bias is strongest among male doctors’ in male-dominated surgical specialties. Contrary to this view, this study demonstrated that the strongest bias is held by females themselves and by residents, independently of their specialty. Apparently, the influx of female doctors in the medical field has not yet reduced implicit gender-career bias in the next generation of doctors, i.e. in today’s residents, and in females.

scholarly journals Ageism on Campus: Opportunities to Include Age in Diversity and Inclusion Efforts

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 7-7
Author(s):  
Cassandra Barragan ◽  
Stephanie Wladkowski
Keyword(s):  
Older Adults ◽  
Older Students ◽  
Leadership Positions ◽  
Older Learners ◽  
University Campuses ◽  
Diversity And Inclusion ◽  
Midwestern University ◽  
Barriers And Opportunities ◽  
The Many ◽  
The University

Abstract Diversity and inclusion are essential perspectives on university campuses. In recent years, there has been a nationwide decline in admissions resulting in changes to traditionally FTIAC driven college campuses. An environmental scan was completed at a mid-sized midwestern university to explore age-inclusive barriers and opportunities for change. In-depth interviews were held with 28 EMU stakeholders representing a wide variety of ages in leadership positions across campus. Students aged 40 and above (N=248) were also surveyed about their experiences on campus. Qualitative analysis revealed ageist attitudes about older adults and older students from at all levels of the university. Results demonstrate that initial responses to ‘age-friendly’ focused on stereotypes of older adults, but attitudes adjusted when reframed as older learners and further refined when older learners were defined as 40 and above. Additionally, there was a distinct disconnect between ageist perceptions towards older adults and older students which highlights the importance of intergenerational opportunities as an approach to combat ageist attitudes on campus. While these barriers require long-term and complicated solutions, participants described the many benefits that older learners bring to enrich the campus. Results of this research revealed opportunities to reframe aging in the context of diversity and inclusion efforts on campus. Adopting diversity efforts to include age can benefit universities in not only admissions, classroom experiences, and connections to surrounding communities.

scholarly journals Towards a Model of Muslim Women’s Management Empowerment: Philosophical and Historical Evidence and Critical Approaches

2021 ◽  
Vol 11 (2) ◽  
pp. 47
Author(s):  
Eugenie Samier ◽  
Eman ElKaleh
Keyword(s):  
Model Building ◽  
Muslim Women ◽  
Women's Empowerment ◽  
Social Institution ◽  
Women’S Empowerment ◽  
Leadership Positions ◽  
Capital Theory ◽  
Women In Management ◽  
Multiple Modernities ◽  
Management And Leadership

This paper constructs a culturally appropriate model for Muslim women’s empowerment in management and leadership positions that addresses sustainability goals of quality education, gender equality, economic growth and reducing inequalities, as well as national and cultural differences from Western women’s empowerment models. The approach to model building begins with two sources of evidence for women’s empowerment—first, the empowerment of women recognised in the Qur’an and Sunnah, and in the historical-biographical record, particularly in the early Islamic period that draws to some extent on hermeneutics. This is followed by identifying four approaches that can be used in constructing a comprehensive model of Muslim women’s empowerment: Bourdieu’s social, cultural and intellectual capital theory; multiple modernities theory that recognises societal diversity; cultural security arguments for the preservation of cultures; and postcolonial critiques that argue for diversity through decolonising. The main argument of this paper is that sustainability goals cannot be achieved without a model appropriate to the valuational, cultural and societal context in which women are educated and work. The final section of this paper proposes a multidimensional and multilevel model that can be used as a guidance for empowering Muslim women in management and leadership positions. The model construction is based partly on Côté and Levine’s psychosocial cultural model that identifies multiple levels and dimensions of identity, role and social institution construction. This article contributes to the current literature by proposing a theoretical foundation and a multidimensional model that can inform and shape the empowerment of Muslim women in management and leadership positions in different societies.

Now You See Me, Now You Don’t: A Conceptual Model of the Antecedents and Consequences of Leader Impostorism

2021 ◽  
pp. 014920632110203
Author(s):  
Ronit Kark ◽  
Alyson Meister ◽  
Kim Peters
Keyword(s):  
Popular Media ◽  
Empirical Literature ◽  
Leadership Roles ◽  
Leadership Positions ◽  
Motivation To Lead ◽  
Fertile Ground ◽  
Contextual Characteristics ◽  
Antecedents And Consequences ◽  
Formal Leadership ◽  
Leader Role

Impostorism, a phenomenon whereby a person perceives that the role they occupy is beyond their capabilities and puts them at risk of exposure as a “fake,” has attracted plentiful attention in the empirical literature and popular media. However, despite evidence that impostorism is frequently experienced by people in leadership positions, there has been little consideration of why this happens. In this theoretical article, we explain why formal leadership roles—roles that are characterized by elevated expectations, high visibility, and high levels of responsibility—are fertile ground for impostorism experiences. We also discuss how the associated self-conscious emotions of shame and fear, can increase leaders’ risk-aversion and enhance leader role performance, yet at the same time drive emotional exhaustion, and reduce their motivation to lead. This can ultimately inhibit leaders from seeking, claiming, and thriving in leadership roles. We offer individual-, dyadic-, and organization-level contextual characteristics that can either enhance or reduce this phenomenon. We also discuss how supportive organizations can mitigate leadership impostorism. Furthermore, we highlight how women and minority-status leaders may be more vulnerable to this experience and conclude by suggesting the practical implications of the leader impostorism phenomenon for individuals and organizations.

scholarly journals Effect of Self-reported Height on Occupational Rank Among Police Officers: Especially for Women it Pays to be Tall

2021 ◽  
Author(s):  
Abraham P. Buunk ◽  
Gert Stulp ◽  
Wilmar B. Schaufeli
Keyword(s):  
Sexual Selection ◽  
The Netherlands ◽  
Police Officers ◽  
Educational Level ◽  
Leadership Positions ◽  
Male And Female ◽  
Similar Percentage ◽  
Average Population ◽  
Female Police Officers

AbstractThis study among 725 male and 247 female police officers from The Netherlands examined the association between self-reported height and occupational rank from the perspective of sexual selection. Male and female police officers were taller than the average population. A larger percentage of women than of men was found in the lowest ranks, but in the leadership positions, there was a similar percentage of women as of men. Overall, but especially among women, height was linearly associated with occupational rank: the taller one was, the higher one’s rank. These effects were independent of educational level and age. The implications for evolutionary theorizing from the perspective of sexual selection on the effect of tallness on status and dominance among women are discussed.

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