Gender equality mainstreaming and the Australian academy: paradoxical effects?

Australian Universities consistently rank highly on lists that celebrate the most gender equal higher education institutions in the world. Despite participation in institutional frameworks for gender equity accreditation, what often lies beneath the outward display of gender equality is a lived experience of inequality. Whilst there is relative gender equality amongst academics employed at universities overall, men continue to dominate appointments at the professorial or senior executive levels. At the same time, gender asymmetries make women’s access to the opportunities and resources that are highly valued by the sector difficult. Women who experience intersections with care, mothering, race, sexual identity, class, and ability face additional obstacles. In this paper, three women in Australian academia attempt to disrupt the dominant masculine ideology and value system by sharing our lived experience of gender (in)equality in the academy.

An Implicit Evaluation Model of Innovation Environment: Test on a Survey of Technology Executives

Objectives: Using the implicit theory and research method of psychology, to discuss inner demand and implicit evaluation on innovation environment from executives’ opinion. Based on existing literature, enterprise testing and expert discussion, an innovative environmental evaluation index system was constructed from the perspective of senior executive psychology. On the Basis of the survey from 142 enterprises in china’s western region, the results show that the innovation environment is in the "general" level, executives have the highest recognition of innovation culture, the best innovation atmosphere, the lowest satisfaction with innovation resources, especially innovation talents team and R&D investment. Compared with different types of enterprises, large and medium-sized enterprises are relatively good, and state-owned enterprises are better than non-state-owned enterprises.

Why Do Medium-Sized Technology Farms Adopt Environmental Innovation? The Mediating Role of Pro-Environmental Behaviors

This research fills several gaps in the literature not investigated in previous studies. First, it examines how the responsible leadership (RL) of the chief executive officer (CEO) influences medium-sized technology farms to adopt environmental innovation (EI) through the pro-environmental behaviors (PBs) of the senior executive team (SET) according to the theory of social learning, as previous research only took institutional theory and utilitarianism as the driving factors of agricultural innovation. Second, we propose the potential growth model (PGM) from a sample of 105 CEOs and their SETs in medium-sized technology farms to handle the problem that an individual may regulate his behaviors based on how he translates and understands the surrounding environment, because previous research has ignored this perspective. Lastly, this research offers recommendations for the implementation of EI in medium-sized technology farms and also expands the related literature on sustainable agricultural production.

Cost-Structure and the Volatility of Capitalism

This conceptual paper explores the phenomena of changing cost-structures and the implications for the volatility of capitalism and the possibility to manage firms in such a hostile environment and proposes future research. It also provides an explanation of why the relevance of accounting is lost, the so-called “relevance lost” debate (see among others Francis & Schipper, 1999). The changing cost-structures raises fundamental questions concerning the resulting volatility of capitalism and the management of firms in such an increasingly more volatile environment. In Philipson, Johansson & Scheley (2016), we raised the question if it was possible to “...to ride the dragon.” Considering the importance of these phenomena, it is astonishing that we have not found any empirical research concerning them. They rest research questions, based on the author’s almost 25 years of experience as a senior executive in Scandinavian industry.

EXPRESS: Becoming visible: Uncovering hidden entanglements of power, performativity and becoming subjectivities in a global bank

This paper explores entanglements and flows of power, performativity and related becoming subjectivities, in a rich thicket of lived experience in a global bank. The inquiry focuses on an affective auto/ethnographic field text of a mundane, cross-continent, telephone meeting between a senior executive colleague and myself. Experimenting with post-qualitative, transversal, feminist inquiry ‘I’ deliberately plug into multiple, criss-crossing, philosophical concepts of gendered power, performativity and subjectivity. ‘I’ playfully–vulnerably assay with new ways of doing processual organizational research and making knowing–as–action, including with potential readers. ‘I’ write differently, aiming to enact and exemplify the post-qualitative organization studies terrain as unsettled, unsettling and unpredictable. In a processual, abductive interpretation of my field text ‘I’ uncover agential subjectivities emerging from unconscious affective entanglements travelling across continents and disjunctive temporalities and between human and non-human entities. ‘I’ conclude by reflecting on the contributions of my paper and the implications of this inquiry for my practice as an organization studies practitioner–researcher.

Artificial Intelligence in FinTech

The recent increase of robo-advisory services (RAs) in various financial domains has caused a threatening alarm to the traditional fund and wealth management industry. There has been a remarkable growth in RAs' assets under management (AUM) due to their ability to provide better expected return by being competitive on pricing, transparency, and services. The research paper is designed to explore the various experts in the financial industry (which includes VP and AVPs of investment bank, managers and senior executive at bank, IT professionals and executives, and FinTech entrepreneurs and CEOs) and perceive the digital disruption that is going to affect the traditional financial services industry. Secondly, it is to explore the various strategies that are being adopted by the financial service providers to withstand competition from the disruption caused by FinTech challengers. Moreover, the purpose of this research paper is also to understand the extent and effect of the disruption as well as the strategies adopted by financial industry players to face these disruptions from FinTech.

Control Power of Senior Executive, Business Environment and Entrepreneurship

Senior executives have the power to formulate and implement strategic decisions of their company. Entrepreneurship is the critical human capital owned by them. To stimulate entrepreneurship, it is important to ensure that the company is controlled by senior executives with entrepreneurial spirit. Taking China’s A-share listed companies in 2013-2018 as the objects, this paper discusses the influence of control power of senior executives (executive control) over entrepreneurship, and further explores how each dimension of business environment and their interactions affect executive control and entrepreneurship. The results show that executive control greatly promotes entrepreneurship; high legalization level and intense market competition are favorable for entrepreneurship. The incentive effect of executive control on entrepreneurship can be enhanced by government intervention and market competition, and greatly bolstered through the interaction between legalization level and government intervention, as well as the interaction between market competition and government intervention.

Equality of Opportunity? Sex, Race, and Occupational Advantages in Promotion to Top-Level Management

We examine how occupation, race, and sex interact to affect employees’ probability of promotion to the upper reaches of federal agencies’ personnel hierarchies. Three interrelated questions draw our attention. First, we are interested in whether employees who are members of an agency’s dominant occupational group are more likely to be promoted to Senior Executive Service (SES) positions than employees who are members of non-dominant occupational groups. Second, we are interested in whether any such occupational advantage, if it exists, is enjoyed equally by white men, white women, men of color, and women of color. Third, we examine whether the magnitude of dominant occupational advantages varies between agencies. We use rich, micro-level personnel data that span the years 1979–2013 to address these questions. Our results suggest that members of dominant occupations are more likely to be promoted than members of non-dominant occupations; that white men, white women, men of color, and women of color tend to benefit from this advantage equally; and that occupational advantages vary considerably between agencies.