Conceptualizing Intersectionality between Work-family Conflict and Career Progress of Married Women Employed in Nepalese Financial Sector

This study examines the intersectional relationship between work-family conflict and career progress of married women employed in the financial sector within Kathmandu Valley. Although both work and family are important dimensions of human life, in Nepalese context the intersectional relationship between gender roles, work and family responsibilities and career progress has been inadequately studied. Hence, this research aims to conceptualize work-family conflict by examining the intersectional relationship between socio-demographic factors, antecedents of work-family conflict and career progress of married women employees in the context of Nepalese Financial Sector. In this study intersectional research design has been used to analyze relationships between variables together with ninety (N=90) married women employees as research participants. Results of both descriptive and inferential statistics indicate that asymmetry still remains prevalent and permeable among married women employees regarding their work-family interfaces and involvements. Hence, antecedents of work family conflict intersect a predictive association with subsequent existential experiences, ambition gaps and perceptions that negatively influences career progress of married women. Based on the findings, this study recommends a sustainable corporate culture and human resources management practices that remains sensitive to gender issues and also assimilates complex and conflicting necessities of both work and family involvements. Keywords: Work-family conflict, Career progress, Sustainable corporate culture, Human resource practices

From signs of language and culture to semioses of life: appreciating Tom Sebeok’s role in the building of global semiotics

This paper is an attempt at evaluating the advancement of the conceptual and methodological framework of semiotics across its neighboring disciplines as launched and promoted by Thomas Albert Sebeok on a worldwide scale. Writing in a first-person account, the author describes, firstly, his own road to the semiotic study of linguistics, owing to the acquaintance with editorial outputs as well as with the professional proficiency of this founding father of global semiotics as a visiting scholar with an affiliation in the Research Center for Language and Semiotic Studies of Indiana University at Bloomington. And secondly, he also tries to assess the power of Sebeok’s influence on the career progress of his contemporaries, scholars, followers, and pupils. Some of them, including the author himself, acted soon after as distinguished masters of particular semiotic disciplines or organizers of international enterprises. Finally, the author provides an epistemological evaluation of semiotic thresholds in the research activities of scientists.

Prognostic significance of drivers at work and learning styles in surgical training

Purpose of the studyDrivers at work (DW) and Learning Styles (LS) refer to contentious theories that aim to account for differential career development yet seldom feature in assessment. This study aimed to quantify the influence of core surgical trainees’ (CST) DW and LS on career progress.Study designDW questionnaires and Kolb LS inventories were distributed to 168 CSTs during five consecutive induction boot camps in a single-statutory education body. Primary outcome measures were membership of the Royal College of Surgeons (MRCS) examination and national training number (NTN) success.ResultsOf 108 responses received (response rate 64.3%), 64.8% were male and 35.2% female (p=0.003). DW spectrum was: please people (25.0%), be perfect (21.3%), hurry up (18.5%), be strong (13.9%) and try hard (0%, p<0.001). DW was either equivocal (n=14) or not provided (n=9) by 21.3% of CSTs. LS were: converging (34.3%), accommodating (28.7%), diverging (23.1%) and assimilating (13.9%, p=0.021). Men were more likely to be convergers (29/70, 41.4%), and women divergers (15/38, 39.5%, p=0.018) also preferring team-based LS (accommodating/diverging, 26/38 (68.4%) vs 30/70 (42.9%), p=0.010). MRCS success was not associated with DW (p=0.329) or LS (p=0.459). On multivariable analysis, NTN success was associated with LS (accommodators 64.5%, divergers 32.0%, OR 10.90, p=0.014), scholarly activity (OR 1.71, p=0.001), improving surgical training programme (OR 36.22, p=0.019) and universal ARCP 1 outcome (OR 183.77, p<0.001).ConclusionsLS are associated with important differences in career progress with accommodator twofold more likely than diverger to achieve NTN.

English Career Terms Synonymy

Synonymy is a linguistic phenomenon which reflects the complexity of reality representation in a linguistic worldview. Terminological synonymy poses certain difficulties for specialists who perform practical tasks in application areas such as translation and education. Career development , career advancement , career growth , career progression , career progress , career enhancement are among the most frequently used terms with similar semantics which indicates a certain degree of indefiniteness in the terminology in the correspondent professional field. The aim of this paper is to conduct comparative linguistic analysis of these terms. The material is presented by research article titles from eight scientific databases. Methods include quantitative and qualitative study of frequency, semantic fields by semantically related concepts, keywords, syntagmatic collocability and componential analysis. The results show that career development can be currently considered a hyperonym as it is the most frequent and time-proved term with the widest semantic coverage and indication to professional spheres in the dictionaries. Despite its obvious prevalence, career advancement , career progression , career growth and career progress are gaining momentum as alternative terms highlighting a lack of important semantic nuances in career development . Though the general number of career advancement and career progression across research papers is considerably lower, their presence in article titles is almost the same as that of career development . Title is arguably the most demonstrative part of a research paper; therefore, it can be presumed that the career terms might acquire lexical meanings which will clearly differentiate vertical career growth from horizontal organizational movement.

Role of Career Oriented Perceived Organizational Support in Determining Subjective Career Success of Supervisory Level Managers in Manufacturing Firms

The purpose of this study was to examine whether the career oriented perceived organizational support (POS-Career) is positively related to the employee subjective career success. An online survey was distributed among a random sample of 150 supervisory level managers in 15 large scale manufacturing firms in Sri Lanka. With a response rate of 59%, 88 managers responded to the survey. The results of Multiple Hierarchical Regression analysis reported that the POS-Career is positively associated with the subjective career success of supervisory level managers. This finding implies that employees believe their career progress is consistent with their own goals, values and preferences when they have developed a perception about the organization’s caring of their career needs. The study made a methodological contribution by validating a questionnaire for POS-Career. Since, there is scant amount of literature that has examined this relationship, the current study made an empirical contribution by undertaking a study in a developing country context. Also, this study made implications to the existing theories such as, perceived organizational support, psychological contract, and social exchange as well as to the extended model of social cognitive career theory. In terms of policy implications, an organization should develop a career development culture by providing employees with a range of career development opportunities, senior management’s leadership for career development programs and developing a climate for employees to involve in career self-management by engaging with networking and visibility behaviors. In response, they develop a belief that their career progress is consistent with their own goals, values and preferences. The limitations of the study and directions for future research are also discussed.

Women’s leadership in education: A perspective from Chilean school leaders

This paper focuses on the experiences of six Chilean female headteachers. It addresses their career progress, and the facilitators and barriers, as well as the challenges they encountered in accessing and enacting school leadership. The six participants were drawn from all three of Chile’s school types – public, semi-private and private – in what is a differentiated system. The findings demonstrate both differences and similarities in participants’ experiences, across all three school sectors. A major difference relates to the additional barriers faced by public sector school leaders, compared with participants in the private and semi-private schools.

Female Fashion as Leisure and Labor on Reddit

This paper examines a vibrant online community called Female Fashion Advice, which exemplifies convergence culture because its members both produce and consume its content. This large subreddit offers a compelling alternative to traditional fashion journalism and empowers women to partake in a hobby that has been denigrated due to its association with femininity. Using grounded practical theory, we found that fashion is treated as serious leisure, as evidenced by displays of personal effort, career progress, and an emphasis on enduring benefits. However, women in this community also struggle to keep fashion from becoming unpaid labor. The tension between leisure and labor emerged as women discussed fashion as meaningful, enjoyable, and enriching, but also stressful and socially required. We argue that this is an aspect of convergence culture, which has collapsed the distinction between media producers and consumers, and therefore made the line between leisure and labor blurry.

When are employees idea champions? When they achieve progress at, find meaning in, and identify with work

PurposeDrawing from conservation of resources (COR) theory, this study investigates the relationship between employees' perceived career progress and their championing behavior and particularly how this relationship might be invigorated by two critical personal resources at the job (work meaningfulness) and employer (organizational identification) levels.Design/methodology/approachQuantitative data were collected from a survey administered to 245 employees in an organization that operates in the oil industry.FindingsBeliefs about organizational support for career development are more likely to stimulate idea championing when employees find their job activities meaningful and strongly identify with the successes and failures of their employing organization.Practical implicationsThis study offers organizations deeper insights into the personal circumstances in which positive career-related energy is more likely to be directed toward the active mobilization of support for novel ideas.Originality/valueAs a contribution to extant championing research, this research details how employees' perceived career progress spurs their relentless efforts to push novel ideas, based on their access to complementary personal resources.