Barriers to Career Advancement in the Hotel Industry in Timor-Leste: Study of Gender Stereotyping, Old Boys’ Network and Gender Differences

The hotel industry in Timor-Leste is female-dominated. However, women are under-represented in managerial and senior executive positions. This study examines the relative importance of gender stereotyping and old boys’ network variables as barriers that impact women’s and men’s career advancement in the hotel industry in Dili, Timor-Leste. A survey questionnaire was distributed at 20 hotels in Dili, Timor-Leste, and 16 hotels granted approval, represented by 385 individuals (226 women and 159 men). These data were analyzed using structural equation modeling. The results from this study indicated that gender stereotyping had a significant influence as a barrier to career advancement. Old boy’s network had no significant barrier to the career advancement for both in women versus men comparison. Furthermore, the male group scores higher than the female group in the variables of stereotyping in gender differences analysis as the higher scores represent the biases against women. This study is the first study to examine barriers for individuals’ career advancement in the hotel industry of Dili, Timor-Leste. This study suggests theoretical and practical implications on barriers for men’s and women’s career advancement and mitigates gender inequality in the organization.

Boys’ Club or Good Ol’ Boys Club? Corruption and the Parliamentary Representation of Young and Old Men and Women

Research on political representation has shown that corruption is not gender-neutral: it benefits the recruitment of men to political office more than it does women. Yet, it is unclear if all men or a specific type of men, elderly men, benefits the most from corrupt networks in terms of political presence. The ‘old boys’ network thesis’ would single out older men as the most likely beneficiaries of the homosocial capital gained through informal ties in corrupt settings. In this article, we test this thesis based on a dataset comprising 98 national parliaments. Through bivariate and multivariate analyses, we find that corruption tends to benefit the presence of men regardless of their age. We further conjecture that the inclusion of young male patrons into nepotistic and clientelistic networks could further explain why these networks of ‘gendered’ corruption have been so sticky over time.

Do You Feel Welcome? Gendered Experiences in International Security Studies

Unlike in the broader field of international relations, relatively little research on gender representation and gendered experiences exists within the subfield of security studies. This article begins to fill that gap by sharing the results of a 2019 survey of members of the International Security Studies Section (ISSS) of the International Studies Association (ISA). The survey results show striking gender differences in members’ experiences, with women more likely than men to describe ISSS as “insular,” “clubby,” and an “Old Boys’ Network”; more likely to report experiences of hostility and exclusion; and more likely to believe that diversity initiatives are needed. Our analysis reveals that women in the ISSS report (1) harassment, (2) negative experiences participating in various section activities, (3) more significant barriers to attending and being selected for the section's ISA program, and (4) a sense of feeling unwelcome at ISSS meetings, all at higher rates than male respondents.

Rola lobbingu w polskich stosunkach przemysłowych

Lobbying is one of the strategies applied by groups of interest. Like any other strategy it is to help achieve the goals that a particular group identifies and articulates. Paradoxically, the greatest value and the strongest enemy of lobbying is its popularity. On one hand lobbying is a series of activities that group elites willingly (e.g. in the U.S.) employ to achieve their interests. On the other hand, though, referring to the notion of lobbying in various contexts, whether in PR, marketing or journalism, it raises numerous questions. The latter, i.e. the journalistic context distorts it most severely. It is journalism that applies the name of lobbying to mysterious, to put it mildly, and dubious interactions between the private and the political sectors, thereby implying a rather derogatory ‘image’ of this instrument in public opinion, which is especially the case in Central and Eastern Europe, including Poland. However, lobbying is more than a handy tool to achieve particular, strictly business interests, it is also an important route to implement social interests. It can be easily used by large economic groups of interest, trade unions or business organizations, wrestling with the strong third party of industrial relations, the state. By this token lobbying becomes a component of industrial relations, and by no means is it a worse party, one that is less socially-oriented and more like an ‘old boys’ network’, but a party which can efficiently contribute to a specified social interest to be implemented in the labor market. In order to make it possible, though, appropriate regulations, conditions, and factors of a legal, organizational and cultural nature need to be developed. A profound change in this field does not seem feasible in Poland, which becomes clear when reading the long-awaited law on lobbying currently in the legislative process. Maybe we should not be very surprised, given that our industrial arena is highly susceptible to hybrid and ephemeral solutions, and the issue of making appropriate use of lobbying also leaves a margin for uncertainty and deformation. Despite these concerns and limitations caused by industrial relations it is worth improving and creating the proper environment for lobbying activity in Poland, which the authors of this paper try to demonstrate.

Wizerunek o. Józefa Jarzębowskiego (1897–1964) – pedagoga, żołnierza, księdza, uczonego, poety, kreowany na łamach polskich czasopism emigracyjnych

<p>W artykule omówiono działalność wielkiego wizjonera, przyjaciela dzieci i młodzieży, cenionego pedagoga, marianina o. Józefa Jarzębowskiego (1897–1964). Ojciec J. Jarzębowski brał czynny udział w wojnie bolszewickiej 1920 roku. Po upadku Warszawy w 1939 r. przedarł się na Litwę, a następnie przez Syberię, Japonię, USA dotarł do Meksyku. Tam w polskim osiedlu Santa Rosa od połowy 1945 r. pełnił funkcję dyrektora Polskiego Gimnazjum Ogólnokształcącego. Następnie po krótkim pobycie w Rzymie został skierowany w latach 50. XX w. do Wielkiej Brytanii, by stworzyć od podstaw w Fawley Court polską szkołę wyznaniową dla chłopców. Szkołę w 1986 r. przekształcono w polsko-angielski ośrodek edukacyjny. Od 2008 r. do czasów współczesnych trwa walka byłych wychowanków skupionych wokół Fawley Court Old Boys Network pod przewodnictwem Mirosława Malevskiego, ich rodziców oraz wszystkich Polaków o to unikatowe miejsce, które stworzyli wspólnymi siłami i zasobami finansowymi, po tym jak w 2012 r. posiadłość została bezprawnie sprzedana przez zarządzających placówką o. marianów.</p>

Barriers to the Role of the Head Athletic Trainer for Women in National Collegiate Athletic Association Division II and III Settings

Context: Very few women assume the role of head athletic trainer (AT). Reasons for this disparity include discrimination, motherhood, and a lack of interest in the position. However, data suggest that more women seek the head AT position in National Collegiate Athletic Association Division II and III settings. Objective: To examine the barriers female ATs face as they transition to the role of head AT. Design: Qualitative study. Setting: Divisions II and III. Patients or Other Participants: In total, 77 female ATs participated in our study. Our participants (38 ± 9 years old) were employed as head ATs at the Division II or III level. Data Collection and Analysis: We conducted online interviews with all participants. They journaled their reflections to a series of open-ended questions pertaining to their experiences as head ATs. Data were analyzed following a general inductive approach. Credibility was secured by peer review and researcher triangulation. Results: Organizational and personal factors emerged as the 2 major themes that described challenges for women assuming the role of the head AT. Organizational barriers were defined by gender stereotyping and the “good old boys” network. Personal influences included a lack of leadership aspirations, motherhood and family, and a lack of mentors. Conclusions: Female ATs working in Divisions II or III experienced similar barriers to assuming the role of the head AT as those working in the Division I setting. Stereotyping still exists within collegiate athletics, which limits the number of women in higher-ranking positions; however, a lack of desire to assume a higher position and the desire to balance work and home inhibit some women from moving up.