scholarly journals Reality checks for career women: An interpretevist paradigm

2019 ◽  
pp. 1-22
Author(s):  
Mary Anthony ◽  
Werner Soontiens
Keyword(s):  
Law Enforcement ◽  
Phenomenological Approach ◽  
Self Determination ◽  
Structured Interviews ◽  
Critical Question ◽  
Career Women ◽  
The Public ◽  
Gendered Leadership ◽  
Management Positions ◽  
Organisational Process

AbstractThis paper reflects on the latent organisational process that leads tothe scarcity of women in senior positions. Utilising characteristics of legitimisation, institutionalisation and self-determination theories the paper observes how women manage upward mobility. Subsequently, it was important to investigate the mid-level cohorts, as there lies the critical question triggering the anomaly. Focusing on the public sector with an interest in gendered organisations, the study examines law enforcement. Conversely, the aim of this paper is to focus on why there is a continued dearth in the number of policewomen at top level positions in USA and Australia. A qualitative study with a phenomenological approach is applied. Semi-structured interviews are conducted with 40 policewomen in mid-management positions in American and Australian law enforcement. It further aims to explore the linkages of the ongoing paucity of gendered leadership in organisations, questioning how these will influence women's ability to advance to higher-level positions.

scholarly journals “We're actually more of a likely ally than an unlikely ally”: relationships between syringe services programs and law enforcement

2021 ◽  
Vol 18 (1) ◽  
Author(s):  
Carol Y. Franco ◽  
Angela E. Lee-Winn ◽  
Sara Brandspigel ◽  
Musheng L. Alishahi ◽  
Ashley Brooks-Russell
Keyword(s):  
Law Enforcement ◽  
Police Officers ◽  
Wound Care ◽  
Phenomenological Approach ◽  
Treatment Programs ◽  
People Who Use Drugs ◽  
Positive Relationships ◽  
Structured Interviews ◽  
Program Staff ◽  
Compliance With The Law

Abstract Background Syringe services programs provide sterile injection supplies and a range of health services (e.g., HIV and HEP-C testing, overdose prevention education, provision of naloxone) to a hard-to-reach population, including people who use drugs, aiming to prevent the transmission of infectious diseases. Methods We performed a qualitative needs assessment of existing syringe services programs in the state of Colorado in 2018–2019 to describe—their activities, needs, and barriers. Using a phenomenological approach, we performed semi-structured interviews with key program staff of syringe services programs (n = 11). All interviews were digitally recorded, transcribed, and validated. A data-driven iterative approach was used by researchers to develop a coding scheme to organize the data into major themes found across interviews. Memos were written to synthesize main themes. Results Nearly all the syringe program staff discussed their relationships with law enforcement at length. All syringe program staff viewed having a positive relationship with law enforcement as critical to the success of their program. Main factors that influence the quality of relationships between syringe services programs and law enforcement included: (1) alignment in agency culture, (2) support from law enforcement leadership, (3) police officers’ participation and compliance with the Law Enforcement Assisted Diversion (LEAD) program, which provides intensive case management for low-level drug offenders, and (4) implementation of the “Needle-Stick Prevention Law” and Drug Paraphernalia Law Exemption. All syringe program staff expressed a strong desire to have positive relationships with law enforcement and described how a collaborative working relationship was critical to the success of their programs. Conclusions Our findings reveal effective strategies to foster relationships between syringe services programs and law enforcement as well as key barriers to address. The need exists for both syringe services programs and law enforcement to devote time and resources to build a strong, positive partnership. Having such positive relationships with law enforcement has positive implications for syringe services program clients, including law enforcement being less likely to ticket persons for having used syringes, and encourage people who use drugs to seek services from syringe services programs, which can then lead them to other resources, such as housing, wound care, and substance use treatment programs.

scholarly journals The opaque gendered lens – barriers to recruitment and career development

2017 ◽  
Vol 32 (1) ◽  
pp. 47-65 ◽  
Author(s):  
Christina Scholten ◽  
Hope Witmer
Keyword(s):  
Career Development ◽  
Management Practice ◽  
Senior Management ◽  
Gender Representation ◽  
Structured Interviews ◽  
Content Type ◽  
Recruitment Practices ◽  
Gendered Leadership ◽  
Management Positions ◽  
Global Companies

Purpose This paper aims to reveal gendered leadership constructs that hinder a competency-based view of leadership in Swedish-based global companies and the implications for leadership recruitment and development to top management positions. Design/methodology/approach The paper is based on qualitative semi-structured interviews, which have been analyzed using a gender analytic framework to identify how senior management, Human resource management and leadership trainees are discussing leadership and career development. Findings Three themes were identified as clouding the issue of gender-equal leadership practices thereby creating an opaque gendered lens of who is defined as eligible for leadership positions. The three themes were: symbols as gendered images, counting heads – preserving the existing system and illusive gender inclusion. Research limitations/implications Recruitment practices were identified as contributors to homosocial practices that perpetuate male-dominated leadership representation. However, specific recruitment practices were not fully explored. Practical implications The potential use of gender equality as a sustainable management practice for competitive organizations to recruit and develop talented people. Social implications To create resilient and gender-equal recruitment and leadership development practices. Originality/value This research offers an original perspective on gender representation at the senior management level in global companies by revealing gendered leadership constructs in the leadership recruitment and development process as antecedents to unequal gender representation in senior management positions.

scholarly journals Motivasi Kerja Pada Perempuan Bali Yang Sudah Menikah Dalam Perspektif Work-Life Balance

2020 ◽  
Vol 17 (1) ◽  
pp. 88
Author(s):  
Ni Wayan Sinthia Widiastuti ◽  
I Gusti Ngurah Putra Suryanata
Keyword(s):  
Work Motivation ◽  
Sampling Technique ◽  
Phenomenological Approach ◽  
Work Life ◽  
Work Life Balance ◽  
Formal Sector ◽  
Structured Interviews ◽  
Life Balance ◽  
The Public ◽  
Culture Tradition

ABSTRACTWomen who have married initially only played a role in the domestic sector, which is focused on the nature of women biologically, namely taking care of the household. Current development through the influence of globalization and meeting the need to encourage women to play a role in the public sector. Especially in Bali, which is very thick with their culture tradition when a woman takes on the role as a breadwinner, as a housewife, and active in society, so that Balinese women play three roles. The purpose of the research is to explain the work motivation of Balinese women who work in a work-life balance perspective. This study used a qualitative method with a phenomenological approach. The sampling technique used was purposive sampling technique. Informants in this study consisted of seven people including four people working in the informal sector and three people working in the formal sector, with the criteria of women, ethnic Balinese, Hindus, married, having children, working. The technique of data collection is done by semi-structured interviews. This research shows a picture of married Balinese women in maintaining balance or often referred to as work-life balance and encouragement that makes Balinese women decide to work, even though they know many roles that are carried out.

scholarly journals The Experience of Safety, Harassment and Social Exclusion Among Male Clients of Sydney’s Medically Supervised Injecting Centre

2021 ◽  
Vol 10 (4) ◽  
Author(s):  
George Dertadian ◽  
Stephen Tomsen
Keyword(s):  
Law Enforcement ◽  
Social Exclusion ◽  
Life Experiences ◽  
Safe Haven ◽  
Structured Interviews ◽  
Daily Lives ◽  
The Public ◽  
Male Clients ◽  
Sense Of Security ◽  
Social Marginality

Research on drug harm reduction services has found these operate as a safe haven from health harm. Less is known about the wider sense of security experienced by clients of such services as a counterbalance to social marginality in their daily lives. As part of a larger study of the experience of violence among Australian men, the authors completed 20 qualitative semi-structured interviews with male clients of Sydney’s Medically Supervised Injecting Centre (MSIC) in 2016–2020. These were conducted anonymously in a private clinical room inside the MSIC and focused on aspects of drug use and general life experiences of violence, law enforcement, safety and security. Interviews were analysed by thematic content through a combination of preliminary and second close readings. Our analysis found that the MSIC consistently acted as a reprieve from harassment and violence from police and members of the public, conflict in drug deals, and general social exclusion.

scholarly journals Women Occupying Management Positions in Top-Level Sport Organizations: A Self-Determination Perspective

2016 ◽  
Vol 33 (1) ◽  
pp. 102 ◽  
Author(s):  
Andrea Perez-Rivases ◽  
Miquel Torregrosa ◽  
Carme Viladrich ◽  
Susana Pallarès
Keyword(s):  
Women Managers ◽  
Autonomous Motivation ◽  
Well Being ◽  
Psychological Needs ◽  
Basic Psychological Needs ◽  
Working Environment ◽  
Self Determination ◽  
Sport Organizations ◽  
Structured Interviews ◽  
Management Positions

<p>Framed in Self-determination theory (SDT), the purpose of this research was to examine whether the working environment of women in sport management positions could fulfil or thwart their basic psychological needs (BPN) and to explore the motivations that women managers experience in these positions. Eight female managers of top-level sport organizations participated in semi-structured interviews. Results showed that seven of them reported being in an environment that fulfilled their BPN and experienced autonomous motivation in their job. In contrast, one participant reported working in a context that thwarted her BPN and experienced controlled motivation. We present contextual antecedents that were considered satisfying or thwarting of the BPN of those women enrolled in management positions. Insomuch as BPN satisfaction is expected to be related to autonomous motivation and well-being, the current study provides a first insight regarding how sport organizations could promote women managers’ BPN satisfaction and thus increase their autonomous motivation and well-being in such positions.</p>

scholarly journals Analysis of the Structure of Public Hospitals Administration in Iran: A Qualitative Study

Health Scope ◽  
2021 ◽  
Vol 10 (2) ◽  
Author(s):  
Mahdi Nouri ◽  
Saber Azami ◽  
Ali Ebadi ◽  
Jafar Sadegh Tabrizi
Keyword(s):  
Financial Management ◽  
Phenomenological Approach ◽  
Public Hospitals ◽  
Government Support ◽  
System Reform ◽  
Government Ownership ◽  
Structured Interviews ◽  
Social Functions ◽  
The Public ◽  
Content Analysis Method

Background: Public hospitals account for approximately 80% of the health system resources while producing only 20% of the public sector's output. Objectives: This study aimed to analyze the current administration structure (strengths, weaknesses, solutions, and proposed models) of Iranian public hospitals. Methods: This study is qualitative research with a phenomenological approach. The required data were collected using semi-structured interviews with 58 national experts in the field of hospital management who were selected based on the purposive sampling method. Data were analyzed using the conventional content analysis method. Results: Nine main themes and 34 sub-themes were identified in the weaknesses. The strengths contained four main themes and 16 sub-themes. The proposed solutions had five main themes and 22 sub-themes, and the proposed models from the experts' points of view were composed of four main themes and six sub-themes. The important weaknesses were low commitment and motivation, poor financial management and budgeting, and centralized decision-making and management. The strengths included strong infrastructure, extensive service delivery, government support, and positive social functions. The most important proposed solutions were complying with the requirements of structural reform, development of related assessment indicators, public-private partnership, payment system reform, delegation, manpower management, hospital organizational structure, and reform of the tariff system. Finally, the model of the Board of Trustees, while maintaining government ownership but observing the legal requirements of this structure, was the main suggestion of experts on reforming the structure of the administration of public hospitals in Iran. Conclusions: According to the expert’s opinions, the current structure of Iranian public hospitals has many problems. Managers and policymakers can make the necessary corrections based on the solutions and models proposed in this study.

scholarly journals Barriers to Women's Career Advancement in the New Zealand Hospitality Industry

2021 ◽  
Author(s):  
◽  
Leah Macpherson
Keyword(s):  
New Zealand ◽  
Glass Ceiling ◽  
Hospitality Industry ◽  
Cultural Beliefs ◽  
Ceiling Effect ◽  
Female Leadership ◽  
Structured Interviews ◽  
Career Women ◽  
Management Positions ◽  
Service Sectors

<p>The glass ceiling effect is a widely researched phenomenon that highlights the multi-layered barriers to women’s exclusion in senior management positions internationally. Traditionally, research has focused on evidence for the deficit in women’s promotion in predominately corporate spheres with minimal inclusion of service sectors. The following research will address a key literature gap in the context of New Zealand, with an analysis of the glass ceiling barriers for career women in the hospitality industry. The qualitative study utilised a postmodern feminist lens and included 13 semi-structured interviews with current female duty managers in the localised Wellington, NZ region. The study found that the glass ceiling effect was maintained for female managers through the production of misogynistic cultures, gender-stereotyping, and old boys’ networks that functioned on intersectional levels. Obstacles were produced through customers, industry norms, and organisational practices that minimised participants ability to perform general operations, garner promotions, or access support in detrimental circumstances. The research concludes that women’s professional development is hindered due to the interplay of workplace structures, broader socio-cultural beliefs, and resistance to female leadership. Based on the findings, recommendations for further emphasis on equitable and ethical industry practices are outlined to address the glass ceiling effect, thereby increasing employee investment and retention.</p>

scholarly journals EMPOWERMENT AMONG FORMAL CAREGIVERS WORKING WITH PERSONS WITH DEMENTIA IN HOME CARE

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S466-S467
Author(s):  
Heather A McIlveen ◽  
Marie Y Savundranayagam ◽  
J B Orange ◽  
Marita Kloseck
Keyword(s):  
Experiential Learning ◽  
Home Care ◽  
Phenomenological Approach ◽  
Self Determination ◽  
Structured Interviews ◽  
Term Care ◽  
Formal Caregivers ◽  
Personal Support ◽  
Employer Support ◽  
At Home

Abstract There is significant literature on workplace empowerment that focuses on individuals in positions of power rather than those who lack it. However, there is limited research on empowerment of home care workers, such as personal support workers (PSW) who work in dementia care. Empowerment is an active process based on a multifaceted model consisting of four components: meaning, self-determination, impact and competence. This study explored the roles of education and employer support in empowering PSWs to care for persons with dementia who live at home. Empowerment was investigated using semi-structured interviews with PSWs (N=15). A phenomenological approach was to understand the lived experiences of home-care based PSWs who work with persons with dementia. Components of empowerment were reflected through five emerging themes: “providing best care”, “autonomy”, “employer support”, “career long learning”, and “experiential learning”. The theme “providing best care possible” support the component of meaning, which included the motivation for training among PSWs and their value of aging in place. The theme “autonomy” supported the component of self-determination, which focused on PSW workload and feelings regarding their control working in home care versus long term care. The theme “employer support” supported the component impact, which included both PSW compensation and their perceived lack of emotional support. Finally, the themes “career-long learning” and “experiential learning”, were linked with impact and competence components, respectively. Overall, these findings support relationships between education and employer support in empowering PSWs who care for persons with dementia who live at home.

scholarly journals Barriers to Women's Career Advancement in the New Zealand Hospitality Industry

2021 ◽  
Author(s):  
◽  
Leah Macpherson
Keyword(s):  
New Zealand ◽  
Glass Ceiling ◽  
Hospitality Industry ◽  
Cultural Beliefs ◽  
Ceiling Effect ◽  
Female Leadership ◽  
Structured Interviews ◽  
Career Women ◽  
Management Positions ◽  
Service Sectors

<p>The glass ceiling effect is a widely researched phenomenon that highlights the multi-layered barriers to women’s exclusion in senior management positions internationally. Traditionally, research has focused on evidence for the deficit in women’s promotion in predominately corporate spheres with minimal inclusion of service sectors. The following research will address a key literature gap in the context of New Zealand, with an analysis of the glass ceiling barriers for career women in the hospitality industry. The qualitative study utilised a postmodern feminist lens and included 13 semi-structured interviews with current female duty managers in the localised Wellington, NZ region. The study found that the glass ceiling effect was maintained for female managers through the production of misogynistic cultures, gender-stereotyping, and old boys’ networks that functioned on intersectional levels. Obstacles were produced through customers, industry norms, and organisational practices that minimised participants ability to perform general operations, garner promotions, or access support in detrimental circumstances. The research concludes that women’s professional development is hindered due to the interplay of workplace structures, broader socio-cultural beliefs, and resistance to female leadership. Based on the findings, recommendations for further emphasis on equitable and ethical industry practices are outlined to address the glass ceiling effect, thereby increasing employee investment and retention.</p>

Control in Flexible Working Arrangements

2015 ◽  
Vol 14 (2) ◽  
pp. 61-69 ◽  
Author(s):  
Cornelia Gerdenitsch ◽  
Bettina Kubicek ◽  
Christian Korunka
Keyword(s):  
Self Determination Theory ◽  
Digital Natives ◽  
Self Determination ◽  
Structured Interviews ◽  
Similar Extent ◽  
Decision Latitude ◽  
Media Technologies ◽  
Exploratory Approach ◽  
Flexible Working ◽  
Temporal And Spatial

Supported by media technologies, today’s employees can increasingly decide when and where to work. The present study examines positive and negative aspects of this temporal and spatial flexibility, and the perceptions of control in these situations based on propositions of self-determination theory. Using an exploratory approach we conducted semi-structured interviews with 45 working digital natives. Participants described positive and negative situations separately for temporal and spatial flexibility, and rated the extent to which they felt autonomous and externally controlled. Situations appraised positively were best described by decision latitude, while negatively evaluated ones were best described by work–nonwork conflict. Positive situations were perceived as autonomous rather than externally controlled; negative situations were rated as autonomously and externally controlled to a similar extent.

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