scholarly journals Scientific Performance Assessments Through a Gender Lens

2017 ◽  
pp. 2-30 ◽  
Author(s):  
Matthias Wullum Nielsen
Keyword(s):  
Selection Process ◽  
Performance Assessments ◽  
Scientific Performance ◽  
Gender Stratification ◽  
Track Record ◽  
Organizational Advancement ◽  
Gender Biases ◽  
Organizational Consequences ◽  
Bibliometric Measures ◽  
Gender Lens

The focus on excellence and quality assurance in the academy has spawned a significant increase in the use of bibliometric measures in performance assessments of individual researchers. This article investigates the organizational consequences of this development through a gender lens. Based on a qualitative case study of evaluation and selection practices at a Danish university, a number of potential gender biases related to the use of bibliometric performance measures are identified. By taking as default the research preferences, approaches and career paths of a succesful group of predominantly male scholars, evaluators using bibliometrics risk disadvantaging candidates diverging from the norm with implications for gender stratification. Despite these potential biases, bibliometric measures come to function as technologies supporting a managerial narrative of the gender-blind organization. They adhere to the prevailing ethos of the academic meritocracy by standardizing the criteria for organizational advancement and ensuring transparency and accountability in the selection process. While bibliometric tools in this sense may lead to the recruitment of scientists with a strong CV and track record, they may at the same time prevent many talented researchers diverging from the norm from being recognized and succeed as academics.

scholarly journals The fulfillment of standards on child cares (Taman Penitipan Anak (TPA) and Taman Anak Sejahtera (TAS)) for the quality improvement of alternative care with the child protection perspective

2021 ◽  
Vol 17 (1) ◽  
pp. 95-116
Author(s):  
Rita Pranawati ◽  
Naswardi Naswardi ◽  
Sander Diki Zulkarnaen
Keyword(s):  
Child Care ◽  
Human Resources ◽  
Child Protection ◽  
Selection Process ◽  
Alternative Care ◽  
Knowledge And Skills ◽  
Service Programs ◽  
Track Record ◽  
Adequate Quality

The increasing need for child care in the industrialization era as alternative care on both Taman Penitipan Anak (TPA) and Taman Anak Sejahtera (TAS) match the quality and child protection perspective. This study measures the quality of child care from three aspects, namely institutional, human resources, and service programs. This study uses a quantitative method, applying questionnaires interviewed and data processed using SPSS. The samples of this study are TPA and TAS in 9 provinces representing the diversity. The study found that about 44% of child care do not have a license which will affect services. The staffs have adequate quality but it is necessary to hold a selection process ensuring the child protection perspective and a good track record. Training is necessary to improve the knowledge and skills related to child protection and development. There is still 20% of child care that needs to improve the quality.

scholarly journals How Can Be Academic Talent Measured During Higher Education Studies? - An Exploratory Study

2019 ◽  
Vol 9 (4) ◽  
pp. 200
Author(s):  
János Szabó
Keyword(s):  
Higher Education ◽  
Selection Process ◽  
Statistical Tests ◽  
Research Question ◽  
Talent Management ◽  
Scientific Performance ◽  
University Teachers ◽  
Talented Students ◽  
Questionnaire Method ◽  
New Generation

Many articles claim that talent management is a very important aspect of higher education. Despite of this, the studies, which investigate this topic empirically, are very rare. The Hungarian higher education talent management focuses mainly on academic-, scientific aspect of talent. So, the main purpose of talent-management is the academic reinforcement, namely, growing up a new generation of scientist/university teachers. The talent management in higher education can be imagined as a bridge between formal school studies and scientific career. In this study, I search answer for the (research) question: how should academic talent be measured during higher education studies? Moreover, does it have any sense to identify the academic talents during even their higher education studies? The research is based on opinion of 170 university teachers who supervised talented students during a young-researcher competition. The method was questionnaire-method. The questions gathered round two main topics: (1) identifying of talented students and cooperation with talented students; (2) own career of supervisor university teachers. The results had been analyzed with descriptive statistics which show the mostly chosen talent-identifying methods and features of talented students. The open-ended questions had been content-analyzed. The data of university-teacher’s career had been analyzed with mathematical statistical tests (ANOVAs, Two-sample T tests, correlations) where the dependent variable was the number of publication (as indicator of the scientific performance). The results may suggest conceptions for talent-programs (honor programs) based on academic talent; for doctoral schools, and for any other institutes who works with career entrant scientist. The scientific reinforcement would be more effective if scientific programs/scholarships/PhD-programs used professional methods during selection process, instead of subjective choices, based on CV and motivation letter.

scholarly journals Can e-mentoring take the "gender" out of mentoring?

2013 ◽  
Vol 7 (2) ◽  
Author(s):  
Brittany V. Rockwell ◽  
Joanne D. Leck ◽  
Catherine J. Elliott
Keyword(s):  
Mentoring Programs ◽  
Future Research ◽  
Mentoring Program ◽  
Leadership Roles ◽  
Mentoring Relationship ◽  
Organizational Advancement ◽  
Gender Biases ◽  
Traditional Mentoring ◽  
Personal Level ◽  
Formal Mentoring Programs

Mentoring has been identified as a key strategy for career development and organizational advancement, and has been argued to be indispensable for women to succeed. E-mentoring has increased in popularity as a means of reducing some of the challenges associated with being mentored by men. Numerous studies conducted on formal mentoring programs have concluded that there are serious implications to consider in traditional cross-gendered mentoring schemes. A sample of six mentees and seven mentors (three female and four male) were interviewed after a year-long e-mentoring program was created to promote women to leadership roles within the Information Technology (IT) sector. The paper explores whether gender-biases encountered in traditional mentoring schemes are transcended when using an e-mentoring platform. Results from this qualitative study suggest that mentor gender still impacts the mentoring relationship even in a virtual environment. The study’s findings indicated male mentors tended to be more methodological in solving problems with their mentees, unlike female mentors who took a more indirect approach. Further, female mentors improved their mentee’s confidence through encouragement and relating to their mentee on a more personal level, a practice often avoided by their male counterparts. A summary of these findings is provided below, followed by a detailed discussion of the results and a section offering possible future research avenues to explore.

Coaching Through a “Gender Lens” May Reveal Myths That Hinder Female Athletes: A Multistudy Investigation

2021 ◽  
pp. 1-12
Author(s):  
Jyoti Gosai ◽  
Sophia Jowett ◽  
Daniel J.A. Rhind
Keyword(s):  
Gender Stereotypes ◽  
Female Athletes ◽  
Systematic Observation ◽  
Social Emotional ◽  
Observation Study ◽  
Male Athletes ◽  
Coaching Behaviors ◽  
Gender Biases ◽  
Semistructured Interviews ◽  
Gender Lens

The purpose of this multistudy paper was to explore (a) the coaching behaviors of male coaches when coaching either male or female teams through a systematic observation (Study 1) and (b) male and female coaches’ reasons for employing certain behaviors and practices when coaching female athletes through semistructured interviews (Study 2). Collectively, the findings of these two studies highlighted that coaches, either consciously or unconsciously, use a “gender lens” to coach their athletes. Study 1 findings showed that male coaches organize practice sessions (e.g., longer sessions for female than male athletes) and manifest coaching behaviors (e.g., more reinforcement for female than male athletes) that are different depending on whether they coach teams that comprise male or female athletes. Study 2 findings revealed gender biases in the approaches and styles coaches employed to coach their female and male athletes, suggesting that such methods could be limiting female athletes’ physical, social-emotional, and psychological development. This multistudy paper discusses how coaches’ good intentions to coach effectively can fall short and into a trap of gender stereotypes, leading to coaching the gender of the athletes as opposed to coaching each one athlete as an individual. The implications of these findings for practice are discussed.

scholarly journals LA PERSPECTIVA DE GÉNERO EN LA INVESTIGACIÓN EDUCATIVA

2016 ◽  
Vol 23 (3) ◽  
pp. 78
Author(s):  
Trinidad Donoso-Vázquez ◽  
Maria Eulina Pessoa de Carvalho
Keyword(s):  
Data Collection ◽  
Educational Research ◽  
Gender Bias ◽  
Research Subjects ◽  
Gender Perspective ◽  
Ethical Commitment ◽  
Gender Biases ◽  
Las Mujeres ◽  
Gender Lens

  Resumen: Este escrito presenta algunas claves para realizar la investigación educativa con perspectiva de género, es decir, descontaminada de sesgos androcéntricos que invisibilizan las especificidades de las experiencias de las mujeres. La perspectiva de género reclama una nueva manera de hacer ciencia comprometida con la emancipación social, y atenta a las repercusiones en las diferencias generizadas de las personas. La lente de género permite revisar las preguntas que se realizan, los temas que se eligen, las aportaciones que se invisibilizan y las ocultaciones que se producen. Concebido como un proceso formativo para investigadora e investigados, el proceso de investigación se basa en una mirada autocrítica que problematiza el “poder” de la investigadora, en el compromiso ético con los informantes y en el continuo cuestionamiento de sesgos de género en la recogida, el análisis y la interpretación de los datos, y en la publicación de los resultados. Varios ejemplos de aspectos sesgados de investigaciones educativas son ofrecidos a lo largo del texto.Palabras clave: Género. Investigación educativa. Sesgos androcéntricos.A PERSPECTIVA DE GÊNERO NA PESQUISA EDUCACIONALResumo: Este texto apresenta algumas ideias para realizar pesquisa educacional com perspectiva de gênero, isto é, descontaminada de vieses androcêntricos que invisibilizam as especificidades das experiências das mulheres. A perspectiva de gênero reivindica uma nova maneira de fazer ciência comprometida com a emancipação social, e atenta às repercussões nas diferenças gendradas das pessoas. A lente de gênero permite revisar as perguntas postas, os temas escolhidos, as contribuições invisibilizadas e os ocultamentos produzidos. Concebido como um processo formativo para pesquisadora e pesquisadas, o processo de pesquisa se baseia em um olhar autocrítico que problematiza o “poder” da pesquisadora, no compromisso ético com as/os informantes e no contínuo questionamento de vieses de gênero na coleta, na análise e interpretação dos dados, e na publicação dos resultados. Vários exemplos de vieses androcêntricos em pesquisas educacionais são oferecidos ao longo do texto.Palavras-chave: Gênero. Pesquisa educacional. Vieses androcêntricos. THE GENDER PERSPECTIVE IN EDUCATIONAL RESEARCHAbstract: This paper presents some keys to develop educational research from a gender perspective, uncontaminated by androcentric biases that make women´s experiences invisible.  The gender perspective claims a new way to do science committed to social emancipation, and observant of its effects on people’s gendered differences. The gender lens makes it possible to revise questions, problems, contributions, and hidden issues. Conceived as a formative process both for researcher and research subjects, the process of investigation is based on a critical gaze that problematizes the “power” of the researcher, on ethical commitment to informants, and on continual questioning of gender biases in data collection, analysis and interpretation, as well as in the publishing of results. The paper also presents various examples of gender bias within educational research.Keywords: Gender. Educational research. Androcentric bias.  

scholarly journals ANALYSIS OF MERIT SYSTEM IN THE OPEN PROMOTION OF HIGH LEADERSHIP POSITIONS FOR WOMEN IN THE MINISTRY OF HOME AFFAIRS

2021 ◽  
Vol 8 (3) ◽  
pp. PROGRESS
Author(s):  
Tian Nirwana
Keyword(s):  
Career Development ◽  
Service Sector ◽  
Selection Process ◽  
Primary Data ◽  
Research Approach ◽  
Leadership Positions ◽  
Representation Of Women ◽  
Track Record ◽  
Merit System ◽  
Bureaucratic Reform

Law Number 5 of 2014 concerning State Civil Apparatus (ASN) is a manifestation of bureaucratic reform in the civil service sector through the implementation of ASN management based on a merit system, one of which is open selection for High Leadership Position (JPT). However, open selection based on a merit system has not been implemented optimally. The representation of women in the JPT is still less than that of men. Female Civil Servants (PNS) tend to decline when entering JPT Echelon I and II. Moreover, the number of female registrants in the JPT open selection was far less than male registrants. The lack of representation of women in the JPT also shows a glass ceiling in women's career development. This research aims to analyze the application of the merit system in the open promotion of JPT for women and find out the factors that affect the vertical mobility of women in the bureaucracy. This research was conducted at the Ministry of Home Affairs with a postpositivist research approach and qualitative data collection techniques. Primary data was obtained through interviews with informants related to the implementation of open selection and female High-ranking Officials (PPT) at Ministry of Home Affairs, and secondary data was obtained through documents. The results showed that based on the theory of The Best Person for Any Given Job, the filling of JPT at Ministry of Home Affairs had not been fully implemented based on merit criteria because it has not implemented a succession plan. There is also an assumption of political domination because there is a Pelaksana Tugas (Plt) JPT with a term exceeding the applicable provisions. Meanwhile, based on the theory of The Selection Process, differences in administrative requirements were found in the announcement of vacancies at Ministry of Home Affairs with the Regulation of the Minister for Administrative Reform and Bureaucratic Reform (Permenpanrb) Number 15 of 2019 concerning Filling High Leadership Positions in an Open and Competitive in Government Agencies. The track record tracking process is only done through curriculum vitae without tracking the track record to the applicant's place of origin. Monitoring and evaluating PPT performance appraisals are not carried out regularly and continuously but only based on the Employee Performance Target (SKP) document every year. In addition, there are no barriers either from the organization, themselves, or the obstacles of prejudice toward female leaders, which hinder women's career development. However, women's interest in registering for selection tends to less, and there are incomplete supporting facilities for women's productivity.

A comparison of the United Kingdom Clinical Aptitude Test (UK-CAT) with a traditional admission selection process

2009 ◽  
pp. 1-6 ◽  
Author(s):  
Nishan Fernando ◽  
Gordon Prescott ◽  
Jennifer Cleland ◽  
Kathryn Greaves ◽  
Hamish McKenzie
Keyword(s):  
United Kingdom ◽  
Selection Process ◽  
Aptitude Test ◽  
The United Kingdom

Two Short Tests Fail to Detect Vigilance Decrements

2001 ◽  
Vol 17 (1) ◽  
pp. 48-55 ◽  
Author(s):  
Juan Botella ◽  
María José Contreras ◽  
Pei-Chun Shih ◽  
Víctor Rubio
Keyword(s):  
Individual Differences ◽  
High Performance ◽  
Selection Process ◽  
Vigilance Task ◽  
Air Traffic Controllers ◽  
Job Selection ◽  
Performance Deterioration ◽  
Short Test ◽  
Psychological Dimensions

Summary: Deterioration in performance associated with decreased ability to sustain attention may be found in long and tedious task sessions. The necessity for assessing a number of psychological dimensions in a single session often demands “short” tests capable of assessing individual differences in abilities such as vigilance and maintenance of high performance levels. In the present paper two tasks were selected as candidates for playing this role, the Abbreviated Vigilance Task (AVT) by Temple, Warm, Dember, LaGrange and Matthews (1996) and the Continuous Attention Test (CAT) by Tiplady (1992) . However, when applied to a sample of 829 candidates in a job-selection process for air-traffic controllers, neither of them showed discriminative capacity. In a second study, an extended version of the CAT was applied to a similar sample of 667 subjects, but also proved incapable of properly detecting individual differences. In short, at least in a selection context such as that studied here, neither of the tasks appeared appropriate for playing the role of a “short” test for discriminating individual differences in performance deterioration in sustained attention.

Investigating the Unified Motive Scales

2020 ◽  
pp. 1-5
Author(s):  
Martin Bettschart ◽  
Marcel Herrmann ◽  
Benjamin M. Wolf ◽  
Veronika Brandstätter
Keyword(s):  
Field Study ◽  
Predictive Validity ◽  
Selection Process ◽  
Police Department ◽  
Longitudinal Field ◽  
Explicit Motives ◽  
Achievement Motive

Abstract. Explicit motives are well-studied in the field of personality and motivation psychology. However, the statistical overlap of different explicit motive measures is only moderate. As a consequence, the Unified Motive Scales (UMS; Schönbrodt & Gerstenberg, 2012 ) were developed to improve the measurement of explicit motives. The present longitudinal field study examined the predictive validity of the UMS achievement motive subscale. Applicants of a police department ( n = 168, Mage = 25.11, 53 females and 115 males) completed the UMS and their performance in the selection process was assessed. As expected, UMS achievement predicted success in the selection process. The findings provide first evidence for the predictive validity of UMS achievement in an applied setting.

The Self-Description Questionnaire-1: A Lithuanian Application

1995 ◽  
Vol 11 (1) ◽  
pp. 41-51 ◽  
Author(s):  
David Watkins ◽  
Anne McCreary Juhasz ◽  
Aldona Walker ◽  
Nijole Janvlaitiene
Keyword(s):  
Eastern Europe ◽  
Factor Structure ◽  
Response Bias ◽  
Internal Consistency ◽  
Self Esteem ◽  
Cultural Dimensions ◽  
The Self ◽  
Nigerian Children ◽  
Gender Biases ◽  
And Gender

Analysis of the responses of 139 male and 83 female Lithuanian 12-14 year-olds to a translation of the Self-Description Questionnaire-1 (SDQ-1; Marsh, 1988 ) supported the internal consistency and factor structure of this instrument. Some evidence of a “positivity” response bias was found, however. Comparison of the Lithuanian responses to those of like-aged Australian, Chinese, Filipino, Nepalese, and Nigerian children indicated the Lithuanians tended to report rather lower self-esteem. The Lithuanian males also tended to report lower self-esteem than their female peers. Interpretation of the results are considered in terms of reactions to the recent upheavals in Eastern Europe, stable cultural dimensions, and possible cultural and gender biases in the items of the SDQ-1.

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