Gotowe bibliografie tematyczne / Career progression for women

Spis treści

  1. Artykuły w czasopismach
  2. Rozprawy doktorskie
  3. Książki
  4. Części książek
  5. Streszczenia konferencji
  6. Raporty organizacyjne

Gotowa bibliografia na temat „Career progression for women”

Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 4 lutego 2022

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Artykuły w czasopismach na temat "Career progression for women"

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Ismail, Maimunah, and Mariani Ibrahim. "Barriers to career progression faced by women." Gender in Management: An International Journal 23, no. 1 (February 8, 2008): 51–66. http://dx.doi.org/10.1108/17542410810849123.

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van der Wal, Jessica E. M., Rose Thorogood, and Nicholas P. C. Horrocks. "Collaboration enhances career progression in academic science, especially for female researchers." Proceedings of the Royal Society B: Biological Sciences 288, no. 1958 (September 8, 2021): 20210219. http://dx.doi.org/10.1098/rspb.2021.0219.

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Collaboration and diversity are increasingly promoted in science. Yet how collaborations influence academic career progression, and whether this differs by gender, remains largely unknown. Here, we use co-authorship ego networks to quantify collaboration behaviour and career progression of a cohort of contributors to biennial International Society of Behavioral Ecology meetings (1992, 1994, 1996). Among this cohort, women were slower and less likely to become a principal investigator (PI; approximated by having at least three last-author publications) and published fewer papers over fewer year
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Biju, Seena, Khyati Shetty, and Jason R. Fitzsimmons. "Perceived barriers to career progression amongst female students: evidence from India and the United Arab Emirates." Gender in Management: An International Journal 36, no. 6 (June 18, 2021): 697–713. http://dx.doi.org/10.1108/gm-06-2020-0197.

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Purpose The purpose of this paper is to explore the perceptions of barriers to career progression among female university students. While significant literature has examined career enhancement in the context of employed women, little work has explored the perceptions of future career challenges of females about to enter the workforce and embark on their careers. This study derives its motivation from research findings that confirm that women need additional focused preparation for career advancement opportunities. Design/methodology/approach The study used a sample of 484 Indian female univers
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Zainal Abidin, Zubaidah, Frances Penafort Ponnu, and Marzlin Marzuki. "Impediments to women accountants' career progression in Malaysia." Social and Management Research Journal 3, no. 2 (December 1, 2006): 57. http://dx.doi.org/10.24191/smrj.v3i2.5114.

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This study examines women in the accounting profession, their perceptions of their own career barriers in their organization, and identifies possible reasons why they leave their organizations and ways to retain them. Seven measurable constructs were established: exclusionary environment;family responsibility; workplace benefit; job jlexibility; corporate policies; job stress; and job demand. A multiple regression analysis is used to explain the effects ofwomen accountant s perception of impediments on career progression. Except for elements ofjob stress, where they appear significant in isola
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O’Connell, Christine, and Merryn McKinnon. "Perceptions of Barriers to Career Progression for Academic Women in STEM." Societies 11, no. 2 (March 24, 2021): 27. http://dx.doi.org/10.3390/soc11020027.

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Gender equity in academia is a long-standing struggle. Although common to all disciplines, the impacts of bias and stereotypes are particularly pronounced in science, technology, engineering and mathematics (STEM) disciplines. This paper explores what barriers exist for the career progression of women in academia in STEM disciplines in order to identify key issues and potential solutions. In particular, we were interested in how women perceive the barriers affecting their careers in comparison to their male colleagues. Fourteen focus groups with female-identifying academics showed that there w
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Kirton, Gill. "Alternative and parallel career paths for women: the case of trade union participation." Work, Employment and Society 20, no. 1 (March 2006): 47–65. http://dx.doi.org/10.1177/0950017006061273.

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This article argues that a broader, horizontal and multiple concept of career helps us to understand women’s union participation. Women frequently commit to and actively balance more than one significant life activity - each of which can be conceptualized as a career - in the public and private spheres. These careers inter-relate and overlap, sometimes complementing each other, sometimes conflicting; thus commitment to, progression in, or setbacks for one mode of career cannot be understood without appreciation of the others. The study shows that within a context of gendered employment barrier
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Aroguz, Ayse Zehra. "Progression towards a challenging, but worthwhile career." Pure and Applied Chemistry 91, no. 4 (April 24, 2019): 729–32. http://dx.doi.org/10.1515/pac-2018-0804.

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Abstract The main purpose of academic studies is to be beneficial to humanity. Women in science are active contributors to academic research. Talented young women should be encouraged to pursue careers in academic science, in spite of long hours and low pay, because their contributions are valuable. This paper has been designed to explain the position of women in an academic organization and some situations faced by female academics as well as some of my academic experience.
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Jogulu, Uma, and Glenice Wood. "Women managers' career progression: an Asia Pacific perspective." Gender in Management: An International Journal 26, no. 8 (November 8, 2011): 590–603. http://dx.doi.org/10.1108/17542411111183893.

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Hirayama, Megumi, and Senaka Fernando. "Organisational barriers to and facilitators for female surgeons’ career progression: a systematic review." Journal of the Royal Society of Medicine 111, no. 9 (September 2018): 324–34. http://dx.doi.org/10.1177/0141076818790661.

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Objective To identify organizational barriers to and facilitators for female surgeons' career progression. Design Systematic review of qualitative and quantitative studies relating to organizational barriers to and facilitators for female Surgeons' career progression. After the quality assessment of the peer-reviewed journal articles, twelve articles were selected for full review. Thematic analysis was used to identify key themes in these selected articles. Setting The studies solely focused on organizational factors linked to female physicians' career progression in surgical specialties. Part
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Kobus-Olawale, Judy, Chris Schachtebeck, and Nelesh Dhanpat. "Investigating career progression experiences of women into top management at a South African bank." EUREKA: Social and Humanities, no. 3 (May 31, 2021): 28–40. http://dx.doi.org/10.21303/2504-5571.2021.001778.

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Despite South Africa’s progressive and comprehensive labour legislation that promotes gender equality in the workplace, this goal has not been fully achieved as yet. This is particularly evident when comparing managerial ranks, particularly in top management at South African banks. This phenomenon is still present today despite overwhelming evidence, supporting the benefits of a diverse management team. This study, therefore, explores the factors, influencing the underrepresentation of women in top management. Therefore, the main objective was to determine the challenges women face in progress
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Rozprawy doktorskie na temat "Career progression for women"

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Lambrechts, Maryke. "Patriarchy and female career progression : do women maintain the status quo?" Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/80453.

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This journal focusses on gendered interactions in both society and in organisations, and publishes empirical articles using both qualitative and quantitative methodologies. This journal houses topics such as gender and work, feminist identities and masculinities. The article encompasses all three of these topics and builds on a published article in the journal ““Women in Power: Undoing or Redoing the Gendered Organization? (Stainback, Kleiner, & Skaggs, 2016). The research conducted builds on the published article by analysing, through lived experiences, how women have experienced the enforcem
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Busby, Nicole Ellen. "Access to employment and career progression for women in the European labour market." Thesis, University of Glasgow, 2006. http://theses.gla.ac.uk/3749/.

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The growing complexity in working arrangements has made it difficult to target employment legislation effectively. Utilisation of the existing provisions of Community law requires a reorientation of the traditional conceptualisation of gender relations. This is possible through the application of broad principles, as provided for by the Treaty and the general scheme of Community law, to specific circumstances. The Court of Justice occupies a unique institutional position in this respect as the only authority capable of undertaking such a task coherently and consistently. This thesis considers
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Hlophe, Duduzile Rosemary. "The perception of women regarding career barriers within a municipality in the KwaZulu-Natal region." Thesis, University of the Western Cape, 2014. http://hdl.handle.net/11394/4001.

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Magister Commercii (Industrial Psychology) - MCom(IPS)<br>The aim of this research study was to assess the existence and impact of career barriers on women in a municipal environment and to understand whether career salience explains some of the differences in the perception of career barriers. To answer the research hypothesis, permission was obtained from the municipal management to embark on the study and the respondents were notified in writing of the purpose and benefits of the study. A cross-sectional, convenience sample of 89 female employees in post levels one to ten was used. The surv
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Ballard, Velma J. "Gender and representative bureaucracy| The career progression of women managers in male-dominated occupations in state government." Thesis, Virginia Commonwealth University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3703956.

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<p> The tenets of representative bureaucracy suggest that the composition of the bureaucracy should mirror the people it serves including women in order to influence the name, scope, and implementation of public policies. Women account for the largest segment of the workforce and have attained more education and advanced education than men. Although there have been steady increases in executive leadership positions, management positions, professional and technical positions in most occupations, women are still underrepresented in mid-to-upper management in male-dominated occupations. When wome
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Nesbitt, Amy, and Adrienne Evertson. "The glass ceiling effect and its impact on mid-level female officer career progression in the United States Marine Corps and Air Force." Thesis, Monterey California. Naval Postgraduate School, 2004. http://hdl.handle.net/10945/1711.

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Approved for public release, distribution is unlimited<br>Women in the military are considered a minority population. Recent numbers reflect a 16% representation by women in the total Armed Forces population, with the Air Force displaying the largest proportion (17%), while the Marine Corps has the smallest proportion (6%). Multiple Defense organizations have expressed concern about the progression of women officers into senior leadership positions and the barriers they face to their continued success in the military. This thesis explores the officer career path experienced by women offic
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Pryce, Patricia. "Banking on a level playing field : the role of social capital in the promotion process to MD in a major investment bank : is it different for women?" Thesis, Cranfield University, 2013. http://dspace.lib.cranfield.ac.uk/handle/1826/8271.

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This thesis analyses individual experiences of the promotion process to Managing Director within a global bank to identify the contribution made by social capital. Using Nahapiet and Ghoshal’s (1998) three-dimension framework as the theoretical lens, the thesis extends social capital research beyond its largely quantitative focus on network analysis (structural dimension) to understand more clearly the relative importance and impact of the relational and cognitive dimensions. Semi-structured interviews were conducted with 34 men and women in an investment bank and a template-based analysis of
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Evertson, Adrienne Nesbitt Amy. "The glass ceiling effect and its impact on mid-level female officer career progression in the United States Marine Corps and Air Force /." Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2004. http://library.nps.navy.mil/uhtbin/hyperion/04Mar%5FEvertson.pdf.

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Watson, Kimberly Ann. "The Role of Mentoring, Family Support and Networking in the Career Trajectory of Female Senior Leaders in Health Care and Higher Education." Bowling Green State University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1205778756.

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Horsford, Bernard I. "Career progression of black managers." Thesis, Cranfield University, 2003. http://hdl.handle.net/1826/4275.

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This research programme examined the factors that affect the career progression of Black managers in the United Kingdom. The research comprised two distinct but related studies. The first study was a qualitative investigation of the factors affecting the career progression of Black managers (n = 64). The main finding from the first study was that for some the achievement of high salaries and senior positions may be at the expense of one's positive Black racial identity attitudes and wellbeing. The second study was a quantitative examination of aspects revealed as important correlates of career
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Dexter, Barbara. "Career progression and the first line manager." Thesis, University of Derby, 2003. http://hdl.handle.net/10545/292113.

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This study focuses on career progression and the first line manager (flm). There is an acknowledged lack of literature on the contemporary flm (Hirsh, 2000; Owen, 2001), which this research helps to address. The main aim of the study is 'to reach a greater understanding of the factors involved in an individual's ability to progress into, through and from the first level of management' . The study offers a meta-analysis of the literature on first line management throughout the twentieth century and into the twenty-first, identifying five contemporary issues affecting the role. These are organis
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Książki na temat "Career progression for women"

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Hayes, Jenifer. The access and career progression of female managers in Dublin city hotels. Dublin: University College Dublin, 1988.

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Trey, Miller, Malchiodi Andrea, and National Defense Research Institute (U.S.), eds. A new look at gender and minority differences in officer career progression in the military. Santa Monica, CA: RAND, 2012.

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Alexander, Elsie. The impact of training on career progression of female and male employees in local authorities. Gaborone, Botswana: SIDA, 1992.

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Poland, Fiona. Women and senior management: A research study of career barriers and progression in the library and information sector. London: Library Association, 1996.

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Office, General Accounting. Women in the military: Career progression not a current problem but concerns remain : briefing report to the Chairman, Subcommittee on Military Personnel and Compensation, Committee on Armed Services, House of Representatives. Washington, D.C: U.S. General Accounting Office, 1989.

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Wallner, Rosemary. Progressive careers. Vero Beach, Fla: Rourke, 1991.

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Carberry, Christine. An analysis of the impact that human resource management policies, practices and procedures have had on the career progression of women in the Northern Ireland Housing Executive. [s.l: The Author], 1997.

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Bethlem and Maudsley NHS Trust. The Maudsley career progression for nurses. [Beckenham]: Bethlem& Maudsley NHS Trust, 1994.

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Dexter, Barbara. Career progression and the first line manager. [Derby: University of Derby], 2003.

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The extraordinary administrator: Career progression for law firm managers. [S. I.]: Association of Legal Administrators, 2003.

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Części książek na temat "Career progression for women"

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Woodfield, Ruth. "Women and Career Progression: Ambition, Success and Choice." In What Women Want from Work, 175–96. London: Palgrave Macmillan UK, 2007. http://dx.doi.org/10.1057/9780230590243_6.

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Dosunmu, Akinola George, and Mpho Dichaba. "Lifelong Learning and Career Progression of Women in Nigeria." In The Education Systems of Africa, 1–20. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-43042-9_18-1.

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Dosunmu, Akinola George, and Mpho Dichaba. "Lifelong Learning and Career Progression of Women in Nigeria." In The Education Systems of Africa, 401–20. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-44217-0_18.

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Henkel, Mary. "Gender Equality in Academic Career Progression: A Matter of Time?" In The Changing Role of Women in Higher Education, 195–207. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-42436-1_10.

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Lühe, Josefine. "In Search of the Glass Ceiling: What Mechanisms and Barriers Hinder Qualified Women from Progressing in Academia?" In Paths to Career and Success for Women in Science, 79–91. Wiesbaden: Springer Fachmedien Wiesbaden, 2014. http://dx.doi.org/10.1007/978-3-658-04061-1_5.

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Elton, Caroline, and Nicole J. Borges. "Career progression and support." In Understanding Medical Education, 421–31. Chichester, UK: John Wiley & Sons, Ltd, 2013. http://dx.doi.org/10.1002/9781118472361.ch29.

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Elton, Caroline, and Nicole J. Borges. "Career Progression and Support." In Understanding Medical Education, 471–83. Chichester, UK: John Wiley & Sons, Ltd, 2018. http://dx.doi.org/10.1002/9781119373780.ch32.

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Holton, Viki, and Fiona Elsa Dent. "Career Promoters." In Women in Business, 50–65. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9781137008398_4.

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Holton, Viki, and Fiona Elsa Dent. "Career Barriers." In Women in Business, 66–77. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9781137008398_5.

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Grant, Annie. "Academic Achievement and Career Progression." In The Role of Student Services in Higher Education, 35–79. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-81439-7_2.

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Streszczenia konferencji na temat "Career progression for women"

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Sathija, P. K., S. Rajaram, V. K. Arora, B. Gupta, and N. Goel. "Evaluation of biomarkers p16ink4a/ki-67 in cervical cytology for diagnosis of cervical intraepithelial neoplasia." In 16th Annual International Conference RGCON. Thieme Medical and Scientific Publishers Private Ltd., 2016. http://dx.doi.org/10.1055/s-0039-1685267.

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Background: Novel biomarkers, P16INK4a/Ki-67 are disease specific and identify risk of progression to cervical cancer. Aim: To test the clinical utility of biomarkers p16INK4a/Ki-67 in cervical intraepithelial neoplasia. Methodology: Experimental study was conducted over an 18 month period at a tertiary care hospital. 3500 sexually active women between 30-55 years were screened by VIA/VILI, Pap test &amp; HPV-DNA PCR. All screen positive women (n=280) underwent colposcopy and biopsy if required. At the time of colposcopy repeat cervical smear were taken for evaluation of p16INK4a/Ki-67. Immuno
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Andam, Aba Bentil. "Balancing Family and Career." In WOMEN IN PHYSICS: 2nd IUPAP International Conference on Women in Physics. AIP, 2005. http://dx.doi.org/10.1063/1.2128262.

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Dasgupta, Arundhati. "Negotiating a career in physics." In WOMEN IN PHYSICS: 6th IUPAP International Conference on Women in Physics. AIP Publishing, 2019. http://dx.doi.org/10.1063/1.5110156.

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Corbett, Julie. "Launching a Successful Physics Career: Mentoring, Evaluation, Different Career Paths, Visibility, Developing a Reputation." In WOMEN IN PHYSICS: 2nd IUPAP International Conference on Women in Physics. AIP, 2005. http://dx.doi.org/10.1063/1.2128258.

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Sandow, Barbara, Monika Bessenrodt-Weberpals, Corinna Kausch, and Janis McKenna. "Topic 6: Balancing Family and Career." In WOMEN IN PHYSICS: The IUPAP International Conference on Women in Physics. AIP, 2002. http://dx.doi.org/10.1063/1.1505275.

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Narasimhan, Shobhana, Setsuko Tajima, and Jin-Hee Yoon. "Leaving and entering a career in physics." In WOMEN IN PHYSICS: 4th IUPAP International Conference on Women in Physics. AIP, 2013. http://dx.doi.org/10.1063/1.4794215.

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Hartline, Beverly Karplus, Engin Arik, Marilia Caldas, Gillian Gehring, Dimitra Darambara, Annalisa Fasolino, Liv Hornekaer, and Peter Melville. "Topic 2: Launching A Successful Physics Career." In WOMEN IN PHYSICS: The IUPAP International Conference on Women in Physics. AIP, 2002. http://dx.doi.org/10.1063/1.1505271.

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Providência, C., M. M. R. Costa, and A. M. Eiró. "A Physics Career for Women in Portugal." In WOMEN IN PHYSICS: The IUPAP International Conference on Women in Physics. AIP, 2002. http://dx.doi.org/10.1063/1.1505336.

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El-Sayed, Karimat. "My Experience in Balancing Family and Career." In WOMEN IN PHYSICS: 2nd IUPAP International Conference on Women in Physics. AIP, 2005. http://dx.doi.org/10.1063/1.2128376.

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Mustapha, Ramlee B., Azami Zaharim, Norhazizi Lebai Long, and Fouziah Mohd. "Women in technical fields: Career decision process." In 2009 International Conference on Engineering Education (ICEED). IEEE, 2009. http://dx.doi.org/10.1109/iceed.2009.5490603.

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Raporty organizacyjne na temat "Career progression for women"

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Adda, Jerome, Christian Dustmann, Costas Meghir, and Jean-Marc Robin. Career Progression, Economic Downturns, and Skills. Cambridge, MA: National Bureau of Economic Research, February 2013. http://dx.doi.org/10.3386/w18832.

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Ortegon, John. Junior Officer Career Progression: A Reevaluation. Fort Belvoir, VA: Defense Technical Information Center, February 2009. http://dx.doi.org/10.21236/ada510346.

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Dustmann, Christian, Jean-Marc Robin, Costas Meghir, and Jerome Adda. Career progression, economic downturns and skills. Cemmap, March 2013. http://dx.doi.org/10.1920/wp.cem.2013.0613.

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Dustmann, Christian, Costas Meghir, Jerome Adda, and Jean-Marc Robin. Career progression, economic downturns, and skills. Institute for Fiscal Studies, August 2013. http://dx.doi.org/10.1920/wp.ifs.2013.1324.

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Norris Keiller, Agnes, Robert Joyce, Monica Costa Dias, and Richard Blundell. What has been happening to career progression? Institute for Fiscal Studies, July 2020. http://dx.doi.org/10.1920/bn.ifs.2020.bn0301.

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Teplitzky, Martha L. Dual Army Career Couples: Factors Related to the Career Intentions of Men and Women. Fort Belvoir, VA: Defense Technical Information Center, July 1988. http://dx.doi.org/10.21236/ada199289.

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Goldin, Claudia. Career and Family: College Women Look to the Past. Cambridge, MA: National Bureau of Economic Research, July 1995. http://dx.doi.org/10.3386/w5188.

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Hernandez, Daryle J. Building Strategic Leader Competencies into Army Officer Development and Career Progression. Fort Belvoir, VA: Defense Technical Information Center, March 2011. http://dx.doi.org/10.21236/ada559982.

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Sumpter, Deirdre J. Career Advancement for Women: What Is the Prescribed Path for Success? Fort Belvoir, VA: Defense Technical Information Center, May 2010. http://dx.doi.org/10.21236/ada549379.

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Riley, Sandra. Career supports and career mentors : an analysis of their prevalence and their relation to career success and satisfaction among a group of women lawyers. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.5002.

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