Abstract
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Mohini Vidwans and Rosemary Ann Du Plessis
While women are increasingly in senior positions in accountancy firms, a century after gaining entry to this once exclusively male field, they are still struggling to achieve…
Abstract
Purpose
While women are increasingly in senior positions in accountancy firms, a century after gaining entry to this once exclusively male field, they are still struggling to achieve career success. The concept of possible selves and a model of career crafting are activated in an analysis of how a set of New Zealand professional accountants have pursued their careers. This paper aims to focus on how people actively craft career selves in the context of organisational and gendered constraints, some of which are self-imposed, and therefore, can be modified and revised.
Design/methodology/approach
Interviews with 36 male and female accounting professionals in New Zealand – 21 working in private firms and 15 in academia identify how careers are shaped by contexts, cultural understandings of gender, organisational structures within which accountants are located and wider environmental factors.
Findings
Women accountants in this study are both agential and responsive to a range of constraints they encounter. These women challenge the notion that professional achievement requires single minded allegiance to a career; their strategic career crafting demonstrates how career and family commitments are not irreconcilable but can be skilfully integrated to nurture multiple selves. Their strategies are considered alongside those of a comparable set of male accountants.
Originality/value
This paper contributes to the literature on possible selves and the complexity of gendered lives through the application of a career crafting matrix to explore how accounting professionals forge careers and construct multiple selves.
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Tingwei Gao, Yueting Chai and Yi Liu
The main purpose of this paper is to conduct an in-depth theoretical review and analysis for the fields of knowledge management (KM) and investigate the future research trend…
Abstract
Purpose
The main purpose of this paper is to conduct an in-depth theoretical review and analysis for the fields of knowledge management (KM) and investigate the future research trend about KM.
Design/methodology/approach
At first, few theoretical basis about KM which include definitions and stages about KM have been summarized and analyzed. Then a comprehensive review about the major approaches for designing the KM system from different perspectives including knowledge representation and organization, knowledge sharing and performance measure for KM has been conducted.
Findings
The contributions of this paper will be useful for both academics and practitioners for the study of KM.
Originality/value
For this research, the focus is on conducting an in-depth theoretical review and analysis of KM.
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Roy Liff and Airi Rovio-Johansson
The purpose of this study is to investigate how mentors can convince young, certified, inexperienced employees to remain in a healthcare organisation, and how mentors address…
Abstract
Purpose
The purpose of this study is to investigate how mentors can convince young, certified, inexperienced employees to remain in a healthcare organisation, and how mentors address “stay or quit” when mentees’ lived experiences reveal feelings of insufficiency as crisis in their daily work. We explore how turnover is affected by the mentors’ and mentees’ discussions within the manager’s domain.
Design/methodology/approach
Within the framework of crisis management, the study employs qualitative content analysis of 21 interview responses from mentors, mentees and managers. The analysis includes mentees’ answers, which are analysed in terms of “weak signals” based on lived experiences and mentors’ and managers’ answers in terms of different capabilities to increase mentees’ wish to remain in the organisation.
Findings
The results show that the deep relationship between the mentee and the mentor is crucial. It is possible for the mentor to detect weak signals from the mentee’s thoughts, doubts and lived experiences. The study extends the understanding of a more subtle mechanism the mentor uses in the close relation to the mentee, alongside the manager. The findings confirm those of previous research concerning improved job satisfaction and self-improvement in the profession.
Practical implications
The findings explain why mentors, as necessary organisational resources, can contribute more successfully than managers to keeping young employees.
Originality/value
The study links the crucial relational mentorship to increased willingness to remain in an organisation among young mentees without career support.