The purpose of this paper is to address notions and practices relating to work–life balance for native German scholars and researchers who have migrated from the former Soviet…
Abstract
Purpose
The purpose of this paper is to address notions and practices relating to work–life balance for native German scholars and researchers who have migrated from the former Soviet Union (FSU). Issues will be explored from a cultural perspective, identifying culturally based interpretations of work–life balance.
Design/methodology/approach
Foregrounded in a diversity approach, this empirical study draws upon explorative interviews to discuss work–life balance in German academia. To overcome monocultural observations, 25 German scholars and 11 researchers originating from the FSU were interviewed, all of whom are highly skilled female scholars.
Findings
Findings demonstrate that individuals with diverse cultural backgrounds can perceive huge differences in identical working conditions. The study links meanings of work–life balance with individual practices and identifies key components of work–life balance within this population. It also discusses the decisions that scholars make about starting families or remaining childless for the sake of their careers.
Originality/value
This study is the first of its kind in Germany, and represents a strong implication for policies and their evaluation. It identifies the crucial role played by culturally rooted notions relating to work–life balance practices.
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This paper aims to represent a unique and original piece of research on full professors in global hospitality and tourism academia. Aimed at revisiting academic leadership, this…
Abstract
Purpose
This paper aims to represent a unique and original piece of research on full professors in global hospitality and tourism academia. Aimed at revisiting academic leadership, this study identifies its components and gains insight into the so far understudied dimensions of diversity in academic contexts worldwide.
Design/methodology/approach
This study examines the careers of senior researchers (R3 and R4, according to European Commission) in hospitality and tourism, with special attention given to diversity. Based on quantitative methodology and a standardised online search, it uses individual-level data to give insights into dimensions of academic leadership. Full professors from the UK, the USA, German-speaking countries (Germany, Austria and Switzerland) and the Asia-Pacific region (Australia, New Zealand, China, Malaysia, Singapore and South Korea) build the sample.
Findings
Academic leadership in hospitality and tourism academia is not yet fully tied to cooperation with industry, as predicted by the “Triple Helix” model. Currently, the majority of the intellectual component constitutes academic leadership, outweighing administrative and innovative angles. Gender, age and ethnic diversity are underrepresented. While some regions can be considered sealed to ethnic diversity, others are more open and attract international scholars.
Originality/value
Rooted in interdisciplinary explanations, this study is the first of its kind to consider various diversity dimensions of academic leadership from a global perspective. It not only enriches the notion of academic leadership but also provides several practical implications and suggestions for further research.
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This chapter deals with the perception of (sensed) discrimination and the coping strategies of Russian-speaking female scholars in Germany and applies an intersectional approach…
Abstract
This chapter deals with the perception of (sensed) discrimination and the coping strategies of Russian-speaking female scholars in Germany and applies an intersectional approach between culture, migration, gender and social background. Based on telephone interviews, the study aims to contribute to the discussion on discrimination in research environments and individuals’ professional integration by exploring narratives of migration and work in 13 women who migrated from the former Soviet Union (FSU) to Germany from 1990s to 2010s. Based on the findings, the author derives implications for policy and practice, such as a recommendation to implement introductory conversations with newcomers to reduce culture clash in competitive work contexts.
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Irina V. Gewinner, Victoria A. Bauer and Mara Osterburg
The conceptual “model of cultural stereotypes” offers a comprehensive understanding of gendered career choices of higher education students. Rooted in socio-cultural perspectives…
Abstract
The conceptual “model of cultural stereotypes” offers a comprehensive understanding of gendered career choices of higher education students. Rooted in socio-cultural perspectives, the model integrates socialization effects, individual gender ideology and internalized cultural stereotypes to provide a nuanced understanding of career-related orientations. The model addresses the limitations of existing theories by recognizing the interplay between individual, institutional and cultural factors. It emphasizes the impact of societal values, norms and prevailing gender roles on career decisions. Empirical validation through a large-scale survey at a German research university underscores the efficacy of the model. The chapter also explores theoretical, methodological and practical implications to guide researchers and practitioners in advancing a contextually informed approach to understanding and addressing gender disparities in career decisions and differences regarding certain occupational fields.
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There exist a number of approaches that attempt to explain the occupational choices of youth from different perspectives. The social cognitive theory and the self-efficacy…
Abstract
Purpose
There exist a number of approaches that attempt to explain the occupational choices of youth from different perspectives. The social cognitive theory and the self-efficacy approach, to name the most influential, emphasize the centrality of cognitive abilities of individuals in making a career choice, and look at professional orientation primarily through the lenses of micro factors. This chapter extends existing approaches by accentuating the importance of cultural traditions and stereotypes for occupational choices.
Methodology/approach
This chapter uses official statistical data ranging from the rise of the USSR to the present day. These have been collected by the Federal State Statistics Service (Rosstat) and were partly retrieved from archives.
Findings
After a review of extant theoretical frames pertinent to career choices, this chapter suggests a theory of occupational choices through the lenses of gender, thus deploying Sandra L. Bem’s (1973, 1981) framework on gender schema. Proposing a theoretical model that links micro and macro factors, the chapter then demonstrates how the approach functions in the Russian post-socialist context.
Originality/value
The novelty consists of incorporation of sociocultural aspects of occupational choices, thus allowing a scope for comparative research. Additionally, the proposed model of gendered career choices can be employed for explaining differences within sexes. Besides, the model argues that not primarily intelligence but often external factors shape career choices.
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Clemens Striebing, Jörg Müller, Martina Schraudner, Irina Valerie Gewinner, Patricia Guerrero Morales, Katharina Hochfeld, Shekinah Hoffman, Julie A. Kmec, Huu Minh Nguyen, Jannick Schneider, Jennifer Sheridan, Linda Steuer-Dankert, Lindsey Trimble O’Connor and Agnès Vandevelde-Rougale
The essay is addressed to practitioners in research management and from academic leadership. It describes which measures can contribute to creating an inclusive climate for…
Abstract
The essay is addressed to practitioners in research management and from academic leadership. It describes which measures can contribute to creating an inclusive climate for research teams and preventing and effectively dealing with discrimination. The practical recommendations consider the policy and organizational levels, as well as the individual perspective of research managers. Following a series of basic recommendations, six lessons learned are formulated, derived from the contributions to the edited collection on “Diversity and Discrimination in Research Organizations.”
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While quantitative survey design represents a default research method in the field of hospitality and tourism, qualitative approaches remain largely sidelined. This is…
Abstract
While quantitative survey design represents a default research method in the field of hospitality and tourism, qualitative approaches remain largely sidelined. This is particularly true for netnography, a novel method of scientific enquiry that targets the online interactions of various actors. The present chapter seeks to introduce the netnographic approach, outline its implementation in hospitality and tourism, as well as demarcate it from other methods, such as survey, text mining and content analysis. By giving an overview of recent studies employing netnography, the chapter demonstrates applied examples of ethnographic research online, presents a cross-cultural study on disappointing travel experiences and suggests further research avenues, such as cross-cultural investigation. It concludes by discussing strengths and weaknesses of the netnographic approach. The value of this chapter lies in its reflection of state-of-the-art research in hospitality and tourism based on netnography and the proposition of further directions of research.