Search results

The purpose of this paper is to consider the impact of these experiences on the authors’ work and on the authors.

Following the publication of the report, the authors undertook collective, autoethnographic memory work that forms the empirical body of the argument. This is presented in 13 vignettes.

The authors found themselves continually traversing.

The paper analyses the challenges of researching what is a universal experience for women yet also a taboo subject. It discusses the relevant implications for and possible effects on researchers who investigate such topics in organisation and work studies and elsewhere.

Menopause experiences as they connect to work are under-researched per se. The paper extends knowledge of how this research area is not only shaped by researchers but has an impact on those researchers.

This paper aims to introduce a special issue, consisting of a selection of papers on the subject of gender, paid employment and life issues in accounting practice and education.

The paper identifies relationships between work, life and identity in accounting practice and education.

The paper finds that the vast majority of those taking up WLB initiatives are women, who organize their paid work around the needs of their children.

The paper raises challenging and perhaps demoralizing questions and it is hoped that it goes some way to reinvigorating discussions and debates around the work‐life intersection in accounting practice and academia.

To provide a critical review of existing contributions to gender and change management and in doing so highlight how organizational change needs to be read more readily from a gendered perspective.

This paper argues that gender has received little attention regarding the change management side of managerial practice and reviews recent contributions to gender and change to demonstrate this. The paper then questions how men and women both cope with and drive change and whether the identified differences are more than superficial. The concept of gender is then read into management theory in order to understand how gender affects the way managers think and act, and the gendering of management is discussed. The paper concludes by outlining future research areas – change agents, entrepreneurs, female innovators, psychoanalytic treatments of change and gender experiences.

The paper finds that traditional and dominant conceptions of masculine and feminine values that rely on static conceptions of gender to argue that more attention to be paid to the dynamic and the genderful approaches.

The paper concludes by outlining future research areas – change agents, entrepreneurs, female innovators, psychoanalytic treatments of change and gender experiences.

Draws much needed attention to the neglect of gender in change theory and practice and suggests some ways forward.

Offers a unique introduction to an important but complex literature that needs to be integrated into change management practice.

The purpose of this paper is to explore the ways in which Canadian lesbians and gay men manage their non‐hegemonic identities in organizations, given the relative paucity of qualitative data in the area, the importance of work as a site for identity projects in the contemporary west and growing pressure on employers to attend to sexual orientation as part of diversity management initiatives.

Data were gathered through 16 semi‐structured interviews with lesbian and gay workers from three Canadian cities.

The data emphasize the importance of organizational environments in which queer people feel able to integrate their identity at work with their identity in the rest of their lives. Role models were identified as especially important in this regard, particularly for women who talked of the organizational “double jeopardy” of being female and a lesbian.

Although the data reported here are not generalizable, it is worrying that they echo many earlier studies on the negative aspects of lesbian and gay workplace experience. One key implication is that those employees who conform most closely to what Butler calls the heterosexual matrix are less likely to experience problems related to their sexual orientation.

This paper indicates several themes which are not extensively travelled in the existing literature, including the suggestion that coming out to colleagues is easier if one is in a long‐term relationship, as well as a sense that having to negotiate such disclosure simultaneously enhances work‐related interpersonal skills.

The aim of this paper is to examine gendered identities of women academics by exploring the interplay and exploitation of internal and external, personal and academic, identities. The paper also considers the relative prioritisation of the three main academic activities of teaching, research, and administration, in which an enhanced emphasis on research performance, as opposed to teaching and administration, is what is often deemed to represent “success” in academia.

Drawing on autoethnographical detail, the paper reflects on the complexities of identities as they are constructed, developed, experienced and understood both by themselves and by others. By presenting several short autobiographical vignettes, the paper examines perceptions of the gendered identity of women in academia as caring, “motherly” and nurturing, and demonstrates attempts to exploit so‐called “natural” feminine, mothering traits as a means of fulfilling the pastoral and administrative components of universities.

In considering such stereotypes, the paper addresses examples of their self‐fulfilment, whilst considering how academic structures and practices also impose such distinctions, in a context where academic “success” is often typified by research, publications and academic networking.

The paper considers both possibilities for resistance and the negative implications for the career success of women academics, arguing that, until these gendered stereotypes are challenged, women academics will continue to be disadvantaged within academic institutions.

This paper seeks to suggest that the typical western workplace culture, especially in the accounting profession, is predicated on a masculine, emotion‐free template, and that this poses specific challenges and difficulties for women.

The paper is based on conceptual claims and secondary data from studies of emotion, work and gender.

It was found that female accountants may have to make some difficult choices in the workplace due to their socialization as being more emotionally aware and attuned than men.

The paper underlines the importance of the emotion‐work link in accounting, and how it relates to gender.

This paper sets out to examine the problematic gendered effects of the spread of an accounting mentality in university performance appraisal, academic awareness that accounting only ever tells part of the story notwithstanding.

The paper is based on the authors' experience, and thus deploys a version of autoethnography.

It was found that universities risk being seriously compromised by this “matrix madness”, and that it also specifically disadvantages women.

The paper presents an examination of the intersection between knowledge, power effects, accounting, gender and academic performance management.

This paper aims to recount the author's career trajectory to date, and the choices, challenges and opportunities she has faced along the way.

This paper is an autobiography.

The central message is that “you don't have to be one of the blokes to succeed”.

The paper presents candid reflections on negotiating the gendered world of professional accounting.

The purpose of this paper is to critically examine the imagery of flexible work arrangements in professional accounting employment, as presented in the Australian professional accounting journals from 2004‐2007.

The approach takes the form of a critical analysis of discourse in articles in professional accounting journals.

While talk of “balance” and “flexibility” is widespread in the professional accounting journals in Australia, accountancy is portrayed as an environment dominated by a “work hard, play hard” culture. Flexible work arrangements are presented as acceptable work practices when they provide a means of facilitating this culture, rather than as an alternative method of working.

The Australian accounting professional bodies continue to actively portray the long hours culture of professional work (and play) as the foundation of success, despite widespread concern about, first, the long‐term implications of such a lifestyle for employees’ personal wellbeing and, second, the lack of appeal of such working conditions for both existing and potential employees.

Despite the rhetoric of the need for flexible work practices to attract/retain accounting talent, accountants may find that there is limited support within the profession to facilitate career development while utilising such arrangements as part‐time work.

The imagery of the contemporary accounting work environment as presented in the professional journals has not been examined in the accounting literature. As these journals are a primary means by which the profession communicates with its members, they present a good basis for examining how the accounting profession wishes itself to be perceived.

The purpose of this study is to investigate the strategies that New Zealand chartered accountants use to combine work and family responsibilities, and to relate these strategies to chartered accountants' career success.

The study analysed qualitative career history data obtained from interviews with 69 male and female experienced chartered accountants.

A comprehensive work/family strategy typology for New Zealand chartered accountants was developed. The five types identified were Traditional Men, Traditional Women, Work First Women, Family Balancers, and Stepping Stone Men. In general, those who followed a male linear career model (Traditional Men and Work First Women) demonstrated higher levels of career success. Some notable exceptions showed that career success could be achieved by those with higher levels of family responsibilities, if the employing organisation does not demand rigid conformance with the linear career model.

The purposeful bias in the sample selection and the diversity in the interviewees' workplaces decrease the study's generalisability. But those factors contributed to the ability to identify a wide range of current work/family strategies.

The paper provides a basis for the accountancy profession to adapt to the feminisation of the profession and the increasing demands for work/life balance by developing policies and practices targeted at enhancing career progression for a more diverse range of work/family strategic types than is currently recognised.

There are no prior data describing the diversity in New Zealand chartered accountants' work/family strategies.