Timothy Makrides, Linda Ross, Cameron Gosling, Joseph Acker and Peter O'Meara
This study aims to map and examine the existing evidence to provide an overview of what is known about the structure and characteristics of the Anglo-American paramedic system in…
Abstract
Purpose
This study aims to map and examine the existing evidence to provide an overview of what is known about the structure and characteristics of the Anglo-American paramedic system in developed countries.
Design/methodology/approach
The review includes results examining the structure and characteristics of the Anglo-American paramedic system in English-speaking developed countries. Databases, including Embase, MEDLINE, Web of Science, EBSCOhost, CINAHL, Google Scholar and Epistemonikos, were searched from the inception of the databases. A grey literature search strategy was conducted to identify non-indexed relevant literature along with forward and backward searching of citations and references of included studies. Two reviewers undertook title and abstract screening, followed by full-text screening. Finally, data extraction was performed using a customised instrument. Included studies were summarised using narrative synthesis structured around broad themes exploring the structure and characteristics of the Anglo-American paramedic system.
Findings
The synthesis of information shows that varying models (or subsystems) exist within the Anglo-American paramedic system. The use of metaphorical models based on philosophical underpinnings are used to describe two novel subsystems within the Anglo-American paramedic system. These are the professionally autonomous and directive paramedic systems, with the directive model being further categorised into the rescue and hospital-managed submodels.
Originality/value
This study is the first of its kind to explore the modern subcategorisation of the Anglo-American paramedic system using a realist lens as the basis for its approach.
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Janne Tienari, Rebecca Lund and Alexei Koveshnikov
Our review shows that M&A research fails to discuss questions of gender. In this chapter, we aim to understand this lack of sensitivity to gender in analyzing how M&A processes…
Abstract
Our review shows that M&A research fails to discuss questions of gender. In this chapter, we aim to understand this lack of sensitivity to gender in analyzing how M&A processes unfold. We discuss strategic and people-oriented M&A research, seek to explain why gender and gender relations are not debated therein, and offer some ideas on how they could be incorporated in the analyses. We also consider the contemporary system of academic publishing for understanding the marginal position of gender research in general. Overall, the chapter paves the way for arguing why the gender perspective would benefit M&A research so that it would become better equipped to address the focal phenomenon as constituted in its social, cultural, and economic context.
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Fran Amery, Stephen Bates, Laura Jenkins and Heather Savigny
We evaluate the use of metaphors in academic literature on women in academia. Utilizing the work of Husu (2001) and the concept of intersectionality, we explore the ways in which…
Abstract
Purpose
We evaluate the use of metaphors in academic literature on women in academia. Utilizing the work of Husu (2001) and the concept of intersectionality, we explore the ways in which notions of structure and/or agency are reflected in metaphors and the consequences of this.
Methodology/approach
The research comprised an analysis of 113 articles on women in academia and a subanalysis of 17 articles on women in Political Science published in academic journals between 2004 and 2013.
Findings
In the case of metaphors about academic institutions, the most popular metaphors are the glass ceiling, the leaky pipeline, and the old boys’ network, and, in the case of metaphors about women academics, strangers/outsiders and mothers/housekeepers.
Usage of metaphors in the literature analyzed suggests that the literature often now works with a more nuanced conception of the structure/agency problematic than at the time Husu was writing: instead of focusing on either structures or agents in isolation, the literature has begun to look more critically at the interplay between them, although this may not be replicated at a disciplinary level.
Originality/value
We highlight the potential benefits of interdependent metaphors which are able to reflect more fully the structurally situated nature of (female) agency. These metaphors, while recognizing the (multiple and intersecting) structural constraints that women may face both within and outwith the academy, are able to capture more fully the different forms female power and agency can take. Consequently, they contribute both to the politicization of problems that female academics may face and to the stimulation of collective responses for a fairer and better academy.
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Madeleine Novich and Janet Garcia-Hallett
Research indicates that faculty of color in the United States face numerous challenges in the academy. To complicate their experiences further, children significantly impact…
Abstract
Research indicates that faculty of color in the United States face numerous challenges in the academy. To complicate their experiences further, children significantly impact academics’ work. Additional difficulties can arise in balancing work with familial responsibilities. Indeed, strategies to navigate parental obligations while engaging in professional activities are seldom examined among minority parents, across genders and institution types. In response, the current study investigates the intersectionality of race, gender, and parenthood on navigating a work–life balance in academia. This study examines 13 male and female minority parents from an array of institutions and explores their strategies for navigating professional advancement while managing familial obligations.
Our data suggest that parents of color often develop timesaving strategies to complete their work more efficiently. However, in order to do so, they tend to engage in professional and social isolation and to recalibrate personal expectations of work and accomplishments. Of importance, the study uncovered significant gender differences. While fathers faced comparable challenges, the findings indicate that familial responsibilities can disadvantage women more so by impacting their ability to foster professional relationships and potentially harm their emotional well-being. While most faculty of color face difficulties in the workplace, we argue that those with children, especially mothers, face additional challenges that should be addressed by home institutions to foster more equitable opportunities for professional growth.
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The purpose of this paper is to examine women managers’ perceptions of forces influencing their career progression to leadership positions in Saudi Arabian higher education (HE).
Abstract
Purpose
The purpose of this paper is to examine women managers’ perceptions of forces influencing their career progression to leadership positions in Saudi Arabian higher education (HE).
Design/methodology/approach
A qualitative, interpretive approach is adopted for analysing in-depth interviews with women managers in Saudi HE.
Findings
The findings of this study provide an in-depth understanding of Saudi women’s experience in management in HE. This study shows that women face a number of challenges preventing them from achieving equitable representation in leadership positions; conversely, they do have some opportunities which help them in their careers. Additionally, it provides more explanation of how the macro factors trickle down to the organizational level to shape organizational process and practices, and have an impact on women accessing leadership positions. Furthermore, this study suggests that socio-cultural background does matter when studying women in management in the Saudi context.
Research limitations/implications
The paper, mainly focussing on women managers in Saudi HE, gives a clear picture of women’s careers and influencing factors.
Practical implications
The research has implications for government and other related institutions to formulate effective policies and appropriate strategies to help Saudi women access leadership posts.
Originality/value
The novelty of this paper is in its focus on the under-researched topic of careers of Saudi women managers. The paper is also valuable as it emphasizes the societal context for researchers wishing to study women’s careers in the Arab world.
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Biodiversity is required to sustain life on earth, but the rampant growth in the illegal wildlife trade has created a global conservation challenge, where the African continent is…
Abstract
Purpose
Biodiversity is required to sustain life on earth, but the rampant growth in the illegal wildlife trade has created a global conservation challenge, where the African continent is one of the primary casualties. This paper aims to explore how South African National Parks (SANParks) (as the custodian of the largest population of rhinos in the wild) accounts to its stakeholders about how it has discharged its biodiversity mandate relating to rhino preservation.
Design/methodology/approach
The paper seeks to determine whether the increase in rhino-poaching over the period from 2006 to 2015 is reflected by a concomitant increase in related disclosures in SANParks’ annual reports. It adopts a mixed-methods research approach using both descriptive and inferential statistics, as well as a qualitative analysis of pertinent narrative disclosures describing how SANParks accounts to its stakeholders on the discharge of the rhino-related component of its biodiversity mandate.
Findings
The study finds that SANParks uses its publicly available annual reports to disclose how it has discharged the rhino-related component of its biodiversity mandate. In this regard, it identified a strong positive correlation between incidents of rhino-poaching and annual report disclosures in the period up to 2010. Initially, SANParks disclosed its rhino-poaching-related performance through impression management to bolster its legitimacy, but later focused its reporting on its rhino conservation efforts.
Originality/value
Although the subject of rhino-poaching has been extensively researched, this one of the first papers to explore the phenomenon from a governance and accountability perspective of a state-owned entity (\ SANParks) under the mantle of extinction accounting.
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This paper explores the experiences of women in Saudi Arabia who have been managed by other women, and examines how junior women perceive senior women's role in advancing their…
Abstract
Purpose
This paper explores the experiences of women in Saudi Arabia who have been managed by other women, and examines how junior women perceive senior women's role in advancing their career.
Design/methodology/approach
The paper is based on qualitative data gathered using in-depth semi-structured interviews undertaken with 30 women working in Saudi public organisations.
Findings
This study's findings shows that the hierarchical relationships between women and their woman manager are complex due to a multifaceted web of contextual factors including sociocultural values, family values, religious beliefs and organisational cultures and structures. These factors shape the quality of relationships between senior women and their women subordinates. Also, this study reveals that there is solidarity and ‘sisterly’ relationship between women in the workplace that plays a role in facilitating women's career development and advancement. In addition, this study shows that despite senior women's having supported other women's career advancement, this support tended to be conditional and limited. This can have an influence on women-to-women work relationships, where such relationships can be described as being disconnected and fragile. Furthermore, the study depict that there is evidence of the existence of ‘Queen Bee’-like senior women who distance themselves from other women and block their career advancement. The Queen Bee phenomena can actually become a form of hierarchy that mimics the patriarchal structure and excludes women from serving at top management levels.
Originality/value
This paper provides an in-depth understanding of the hierarchical relationships between women in the workplace and how these relationships have an influence on women's career advancement. Therefore, the paper makes a valuable contribution to the scarce knowledge that currently exists within the field of management research in relation to women's career development – and the advancement of such research within the Arab Middle Eastern context. Also, the findings of this study could potentially inform practitioners and HR department personnel within organisations about the connections between women's hierarchical workplace relationships and women's career development and advancement.
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Jeffrey Nowacki, Joseph Schafer and Julie Hibdon
The article first examines whether police hiring decisions represent a zero-sum game where hires from one under-represented group (e.g. White women) reduce the number of hires…
Abstract
Purpose
The article first examines whether police hiring decisions represent a zero-sum game where hires from one under-represented group (e.g. White women) reduce the number of hires made from other under-represented groups (non-White men and/or non-White women). Second, we explore whether agencies that hire more members of underrepresented groups achieve more diverse applicant pools in future hiring cycles. Negative binomial regression techniques are used in both analyses.
Design/methodology/approach
Data for this study come from the Commission on Accreditation for Law Enforcement Agencies (CALEAs) from 2011 to 2016. These data are divided into two periods: Period A (2011–2013) and Period B (2014–2016). The two periods are combined to assess a zero-sum effect. Then, Period A data on hiring decisions is used to estimate the diversity in applicant pools in Period B.
Findings
Results from this study provided little evidence of a zero-sum effect. It does not seem that agencies that hire from one under-represented group are less likely to hire from others. Instead, agencies that have shown a commitment to diversification are more likely to make additional hires from under-represented groups. We also found evidence of a relationship between Period A hires and Period B applicant pools for Hispanic women, but not for other groups. Broadly, we found that agencies where a larger share of officers are women were more likely to hire more women applicants.
Originality/value
Previous research examining zero-sum effects in hiring rely on officer rosters rather than specific applicant and hiring data. The data used in this study allows for a more precise examination of hiring decisions, and allows us to link hiring decisions to future applicant pool composition.