Search results

The purpose of this study is to report empirical research on gender managerial obstacles in UAE private organizations. It identifies the barriers that limit opportunities for gender equality promotion in managerial level positions.

Primary data were gathered from 384 female managers operating in UAE organizations using Survey Monkey and ANOVA for statistical analysis. Two variables (years of experience and industry) were used to compare the average means across the responses and the differences among the group.

The situation of gender equality in UAE management currently shows a positive trend. The females who participated in the survey have considerable work experience and jobs in a vital economic sector of the UAE industry. The earlier cultural stereotypes that worked against the interests of women in the UAE society are no longer relevant except for informal barriers and the level of cooperation among female leaders. We found differences among industry, service and transportation sectors in which gender managerial level in a private industry is dependent upon the number of years of experience for female managers.

The limitation of the study is the online survey was affected by the COVID-19 pandemic during the lockdown period in the spring of 2020, which led to a low number of participants responding to the questionnaire. Additionally, the survey did not include a nationality question to distinguish Emiratis from non-Emirati.

This study indicates a need to coordinate UAE female leaders' actions to protect their rights, develop formal and informal mechanisms of gender inequality realization in business and promote professional skills, orientation on social networks, and mentoring programs for female leaders. These initiatives improve the positions of female leaders.

The study of the UAE case adds to the existing literature on gender studies because the survey-based research in the UAE context contributes to the limited knowledge of Middle Eastern countries. The females’ employment and their representation in managerial levels remain lower compared to males. Differences exist among the industry, service and transportation sectors.

The purpose of this article was to investigate the employee perceptions of diversity management and employee performance. To achieve this, employee respondents’ perceptions and perspectives have been tested, and findings are discussed.

To address this study's purpose, survey data were collected from 250 employees of two organizations in the United Arab Emirates (UAE). Data were analyzed by age, gender and nationality for two variables: diversity management and employee performance.

Results showed that respondents perceived an improvement in employee performance when diversity was managed for employees of different age groups, females/males working together and a workplace composed of employees from various nationalities.

The implication of this limited study is that further studies on the perception of diversity management for employee performance in the Middle East region needs to be conducted. The social implication is that organizational leaders can initiate diversity management to improve employee performance. The research is limited by the geographical context and access to the collection of data during the COVID-19 pandemic.

The implication of this limited study is that further studies on the perception of diversity management for employee performance in the Middle East region needs to be conducted. The social implication is that organizational leaders can initiate diversity management to improve employee performance.

The contribution to academic knowledge from this research is two-fold: findings from a novel study conducted in the Middle East evidenced diversity management improved perceptions of employee performance. The value of the study for praxis is to incorporate employees' belief in diversity management for its potential to improve employee performance.

During the COVID-19 pandemic, the importance of digital infrastructure in higher education surged. This study aims to analyze how a country’s digital capabilities influence pedagogical transitions in business schools and compare the impacts between digitally advanced and advancing countries.

The authors applied the job demands–resources model and the IMD World Digital Competition Ranking 2021 to analyze the impact of nations’ digital capabilities on the pedagogical transitions experienced by 121 business faculty members from 20 nations. The countries were categorized into digitally advanced countries and advancing countries. The snowball sampling method was used to gather data through an online survey consisting of 24 items. SPSS was used to statistically analyze the data in two stages using paired t-test and group comparison.

Significant shifts between face-to-face and online lectures occurred in both groups. Advanced countries witnessed positive shifts in discussions, presentations, oral assessment, independent learning opportunities, online teaching methods, technical support and faculties’ readiness, whereas advancing countries mainly noted alterations in professional development and communication technologies.

This study offers insights into optimizing digital capabilities and enhancing business schools’ readiness for effective pedagogical shifts during crises. Both the theoretical contribution and the findings will benefit national education policies, higher education institution leaders, scholars and educators.

The purpose of this study is to gain a better understanding of the employment figures in the labour market after the two Korean financial crises (1997 and 2008), focusing on the gender gap across different characteristics. Based on several data points, a general trend becomes evident whereby, as companies retrenched, they shifted the demographics of their employees to those perceived as most valuable, i.e. workers with university educations. However, when distinguished by gender, it is evident that their priorities changed. This discovery suggests that as the world faces another global health crisis (COVID-19) with its associated impact on organisational retrenchment, the gender gap in Korea could widen further.

The analysis was conducted by applying a simple compounded average growth rate (CAGR) analysis to determine the impact of the two crises on employment by the educational level.

A general trend becomes evident whereby, as companies retrenched, they shifted the demographics of their employees to those perceived as most valuable, i.e. workers with university educations. However, when distinguished by gender, it is evident that their priorities changed.

Secondary data were used for the analysis as data for unemployed, who had given up looking for work, were not available.

Managers can use the findings when making decisions about laying-off staff during times of financial/economic crisis.

There is a perceived negative impact upon highly educated Korean women.

The paper advances the pay gap literature by providing evidence from Korea. CAGR analysis has never been used previously in analysing the pattern of labour market data to reveal gender discrimination. With a global health crisis (COVID-19) with its associated impact on organisational retrenchment, the gender gap in Korea could widen further.

The purpose of this paper is to conduct a meta-analysis of existing research on gender discrimination/gender gap and women in Science, Technology, Engineering and Mathematics (STEM) in the UAE, specifically, and Middle East and North Africa (MENA) and Gulf Cooperation Council (GCC) countries in general because of very limited number of articles published on the subject. It will give future researchers insights into the topics, methodologies and findings of such research from 1999–2019.

This study conducts a meta-analysis of 72 articles using the Wildcard operator search method and the Boolean operator to perform an integrative literature search related to gender discrimination studies done in relationship to or specific to the UAE.

In total, 88 papers related to the UAE and gender gap and women were identified. The articles were narrowed down to the ones published in high-ranked or Scopus journals (72). The findings suggest a decreasing trend in gender discrimination, but the issue still persists, requiring efforts from policy-makers, society and government to ensure gender parity is achieved. Academic research on women in STEM/SET workplace, specific to the UAE and the region, continue to slowly advance, with very few articles published in the same.

The study provides insights into gender gap research done in the past ten years specific to the UAE national women and gender gap in general and their career choices and prospects in the STEM/SET domain.

There is a need to focus research on Emirati women in STEM careers to develop more insights into gender gap perceptions of Emirati women and identify challenges and methods to close the gender gap in STEM careers.

This paper brings a holistic perspective to the meta-analysis of research on the gender gap and women in the UAE’s STEM domain.

This study aimed to analyse if significant pedagogical transitions occurred from Pre-Covid-19 to Covid-19 period concerning applied teaching methods, course content, assessment strategies, technical support and faculty's readiness.

This is a quantitative study wherein perceptions of 116 faculty (from higher education institutions) from 22 countries were collected through an online survey. The authors classified the responses by five measurement characteristics and treatment, that is, Pre-Covid and during Covid. ANOVA test identified the differences between the ten groups. The authors also conducted ANOVA test for five Pre-Covid groups and five Covid groups and found meaningful differences among those groups.

The authors compared the differences by the treatment, that is, Pre-Covid and Covid, and found the significant difference in teaching methods, assessment strategies and faculty's readiness while there was no significant difference found in course content and technological support.

The findings and recommendations have a practical application for higher education leaders, curriculum managers and faculty working within this academic environment of online learning either completely remote or hybrid.

The interpretive analysis suggests key improvement areas where education policymakers and higher education strategists need to pay attention to developing strategies and be proactive to cope with any future emergencies whilst maintaining high standards of teaching and learning. This includes devising strategies to prepare faculty competencies to teach in a virtual learning environment, to revamp the assessment strategies and teaching methods.

This article examines the early post-World War II civil rights organizing of black women radicals affiliated with the organized left. It details the work of these women in such organizations as the Civil Rights Congress and Freedom newspaper as they fought to challenge the unjust conviction and sentencing of black defendants caught in the racial machinations of U.S. local and state criminal justice systems. These campaigns against what was provocatively called “legal lynching” formed a cornerstone of African American civil rights activism in the early postwar years. In centering the civil rights politics and organizing of these black women radicals, a more detailed picture emerges of the Communist Party-supported anti-legal lynching campaigns. Such a perspective moves beyond a view of civil rights legal activism as solely the work of lawyers, to examining the ways committed activists within the U.S. left, helped to build this legal activism and sustain an important left base in the U.S. during the Cold War.

This chapter focuses on how the repression of political ideologies can silence feminist voices. It examines how writings by women working with the U.S. Communist Party in the 1930s, 1940s, 1950s, and early 1960s have been overlooked even though they presaged important linchpins of U.S. second-wave feminist thought.

This study is based on historical and archival research.

Decades before the rise of second-wave feminism, women in the CPUSA had: (1) produced a political economy of domestic labor; (2) employed an intersectional analysis of the interlocking oppressions of race, gender, class, and nation; and (3) called for a global feminist analysis that linked these multiple oppressions to colonialism and imperialism.

This study illustrates the costs of political repression and how the canon of feminist thought can be enhanced by resuscitating subjugated knowledges.

Too little attention has focused on the silencing of women because of their political ideologies. This chapter addresses this lacuna in feminist studies and calls into question the oft-repeated notion that the periods between the waves of U.S. feminism were times of movement stagnation. It shows how theory construction can flourish even when feminist activism wanes.

This introduction provides an overview of the themes and chapters of this volume.

The chapters illustrate current approaches to theories, research methods, pedagogy, and praxis in gender studies showing both continuity and change.

Newer approaches, gender-centered, intersectional, and global offer a critique of older ways of gathering and understanding data, ways that respond to and are impacted by social change.

The chapter and the volume are intended to encourage further advances in gender research.