Search results

The purpose is to present proposals to foster what we call a socially meaningful transparency practice that aims to enhance public understanding of data-based systems through the production of accounts that are relevant and useful to diverse publics, and society more broadly.

The authors’ proposals emerge from reflections on challenges they experienced producing written and visual accounts of specific public sector data-based systems for research purposes. Following Ananny and Crawford's call to see limits to transparency practice as “openings”, the authors put their experience into dialogue with the literature to think about how we might chart a way through the challenges. Based on these reflections, the authors outline seven proposals for fostering socially meaningful transparency.

The authors identify three transparency challenges from their practice: information asymmetry, uncertainty and resourcing. The authors also present seven proposals related to reduction of information asymmetries between organisations and non-commercial external actors, enhanced legal rights to access information, shared decision making about what gets made transparent, making visible social impacts and uncertainties of data-systems, clear and accessible communication, timing of transparency practices and adequate resourcing.

Socially meaningful transparency aims to enhance public understanding of data-based systems. It is therefore a necessary condition not only for informed use of data-based products, but crucially for democratic engagement in the development of datafied societies.

The paper contributes to existing debates on meaningful transparency by arguing for a more social, rather than individual, approach to imagining how to make transparency practice more meaningful. The authors do this through their empirical reflection on our experience of doing transparency, conceptually through our notion of socially meaningful transparency, and practically through our seven proposals.

The purpose of this paper is to investigate the state of affairs in the Sultanate of Oman for the presence (or absence) of women in senior and managerial roles in private companies. The study also investigates where women are located within the organisations (e.g. as board members, chief officers, vice presidents, top management, division or unit heads).

This is a quantitative study that analysed gender in the largest 122 private and publicly listed organisations in Oman. The study is based on data available from the Zawya database that tracks information about companies in the Middle East and North Africa region.

Women are employed in Oman in small numbers when compared with the number of men. Women remain extremely underrepresented in senior roles in Omani organisations currently. Women are found slightly (but not significantly) more in departmental management roles (particularly in human resource management, marketing/communication, public relations, and project management) and in the transport and finance industries.

The Zawya database did not contain complete data on each company analysed. Hence, this is a descriptive study and lacked advanced statistical techniques for comparison and relationship analysis.

This study increases the academic knowledge on international issues in gender and management. The study also provides insights for government leaders, educators, and scholars who work to help prepare women for leadership in this region.

This is one of the first scholarly studies conducted on the presence of women in senior positions and management within Oman. It adds value as it is the first study to compare gender in management across roles, industrial classification, size of company, and ownership.

To address the increasingly turbulent environments that businesses face, the purpose of this study is to build on prior research to propose a comprehensive model aimed at enhancing business school education in Latin America.

The authors modified and adapted prior meta-analytic research on workplace training programs to create a model that is applicable to the context of business school education in Latin America.

The creation of this model enabled the identification of many propositions that can guide future research.

In addition to insightful research propositions, the authors also provide specific suggestions on the methods for data collection and analysis.

This model can serve as a comprehensive summary of important factors that education leaders can use to enhance the success of business education in Latin America.

In addition to helping to improve business education in Latin America, this model can guide research that will benefit other types of education programs in science, technology, medicine, etc.

The authors used findings to build this integrated mode and adapted and refined the model to fit the setting of higher education institutions.

Considering the increasing interest devoted to knowledge hiding in the workplace and academic research, the aim of this study is to analyze the existing literature on knowledge hiding to understand and trace how it has evolved over time and to uncover emerging areas for future research.

The study used performance analysis and science mapping to analyze a sample of 243 studies published between 2005 and 2022. The study focused on analyzing the scientific productivity of articles, themes and authors.

The results of performance and science mapping analysis indicate that the concept of knowledge hiding behavior evolved recently and a majority of the studies have been conducted in the past decade. The study found that knowledge hiding is still in its infancy and has been studied in relation to other themes such as knowledge sharing, knowledge management, knowledge withholding and knowledge transfer. The study identified emerging themes, productive authors and countries, affiliations, collaboration network of authors, countries and institutions and co-occurrence of keywords.

Compared to the recent developments in the knowledge hiding behavior, the present study is more comprehensive in terms of the methods and databases used. The results of the study contribute to the existing literature on knowledge hiding and knowledge withholding.

This study examines the condition of working women within Oman’s socioeconomic framework, emphasizing their underrepresentation in senior management, the effects of workplace constraints on career progression and solutions to enhance opportunities for women in leadership roles.

The study used a mixed-methods approach, incorporating both quantitative and qualitative analyses. The quantitative phase involved a survey of 215 Omani professionals − 87 male and 128 female, with data analysed using IBM SPSS 28 and SmartPLS 4. Analyses included measures of central tendency and deviation as well as PLS SEM-based path analysis and multigroup analyses.

The inclusion of women positively influences their career advancement, while harassment and gender discrimination hinder progress. Gender discrimination has a more substantial effect at lower and middle levels but is less impactful at the top level. Harassment affects women over 40 more significantly, with little impact on younger women. Additionally, domestic gender roles particularly hinder the career advancement of women in the 31–40 age group.

The practical consequences encompass the establishment of mentorship programmes, the provision of networking opportunities and the promotion of gender equity awareness. These programmes promote an inclusive workplace, facilitating women’s professional growth. Mentorship and networking offer crucial assistance and connections, whereas growing awareness of gender biases fosters equity and equal treatment for all employees. These initiatives jointly foster a more equal work environment.

By implementing sustainable measures and fostering a culture of equity and inclusivity, Oman can prevent gender discrimination and further solidify its commitment to gender equality. This will create an environment where everyone, regardless of gender, has equal opportunities to succeed and thrive.

This research is distinctive within the Omani setting, as no previous studies have explicitly examined women’s career progression from a socioeconomic perspective.

The purpose of this paper is to research the state of affairs in the United Arab Emirates (UAE) for the presence (or absence) of women in senior business leadership positions, and to investigate where they are located within organizations (e.g. board members, chief officers, vice presidents, top management, division or unit heads).

This is a quantitative gender analysis of 954 organizations; based on data available from the Zawya database that tracks information about public and private companies in the Middle East and North Africa (MENA) region.

Women are still underrepresented in senior company and top department leadership positions, however, they are found slightly (but not significantly) more in departmental leadership, pseudo services and hospitality industries, and in smaller and public companies.

The database utilized did not contain completed company data; specifically any response variable; hence, the study was descriptive in nature and lacked advanced statistical techniques for comparison and relationship analysis.

This study provides helpful insights for government leaders, as well as educators, and scholars, who work to help prepare women for leadership in this region. For business practitioners, the presence and development of female business leaders extends choice and increases value in the human resource pool.

The authors believe that it is important that UAE females take up roles in both the public and private sector so they can become more effective role models to a rising generation of female workers.

This is one of the first scholarly studies conducted on the presence of women leaders in various sectors within the UAE.

To a prospective employee, self-perception is a vital component of employability; to better understand employability, an exploration of this essential component and its determinants is required. Besides investigating students’ perceptions of their likelihood of success in the graduate labour market, the purpose of this paper is to examine the main influence of gender and field of study and the interaction effects of these two independent variables on students’ self-perceived employability (SPE).

Data for the study were collected from a sample of 402 final-year students, at two universities in South Africa using an adapted questionnaire. The 402 students comprised of 203 from University A and 199 from University B. In total, 166 were males and 236 females while 104 were from Management Studies, 102 from Education, 72 from Law and 124 from Science and Agriculture. The three stated hypotheses for the study were analysed using factorial ANOVA (2×4) and the Bonferroni post hoc multiple comparison test.

The main effects of gender and field of study on SPE are both significant, but the interactions between them are not. Male students were found to demonstrate a higher level of SPE. For field of study, Education students demonstrated the highest level of SPE.

The study shows that students, particularly those in their final year, may perceive themselves to be more employable, due to increased awareness of their improved human capital. In addition, both gender and field of study are important attributes affecting students’ SPE. The variations in SPE are indicative of students’ understanding and awareness of labour market realities, offering several implications for universities and all stakeholders of graduate employability.

As a response to technological changes, globalization, sector reforms and changes in output demand, there is an increased demand for generic skills in the workplace. The purpose of this paper is to investigate through perceptions of graduate employees and their employers on the extent to which university education in Nigeria is responding to the increased skills requirements of employers.

Data were collected by the use of two sets of questionnaires and purposive sampling technique was adopted for sample selection. Past surveys of employers on skills requirements in Nigeria were used as a reference in the selection of the 11 generic skills used in the instrument. Data were analysed using simple percentages, descriptive statistics and χ².

All the listed generic skills are regarded as important by graduate employers. The employed university graduates believed that in terms of generic skills, they were not adequately prepared to meet the requirements of their jobs. Moreover, employers believed that their graduate employees would require further training to a large extent to perform satisfactorily in their jobs.

Taking a divergent view, the study has established the perceptions of employed university graduates themselves on the extent to which university education has prepared them in meeting the skills requirements of their jobs. Furthermore, apart from confirming the extent of further training required, the study empirically affirms the relative training needs of graduates from different fields of study.