8333 research outputs found
Sort by
Women and leadership in investment management: exploring organizational and cultural barriers and boundaries
No full textPurpose – Set within the investment management sector in Ireland, this paper aims to examine the cultural and organizational barriers faced by women. We identify social closure theory along with Bourdieu’s “field” and “habitus” constructs and his non-material forms of capital ideology as a collective lens from which to understand women’s “otherness”.
Design/methodology/approach – An interpretivist philosophical stance underpins the research. Using a snowball sampling technique, nineteen semi-structured interviews were undertaken with sixteen women and three men, all of whom work, or had worked, within the Irish investment management sector.
Findings – A complex mix of cultural and organizational barriers prevents women attaining cultural, social and symbolic capital and “fitting in”. Gendered cultural expectations are pervasive and exclude women from senior roles. The acquisition of capital is deeply reliant on organizational context and is unavailable to women in the same way as men. The boys’ club, presenteeism, performance ethos and workplace structures and practices together act as boundary drawing tactics to exclude women and reinforce how capital in the sector is used as a mechanism for maintaining men’s privilege and positioning women as “other”.
Originality/value – Highlighting how closure regimes in investment management both emerge and persist provides essential insights into how gender regimes are maintained. By placing attention not on the individual, but rather on the “field” and “habitus” with its inherent norms and structures, we reveal the implicit and explicit challenges women face. Emphasizing these issues has important implications in prohibiting the perpetration of heteronormative assumptions about women as leaders
Polycystic Ovary Syndrome Detection Utilizing SRGAN-Generated Synthetic Images and Advanced CNN Models
No full textPolycystic Ovary Syndrome (PCOS) is a common hormonal disorder affecting women worldwide and is detected using ultrasound scans. Accurate diagnosis is crucial but often hindered by limited data availability. High-quality data is needed for building reliable models, and with advancements in artificial intelligence, data generation through synthetic images has shown promising results. This paper explores the use of Super-Resolution Generative Adversarial Networks (SRGAN) and convolutional neural networks (CNN) for PCOS detection on a limited dataset. Synthetic images from four SRGAN variants and original ultrasound scans are used to train and test CNN models, including NasNetMobile, ResNet152, and Xception. Additionally, hybrid models combining these CNNs with the CatBoost classifier are evaluated. The Xception model and its hybrid version with CatBoost achieved the best performance, up to 99% accuracy. Some models showed a slight drop when trained with synthetic data. This study concludes that SRGAN-generated images can expand datasets and support diagnosis, though performance depends on the architecture used
Examining The Relationship Between Employment and Stress among Irish and International Third-Level Students
No full textResearch on stress levels in the third-level population has demonstrated inconsistent findings, particularly when comparing between domestic and international students. This study aimed to examine the relationship between employment status (employed vs. unemployed), nationality (Irish vs. international students), and stress levels among third-level students in Ireland. The purpose of this study was to investigate the interaction and main effects of employment and nationality on stress, as well as the relationship between financial stress and perceived stress. A cross-sectional, between-groups design was employed in the present study. A total of 110 participants were recruited through social media and completed an online questionnaire. The survey included demographic questions, a single-item self-developed 10-point Likert scale measuring financial stress, and the Perceived Stress Scale (PSS). Contrary to expectations, results showed no significant interaction or main effects of employment status and nationality on stress levels. However, a significant moderate positive correlation was found between financial stress and perceived stress (rs(108) = .30, p <.001). Future research should repeat this study with a larger sample size to confirm and validate these findings. The result of the current study contributes to a growing body of research that has the potential to inform future policies
Exploring Stress and Body Image Dissatisfaction as Predictors of Disordered Eating: The Mediating Impact of Emotion Regulation in a Non-Clinical Sample
No full textAims: The current study examined whether stress, emotion regulation and body image dissatisfaction predict scores on a subjective measure of disordered eating. The study also aimed to investigate whether stress and emotion regulation predict scores on a measure of body image dissatisfaction. Finally, the current study aimed to investigate if stress or body image dissatisfaction emerge as predictors of disordered eating; does emotion regulation mediate this relationship.
Methods: Quantitative methodology was used for the current study. Participants (n = 86) had to fill out an online questionnaire that included some demographic questions followed by the EAT-26 scale, PSS-10 scale, DERS- 16 scale, and the AAI-10 scale.
Results: Results indicated that body image dissatisfaction was the strongest predictor of disordered eating. Stress was also a significant predictor of disordered eating, but its effect size was smaller, and emotion regulation failed to reach significance. Emotion regulation significantly predicted body image dissatisfaction, interestingly stress was not a significant predictor of body image dissatisfaction. The mediation analysis revealed that emotion regulation did not mediate the relationship between body image dissatisfaction and disordered eating.
Conclusion: These findings have important implications. Future research should use longitudinal designs to better understand causality and examine more specific aspects of emotion regulation that may be more relevant to disordered eating
What are the lived experiences and adaptive strategies of Muslim diaspora communities in navigating cultural and social integration, transnationalism, and the preservation of Islamic traditions in the West?
No full textDespite Irelands growing Muslim population, research on their thoughts, beliefs, emotions, and mental well-being remains limited. While research covers Islamophobia and Western integration, little qualitative studies explore how Irelands Muslim diaspora navigate religious, cultural, and social integration. The aim of this study is to explore the socio-cultural dynamics of Muslim diaspora populations, the role of religion, integrating challenges and opportunities, and strategies for preserve cultural heritage. A focus group was conducted to explore the complexity of perspectives, and interactions, and shared understandings of daily life and social influences within a group setting. A total of 11 participants took part, representing various ethnic backgrounds, including Nigeria, Pakistan, Morocco, Libya, Egypt, New Guinea, and Eritrea. Their responses were analysed using reflexive thematic analysis (Braun & Clarke, 2006), to identify meaningful patterns and themes. Four main themes emerged: (1) Navigating Identity, Faith, and Self-Expression (2) Challenges in Daily Life (3) Community (4) Islamophobia, Misconceptions and Stereotypes. The findings focus on Muslims’ lived experiences, outlining challenges in public areas, schools, and workplaces, as well as generational differences and community resilience. The study emphasises the linked role of culture and religion in shaping identity and stresses the need for inclusive social policies, education, and community initiatives. Furthermore, it reveals the widespread prevalence of Islamophobia and stresses the need for inclusive policies to support Muslim communities
Leveraging Data Analytics to enhance Cybersecurity Threat Detection
No full textThis research explores integrating data analytics in cybersecurity systems to improve threat detection and response. The project pits the world of data-driven approaches against routine security methodologies. The Decision Tree, K-Means Clustering, and Neural Network algorithms tend to suggest that the supervised model of learning, especially the Neural Network, is better at detecting and adapting to threats with better accuracy. The unsupervised methods did not fare well, stressing the need to enhance real-time and data-driven security technologies. It then suggests that robustness needs to be built through more advanced analytics to push for the next-generation cybersecurity solutions
Predictors of Psychological Functioning in Athletes: Physical Activity, Sense of Community, and Team Sport Participation
No full textAims: This study investigated whether sport type(team or individual), frequency of physical activity(PA), and perceived sense of community predict psychological functioning specifically loneliness, anxiety, and depression, among athletes. This research study aimed to whether social aspects of sport impact mental health(MH) outcomes beyond the health benefits of PA.
Method: Participants (n=107) recruited via online advertisement, completed a cross-sectional online survey. Participants completed validated measures of loneliness(DJGLS), anxiety and depression(DASS-21), and sense of community(IGIM). Data was analysed using correlation, Mann-Whitney U tests, and hierarchical multiple regressions while controlling for age and gender.
Results: Age emerged as the sole significant predictor across all models, with younger athletes reporting higher levels of anxiety, and depression. There was no significant correlation between psychological outcomes and sport type, PA frequency, or sense of community. However, participants in team sports reported significantly higher sense of community compared to participants in individual sports.
Conclusion: Despite expectations, positive MH outcomes were not predicted by sport type or perceived sense of community. The findings suggest that simply engaging in PA may not protect against psychological distress unless it also fosters genuine emotional connection. Age-specific interventions and emotionally supportive sporting environments may be key to enhancing wellbeing
Exploring the Impact of Hybrid Working on Employee Engagement: A Human Resources Perspective
No full textThis research explores how hybrid working shapes employee engagement, viewed through the lens of Human Resources. As many organisations adopt a mix of remote and office-based work, the way people connect, collaborate, and feel part of their workplace is evolving.
Through extensive research of exiting literature and a series of semi-structured interviews with employees, this study examines how hybrid working influences communication, teamwork, work–life balance, organisational culture, and career opportunities. The findings show that while flexibility and autonomy have clear benefits, challenges remain in keeping people connected, maintaining team spirit, and ensuring everyone has equal access to opportunities.
HR plays a central role in addressing these issues by implementing policies and building inclusive culture. This study concludes with practical suggestions for supporting a workforce that is both productive and genuinely connected, wherever people choose to work
Assess the Impact of Innovation Style Diversity on Team Performance A Case Study of the Information and Communication Technology Sector in Ireland
No full textThis dissertation investigates the influence of innovation style diversity on team performance within the Information and Communication Technology (ICT) sector in Ireland. Innovation style diversity refers to varied cognitive and problem-solving approaches within teams, encompassing analytical, collaborative, visionary, experimental, and process-oriented tendencies. The study examines its impact on creativity, adaptability, solution quality, and speed while identifying associated benefits, challenges, and management strategies. A quantitative research design was employed, utilizing a structured online survey completed by 20 ICT professionals from multinational corporations and startups. The survey measured participants’ dominant innovation styles, perceived team diversity, and performance outcomes. Descriptive statistics and correlation analyses were applied to identify relationships between diversity and performance variables.
Findings indicate significant but weak positive correlations between innovation style diversity and creativity (p = 0.043), solution quality (p = 0.047), and adaptability (p = 0.049), while no significant effect was found on speed (p = 0.591). Reported benefits included increased innovation output, faster adaptation to challenges, improved collaboration, and a broader range of ideas. Challenges centered on process misalignment, miscommunication, and decision-making conflicts, although 40% of respondents reported no major issues. Effective management strategies included structured innovation processes (e.g., agile, design thinking), targeted training, and task allocation based on individual strengths.
The research contributes to understanding cognitive diversity’s role in high-velocity, innovation-driven sectors, providing theoretical support for cognitive diversity models and practical guidance for leveraging diverse innovation approaches. Limitations include the small sample size, reliance on self-reported data, minor deviations from the original innovation style framework, and sectoral scope confined to Ireland. Recommendations for future research include larger, more diverse samples, mixed-method approaches, sectoral comparisons, and longitudinal studies. The findings underscore that innovation style diversity is not inherently advantageous but can become a strategic asset when supported by inclusive leadership, structured processes, and a culture of collaboration
Employee Perceptions on Neurodiversity Inclusion in the Workplace: A Qualitative Study Focused on the Irish Civil Service
No full textBackground: An estimated 20% of the population are neurodivergent, and yet many struggle to enter and retain meaningful employment.
Literature Review: Research has focused on the challenges neurodivergent employees experience within the workplace, to explored why they experience challenges and what can be done to support them. Research has looked at the impact that workplace accommodations and workplace relationships have on a neurodivergent employee’s experience, with each having different effects on neurodivergent employees. A full understanding of neurodiversity in the workplace, and best practice approaches, has yet to be established.
Research Gap: Neurodiversity in the workplace is an emerging research area with very few studies conducted within Ireland, resulting in a blind spot of knowledge in how support can be provided to neurodivergent employees in Ireland.
Research Aim: This research aims to understand the perceptions of employees on neurodiversity inclusion within the Irish Civil Service, to contribute to the gap in awareness on neurodiversity in the workplace. To explore this aim, the research questions will consider the awareness of neurodiversity, the knowledge of challenges and supports available in the workplace, the experiences of working alongside neurodivergent employees, and the perceived impact of neurodivergent employees.
Method: The research followed an inductive qualitative methodology; a combination of purposive and convenience sampling was used to conduct 11 semi-structured interviews. Interview transcripts were coded and analysed using Braun and Clarke’s six-step thematic analysis approach to reveal the four research themes.
Results: Four themes emerged from the study: changing times, responsibility for accommodations, progress through open conversations, and the individual nature of neurodiversity.
Major implication: The research contributes to the limited studies on neurodiversity in the workplace within Ireland, providing a unique insight into employee perceptions of neurodiversity inclusion in the Irish Civil Service. Organisations are recommended to increase awareness of neurodiversity across all levels of employees, individualise accommodations, and work towards a strengths-first workplace practice