658 research outputs found
Migration as a Creative Practice: An Interdisciplinar Exploration of Migration
No full textMigration as a Creative Practice: An Interdisciplinary Exploration of Migration
ABSTRACT
This chapter considers the main features of the employment situation of migrant workers to which existing research points. It begins by considering the type of employment in which they are typically located and the implications this has for their work and non-work life. It considers the dangers of generalising about the employment position of migrant workers and examines some of the reasons for diversity. Consideration is given to the impact of migrant workers’ perception of their situation and the comparison they make between their migrant situation and that which they experienced in their country of origin. Finally, the chapter exemplifies the issues raised by reporting a study of the work and life relationships of migrant workers in London
Hypernormalisation in Times of COVID-19 How the Absurd is Normalised
No full textProf Matthijs Bal, University of LincolnDr Andy Brookes, University of LincolnDr Dieu Hack-Polay, University of LincolnDr Maria Kordowicz, University of LincolnDr John Mendy, University of Lincoln--This video discusses how absurdities in society, and in particular around the Covid-19 crisis, are normalised. The panel debates how various contemporary issues, including workplace responses to the Covid-19 crisis, climate change and racism, can be understood from an absurdity-lens.</p
It's time to tackle the race pay gap
No full textThose taking on the gender pay struggle should be applauded – but it’s not the only area of inequality in the workplace, says Dr Dieu Hack-PolayPrime minister Theresa May’s pledge on 5 April to vigorously address the gender pay gap is a welcome move that will hopefully lead to action rather than just words on this topic. It is incomprehensible that it has taken so long to tackle such a fundamental issue of equality in a democracy like ours. And like the #MeToo movement that preceded it, it shows that if disadvantaged group</p
It's time to tackle the race pay gap
No full textThose taking on the gender pay struggle should be applauded – but it’s not the only area of inequality in the workplace, says Dr Dieu Hack-PolayPrime minister Theresa May’s pledge on 5 April to vigorously address the gender pay gap is a welcome move that will hopefully lead to action rather than just words on this topic. It is incomprehensible that it has taken so long to tackle such a fundamental issue of equality in a democracy like ours. And like the #MeToo movement that preceded it, it shows that if disadvantaged group</p
Women and leadership in non‐listed private companies in an emerging country: An analysis of barriers and facilitators
No full textThis study explores women's barriers to accessing leadership positions within non-listed private companies in Bangladesh, drawing on the Gendered Organization Theory (GOT) as a conceptual framework. This research seeks some possible solutions to overcome these barriers. The study adopts a two-wave qualitative methodology: semi-structured interviews with 16 women professionals and subsequent focus-group discussions to explore solutions. Results reveal that women face significant barriers, such as long working hours, gender pay gaps, unclear responsibilities, biased promotion processes, lack of training, and sexual harassment. These barriers are conceptualized in terms of implicit and explicit gender biases. Research participants emphasized individual efforts like self-determination, upskilling, job switching, technology leveraging, and family support as key factors in overcoming these obstacles. The study underscores the need for organizational and governmental interventions to promote female leadership and gender equity in non-listed companies in developing countries
Knowledge-sharing Behaviour Through Leadership and Culture: The Moderating Role of Job Autonomy and Gender
No full textThis study examines how participative leadership, digital leadership and digital organizational culture influence employees’ knowledge-sharing behaviour and how these are moderated by job autonomy and gender in Malaysia. Responses from 412 employees were collected from various organizations in the tourism sector. The data analysis was conducted through PLS-SEM to test hypotheses. Participative leadership, digital leadership and digital organizational culture were found to have a significant influence on the knowledge-sharing behaviour of employees. Our results also showed that job autonomy significantly moderates the relationship between digital organizational culture and knowledge-sharing behaviour. The research revealed that gender does not moderate the influence of participative leadership, digital leadership and digital organizational culture on knowledge-sharing behaviour. The study significantly contributes to strategically deploying technology in an increasingly digital business world. The study has important theoretical and practical implications, which are presented together with suggestions for further research
Barriers to the effective exploitation of migrants' social and cultural capital in hospitality and tourism: A dual labour market perspective
No full textThis article examines migrants' labour market entry experiences and positions in hospitality and tourism from a dual labour market theory standpoint. We conducted thirty interviews with migrants from Latin America, the Middle East, and Sub-Saharan Africa. The transcripts were first analysed through an open coding framework. That was followed by emotion and sentiment analyses for the interviewees' transcripts using Natural Language Processing approach (NLP) with a programming code written in Python. This article found that migrants' high representation in tourism and hospitality is linked to the immense cultural capital they harbour. However, migrants are often at the sector's lower end and fail to build on their social and cultural capital. The research contributes to the understanding that migrants' positions within tourism and hospitality are misaligned with migrants' credentials. Ethnicity impacts job search success and attainment of higher ranks significantly. The underemployment of migrants in hospitality and tourism leads to human capital loss for both migrants and host economies
Positioning marketing analytics for organisational agility in the ready-made garments industry in an emerging country context
No full textThis study aimed to examine the complex forces that influence the adoption of marketing analytics in the ready-made garments (RMG) industry in an emerging country context. The forces for change and those that impede the adoption of marketing analytics in the industry were explored. We used Lewis’s Force Field Analysis framework to inform the research. Semi-structured interviews with managers, technology experts, and government officials were conducted using face-to-face and virtual meetings. The results reveal that RMG buyers’ demand, competitors, lack of employee performance, and climate change issues are central forces pushing for implementing marketing analytics in the industry. However, the lack of knowledge, interest, and technology-skilled people, high cost, employee resistance, privacy issues, high employee turnover, and government policies are significant impediments to marketing analytics adoption in the RMG industry. The theoretical, organisational, policy, and professional implications are then discussed. Theoretically, this study contributes by creating a conceptual framework using Lewin’s Force Field Analysis. In practical terms, this study suggests that marketing analytics in the Industry 4.0 era offers significant opportunities for businesses and policymakers to increase their flexibility, competitiveness and responsiveness
Gender and leadership in public higher education in South Asia: examining the individual, socio-cultural and organizational barriers to female inclusion
No full textThe study examines the personal, social, and organizational barriers facing women in university leadership positions in South Asia, building on the cases of Malaysia and Bangladesh. We discussed the topic through the lens of interactionist feminist theory. Semi-structured interviews with 20 female deans from 12 public universities in Malaysia and Bangladesh were conducted, followed by two focus group discussions with eight female deans. The results reveal that personal barriers such as family duties, lack of technological knowledge, interest in taking leadership positions, spousal support and poor time management, and lack of spousal support represented the major barriers for female deans in Bangladesh. Lack of interest in deanship was found to compound the underrepresentation of women in dean roles. The participants identified fewer socio-cultural barriers faced by Malaysian female deans, while Bangladeshi participants met major issues. The organizational barriers for female deans in public universities were reported. The findings hold significant organizational and policy implications
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