103 research outputs found
Women’s Experience in Leadership Roles: Increasing our Understanding of Leadership
No full textThe attached document may provide the author's accepted version of a published work. See Citation for details of the published work
Onwards and upwards: Insights from women managers and leaders in engineering
No full textIn Australia, women’s participation rates in the engineering profession are comparable to that of the United States and Europe (Engineering UK, 2013) with only 10 percent of degree qualified engineers working in engineering and related professions being women (Kaspura, 2010). The low participation rates are attributed to small numbers of women enrolling into engineering courses and a high attrition rate post-graduation (Mills et al., 2008). This is despite government and industry body initiatives and the implementation of programs by organizations to attract, engage and retain women into the engineering profession. The low participation rates can be seen to contribute to the lack of engineering women in senior roles. Knowing many successful women in the profession in Australia prompted the authors to ask: “What do we know about engineering women in senior roles?” Observations suggested that despite low participation rates, women in the engineering profession do make it to senior roles, including those considered to be management and leadership roles, and achieve success. A review of the existing research into engineering women revealed that little is known about these women. Previous studies, in Australia and other developed economies, have centered on the attraction, education and retention of women into the profession and the associated barriers, challenges and issues (for example: Miller, 2004; Gill et al., 2008; Hewlett et al., 2008; Watts, 2009)
Deciding to stay or go: Understanding the career intentions of women in the Australian mining industry
No full textWomen seeking to develop careers paths in science and technology, engineering and mathematics fields (STEM occupations), areas characterised by an almost entirely male workforce, have been a focus of attention in research and discussions relating to gender equality in the workplace. While there have been increases in women’s representation in STEM careers, a challenge for management has been their retention. An important objective in seeking increased retention rates is to build a critical mass of women who can become role models for women who follow (Stout et al., 2011). In Australia there has been a focus on the attraction and retention of women in non-traditional occupations in the resources sector (Cabrera, 2006; Chamber of Minerals and Energy, 2008; Guillaume and Pochic, 2009; Barrera et al., 2010). Human resource (HR) practitioners have traditionally had remuneration and promotion, employee awards, and staff development in their armoury to reinforce commitment and reduce turnover. These focus on the external drivers and career success indicators and assume homogeneity amongst employees in career values and career motivation. Literature on women’s workforce experiences has been critical of the assumption that women can be encompassed by male centric models of motivation towards career success and advancement and workplace behaviour (Eagly and Karau, 2002; O’Neil et al., 2004; O’Neil and Bilimoria, 2005; O’Neil et al., 2008; Rudman and Phelan, 2008). An alternative approach to attraction and retention is to understand career values and drivers of individual employees and seek policies and career trajectories that take these into account
Relational practice in the academy: an exploratory study
No full textEmotional intelligence has been identified as an important characteristic of successful leaders. Fletcher argues that people who show such characteristics in the organisation often in line with the espoused organisational values "get disappeared from the organisational screen" (Fletcher, 1999, pp. 2-3). She refers to such work as relational practice and it is closely associated with the work that women often undertake in organisations. This Fletcher sees as leading to its devaluation. Women are expected to display a range of relational practices in the workplace. In universities one demonstration is the pastoral care roles that women take on and are expected to take on particularly as universities move more and more towards customer service models of operation. However they are not rewarded for such work, it is work that gets disappeared in the reward structures. In this exploratory study we interviewed I 0 academic women staff at Curtin Business School and using Fletcher's framework as a guide, asked them to comment on the range of tasks that they have observed others undertake that could be considered as relational practice. They also commented on their own relational practice in the academy. This presentation will provide an overview of the findings
Will you love me then as now?
No full textSheet music does not contain composer name, however SMC0031 entitled "The rich man's bride" composed by George Linley advertises the author to be the same as the author of "Will you love me then as now," suggesting the author of this piece is George Linley. [note]A & S Nordheimer, King Street, Toronto. [dealer stamp]Ballad [form/genre]Andante non troppo [tempo]E flat major [key]Guitar, piano and voice. [instrumentation
A social-cognitive model of trait and state levels of gratitude.
No full textThree studies tested a new model of gratitude, which specified the generative mechanisms linking individual differences (trait gratitude) and objective situations with the amount of gratitude people experience after receiving aid (state gratitude). In Study 1, all participants (N = 253) read identical vignettes describing a situation in which they received help. People higher in trait gratitude made more positive beneficial appraisals (seeing the help as more valuable, more costly to provide, and more altruistically intended), which fully mediated the relationship between trait and state levels of gratitude. Study 2 (N = 113) replicated the findings using a daily process study in which participants reported on real events each day for up to14 days. In Study 3, participants (N = 200) read vignettes experimentally manipulating objective situations to be either high or low in benefit. Benefit appraisals were shown to have a causal effect on state gratitude and to mediate the relationship between different prosocial situations and state gratitude. The 3 studies demonstrate the critical role of benefit appraisals in linking state gratitude with trait gratitude and the objective situation
Recognising and achieving women's full potential in a rapidly changing higher education environment: The importance of research
No full textThe contested space: womens experience in leadership roles
No full textThis paper reports on findings from research regarding academic women’s experience in leadership roles in Australian universities. Their experience of leadership occurs in the contested space. The contested space arises because of the tension between ‘self’ and ‘others’ expectations of leaders and leadership. A lived experience of leadership occurring in the contested space means for the women in this research that their leadership authority is challenged because they are women and regardless of the leadership style they choose. It is a space of ongoing negotiation regarding their legitimacy as a leader. Despite their efforts to create and maintain professional working relationships and to be recognised for their own competence they continue to be seen as representative of all women and accountable for all women’s behaviour
Before and after School Care: Costs and Usage of Formal Child Care Services for School Age Children, 1999 and 2002
No full textThe provision of before and after school care services, and the subsidy of these services through the Commonwealth Child Care Benefit, provide substantial support to many women in combining and balancing work and family. Relatively little analysis has been done in an Australian context, however, about the types of families who are using these services, and in particular, about usage and cost trends across time. We use unit record data from the 1999 and 2002 Child Care Surveys conducted by the Australian Bureau of Statistics to analyse formal child care usage and cost trends for school age children under 12 years of age. This period covers the introduction of the Child Care Benefit in July 2000, and our analysis allows us to draw some tentative conclusions about the possible impact of this new subsidy on real out-of-pocket costs of formal child care for school age children, and the use of such care. We use multivariate statistical techniques to examine factors that predict the use of formal care for school age children, and to examine the statistical significance of changes in usage patterns over time
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