255 research outputs found
Managing diversity: Links with learning, innovating and creativity in the context of entrepreneurial teams: towards a research agenda
No full textThe gate-keeper networks of power, and symbolic capital: Gender exclusion in the Professional Service Firms (UK and Europe)
Get PDFThis thesis was submitted for the award of Doctor of Philosophy and was awarded by Brunel University LondonThe research aim is to explore, women managers’ lack legitimacy with senior management for allocation to CAE management positions and, how this damages women managers’ promotion opportunities for partner roles in the elite Professional Service Firms (PSFs). The conceptual frame utilises Bourdieu’s theories of cultural capital, habitus and field analysis (1991, 1989, 1986, 1984), to find the symbolic capital or legitimate competence (Ozbilgin and Tatli, 2011, 2005) which male-dominated partner gatekeepers within their networks of power use to confer candidates legitimacy for promotion. A core argument of this Doctorate is these gatekeepers’ informal networks reproduce existing gender inequalities (Acker, 2012, 2006, 2004) for partner promotion in the PSFs.
The study is multi-level (Layder, 2012, 1998, 1993) and relational (Ozbilgin and Vassilopoulou, 2018) covering macro, meso and micro levels, overcoming the duality between structure and agency (Ozbilgin and Tatli, 2011, 2005), and surfaces hidden gender inequalities. The research methods involves a combination of critical realist ontology (Bhasker, 1989), and a feminist epistemology for the research. The field study includes 76 qualitative semi-structured and, in-depth interviews of female and male partners, female and male middle managers in global PSFs. The study used multiple methods including secondary statistics, observations and memos (Layder, 1998, 1993) from the individual cases embedded within two in-depth cases-study organizations (Yin, 2012, 2003).
The research contribution identifies the competing logics which legitimise gender inequalities in the field. Additionally, cultural capitals especially symbolic capital valued by the gatekeepers in their networks of power, and how field logic(s) mitigate against women gain legitimacy for entry to the senior management field. To surface hidden informal practices used by gatekeepers which undermine women managers’ legitimacy for promotion, and persistent talent leakage are explored. Women who use their own agency to instigate SIE assignments can enhance their career capital portfolios in early and middle career stages but, this incorporates career capital gains and losses (Duberly and Cohen, 2010)
Multilayered analysis of Turkish Cypriot female solicitors' career trajectory in North London
No full textDevelopment of the human resource management profession in the UK: gender-neutral rhetoric and gender-biased reality
No full text
How does responsible leadership emerge? An emergentist perspective
Get PDFIncreasing academic and practitioner conversations regarding corporate responsibility, have led some leadership scholars to question the possibilities to accomplish responsible leadership. Drawing on an emergentist perspective, through an empirical study in three organizations, the article develops the responsible leadership literature by offering a critical analysis of the emergence of responsible leadership. Our key finding is that responsible leadership emerges as participants’ ‘shared concerns’, namely: ‘environmental and communal concerns’, ‘professional concerns’, ‘employment concerns’, and ‘commercial concerns’, which constitute social arrangements that give meaning to what is responsible and possible. The theoretical perspective we develop highlights the conditioning role of shared and nested concerns of the study participants and unpack how the social context variously shapes responsible leadership
Examining the Mediating Role of Organisational Support on the Relationship between Organisational Cynicism and Turnover Intention in Technology Firms in Istanbul
Get PDFCopyright © 2021 Cicek, Turkmenoglu and Ozbilgin. Cynicism and turnover intentions are highlighted as being detrimental to organisations' sustainability. Drawing on the social exchange theory, this paper aims to examine the effect of organisational cynicism on turnover intention and the mediating role of organisational support on this relationship. A survey was conducted with 289 employees and managers. Data were gathered from 54 technology firms from Istanbul, Turkey, and analysed through structural equation modelling using AMOS. The findings suggest that the cognitive and affective dimensions of cynicism are significant predictors of turnover intention, and further that organisational support mediates the relationship between the cognitive and affective dimensions of cynicism and turnover intention. This research is novel in that it deepens our understanding of how detrimental workplace perceptions might affect employees' intentions to leave their organisations and to what extent organisational support mediates this relationship in technology firms in Istanbul, Turkey. To our knowledge, no study has investigated these three variables together, as in the proposed model
Convergence and divergence of Influences on career choice: a comparative analysis of influences on career choices of MBA students in China, Ghana, Greece, Israel, Korea, North Cyprus, Turkey and UK
No full textThe impact of foreign subsidiary manager's socio-political positioning on career choices and their subsequent strategizing: evidence from German-owned subsidaries in France
No full text- …
