1,720,953 research outputs found
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Full text link“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Full text linkWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
Dispelling the Myths Behind First-author Citation Counts
Full text linkWe conducted a full-scale evaluative citation analysis study of scholars in the XML research field to explore just how different from each other author rankings resulting from different citation counting methods actually are, and to demonstrate the capability of emerging data and tools on the Web in supporting more realistic citation counting methods. Our results contest some common arguments for the continued
use of first-author citation counts in the evaluation of scholars, such as high correlations between author rankings by first-author citation counts and other citation
counting methods, and high costs of using more realistic citation counting methods that are not well-supported by the ISI databases. It is argued that increasingly available digital full text research papers make it possible for citation analysis studies to go beyond what the ISI databases have directly supported and to employ more
sophisticated methods
Factors that impact the gender gap in healthcare leadership
No full textThis research explores gender disparity in healthcare leadership and identifies factors that contribute to the success of women executives serving in senior leadership positions within the healthcare industry. Women represent 65% of the workforce and determine 80% of utilization decisions for healthcare services, but only represent 13% of the healthcare CEOs are women. While this management issue has been acknowledged and studied the leadership composition in healthcare organizations remains to reveal a significant gender imbalance. There is a need to understand the various factors that contribute to this prevailing inequity and implement recommended solutions to improve this problem. A systematic review was undertaken using qualitative and quantitative research studies reporting data relevant to the leadership inequity research question: What are the factors that affect the success of women executive leaders in healthcare? The studies demonstrate that the factors influencing leadership advancement consist of an interactive network of connected elements and circumstances that exhibit either a positive or negative impact. A woman’s career path is influenced by stages of personal and professional demands that result in additional pressures or produce key resources that provide effective support. These components can be assessed using a multi-tiered approach whereby the individual, departmental management, and organization are instrumental in the steerage of a woman’s career development towards senior leadership. There is no singular factor that is the source for the continuation of the gender gap within healthcare leadership. This is a multi-faceted issue that introduces opportunities for the individual to maximize valuable resources designed to offset the continuous stream of work life responsibilities which are potential obstacles to achieving a position on the leadership team. Committed actions are required among the three levels to improve the representation of women in key roles and facilitate the gender balance of the senior leadership composition within the healthcare arena.FACTORS THAT IMPACT GENDER GAP IN HEALTHCARE LEADERSHIP 1
Abstract
Title of Dissertation:
FACTORS THAT IMPACT THE GENDER GAP IN HEALTHCARE LEADERSHIP
Marcella Missar Pyke,
Doctor of Business Administration, 2022
This research explores gender disparity in healthcare leadership and identifies factors that contribute to the success of women executives serving in senior leadership positions within the healthcare industry. Women represent 65% of the workforce and determine 80% of utilization decisions for healthcare services, but only represent 13% of the healthcare CEOs are women. While this management issue has been acknowledged and studied the leadership composition in healthcare organizations remains to reveal a significant gender imbalance. There is a need to understand the various factors that contribute to this prevailing inequity and implement recommended solutions to improve this problem. A systematic review was undertaken using qualitative and quantitative research studies reporting data relevant to the leadership inequity research question: What are the factors that affect the success of women executive leaders in healthcare? The studies demonstrate that the factors influencing leadership advancement consist of an interactive network of connected elements and circumstances that exhibit either a positive FACTORS THAT IMPACT GENDER GAP IN HEALTHCARE LEADERSHIP 2
or negative impact. A woman’s career path is influenced by stages of personal and professional demands that result in additional pressures or produce key resources that provide effective support. These components can be assessed using a multi-tiered approach whereby the individual, departmental management, and organization are instrumental in the steerage of a woman’s career development towards senior leadership. There is no singular factor that is the source for the continuation of the gender gap within healthcare leadership. This is a multi-faceted issue that introduces opportunities for the individual to maximize valuable resources designed to offset the continuous stream of work life responsibilities which are potential obstacles to achieving a position on the leadership team. Committed actions are required among the three levels to improve the representation of women in key roles and facilitate the gender balance of the senior leadership composition within the healthcare arena.
Keywords: gender leadership in healthcare, women executive leaders, job demands, leadership development, female career advancement
FACTORS THAT IMPACT GENDER GAP IN HEALTHCARE LEADERSHIP 3
FACTORS THAT IMPACT THE GENDER GAP IN HEALTHCARE LEADERSHIP
By
Marcella Missar Pyke
Dissertation submitted to the School of Business,
University of Maryland Global Campus, in partial fulfillment
of the requirements for the degree of
Doctor of Business Administration
2022
FACTORS THAT IMPACT GENDER GAP IN HEALTHCARE LEADERSHIP 4
Copyright by
Marcella Missar Pyke
2022 FACTORS THAT IMPACT GENDER GAP IN HEALTHCARE LEADERSHIP 5
Dedication This dissertation is dedicated to my wonderful husband and children who encouraged me to pursue my academic dreams and remained patient throughout the process. My entire family has been a constant source of support during the past few years and I am much appreciative. I also dedicate this dissertation to my friends who have continuously provided a network of optimistic support.
FACTORS THAT IMPACT GENDER GAP IN HEALTHCARE LEADERSHIP 6
Acknowledgements I wish to express my sincere gratitude to my academic dissertation advisor, Dr. Lisa Pearo, for her guidance through the many steps which kept me on track throughout this process. I also wish to thank my second reader, Dr. Mary Jo Anderson, for her instructive comments. Thank you to all the professors who helped develop my research comprehension and skills over the course of the program. I am thankful to Cynthia Thomes and library staff for their assistance during my search. I am extremely appreciative of my subject matter experts, Dr. Eve Higginbotham, Sara Larch, and Bergitta Cotroneo, for their knowledge, expertise and valuable feedback. I am also extremely thankful to my classmates and cohort members for their supportive dialogue and camaraderie. I wish to sincerely express my overwhelming gratitude to my amazing family whose belief in me has kept me motivated during this process. Lastly, to my parents who taught us at an early age that “education is something that nobody can ever take away from you.” I am so very thankful to have earned a life-long gift that will be with me forever.
FACTORS THAT IMPACT GENDER GAP IN HEALTHCARE LEADERSHIP 7
Table of Contents
Abstract ............................................................................................................................... 1
Dedication ........................................................................................................................... 5
Acknowledgements ............................................................................................................. 6
Table of Contents ................................................................................................................ 7
List of Tables .................................................................................................................... 11
List of Figures ................................................................................................................... 12
Chapter 1: Introduction and Overview of the Management Problem ............................... 13
Background and Overview ............................................................................................ 16
Problem Statement and Significance of the Problem .................................................... 17
Purpose of the Study and The Research Question ........................................................ 21
Research Question ..................................................................................................... 22
Rationale for the Study or Significance of the Study .................................................... 23
Discussion of Concepts and/or Themes ........................................................................ 24
Definitions and Terminology ........................................................................................ 26
Chapter Summary .......................................................................................................... 27
Organization of the Dissertation ................................................................................... 28
Chapter 2: Scoping Literature Review and Theoretical Frame ........................................ 30
Theoretical Framework ................................................................................................. 30 FACTORS THAT IMPACT GENDER GAP IN HEALTHCARE LEADERSHIP 8
Early Models.............................................................................................................. 31
Job Demands (JD) ..................................................................................................... 33
Job Resources (JR) .................................................................................................... 34
Expansion of JD-R Theory ........................................................................................ 36
Adaptive and Maladaptive Regulation ...................................................................... 39
Organizational Level ................................................................................................. 40
Scoping Literature Review ............................................................................................ 41
Conceptual Framework ................................................................................................. 44
Chapter Summary .......................................................................................................... 46
Chapter 3: Method ............................................................................................................ 47
Review Design and Methodology ................................................................................. 47
The Evidence-Based Research Framework ............................................................... 48
Systematic Reviews ................................................................................................... 49
Systematic Review Process ....................................................................................... 49
Search Strategy .......................................................................................................... 53
Method of Quality Appraisal of the Included Studies ............................................... 58
PRISMA diagram ...................................................................................................... 63
Analysis and Synthesis Methodology........................................................................ 66
Subject Matter Experts .................................................................................................. 71
Chapter Summary .......................................................................................................... 73 FACTORS THAT IMPACT GENDER GAP IN HEALTHCARE LEADERSHIP 9
Chapter 4: Analysis and Findings ..................................................................................... 75
Review of the Research Question ................................................................................. 75
Description of the Data Set ........................................................................................... 76
Results of the Quality Appraisal of the Data Set .......................................................... 77
Coding Results .............................................................................................................. 80
First Cycle Coding ..................................................................................................... 81
Second Cycle Coding .................................................................................................... 82
Third Cycle Coding ................................................................................................... 85
Findings and Discussion................................................................................................ 87
Theme 1: Mentors Serve as a Bridge ......................................................................... 88
Theme 2: Family Responsibilities Represent Conflicting Pressures ......................... 94
Theme 3: Effective Leadership Training Requires Essential Components ............... 99
Theme 4: Leadership Identity has Perceived Gender Qualities .............................. 104
Summary of Findings .................................................................................................. 109
Revised Conceptual Model/Framework ...................................................................... 110
Chapter Summary ........................................................................................................ 112
Chapter 5: Conclusions and Implications ....................................................................... 114
Review of the Research ............................................................................................... 114
Answer to the Research Question ............................................................................... 115
Management Implications ........................................................................................... 117 FACTORS THAT IMPACT GENDER GAP IN HEALTHCARE LEADERSHIP 10
Recommendations ....................................................................................................... 118
Recommendation 1: Individuals Should Use Mentoring as a Valuable Career Resource .............................................................................................................................. 118 Recommendation 2: Departmental Leaders Should Actively Support Programs Designed for Women Executives ........................................................................................ 120
Recommendation 3: Individuals Should Become Self-Advocates .......................... 121 Recommendation 4: Organizations Should Formulate a Strategy to Combat the Leadership Identity Bias ..................................................................................................... 122
Limitations of the Study .............................................................................................. 124 Areas for Future Research .......................................................................................... 125
Final Summary and Conclusion .................................................................................. 126
References ....................................................................................................................... 129
Appendix A ..................................................................................................................... 143
Appendix B ..................................................................................................................... 145
Appendix C ..................................................................................................................... 151
Appendix D ..................................................................................................................... 152
FACTORS THAT IMPACT GENDER GAP IN HEALTHCARE LEADERSHIP 11
List of Tables
Table 1 Research Question and Corresponding CIMO Elements ................................... 23
Table 2 Inclusion and Exclusion Criteria ........................................................................ 58
Table 3 TAPUPAS Criteria and Sample Results .............................................................. 60
Table 4 Correlation between TAPUPAS and Weight of Evidence Framework ............... 62
Table 5 Integrated Framework of Weight of Evidence and TAPUPAS ........................... 63
Table 6 Sample Data Extraction Table ........................................................................... 68
Table 7 Publication Dates of Studies ............................................................................... 76
Table 8 Integrated Quality Appraisal Score Results ....................................................... 79
Table 9 Range, Average, and Median Scores for Integrated Quality Appraisals ............ 80
Table 10 Second Cycle Coding and Frequencies ............................................................ 84
FACTORS THAT IMPACT GENDER GAP IN HEALTHCARE LEADERSHIP 12
List of Figures
Figure 1 Women in Healthcare Workforce and Roles .................................................... 14
Figure 2 Belief in Gender Equality of Job Opportunities in U.S. .................................... 18
Figure 3 The Job Demands-Resource Theory .................................................................. 36
Figure 4 Expanded Job Demands-Resources Theoretical Framework .......................... 38
Figure 5 Conceptual Framework of the Job Demands-Resources Theory ...................... 45
Figure 6 Systematic Review Stages .................................................................................. 50
Figure 7 PRISMA Flow Diagram..................................................................................... 65
Figure 8 Second Coding Cycle to Thematic Topics ......................................................... 71
Figure 9 Examples of Second Coding ............................................................................. 83
Figure 10 Second Cycle Codes to Focused Topics .......................................................... 86
Figure 11Conceptual Diagram of Mentors Serving as a Bridge ..................................... 94
Figure 12 Multiple Levels of the Job Demands-Resources Theory ............................... 112
Figure 13 Three-tiered Conceptual Diagram ................................................................ 117
FACTORS THAT IMPACT GENDER GAP IN HEALTHCARE LEADERSHIP 13
Chapter 1: Introduction and Overview of the Management Problem
In 2020 the healthcare industry experienced a worldwide pandemic that emphasized the dire need for accessible and responsive medical services to swiftly and effectively manage the life-threatening needs of many different populations. While the research, medical implications, and treatment of the pandemic was viewed as a public health event, each community was required to tackle this devastating healthcare matter. As this health crisis was not limited to one particular region or subgroup, COVID-19 highlighted the empirical necessity for effective leadership to be functioning in all types of healthcare settings located throughout local communities and at all levels within the hierarchy of the various medical institutions. The ongoing tumultuous changes in healthcare and the continuous influx of uncertainty for the future delivery of adequate healthcare services elicit apprehensions about the availability and quality of strong leaders within the healthcare field (McDonagh et al., 2014). Organizational leadership consisting of individuals with different backgrounds, education, and experience helps promote a more accurate depiction of viewpoints of the population being served. The composition of a diverse senior executive team within a healthcare organization contributes to a broader scope of ideas, thoughts, and the potential opportunity for productive outcomes. While the lack of diversity among leadership comprises various elements and reasons, the lack of women’s representation in executive positions is a critical category of diversity that exists in healthcare. According to the Bureau of Economic Analysis (2021), the healthcare industry represents 17.8% of the nation’s gross domestic product (GDP) and is projected to increase in percentage. It is estimated that the United States’ total spending on health will reach $4.3 trillion in 2023 (Stasha, 2021). Women are critical to this significant GDP spending, as women make 80% of healthcare purchases and consumer decisions (Birk, 2019). This consistent statistic FACTORS THAT IMPACT GENDER GAP IN HEALTHCARE LEADERSHIP 14
demonstrates that women directly influence the utilization and dollars of medical services. Based on this substantial capacity to guide healthcare utilization, it is reasonable that women would also be prominent in the steerage of the delivery of healthcare services and a member of the senior organizational leadership; however, this is not the current practice. In addition to being the primary purchasers of healthcare, women are essential to the industry’s staff resources within healthcare organizations. Women represent 65% of the workforce in U.S. hospitals which is a relatively high proportion compared to other industries, such as 46% in the financial sector or 26% in technology (Stone et al., 2019). As revealed by the pie graphs in Figure 1, while women are predominant in the hospital workforce at 65%, women only serve 31% of C-suite roles in healthcare and achieve 13% of Chief Executive Officer positions within the industry.
Figure 1
Women in Healthcare Workforce and Roles
Note: The male and female percentage is displayed for each component. Adapted from “Women in Leadership,” by S. Birk, 2019, Healthcare Executive, (https://healthcareexecutive.org/archives/november-december-2019/women-in-leadership). This widespread issue demonstrates the under-representation of women at the leadership FACTORS THAT IMPACT GENDER GAP IN HEALTHCAR
koamabayili/VECTRON-author-checklist: VECTRON author checklist
No full textWe have done our best to complete the author checklist relating to the use of animals in the hut study. Note that the objective for the hut study was to evaluate the IRS treatment applications for residual efficacy against Anopheles mosquitoes, including the local An. coluzzii mosquito population. Cows were only used to attract mosquitoes into the huts and no tests were carried out directly on the cows. The author checklist is intended for use with studies where experiments are carried out on animals, which is why we have had such difficulty in completing this for the hut study, as many of the questions do not relate to how the cows were used
Author-wise bibliometric analysis based on entropy.
No full textAuthor-wise bibliometric analysis based on entropy.</p
Author Under Sail The Imagination of Jack London, 1893-1902
No full textIn Author Under Sail, Jay Williams offers the first complete literary biography of Jack London as a professional writer engaged in the labor of writing. It examines the authorial imagination in London's work, the use of imagination in both his fiction and nonfiction, and the ways he defined imagination in the creative process in his business dealings with his publishers, editors, and agents. In this first volume of a two-volume biography, Williams traverses the years 1893 to 1902, from London's "Story of a Typhoon" to The People of the Abyss. The Jack London who emerges in the pages of Author Under Sail is a writer whose partnership with publishers, most notably his productive alliance with George Brett of Macmillan, was one of the most formative in American literary history. London pioneered many author models during the heyday of realism and naturalism, blurring the boundaries of these popular genres by focusing on absorption and theatricality and the representation of the seen and unseen. London created an impassioned, sincere, and extremely personal realism unlike that of other American writers of the time. Author Under Sail is a literary tour de force that reveals the full range of London as writer, creative citizen, and entrepreneur at the same time it sheds light on the maverick side of machine-age literature.Intro -- Title Page -- Copyright Page -- Dedication -- Contents -- Acknowledgments -- Introduction -- 1. Spirit Truth -- 2. From Absorption to Theatricality and Back Again -- 3. "I Will Build a New Present" -- 4. Sons as Authors -- 5. Fathers as Publishers -- 6. The Daughter as Author -- 7. Lovers as Authors -- 8. At Sea with the Family -- 9. Yellow News, Yellow Stories -- 10. The Return Home -- Notes -- Bibliography -- Index -- About Jay WilliamsIn Author Under Sail, Jay Williams offers the first complete literary biography of Jack London as a professional writer engaged in the labor of writing. It examines the authorial imagination in London's work, the use of imagination in both his fiction and nonfiction, and the ways he defined imagination in the creative process in his business dealings with his publishers, editors, and agents. In this first volume of a two-volume biography, Williams traverses the years 1893 to 1902, from London's "Story of a Typhoon" to The People of the Abyss. The Jack London who emerges in the pages of Author Under Sail is a writer whose partnership with publishers, most notably his productive alliance with George Brett of Macmillan, was one of the most formative in American literary history. London pioneered many author models during the heyday of realism and naturalism, blurring the boundaries of these popular genres by focusing on absorption and theatricality and the representation of the seen and unseen. London created an impassioned, sincere, and extremely personal realism unlike that of other American writers of the time. Author Under Sail is a literary tour de force that reveals the full range of London as writer, creative citizen, and entrepreneur at the same time it sheds light on the maverick side of machine-age literature.Description based on publisher supplied metadata and other sources.Electronic reproduction. Ann Arbor, Michigan : ProQuest Ebook Central, YYYY. Available via World Wide Web. Access may be limited to ProQuest Ebook Central affiliated libraries
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