Gender Differences In Careers Research Articles

Gender Differences in Careers and Publications Within the Sport Management Academy

Sport management programs are essential pathways by which aspiring professionals in the sport industry achieve their university education. Although a substantial segment of sport management scholarship has focused on driving for higher rates of diversity, equity, and inclusion in the sport industry, less attention has been paid to the sport management academy. In this study, we examine the gender representation of full-time faculty positions, publications, and research methodologies in sport management. Our results show that men are employed in higher numbers overall. In the 329 sport management programs studied, the percentages of women employed at each level are assistant professor 46.8%, associate professor 39.5%, and full professor 37%, suggesting a drop-off aligned with the concept of career derailment or a time lag in reaching equity in the discipline. Women are also less published in top sport management journals (Journal of Sport Management, European Sport Management Quarterly, and Sport Management Review). Implications of these findings are discussed, as well as future research directions.

Karriereforventninger under glasstaket:

Ingeniørutdanningen utgjør en av de viktigste lederutdanningene i Norge. Tidligere forskning viser at innenfor ingeniøryrket har kvinner lavere sannsynlighet for å få lederstillinger enn sine mannlige kolleger. I denne studien undersøkes kvinnelige og mannlige ingeniørstudenters karriereambisjoner og forventinger til fremtidig karriere. Spørsmålet som tas opp, er om kjønnsforskjellene i lederstillinger kan knyttes til kvinner og menns ambisjoner og fremtidige karriereforventninger. Resultatene viser at kvinnelige studenter har minst like høye karriereambisjoner som sine mannlige medstudenter, men oppgir likevel lavere forventninger om lederansvar. Ulike forklaringer på disse funnene diskuteres, og noe overraskende gir analysene ingen empirisk støtte til de vanligste forklaringene på kjønnsforskjeller i karriereutvikling. Kvinnelige og mannlige studenter har like preferanser og kvinnene har ikke lavere selvtillit enn menn. Videre har omsorg for barn lik betydning for kvinner og menn for utvikling av karriereambisjoner og lederforventinger. Det som derimot synes å forklare kvinners lavere forventinger om lederstillinger, er forestillingen om et glasstak. Studien er basert på en spørreskjemaundersøkelse (StudData) blant ingeniørstudenter i deres siste studiesemester.

CEO gender differences in careers and the moderating role of country culture: A meta-analytic investigation

How and under what conditions do female and male CEOs’ careers differ? The field lacks a clear answer to this question, as extant research has produced mixed findings, many of which also vary across countries. In response, we examine individual- (e.g., personal career success, such as CEO pay) and firm-level (e.g., firm performance) differences in female and male CEOs’ careers, and also how these differences vary across countries with different cultural attributes (specifically uncertainty avoidance and gender egalitarianism). To develop our theoretical explanation, we draw on recent scholarship that has used the well-known demand-supply framework from economics to synthesize extant theory on career differences between women and men. Then, we test our theoretical model with meta-analytic results based on 158 studies in which differences between female and male CEOs, in the firms they lead, and in the outcomes they receive and produce, were examined. Our findings reveal that, compared to male CEOs, female CEOs had more human capital yet led less prestigious firms. Likewise, female CEOs received less favorable personal career success outcomes, and their firms had worse market-based performance despite similar levels of accounting-based performance. In addition, the country culture variables played important roles in moderating many of the career differences. The results of our research enrich understanding of career differences between female and male CEOs and cultural attributes that moderate such differences, suggest the importance of taking into account both demand-side and supply-side perspectives, and offer ample implications for theory, future research, and practice.

Do gender differences in career aspirations contribute to sticky floors?

PurposeThe purpose of this paper is to test hypotheses regarding the importance of employee preferences in explaining sticky floors, the pattern that women are, compared to men, less likely to start to climb the job ladder.Design/methodology/approachThe authors use original data obtained using a survey and a vignette study in which participants had to score the likeliness with which they would accept job offers with different promotion characteristics.FindingsThe main findings are that young female professionals have a less pronounced preference for more demanding and less routinary jobs and that this effect is mediated by the greater risk aversion and anticipated gender discrimination among women. No gender differences were found in the relative likeliness to apply for jobs that involve a promotion in terms of job authority.Research limitations/implicationsThe vignette method assumes that artificial settings with low stakes do not bias results. Another limitation follows from the focus on inter-organizational promotions among young professionals, which raises the question to what extent the results can be generalized to broader settings.Originality/valueThis paper contributes to the literature on gender differences in careers by measuring the impact of employee preferences on gender differences in career decisions.

Gender differences in corporate hierarchies

The gender wage gap is largely due to men and women holding different kinds of jobs. This job segregation is partly driven by gender differences in careers in corporate hierarchies. Research has shown that the careers of men and women begin to diverge immediately upon entry into the labor market and that subsequent career progress exacerbates the divergence. This divergence of career progress explains a large part of the gender wage gap. Understanding how and why the careers of men and women differ is necessary to design effective policies that can reduce the gender differences in hierarchies.

Gender Differences in Careers

Gender Differences in Careers

Mayumi NAKAMURA (ed.), The Work-Life Balance of Lawyers: Gender Differences in Careers, Housework and Childcare

Mayumi NAKAMURA (ed.), <i>The Work-Life Balance of Lawyers: Gender Differences in Careers, Housework and Childcare</i>

Gender and Pupil Performance: Where do the Problems Lie?

Over the last 30 years policies to promote equal opportunities in education focused on overcoming the disadvantages experienced by females. More recently there has been concern about lower levels of attainment by males in national examinations. The article suggests that policies aimed at recent male underachievement in secondary schooling are too simplistic. It presents statistical evidence to show a gender gap in attainment since 1975; gender differences from pre-school onwards; relatively greater progress by males than females in post-compulsory schooling; wide social class differences in attainment; preponderance of boys referred to learning and behavioural support; continuing differences in subject choice which reflect gender differences in careers. This article is based on research commissioned by the Scottish Executive. The research was carried out over one year, in 2000, and was based on a review of the relevant research literature and policy documents, statistical analysis of official data and case studies of six secondary schools in different parts of Scotland, together with their associated primary schools. Overall, 76 members of staff were interviewed in the case study schools, of whom 14 were in primary schools. Further findings from the research are detailed in Tinklin, et al., 2001.

Gender Differences in Managerial Careers: Yesterday, Today, and Tomorrow

This longitudinal study of mid-career managers compared the career progression of men and women during the 1990's. Unlike the subjects of many earlier studies, these men and women had similar education and experience profiles. Womens income changes were less than men's and reflected the greater financial strides and greater returns from promotions for men prior to 1995. The income gaps between men and women were explained by gender differences in career determinants, such as work hours, career interruptions, and having a nonemployed spouse. There was evidence of subtle forms of workplace discrimination against women in the past but not over the most recent four-year period. Women's family situations, however, continued to present obstacles to progression. In addition, a recent decline in women's priorities for promotion, a predictor of actual promotions, signalled an impending decrease in their rate of promotion relative to men's.

Gender Differences in Career Paths in Psychiatry

Although psychiatry has one of the highest proportions of women entering its residency programs, women have not assumed a proportionate amount of academic or research leadership positions in the field. This literature review identifies three general groups of models that explain disparities between men's and women's careers, but these do not fully account for observed differences in psychiatric practice and academic progression of women in psychiatry. Gender differences in career paths in psychiatry are not only affected by individual traits and choices, but also by economic factors. Theories based on organizational discrimination, and systems and market factors are also reviewed. No single explanatory model accounts for disparities between the careers of men and those of women. Because psychiatric practice patterns may be broadly distributed across labor sectors, more diverse career patterns are possible in psychiatry than in more constrained and traditional fields. Research on gender differences in psychiatry careers must consider not only the individual work style and choice, but also the position of individuals within the organization and the position of those organizations across the labor market.

Gender Differences in Careers

Gender Differences in Careers