Leadership Positions Research Articles

Championing Inclusivity: Underrepresentation of Women in African Academic Leadership and Scholarly Journal Management

Objectives – This study seeks to investigate the exclusion of women from the management of scholarly journals across East Swahili (Kenya, Uganda, Tanzania, South Sudan, Ethiopia, and Anglo-West Africa (Ghana, Nigeria, Sierra Leone, Liberia, Gambia) by delving into the implications of marginalization. Furthermore, the study aims to illuminate the often-overlooked experiences of black women, whose narratives are frequently overshadowed by those of black men or subsumed within the context of white women. Methods – By employing empirical evidence from African Journals Online (AJO) and institutional journal data from countries in focus, this study examines the pervasive domination of men within scholarly journal management in East Swahili and Anglo-West Africa. Results – Findings reveal a widespread dominance of men in the management of scholarly journals in the targeted countries despite the considerable presence of women in academia. Conclusion – The underrepresentation of women in academic leadership positions carries significant consequences, including a lack of diversity in decision-making processes. Such homogeneity can perpetuate existing disparities and impede progress towards gender equality within academia. Furthermore, discussions concerning gender inequality in academia often neglect the experiences of black women.

Journalistic Careers and Gender in Brazil: Impasses and Inequalities between Men and Women in the Profession

ABSTRACT This study analyzes the trajectory of Brazilian women journalists. It compares the position of women and men journalists in the workplace and in the configuration of journalistic careers. It also analyzes how bot groups make their choices within this organizational system. This study also discusses how work-family balance mechanisms affect both genders differently. To meet these objectives, two sets of data were explored: a survey conducted with 496 Brazilian journalists and in-depth interviews conducted with 21 professionals. Results coincide with findings from literature in the area regarding structural inequalities in the profession: women earn less; they are under-represented in leadership and directorial positions in media companies while simultaneously being in the majority in less legitimate and more precarious segments of the profession. Women appear to limit their career choices to less ambitious positions in the workplace. In addition, female journalists are more likely to be constrained by the effects of balancing work and family when building their careers. The study argues that the literature on journalism careers should take gender studies into account when proposing different typologies of journalists’ careers.

All Talk, Not Enough Action: Civic Engagement in U.S. Entertainment TV at a Time of Crisis

ABSTRACT This study examines what young adults (aged 18–34) observe and learn about U.S. government leaders and civic engagement through 141 of the country’s most-watched entertainment television programs for their age group. Based on a content analysis of 658 episodes of entertainment television, it interrogates the demographics and actions of politicians and government leaders portrayed on the show, along with any civic action and conversation undertaken by everyday characters not in civic leadership positions. With important implications for both scholars of civic and political communication and entertainment media, as well as media practitioners who wish to understand the cultural importance of their work, this study reveals how the portrait of civic leadership and life offered to young people by the most-watched television programs provides a potentially harmful and uninspiring portrait of democracy in action.

Connecting gender balance, crisis resistance and innovativeness in the forestry sector: Women in leadership and management

Much of the research on forestry innovation is based on models of economic rationality that are presumed to be universal and “a-gendered.” This article understands that economic processes are not “neutral” and seeks to produce empirical insights into the perceptions of gender in the male-dominated forestry sector. How does perceived gender balance in a forestry-related organisation contribute to its resilience to economic, ecological, climate-related and other contemporary crises, as well as its innovativeness? To examine the importance attributed to gender balance for resilience and innovation, we undertook a representative web survey amongst the principal Austrian forestry-related companies, institutions and agencies. The results show some links between gender and innovation, but not between gender and resilience. We then complemented the survey with in-depth interviews with high-level female representatives from the Austrian forestry sector, focusing on their personal experiences and opinions as both experts and the sole ones who made it in a sector of skewed gender balance and strong misrepresentation. Our findings reveal a contradiction between the survey results on the importance attributed to gender balance within forestry-sector organisations and the inequalities that successful women in high-level leadership positions reported in the interviews. The article discusses how gendered norms are relevant for economic outcomes and must be integrated into all related research efforts. Our findings challenge academic positions that regard economic issues and societal questions like gender balance to be strictly separated.

The routes to intellectual authority in a prior colonial empire: continued racialised, geopolitical inequalities in the academic staff composition and employment conditions of UK universities

ABSTRACT Two problematics are exposed and explored within this paper which currently undermine the United Kingdom’s international commitments to address racial inequality and injustice: (1) the routes to national, regional, and international intellectual authority via the academic profession, particularly the assigned leadership position of full professor or ‘chair’; and (2) the effects of dysconscious data literacy, which is out of step with international mechanisms and agendas to combat racism and xenophobia. This is undertaken through a critical quantitative analysis of administrative data about the socio-demographic composition and employment conditions of academic staff in the devolved nations of England, Northern Ireland, Scotland, and Wales. Iniquitous employment conditions revealed how the social determinants of ‘race’, ‘sex’, ‘nationality’, and ‘religious belief impact academics’ access to employment and participation once employed; particularly in the discipline of Education. Shortcomings in categorisation and reporting of official data serve to obfuscate transparency and accountability about inequality.

Leading by Example: Supervisor Downward Feedback Seeking, Power Distance, and the Implications for the Feedback Environment

This study explores the relationship between supervisors’ feedback-seeking behavior (FSB) and (1) employees’ FSB and (2) employees’ perceptions of the feedback environment. It examines the moderating role of power distance perceptions in order to study FSB in high power distance contexts. Participants were asked to track feedback exchanges with their supervisor over a two-week period. Surveying 273 employees across 32 diverse organizations, the study reveals a positive correlation between supervisors’ FSB and employees’ FSB and their perceptions of the feedback environment. Employees seemed to mimic their supervisors’ seeking behaviors, emphasizing the importance of positive role modeling. Importantly, the relationship was more pronounced when power distance was high, indicating the significance of supervisors’ FSB in such contexts. The study challenges the traditional employee-centered perspective on FSB by focusing on FSB by individuals in leadership positions. Based on these findings, organizations can develop training interventions that encourage supervisors to model effective behaviors.

Analysis of Gender Discrepancies in Leadership Roles and Recognition Awards in the Child Neurology Society.

Gender disparities have been demonstrated across several medical specialties, including neurology. Although women have comprised most of the child neurology trainees since 2007, it is not apparent whether this demographic shift is reflected in the Child Neurology Society (CNS) awards and leadership. This study aimed to evaluate the differences in gender representation among leadership positions and award recipients within the CNS. The primary outcome measure was the total number of board of director (BOD) positions or awards given by gender each year. A retrospective review of publicly available data was conducted on CNS members, post-training award recipients, and BOD positions, including nomination records, from 1972 to 2023. Data abstracted were restricted to gender to preserve member and nominee anonymity. Gender identification and consensus were determined through a combination of strategies and study members. Data analysis included descriptive statistics, Pearson χ2 test, and the exact binomial test to compare gender proportions and the probability of being underrepresented in awards, leadership, and nominations over time. Data are presented according to the Strengthening the Reporting of Observational Studies in Epidemiology guidelines. From 1972 to 2023, women represented 29% (44/152) of the BOD positions and 26% (61/236) of post-training award recipients presented by the CNS. Despite the increase in the proportion of women in child neurology, the overall gap in gender representation in leadership positions remains broadly stable. Only 13% (4/32) of CNS presidents have been women, a significant underrepresentation (95% CI 2.3%-52%, p < 0.004), although the representation of women in nonpresidential positions increased from 2003 to 2023. Women are also underrepresented as overall awardees (95% CI 12%-38%, p < 0.00001) except for the Philip R. Dodge Young Investigator Award, which is an investigator-initiated application. Women remain underrepresented at the highest levels of recognition in child neurology despite representing most of the field. Reasons for disparities are known to be multifactorial and likely include gender bias and structural sexism. We present several discussion topics that seek to rationalize this disparity and provide suggestions for improving diversity, equity, and inclusion for leadership roles and awards.

Heed lessons learned for leadership success

PHILADELPHIA — Four decades in high‐level leadership positions in the higher education environment have provided Barbara Gellman‐Danley, Ph.D., with valuable lessons learned.

DMart: Will it Regain its Leadership Position in the Indian Retail Industry?

The case study analyses the competitive scenario of the retail industry in India in 2021. It provides a detailed examination of the turbulence in the retail space due to the acquisition of Future Group’s retail business by Reliance Retail, which displaced DMart from its market leadership position. Before the acquisition, DMart, a retail chain of hypermarkets operated under Avenue Supermarts Ltd, was the largest retailer in India. The case describes the dilemma DMart’s CEO, Neville Noronha, faced in enduring the competition in offline and online retail while retaining its present competitive advantages. This case uses secondary data to examine the retail industry dynamic and DMart’s aspirations, positioning, and strengths. It also analyses the challenges that DMart might face on its path to regaining its position and catching the pace of change in the retail industry.

Fifty Years of Psychiatric Classification and Epidemiology Interactions: What is a Mental Disorder?

Psychiatric clinical diagnostic formulation has evolved over time. The changes alter our understanding and our ability to provide a public health perspective on the epidemiology of mental disorders in large populations. Epidemiology is an important perspective and set of tools to assess prevalence, treated prevalence, untreated prevalence, individual risks for mental disorders, and possible links to the etiology of disorders by following the trails of environmental exposures, biological measures, interpersonal dynamics, and genetic risk factors. As communities develop health-care services to treat individuals with mental disorders, knowledge about their prevalence and treatment requirements is also important. Since severe mental disorders may require institutional care, the diagnostic criteria used may either protect an individual’s liability for dangerous behavior (i.e. the insanity defense) or be used to control political and social dissidents. The criteria may also be used to determine evidence-based treatment options and eligibility for disability benefits. In this paper, using my vantage points as a physician scientist and public health officer, with leadership positions in national federal and professional mental health organizations, I address the developments in these areas over the past 50 years that have influenced institutional positions in the U.S. National Institute of Mental Health, the World Health Organization, the American Psychiatric Association, and the Center for the Study of Traumatic Stress. These perspectives may aid the next generation of investigators to advance the epidemiological and mental disorder classification scientific fields.

Caste affiliation and access to high-authority jobs in the Indian service sector

Restricting high authority jobs to a specific section of society leads to market inefficiencies, resulting in higher costs and lower quality of goods and services due to suboptimal management. Moreover, such favouritism exacerbates social inequalities across occupational hierarchies. Given India’s caste-based societal structure, it is crucial to investigate whether all social groups have equal access to top management and leadership positions. Using the 2019–2020 Periodic Labour Force Survey and binary logit models, this study reveals significant disparities in securing high-authority roles between lower and upper castes. The results show an average marginal effect of −7.3% for lower castes relative to upper castes. These disparities are further amplified if the lower caste individual is female, resides in a urban area, or holds a graduate-level education.

Мягкие навыки: концепции, проблемы, исследования

&lt;p style="text-align: justify;"&gt;&lt;span lang="EN-US"&gt;The work is aimed at clarifying the concept of &amp;ldquo;soft skills&amp;rdquo;. The materials of the study of concepts, problems, and research of soft skills in a professional environment are presented. The topic of soft skills is extremely relevant, both Russian and foreign students do not exactly understand what soft skills are, which may be explained by the fact that there is currently no single approach to understanding them. The purpose of studying this problem is to review concepts, problems and research on the topic of soft skills in foreign and national scientific literature. The results obtained make it possible to say that soft skills is a broad concept, and does not include a strictly defined list of qualities or abilities. There is evidence that researchers attribute a different set of abilities to soft skills, while different abilities will be most significant for different professional fields. Separately, such abilities can be distinguished as: communication skills, leadership position, decision-making skills, responsibility, empathy, self-esteem, critical thinking, analytical thinking, emotional intelligence (often assessed as part of soft skills in foreign studies). The most effective methods for developing soft skills include: methods for early development, educational tasks related to information search and analysis, critical thinking development, self-management (including the formulation of action plans), teamwork skills, and the presence of social and humanitarian disciplines (&amp;ldquo;Philosophy" and "Sociology&amp;rdquo;), as well as specialized courses such as &amp;ldquo;Team Building&amp;rdquo; and &amp;ldquo;Time Management&amp;rdquo;. It is also emphasized that the level of soft skills development among teachers is important for fostering soft skills in students.&lt;/span&gt;&lt;/p&gt;

COMPARISON OF THE PROFESSIONAL PROFILE OF MEN AND WOMEN DEANS OF BRAZILIAN UNIVERSITIES

Women are underrepresented in positions of power and leadership in higher education and the challenges faced by women in order to reach these senior positions in academia are complex and have received considerable attention in recent years. In this work, we quantify gender diversity in Brazilian academia using three types of indicators: production of knowledge, temporal evolution in the career, and training of human resources to study in detail the profile of the Deans of Research and Graduate Studies in 215 Higher Education Institutions in the year of 2019. Our analysis shows that around only 36% of positions were occupied by women, a percentage that is not consistent with the number of women professors in Brazilian higher education. Using the National Council for Scientific and Technological Development (CNPq) Lattes’ Platform databank, we show that men and women in dean positions publish roughly the same number of paper/scientific articles per year and present almost the same time elapsed in the career path, while women produce more human resources. The fact that women occupy only 1/3 of the positions of dean of research and graduation reveals that for women to reach the top, it is necessary that they adapt to the same metric intended for men while facing additional challenges indicating a persistent glass ceiling.

The leadership gap between full-time and part-time female employees

Employers interpret high numbers of contractual working hours of part-time employees as a signal for high work engagement, qualifying them for a leadership position. However, signals do not work equally well in all environments. We suggest that the value of a signal depends on corporate culture, being relatively low in companies with strict work regimes where employees are expected to be available and visible. We test this prediction combining data on female employees and their employers. Our analyses show that the positive effect of contractual hours on leadership positions varies systematically with the difference between the contractual working hours of full-time and part-time employees. The smaller the working time difference between a full-time and a part-time employee, the more likely it is that the part-timer is in a leadership position. In addition, the more a firm relies on overtime and requires strict presence at work, the larger is the statistical association between high contractual hours and leadership positions at individual level. In a world where work-life balance is increasingly important, this research provides new insights into the heterogeneity of part-time workers and the design of corporate cultures and policies to create sustainable work environments.

Analysis of Apple Financial Risk Management

In the dynamic financial environment of the 21st century, Apple Inc. is a model of innovation and market leadership. It is known for its innovative products and groundbreaking business strategies that have solidified its leadership position in consumer electronics, software and online services. In today's fast-paced and diverse financial environment, where technological advancements and regulatory changes are believed to be the norm, corporations like Apple Inc. are facing a growing number of financial threats, explaining the significance of effective financial risk management. This paper aims to investigate the numerous measures Apple Inc. has taken to reduce its financial risks especially market risks such as currency fluctuations, market volatility, and interest rate fluctuations. Particular emphasis is placed on how Apple strategically prevents the mentioned risks through internal controls and a diversified portfolio, highlighting the effectiveness of these measures. The article also analyzes how Apple manages liquidity, complies with regulatory requirements, and uses the latest advanced technology for analyzing and predicting potential financial risks. The results emphasize how crucial Apple's financial risk management is to uphold its financial standing and ensure the company's long-term survival and stability in an uncertain global economy.

Women leaders in logistics for the economy 5.0

The complexity of the technologized socioeconomic reality poses a number of challenges for today's managers. Many times their actions are a test of their leadership. A particularly interesting area of research in this regard is the logistics sector, which so far has been regarded as typically male and which has been undergoing a transformation in favor of an increasing representation of women for some years now. The authors sought to answer questions such as: what qualities, skills and competences will enable women working in logistics to pursue their careers and achieve their goals in the face of the challenges of a 5.0 economy. The aim of the article is to identify those leadership skills and competences of women in logistics that predispose them to lead on their way to business success in enterprises. In the research process, mixed research methodologies were used, combining the results of secondary source analysis obtained from Scopus and Web of Science databases with information obtained from a quantitative survey based on the CAWI diagnostic survey method. The analyses resulted in a model of an exemplary image combining traits, skills and competencies, as well as attributes of effectiveness, which may be helpful for women in shaping their leadership position in the management structures of companies in the logistics industry. The resulting material complements the existing body of research on the role and importance of women in business including, in particular, the inclusion of women in logistics. The main strength of the work is to identify areas that women should improve in order to increase their participation in managerial positions in the logistics industry.

Women and Leadership: A Case of the Kenyan and South African Banking Sector

Throughout the history of management theories, masculine ideals have dominated the development of organisational leadership structures, often leading to a belief in the inherent superiority of men in leadership roles. Despite progress, many organisations still operate under the assumption that women are somehow deficient compared to men in leadership capabilities. The research objective was to investigate the difficulties Black African women encounter in leadership positions in Kenyan and South African banks, specifically concerning how society views women in leadership roles. The study conducted semi-structured interviews and focus groups involving 41 Black African women managers from the banking sectors of both countries, employing an inter-categorical intersectionality approach. The research revealed a perceived lack of fit for top executive leadership positions among African-Black women. A comparison between masculine and feminine leadership styles underscored the gendered sex-role stereotypes that hindered the advancement of Black African women into top executive roles within the banking sector. In summary, the findings emphasise that, as long as ‘think manager, think male’ persists in leadership, Black African women will continue to encounter obstacles in attaining top executive positions within the banking sectors of Kenya and South Africa. The study’s practical implications are that it emphasises the understanding of women and leadership and its role as an obstacle for Black women managers in the Kenyan and South African banking sectors. The originality of this study is that it contributes to the understanding of women and leadership literature in the banking sectors of Kenya and South Africa, as well as sub-Saharan African countries.

COPING WITH FOURTH INDUSTRIAL REVOLUTION CHALLENGES: LEADERSHIP COMPETENCIES IN THE AIRLINE INDUSTRY

This study aimed to identify leadership competencies crucial for navigating the Fourth Industrial Revolution in the airline sector, utilizing a mixed-method approach, specifically an explanatory sequential design. Data from 210 employees underwent analysis using des­criptive and inferential statistics, predictive analytics, and bootstrapping methods. Findings indicated that while age and education had no bearing on leadership competencies, gender, tenure, and positions displayed variations, indicating competency enhancements regardless of demographics. Furthermore, all competencies studied significantly predicted overall suc­cess, with some explicitly influencing challenges associated with the Fourth Industrial Re­vo­lution. A proposed leadership development framework addressed the findings precisely challenges, with practical implications focusing on driving success and sustainability in the airline industry.

Being Relevant

Abstract: In her first column, new NATS President Alexis Davis-Hazell articulates a vision for the relevance of NATS in the 21st century. She reflects on the original objectives of NATS’ charter members and explores questions that help form an organizational outlook reaching into the year 2044. Davis-Hazell introduces a philosophy of retention involving representation of multiple cultural and professional identities, generations, and musical genres within chapter, district, and region leadership. She challenges current members to nominate more independent teachers for leadership positions and to support the investment in technological advancements for the association that will move us toward fulfilling NATS’ vision.

The Relationship between Head Teacher’s Laissez-faire Leadership Style and Teachers’ Burnout in Secondary Schools in Ibanda Municipality, Ibanda District, Uganda

The investigated the relationship between head teacher’s laissez-faire leadership style and teacher burnout in secondary schools in Ibanda Municipality, Uganda. In order to ascertain the relationship between the two variables, a correlation design was used, and to accommodate both qualitative and quantitative data, a mixed approach combining quantitative and qualitative research methods was also adopted. 217 teachers and 15 head teachers from the 15 secondary schools in Ibanda municipality provided the data. A questionnaire was given to the teachers, while an interview guide was given to the head teachers. The Leadership Styles Questionnaire and the Maslach Burnout Inventory served as the foundation for the questionnaire. The findings indicate that laissez-faire leadership style had a negative but moderate relationship with burnout, according to the correlation between them, which is r = -0.39, which shows a negative relationship between the two variables. This means that laissez-faire leadership does not lead to burnout since the two variables move in different directions. Therefore, high laissez-faire leadership was associated with reduced burnout. The researcher recommends that teachers’ training colleges and universities need to restructure their curriculum to include in depth coverage of leadership styles and motivation as a way of preparing teachers for leadership positions or producing responsible teachers who are not going to demand for excessive freedom on their jobs. An emphasis on ethics will produce responsible teachers who will work well with their head teachers to improve their schools without injuring the relationship that exists between the two parties. Future head teachers will enter the teaching profession better equipped with skills that would lead to effective enhancement of leadership in schools. The researcher also suggests doing empirical research in Ibanda’s non-municipality secondary schools and other regions of the country to see whether the study’s conclusions are still relevant. Keywords: Leadership Styles; Burnout, head teacher, School and relationship