Chances Of Promotion Research Articles

INITIATIVES TO PROMOTE GENDER EQUALITY IN THE EUROPEAN ACADEMIC AND SCIENTIFIC ENVIRONMENT. POWER, SUPPORT AND MOTIVATION IN PROFESSIONAL PROMOTION

The existent agreements and beliefs in the organisational culture, predominantly male, resist the possibility to find alternatives to even the chances for promotion in an academic and scientific career for men and women. The more a person identifies with the norms and culture promoted in an institution, the more difficult it is for them to see alternatives. Acker (1990) explain that such persons (who normally have management positions), socialised in the male culture of the academic and scientific world, benefit the most from the existent arrangements and stand to lose the most if the existent practices of the academic world are changed. The European Union has been focusing on a new direction to eliminate gender obstacles in the academic and scientific world. The new approach for activities related to gender equality has focused on academic and research organisations and institutions rather than only on the women themselves. “Administration improvement” has become the new objective. One of the ways this new objective has been implemented concentrated on integrating the gender dimension into research.

My Manager Moved! Manager Mobility and Subordinates’ Career Outcomes

How do managers’ moves across jobs affect the subordinates they leave behind? Manager mobility disrupts established manager-subordinate relationships, as subordinates must now learn to work with a replacement. We explore how this relational disruption affects subordinates’ objective career success – specifically their financial rewards and subsequent promotion chances. We argue that manager mobility may have both positive and negative implications for subordinate outcomes. The absence of an established relationship may reduce subordinates’ performance and managers’ propensity to reward them; on the other hand, relational disruption may make subordinates more willing and able to seek out valuable opportunities elsewhere in the organization. We also argue that these effects are likely to be greatest for those subordinates who performed best under the previous manager. Using eight years of personnel data of employees working in the US offices of a Fortune 500 healthcare company, we show how managers’ mobility leads to a decrease in subordinates’ financial rewards, but an increase in promotion prospects. Contrary to our expectations, these outcomes are little affected by how subordinates performed under their prior manager, with those who were performing well seeing similar changes to those who were performing poorly.

Mobility Optimism in an Age of Rising Inequality

ABSTRACT Four decades of rising incomes at the top, combined with income stagnation and declining intergenerational social mobility for the majority of American households, have combined to produce what has been widely described as a “new gilded age” in the United States. Yet analyses of the best available survey data reveal little evidence of a proportional increase in policy demands for redistribution over time. What explains this puzzling pattern of non-responsiveness? One classical explanation, revived in recent economic literature, postulates that high and persisting levels of optimism about the chances for advancement and social mobility reduce Americans’ willingness to support redistributive public policies. Although seemingly paradoxical in the current economic environment, the “prospect of upward mobility” (POUM) hypothesis is consistent with cross-national survey evidence revealing relatively high levels of support for such beliefs. What about trends over-time? This raises an important and largely unexamined question: Have underlying beliefs about POUM also shaped Americans’ attitudes toward redistributive policies during the era of rising inequality? In this paper, we examine the POUM-policy preference link, and how it has changed in recent decades. We find that POUM beliefs have shaped how individuals form policy attitudes toward inequality and taxes, net of partisanship, income, and confidence in government. Study findings provide new and provocative evidence in support of the POUM hypothesis, and we discuss implications for models of inequality attitudes and more generally scholarship on the politics of rising inequality.

PERFORMANCE APPRAISAL AND ITS EFFECT ON EMPLOYEE’S JOB PERFORMANCE IN EDO STATE INTERNAL REVENUE SERVICE, BENIN CITY, NIGERIA

As the assessment of an employee’s job performance, performance appraisal help em-ployees improve their performance, pay and chances for promotion; foster communica-tion between managers and employees and increase the employees’ and the organiza-tion’s effectiveness. Done poorly, it actually can have a negative effect-it can cause resentment, reduce motivation, diminish performance and even expose an organization to legal action. It is against this backdrop that this study analyzes the effect of perfor-mance appraisal on employee’s job performance in Edo State Internal Revenue ser-vice, Benin City, Nigeria using survey research method. Non-probabilistic sampling techniques comprising of purposeful and convenience techniques were used to elicit information via questionnaire from 150 respondents Data collected were analyzed using descriptive statistics and regression analysis. The findings of the study showed that performance appraisal (management by objectives, performance feedback and 360-degree appraisal) positively and significantly influence employee’s job perfor-mance in Edo State Internal Revenue Service, Benin City, Nigeria. Requisite conclu-sion and recommendations were provided in the light of theoretical and empirical findings.

Social Mobility and Promotion of Officers to Senior Ranks in the Royal Navy: Meritocracy or Class Ceiling?

This article examines the extent to which socioeconomic background affects the chances of promotion to senior ranks within the Royal Navy and how the upwardly mobile often face a “class ceiling.” The researchers collected quantitative data within the Royal Navy. The research found a disproportionate overrepresentation of officers from socioeconomically advantaged backgrounds, creating a homogenous upper echelon and self-selecting elite hierarchy. The authors argue for the systematic collection of socioeconomic background data and longitudinal analysis to focus efforts toward engendering the conditions for social mobility and the ability to quantitatively assess the impact of policy changes on future social mobility outcomes. The research contributes to understand contemporary social mobility issues and is the first quantitative analysis of Royal Navy officers’ socioeconomic backgrounds. The research provides perspectives on which other Armed Forces (including the United States) that face diversity issues could reflect. The article repositions military issues in mainstream academic discourse.

The working experiences of male nurses in China: Implications for male nurse recruitment and retention.

To understand the working experiences and career trajectories of male nurses in China. Compared with developed countries, men were far more under-represented in the nursing profession in China. Little is known about the working experiences of Chinese male nurses and the contextual factors that contribute to their low participation rate in the nursing profession. In-depth interviews with twenty-five male nurses and two hospital administrators were conducted. All interviews were analysed using thematic analysis. Chinese male nurses had better career prospects and promotion chances compared with female nurses. The extremely low participation rate of men in nursing was related to the prejudice among the general public as well as the low professional status and salary. Two unique contextual factors influenced the career trajectories of male nurses in China: (1) the major assignment mechanism in the college entrance examination and (2) the implementation of the two-child policy. Although Chinese male nurses enjoyed many advantages compared with female nurses, they also encountered many difficulties related to working in a female-dominated profession. Appropriate measures should be taken to shift public attitudes towards male nurses, improve the professionalization of nursing and promote gender diversity and equity.

Measuring the impact of research

Measuring the impact of research

English as a lingua franca in china-based workplace communication

This paper reports the findings of a multifaceted investigation into the communicative needs of using English as a business lingua franca (or BELF) in three types of companies in Mainland China: state-owned, privately-owned, and multinational companies. The findings were derived from online questionnaires and semi-structured interviews with Chinese business professionals. The findings suggest that English has played an increasingly important role in the workplace communication in Mainland China, especially in multinational companies. Using English has become a business convention in multinational companies, although the extent of its use differs depending on various contextual factors, primary among which are a professional’s duties and English proficiency. The findings also illustrate that culture plays a role as important as language in BELF communication at work. For example, social interaction, due to both cultural and linguistic reasons, has long been an issue concerning and challenging Chinese business professionals. Cultural differences may not be an insurmountable barrier, but the lack of cultural sensitivity and knowledge can cause a disruption in communication or lower the chance of promotion in a company

Advice for Junior Faculty Regarding Academic Promotion: What Not to Worry About, and What to Worry About.

Junior faculty in many universities must go through the promotion process to advance from entry level, e.g., assistant professorship to associate Professor, and ultimately to professorship. The process may often be stressful for some junior faculty, mostly due to some uncertainty about how to optimise their chances of successful promotion. In this paper, we summarise some strategies that would enhance their chances of a smooth promotion based on experiences from junior faculty and senior faculty who have served on tenure and promotion committees. These strategies include understanding the promotion process at your institution; optimizing publications as first or senior author, securing research funding as principal investigator, teaching effectively, providing service efficiently; developing good time management and priority setting skills, finding excellent mentors, and targeting opportunities for collaboration. We also encourage junior faculty to be pro-active about promotion.

L'École de la maladresse: de J.-J. Rousseau à J. J. Grandville by Pauline de Tholozany

Reviewed by: L'École de la maladresse: de J.-J. Rousseau à J. J. Grandville by Pauline de Tholozany Marina van Zuylen Pauline de Tholozany. L'École de la maladresse: de J.-J. Rousseau à J. J. Grandville. Champion, 2017, 265 pp. If Pauline de Tholozany's L'École de la maladresse (de J.J. Rousseau à J.J. Grandville) is a must read, it is because it is that rare interdisciplinary book that is as scholarly as it is witty, as topical as it is historical, as literary as it is philosophical. Framing the untranslatable concept of maladresse from the ancien régime to the dawn of Modernism, de Tholozany travels seamlessly between pedagogy, social critique, psychoanalysis, anthropology, and art history. Her readings of maladresse (awkwardness, ineptness, maladroitness) shine an intriguing light on our own missteps and malapropisms. Has a blunder ever ruined our chances for advancement? Have we ever cultivated maladresse to appear more innocent than we really are? What is the link between awkwardness and authenticity? De Tholozany implicates us in the hide-and-seek games we play with our gaffes and fauxpas. She reminds us that in American blockbuster films, the maladroit is "le signe lisible de la sincérité" (27), an attribute she traces back to Rousseau's keenly recounted maladresses. One of the most revealing paradoxes that runs through this pathbreaking study is that even though the maladroit is exposed to ridicule and humiliation, he or she, wittingly or unwittingly, revolutionizes a carefullycrafted order of things. Taking her cues from Rousseau, Balzac, Baudelaire, and Grandville among others, de Tholozany unmasks the innocence of the maladroit. Everybody ends up being complicit in the (in)fortunes of maladresse. If the maladroit makes us laugh, is it because we feel, if only temporarily, superior (Hobbes, Baudelaire, Bergson)? Or, as Deleuze suggests, isn't somebody else's failure part of a greater fêelure? Maladresse is a threat to the social and psychological order. Nothing, as de Courtin's Nouveau traité de la civilité (1671, 1702) severely preaches, should be allowed to topple the indomitable principles of "civilité chrétienne et mondaine," not even something as innocuous as a gaffe. The maladroit, if not redressé, reprimanded, set straight, will cause havoc. Deciphering the motives behind clumsy gestures, understanding what makes them appealing or threatening, is at the core of this book. The moralistes loom large when de Tholozany questions the maladroit's claims to sincerity. Unsurprisingly, Rousseau comes out both as its champion and its duplicitous practitioner. "La lettre maladroite, la plate conversation, la timidité nigaude, les sottes reparties, les gaffes, le trait d'esprit à retardement, l'idiot lancer de pierre, le gant non ramassé, et le verre trop rempli: les bévues ne manquent pas [End Page 130] dans les écrits autobiographiques de Rousseau" (70). Rousseau is on the attack against the anti-maladroit. Those, intent on disciplining the "sincere" language of the body (stuttering, blushing, falling), will only make it stray further from its "innocent," "artless," past incarnations. Being "adroit" is suspicious: the sharper our techniques, the further we stray from our dormant authenticity. What a contrast from the pedagogical "emmaillotage," the various lessons in "redressement" that "straightened" ancien-régime children. And what a milestone in ushering the birth of an individuality built on the release of maladresse, one that, de Tholozany argues, becomes the redemptive "supplément de l'homme civilisé," helping regain the fast-vanishing "spontanéité naturelle." If to Jean-Jacques, maladresse harbors the waning traces of sincerity," the book offers a series of counter-arguments. Calculation is writ large in the afterlife of maladresse. There is a lot to gain by exhibiting one's gaffes: "gloser son embarras… [sa] balourdise … [sa] vulgarité se transforme en signe de simplicité" (133). Recounting one's gaucheness is a kind of humblebrag, a charmingly narrated con-job. On the other hand, "dès que je proclame ma gaucherie," it loses its credibility. It is this slippery aspect of maladresse that attracts de Tholozany. The book is particularly deft at connecting gaffes and faux-pas to détournements and wrongful destinataires. Like Poe's famous purloined letter, the slip-up develops a life of its own, exposing perilous breaches...

Honorary authorships in leading gynecological literature

Authorship in peer-reviewed literature is a reflection of the added role of a researcher to scientific work. Together with benefits such as increased chances for promotion and obtaining grants, aut...

Human Resource Career Development Practices and Retention of Secondary Schools' Teachers in Rubabo County, Rukungiri District, Uganda

This study examined the relationship between human resource career development practices and retention of teachers in secondary schools in Rubabo County, Rukungiri District, Uganda. The objectives of the study were to establish the relationship between employee performance appraisal, staff training practices, promotion practices and retention of teachers in secondary schools in Rubabo County Rukungiri District. The study adopted the correlational research design on a sample of 153 using a self-administered questionnaire. Data were analysed using quantitative data analysis methods namely; descriptive statistics that were frequencies, percentages and means, and inferential analyses that were correlation and regression analyses. Descriptive analysis revealed that teacher retention, performance appraisal, training practice and promotion were moderate. Regression analysis revealed that training had a positive and significant influence on the retention of teachers but employee performance appraisal and promotion practices had a positive but insignificant influence on the retention of teachers. Therefore, it was concluded that training was a pre-requisite for promotion retention of teachers. However, employee performance appraisal and promotion in the schools were weak to influence the retention of workers. It was thus recommended that the government of Uganda and schools’ authorities provide teachers with opportunities for training. Still, the Education Service Commission, headteachers and foundation bodies which are responsible for the promotion of teachers should reform the promotional practices in order to provide higher chances of promotion since promotion was almost non-existent. In addition, school headteachers should implement an effective performance appraisal system because it was low in schools.

Letter: Congress of Neurological Surgeons Female International Think Tank Report: Much Progress, Still Work to Be Done.

Letter: Congress of Neurological Surgeons Female International Think Tank Report: Much Progress, Still Work to Be Done.

Job Satisfaction Of Teachers Of Elementary Schools In The Valley Districts Of Manipur Under Different Managements

Elementary education plays an important role in laying the proper foundation of child`s cultural, emotional, intellectual, moral, physical, social and spiritual development. In order to ensure that proper teaching learning process to take place, it is important that sufficient number of teachers are made available in the schools. Teachers’ role is central of all processes of education. A teacher is indispensable even in the most well equipped system of education. Teacher to be real manager of class room teaching learning process, must have skills, competence, inclinations and of course entire satisfaction with his job. Richard Wynn states that the following factors contribute to the satisfaction in a career. Intrinsic value of work; Security of life; The right to participate; Recognition and approval; Humane treatment and Self expression. The objective of the study is to find the satisfaction in different dimensions of job satisfaction (Satisfaction with working conditions; Satisfaction with job-content; Satisfaction with management attitude; Satisfaction with student receptivity; and Satisfaction with social predisposition) of teachers of elementary schools in the valley districts of Manipur under different managements viz. Aided, Government and Private maagement. The sample consisted of 600 teachers of elementary schools in the valley districts of Manipur: 268 teachers from 38 elementary schools, 122 teachers from 26 aided schools and 210 teachers from 32 private schools. Job satisfaction Questionnaire was constructed for the survey. The satisfaction with working conditions of the teachers on the areas viz. Intervals at the Right Time, Working Hours Convenient and Sanitation and Hygiene were dependent on the Type of Management. This means that there exists significant difference in these areas with respect to management. The satisfactions with Job content of elementary school teachers in the areas of Salary, Satisfied with Leave Facilities, Satisfied with Chances of Increasing Income and Co-worker praises were significant with respect to management. The satisfaction with management attitude in the areas viz. Job fully secured, Head takes interest in the welfare of the teachers, Chances of promotion and Promotion on the basis of seniority cum merit basis are dependent on the type of management. There exists significant difference in these areas with respect to management. The satisfaction with student receptivity in the areas viz. Students maintain discipline, Students’ attendance, Students understand their responsibilities and Students have friendly attitude were dependent on the Type of Management. There exists significant difference in these mentioned areas with respect to management. The satisfaction with social predisposition in the areas viz. Feels teaching is high social status job, Society respects as an elementary teacher and Feel proud to introduce as an elementary teacher are dependent on the type of Management. There exists significant difference in these areas with respect to management.

Eco-innovation: the profile of Poland in comparison to the European Union

Innovativeness, determining the development potential of enterprises and economies, and hence the economic welfare of societies, became an important area of interest for both theoreticians and especially economic life practitioners. Thus, in this study of the subject there can be found numerous definitions and types of innovation, including environmental innovation, being a response to the demands of a modern economy, related to the need of combining innovativeness with care for the environment. The observed increase of interest in the idea of sustainable development, and often some kind of reorientation of enterprises towards the eco-innovative strategy, are associated with the perception of the eco-innovation as both a necessity and a chance for promotion and development. Despite this, only less than 1/3 of the countries belonging to the EU can be considered as innovative and eco-innovative at the same time. Poland still does not belong to these countries - on the map of the EU innovation Poland ranks among the so-called moderate innovators (with the SII index of 0.27 in 2017, while the EU index was 0.504). With the Eco-IS score equal to 59 the level of eco-innovativeness of the Polish economy is much below the EU average (Eco-IS = 100) – in 2017 Poland obtained 26th place out of 28 European Union countries. Given the above, this paper outlines the nature of eco-innovativeness with particular focus on the results recorded by Poland in this regard in comparison to the European Union.

Presentation: The Living Wage EITC

This presentation was prepared for a conference hosted by the NYU Center for Labor & Employment Law titled Artificial Intelligence and Automation: Impact on Work and Workers, on June 13, 2019. The animating concern addressed in the presentation is: what if the proliferation of robots and artificial intelligence does not mean that U.S. jobs disappear, but rather means that the jobs that remain for most humans are worse jobs – jobs that are lower paying, with no chance for advancement. This development in labor markets would put pressure on the sort of labor subsidies we already have in the U.S., but would not necessarily demand a new sort of arrangement to provide for basic needs (e.g., universal basic income). A more robust Earned Income Tax Credit, or EITC would offer a more targeted solution. The Living Wage EITC contemplated here would be a long-term, ongoing subsidy for a sort of job that may become more common: somewhat low paying and with no prospects for advancement. The Living Wage EITC could account for household characteristics and cost of living to ensure a wage that a person or family can survive and thrive on, not just barely get by on.

Factors affecting nurses’ work motivation level at a governmental hospital: A cross-sectional study

Background and aim: Nurses are working in different healthcare organizations; each healthcare organization has different organizational resources. Therefore, factors affecting nurses’ work motivation are varied among nurses in different healthcare organizations. The aim of this study was to identify factors affecting nurses’ work motivation levels at a governmental hospital in Saudi Arabia.Methods: A cross-sectional design was used and recruited registered nurses (n = 280) who worked for at least one year of experience. The survey was distributed among registered nurses working in one governmental hospital in the Kingdom of Saudi Arabia to measure nurses' work motivation level and to identify the affecting factors.Results: This study showed that nurses' work motivation level is affected by several personal and organizational factors. A positive relationship was found between higher order need strength and shared values and nurses' work motivation (intrinsic and extrinsic). This study revealed that there is a positive relationship between pay, promotion, supervision, fringe benefits, contingent rewards, co-workers, nature of work, communication and working conditions and nurses' work motivation level.Conclusions: There is a need to enhance and promote the motivational strategies within the current study setting by providing satisfactory remuneration, equitable benefits increase the chances of promotion and encourage supportive supervision. Additionally, there is a need to create healthy workplace environment that support co-workers relationship.

ESA Historical Records Committee Newsletter January 2019

ESA Historical Records Committee Newsletter January 2019

Judging a book by its Cover: The influence of physical attractiveness on the promotion of regional leaders

We investigate the determinants of the promotion of Chinese municipal leaders and find that leaders with greater perceived attractiveness have a higher probability of promotion. Further exploration shows no correlation between a leader's facial traits and local economic growth under his jurisdiction. Essentially, a senior government official's look significantly affects his chance of promotion but says very little about his ability to advance the local economy. Our findings suggest that appearance-based discrimination exists when Chinese political hierarchy screens political elites.

Seeing Like a Great City: The Political Motivation of Subway Construction in China

Why do politicians who have short tenure expectations have incentives to invest in long-term infrastructure projects? This mismatch between politicians' short tenures and the long-term needed for infrastructure projects to come to fruition is generally expected to result in under-investment in critical infrastructure. However, recent data show that China makes massive investments in large-scale, long-term transportation projects. By proposing a political exchange model, we demonstrate a fundamental synergy between the incentives of short-term mayors and of provincial leaders that is realized as a result of subway projects. With both a difference-in-differences design and a fuzzy regression discontinuity design, we show that subway projects significantly increase the promotion chances of city mayors. Additional tests also confirm the mechanism of our theory. Mayors who obtain subway projects deliver economic benefits to provincial leaders. The provincial politicians' prospects of promotion are significantly improved thanks to these economic returns.