This research aims to examine the influence of attitude towards whistle-blowing, organizational commitment, personal cost,and seriousness of wrongdoing on the whistle-blowing intentions among civil servants in the Supreme Audit Board of the Republic of Indonesia (BPK RI)

Abstract-Why is the representation of women fewer than men in the top academic positions in Indonesia? To answer this question, the researcher did an empirical study using qualitative method to explore any possible barriers that have been encountered or faced by women. Twenty-five participants consisted of 19 lecturers (4 men and 15 women) and 6 senior leaders (3 rectors and 3 deans, all men) from 6 selected universities participated in this in-depth interviews. The results showed that female academics face multiple barriers to advance to top positions: family-, organizational-, and individual-related barriers. The family related barriers (e.g. family responsibility and spousal restriction) and organizational-related constraints (e.g. discrimination and masculine culture) were the most frequently mentioned barriers preventing women from achieving both top academic and leadership positions. However, individual-related barriers (e.g. being in a minority position and lacking confidence) only appeared to have a negative effect on reaching top leadership positions. These findings contribute to the knowledge about factors associated with the scarcity of women in top positions in academia, with a particular focus on the Indonesian context. Affirmative action should be provided for women to reduce the gender gap in top positions in Indonesian academia.

Career advancement in Indonesian academia is nationally regulated. It, theoretically, provides equal opportunities for men and women to be productive and successful. The purpose of this study is to analyze gender effects on academic career productivity and success. Sevenhundred and fifty questionnaires were distributed randomly to eight Islamic Higher Education Institutions in seven provinces, from which 220 (Men = 57.7%, and Women = 42.3%) respondents returned the questionnaires with an analyzable quality. Descriptive and multivariate analyses are employed for analyzing and presenting the results. The paper argues that women in Islamic Higher Education Institutions are less productive in terms of publications, hold lower academic rank and leadership positions, and earn significantly less than men. It further argues that Islamic Higher Education Institutions should provide specific empowerment for women by, for example, providing support for their continuing education, professional development, and career opportunities.