Academic Employment and Gender: A Turkish Challenge to Vertical Sex Segregation

Healy, Geraldine; Özbilgin, Mustafa F.; Aliefendioğlu, Hanife

doi:10.1177/0959680105053966

Cited by 47 publications

(40 citation statements)

References 25 publications

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“…(For details refer to: Acar, 1983Acar, , 1989Acar, , 1990aAcar, , 1990bAcar, , 1991Acar, , 1996Acar, , 1998aAcar, , 1998bCindogdu & Muradoglu, 1996;Ergü n, 1978;Gü nlü k Ş enesen, 1996;Healy et al, 2005;Kö ker, 1988;Kurnaz, 1996;Ö ncü , 1979;Ozbilgin & Woodward, 2003;Ö zkanlı & Korkmaz, 2000a;Spuler, 1975). Generally, most Turkish academic women consider that there is no gender discrimination in either academic promotion or management, but they report that their careers are seriously affected by role conflict (Acar, 1983(Acar, , 1986(Acar, , 1990a(Acar, , 1991(Acar, , 1996(Acar, , 1998bCindogdu & Muradoglu, 1996;Erkut, 1982;Kö ker, 1988;Ö zkanlı & Korkmaz, 2000bÖ zkanlı & Korkmaz, , 2000c.…”

Section: Resultsmentioning

confidence: 97%

Leadership and strategic choices: female professors in Australia and Turkey

Özkanlı

White

2008

Journal of Higher Education Policy and Management

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This study explores leadership styles and gender in higher education (HE) by examining representation of female professors in Australian and Turkish universities and identifying barriers to achieving seniority. The paper explores factors, including leadership styles, which explain the higher representation of female professors in Turkey, despite legislative frameworks and strategies in Australia to improve representation of senior women. It then explores barriers to women's career advancement, including the difficult management culture, low morale, informal processes in appointment and promotion, and lack of training for management roles in Australia, and conflict between career and family roles in Turkey. Finally, the paper identifies the impact of strategic choices on leadership styles and women's career advancement. This research questions the impact of equal employment opportunity and affirmative action frameworks on women's representation as professors.

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Section: Resultsmentioning

confidence: 97%

Leadership and strategic choices: female professors in Australia and Turkey

Özkanlı

White

2008

Journal of Higher Education Policy and Management

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“…This is surprising given that research into employment phenomena in different organizational contexts, including issues related to equality and diversity e.g. Healy, Bradley and Forson, 2011;Healy, Özbilgin and Aliefendioglu, 2005), has demonstrated that the three dimensions are inter-related and should not be considered in isolation from each other (e.g. Seierstad and Healy, 2012;Tatli and Özbilgin, 2009).…”

Section: Introductionmentioning

confidence: 99%

Promoting women to MD in investment banking: multi-level influences

Pryce

Sealy

2013

Gender in Management: An International Journal

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This is the accepted version of the paper.This version of the publication may differ from the final published version. Permanent repository link AbstractPurpose: Women remain underrepresented at senior levels in global investment banks. By investigating promotion processes in this sector, and using the concept of a multi-level, relational framework, this paper seeks to examine macro, micro, and meso-level influences, and the interplay between them, as explanations for why more progress is not being made.Design/Approach: Data is taken from two projects with a total of 50 semi-structured interviews with male and female directors and managing directors, across six investment banks discussing careers and promotions. An inductive approach was taken to data analysis. Findings:Women's lack of representation at the top of investment banks is not simply an individual level problem but is the result of the dynamic interplay between macro and mesolevel influences which impact individual agency, identity and perception of fit. Research Limitations

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“…In fact, gender differences in pay are greater in universities where salaries are determined using discretionary judgments of merit rather than seniority (Warman et al, 2010). Conversely, in Turkey, where there is a highly transparent promotion system, women are strikingly well-represented within the full professor rank (Healy, Özbilgin and Aliefendio lu, 2005).…”

Section: Characteristics Of Pay Systemsmentioning

confidence: 99%

Pay Structure, Female Representation and the Gender Pay Gap among University Professors

Doucet¹,

Smith²,

Durand³

2012

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Summary In this case study of faculty at a large Canadian research university we examine the extent to which the gender pay gap varies with the formalization of remuneration practices and female representation within units. We estimate the respective contributions to the gender pay gap of base pay, access to the rank of full professor, access to and amounts of market supplements, and Canada Research Chairs. These remuneration components differ in their degree of formalization. We also examine variations in the gender pay gap across departments with different proportions of females. The use of multilevel analysis allows for the estimation of the respective contributions of individual and institutional determinants of pay. Mixed support is found for the first hypothesis – that the magnitude of the gap varies with the degree of formalization in remuneration components. The second hypothesis that, all else being equal, the level of female representation in a given context is negatively related to remuneration is supported. Overall, the results are consistent with continuing female pay disadvantage, even in an ostensibly ‘progressive’ institutional context.

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Academic Employment and Gender: A Turkish Challenge to Vertical Sex Segregation

Cited by 47 publications

References 25 publications

Leadership and strategic choices: female professors in Australia and Turkey

Leadership and strategic choices: female professors in Australia and Turkey

Promoting women to MD in investment banking: multi-level influences

Pay Structure, Female Representation and the Gender Pay Gap among University Professors

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