Gender Diversity, Sustainable Development Goals and Human Resource Management Practices in Higher Education

Pandit, Jai Mohan; Paul, Bino

doi:10.1177/09737030231169699

Cited by 5 publications

(1 citation statement)

References 83 publications

(108 reference statements)

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“…This shows that subtle discrimination still occurs in the context of the country's higher education. A study by Pandit and Paul (2023) found that the number of women holding top leadership positions is low. This shows the need for gender diversity in leadership.…”

Section: Introductionmentioning

confidence: 99%

Transformational Leadership Style, Motivation to Lead, Challenges and Obstacles of Female Academic Leaders in Malaysian Public Universities

Othman,

A. Hamid,

Mohd Hamzah

2023

IJARPED

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Women leaders often face challenges in positioning themselves for leadership roles including finding the appropriate and effective leadership styles in the organisation. This research is significant as it highlights the appropriate types of leadership for women and explains the problems, barriers, and motivation that women require when they lead in university. This qualitative study uses a thematic analytical approach and semi-structured interviews conducted on eight female academic leaders from public universities in Malaysia. The thematic analysis discovered twelve themes and they are individual consideration, intellectual stimulation, inspirational motivation, charisma & idealistic influence, lead colleagues and staff, work life balance, gender bias, lack of self-confidence, potential and opportunities not being given, family, faculty/department, and colleagues. Based on the findings, it can be concluded that women academic leaders instill transformational leadership styles in their leadership. These findings propose that the university's top management and policymakers should offer women more potentials and possibilities to maintain equality and the well-being of women as leaders. More studies are needed to uncover the needs of transformational leadership for women leaders, as well as the characteristics that drive them to become leaders, utilising a larger sample size that includes all Malaysian public universities.

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Section: Introductionmentioning

confidence: 99%

Transformational Leadership Style, Motivation to Lead, Challenges and Obstacles of Female Academic Leaders in Malaysian Public Universities

Othman,

A. Hamid,

Mohd Hamzah

2023

IJARPED

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Do gender-inclusive HRM and fairness perception trigger paradigm shifts in female employees' psychological empowerment patterns and career progression?

Rasheed,

Bajwa,

Elahi

2024

EDI

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PurposeDrawing on the ability-motivation-opportunity model, this study investigates how gender-inclusive human resource management practices and overall fairness perception promote the career progression of female employees via psychological empowerment.Design/methodology/approachPartial least structural equation modelling (PLS-SEM) was applied to two-waves data collected from 308 respondents from Pakistan to confirm hypotheses.FindingsFindings suggest that gender-inclusive HRM practices substantially affect female employees' psychological empowerment and career progression. Psychological empowerment is a mediating mechanism that explains the effect of gender-inclusive HRM practices on female employees' career progression. Finally, overall fairness perception further amplifies the effect of gender-inclusive HRM practices on psychological empowerment and career progression.Practical implicationsThe study provides evidence to policymakers that organizations may promote psychological empowerment and career progression of female employees by implementing gender-inclusive HRM practices and promoting overall fairness perception.Originality/valueThis study contributes to achieving the SDGs by examining the impact of gender-inclusive HRM practices and overall fairness perception on female employees' psychological empowerment and career progression. Specifically, it aligns with “Goal 5 - achieve gender equality and empower all women and girls” and “Goal 8 - promote sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all”.

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The pivotal role of higher education institutions in cultivating a sustainable development goals-centric culture

Cembranel,

Gewehr,

Dal Moro

et al. 2024

IJSHE

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Purpose This study aims to investigate the contribution of higher education institutions (HEIs) to the sustainable development goals (SDGs) and propose strategies to cultivate a culture centred on the SDGs in HEIs. Design/methodology/approach The methodology used encompassed an integrative literature review, combining bibliographic analysis on how HEIs incorporate the SDGs into their practices, adopting a qualitative approach for the analysis and categorization of the results. Findings The multifaceted contributions of HEIs in promoting the SDGs stand out, through their roles in teaching, research, management and integration and communication between university and society. Research limitations/implications While influencing policies at various levels, HEIs encounter challenges in the effective integration of SDGs into their strategies. This underscores the need for contextualized governance, understanding students’ perspectives on sustainability and active external collaboration in policy formulation. Practical implications There is an urgent need to integrate SDGs into academic programmes, emphasizing the importance of redesigning curricula, actively involving teachers, researchers and students, establishing partnerships and promoting research applied to SDGs. Social implications The social relevance of the study lies in the emphasis on an SDG-centred culture, involving teaching, research, outreach, community engagement and governance practices. Originality/value The study’s uniqueness lies in identifying persistent challenges during the transition to an SDG-centred culture, necessitating multisectoral collaboration and educational programmes that integrate sustainability principles into the strategy of HEIs.

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Gender Diversity, Sustainable Development Goals and Human Resource Management Practices in Higher Education

Cited by 5 publications

References 83 publications

Transformational Leadership Style, Motivation to Lead, Challenges and Obstacles of Female Academic Leaders in Malaysian Public Universities

Transformational Leadership Style, Motivation to Lead, Challenges and Obstacles of Female Academic Leaders in Malaysian Public Universities

Do gender-inclusive HRM and fairness perception trigger paradigm shifts in female employees' psychological empowerment patterns and career progression?

The pivotal role of higher education institutions in cultivating a sustainable development goals-centric culture

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