We're Both Tenured Professors … but Where Is Home?

Stuck, Mary Frances; Ware, Mary C.

doi:10.1300/j155v09n04_04

Cited by 5 publications

(8 citation statements)

References 4 publications

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“…It should also be noted that, while the more highly educated professions, such as those in education (Buchanan & Trapp, 2013; Endo, Reece-Miller, & Santavicca, 2010; Ewing, Stukas, & Sheehan, 2003; Ferfolja & Hopkins, 2013; Fowler & Depauw, 2005; King, 2004; Silverschanz et al, 2008; Stuck & Ware, 2005), health care (Blackwell, 2008; Gartrell, 2010), the public service (Aaron & Ragusa, 2011; Colgan, Wright, Creegan, & McKearney, 2009; Humphrey, 1999), and professional industries (Collins & Callahan, 2012; McDevitt-Pugh, 2011) were well represented in the literature, blue-collar workers or those in lower skilled jobs were the focus of only a few articles (Chan, 2013; Wright, 2011, 2013). Further research may be required to ascertain if the career development of these workers is different from those that are the focus of the majority of the literature.…”

Section: Discussionmentioning

confidence: 99%

Lesbian, Gay, Bisexual, and Transgender Careers and Human Resource Development

McFadden

2015

Human Resource Development Review

126

118

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A systematic review was carried out on literature within the business, management, and broader social sciences disciplines, from 1985 to the present day, on the careers and workplace experiences of lesbian, gay, bisexual, and transgender (LGBT) workers. Major themes identified included identity, sexual orientation discrimination, career/ identity overlap, and social issues. Discussion and conclusions build on these themes. In addition, the characteristics of the literature surrounding this topic were also examined. Findings include the growth of academic interest in LGBT issues in recent years and, despite this, the relative dearth in management studies regarding this population. The topic still remains under-researched; areas that require further study and exposition are highlighted. Recommendations are made for HRD practitioners and for future research. This article is of relevance to LGBT individuals, managers, HRD practitioners, academics in the field, and for wider policy influencers interested in the promotion of workplace diversity.

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Section: Discussionmentioning

confidence: 99%

Lesbian, Gay, Bisexual, and Transgender Careers and Human Resource Development

McFadden

2015

Human Resource Development Review

126

118

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“…Although such freedom might be beneficial for career advancement, some commuters report working more hours to fill their time alone (Ferk, 2005;van der Klis & Karsten, 2009a). Others report working more when separated from their partners so as to not give their colleagues any reason to question their occasional absences from campus (McDaniels & Renn, 2004;Stuck & Ware, 2005). From a professional advancement perspective, having the freedom to work more hours can bring greater productivity.…”

Section: Professional Benefitsmentioning

confidence: 99%

“…Although commuters accrue significant professional benefits, personal drawbacks abound. From a practical perspective, commuting is not an inexpensive undertaking, requiring couples to pay for travel and the maintenance of a second home (Gerstel & Gross, 1984;Magnuson & Norem, 1999;Stuck & Ware, 2005). In some instances, the costs may outweigh the benefits.…”

Section: Personal Drawbacksmentioning

confidence: 99%

“…And yet, despite the importance of networks of family and friends, members of commuting couples often report difficulty maintaining friendships in their communal home and creating friendships in their commuting home (Gerstel & Gross, 1984;Rabe, 2001;Stuck & Ware, 2005;van der Klis & Karsten, 2009a). Commuters in Gerstel and Gross's (1984) study noted that many of their friendships were "couple" friendships; both the commuting and noncommuting partner noted the difficulty in maintaining friendships as solo individuals with previously established couple friends.…”

Section: Personal Drawbacksmentioning

confidence: 99%

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Difficult Decisions: Commuting for the Academic Career

Sallee

2019

Teachers College Record: The Voice of Scholarship in Education

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Background/Context As the academic job market becomes more competitive, some faculty find it necessary to move away from their partners in order to secure a position, thus leading them to become part of a commuting couple. Despite their presence in the academy, little research exists on how commuting shapes academics’ personal and professional lives. Purpose The purpose of the study was to understand the experiences of faculty members who are members of commuting couples. The study used Ryan and Deci's self-determination theory—which suggests that three basic needs of competence, autonomy, and relatedness must be met to facilitate well-being—to explore why some commuters thrive in the arrangement more than others. Participants Interviews were conducted with 36 participants who were part of academic commuting couples; participants were 31 academics and five nonacademic spouses. The sample included diversity based on gender, race/ethnicity, sexuality, and parental status. Research Design This comparative case study contrasted the experiences of those who were satisfied in commuting couples with those who were not. Data were collected via semistructured interviews and analysis of artifacts submitted by participants that helped capture their experiences in a commuting couple. Data were analyzed with both concept- and data-driven codes that emerged from the literature/theory and the data, respectively. Findings Participants who attained autonomy, competence, and relatedness in personal and professional domains were more accepting of commuting than those who did not. Nearly all commuters appreciated the autonomy that separation from their partners brought in terms of allowing them to work more; however, the unhappy commuters were more likely to feel that they did not make the choice to commute, but were forced into it by the job market. Similarly, most participants discussed valuing their careers as academics (competence), which led unhappy commuters to struggle with whether to leave the field. Finally, participants discussed a lack of connection with colleagues (relatedness) across the sample. Unhappy commuters were more likely to report struggling with their separation from their partners as a result of commuting. Recommendations Given the competitiveness of the job market, more academics may find themselves in commuting couples. Findings suggest that there are ways that institutions can help this population, including scheduling meetings and other obligations at times that would help facilitate their relatedness with colleagues.

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“…Disclosures for heterosexual professors, conversely, are less controversial because their sexual identities are not "other" (Stuck & Ware, 2005). Self-disclosures have been argued to be a necessary strategy by academics; however, their utility as a pedagogical tactic has also been questioned (Clarke & Braun, 2009).…”

Section: Abstract Lesbian/queer Women Professors (University Instrucmentioning

confidence: 99%

Lesbian and Queer Women Professors Disclosing in the Classroom

Nielsen

Alderson

2014

The Counseling Psychologist

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Lesbian and queer women professors are faced with the personal decision of whether to disclose their sexual identities in the classroom. The experiences of 10 participants in Calgary, Canada were explored through semi-structured, one-on-one interviews. The analysis revealed one overarching category: enacting authenticity. The sub-themes within this major finding include fighting for one's identity, modeling authenticity, and the freedom and connection felt by self-disclosing. Three supplementary findings and the sub-themes within are also expanded and discussed: classroom structure factors, self-disclosure timing, and negative impacts of disclosure. The findings imply that despite the potential negative impacts of disclosing in the classroom, this pedagogical technique can be used as a means of demonstrating genuineness and praxis toward social justice. The professors' collective emphasis on the role of authenticity in disclosing in the classroom offers prospects for subsequent research efforts regarding the visibility of marginalized identities in academic settings.

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We're Both Tenured Professors … but Where Is Home?

Cited by 5 publications

References 4 publications

Lesbian, Gay, Bisexual, and Transgender Careers and Human Resource Development

Lesbian, Gay, Bisexual, and Transgender Careers and Human Resource Development

Difficult Decisions: Commuting for the Academic Career

Lesbian and Queer Women Professors Disclosing in the Classroom

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