(Re)Configuring masculinities in an ethno-centric Australian community school: complexity and contradictions

This article draws on a case study of 15 boys aged between 13 and 14 years who attend an urban ethno-centric community school located in Melbourne, Australia. The study investigated how the boys' constructions of masculinity were mediated by a strong connectedness to their Greek cultural traditions and ideals. Data generated from focus group discussions provided insights into the complex ways in which the boys individually and collectively constructed their understandings of what it means to be a man. For most boys, maleness constituted cultural traditions and behaviours that must be learnt: a code of conduct which a boy acquires from his elders that is talked into existence and transmitted through a hegemonic discourse. Yet the findings also revealed the agency boys can exercise and the fluidity of their configurations: contradictions and inconsistencies being an inherent part of the recursive process of their gendered identity formation.     

英语中的性别歧视与大学英语教学

语言中的性别歧视是一个普遍存在的现象,它不单是语言本身的问题,也是对社会歧视现象的反映.本文从称呼、语意贬降、词序等几个方面对英语中的性别歧视现象进行了阐述,并指出大学英语教师在教学中如何尽量回避和淡化这些歧视.     

Gender differences in mathematics achievement: an investigation of gender differences by item difficulty interactions

This paper presents findings from research exploring gender by item difficulty interaction on mathematics test scores in Cyprus. Data steamed from 2 longitudinal studies with 4 different age groups of primary school students. The hypothesis that boys tended to outperform girls on the hardest items and girls tended to outperform boys on the easiest items was generally supported for each year group. The effect of social class was also examined. For each social class, there was a correlation between the item difficulty differences estimated on girls and boys separately and the difficulty of the item estimated on the whole sample. It is claimed that in understanding gender differences in mathematics, item difficulty should be treated as an independent variable. Suggestions for further studies are provided, and implications for the development of assessment policy in mathematics are drawn.     

The moral dimension of class and gender identity-making: poverty and aggression in a secondary school in the city of Buenos Aires

This paper presents some results of a qualitative study carried out in a secondary school in the city of Buenos Aires (Argentina). It examines how two students from poor families responded to, and viewed, aggression by peers at their school. This paper argues that the examination of students’ narratives about aggression (based on classism and sexism) illustrates the analytical usefulness of the moral dimension of social life to unpack crucial aspects of the micro politics of class and gender and processes of identity-making. Following Sayer, this article maps students’ responses to immoral sentiments and misrecognition: the search for respect and respectability, and moral boundary drawing. It demonstrates that these reactions are entangled in students’ class and gender identity-making. It also shows how ‘victims’ are able to regain respect. However, the individualized nature of these processes and the spirals of aggression they instigate demonstrate the fragile and temporary nature of this achievement.     

Executive power and scaled-up gender subtexts in Australian entrepreneurial universities

Deputy Vice Chancellor and Pro Vice Chancellor positions have proliferated in response to the global, corporatised university landscape [Scott, G., S. Bell, H. Coates, and L. Grebennikov. 2010. “Australian Higher Education Leaders in Times of Change: The Role of Pro Vice Chancellor and Deputy Vice Chancellor.” Journal of Higher Education Policy and Management 32 (4): 401–418]. Senior leadership is the sphere where academic and management identities are negotiated and values around the role of the university are decided. This paper examines the changing and gendered nature of the senior leadership setting and its implications for diversity in and of university leadership. The analysis draws from a three-year empirical study funded by the Australian Research Council on leadership in Australian universities. It focuses on executive leaders in three universities – one which is research-intensive, the second, in a regional site, and the third, university of technology. The article argues that the university landscape and its management systems are being restructured in gendered ways. It utilises the notion of organisational gender subtexts to make explicit how gender works through structural and cultural reform.     

Indicators of esteem: gender and prestige in academic work

The continued gender imbalance in senior positions in higher education is a problem that persists despite decades of feminist research and publications in the area, as well as interventions in many countries to promote the advancement of women. In this article we view the issue of gender inequality through the lens of the prestige economy, which suggests that academics are motivated by prestige factors accrued through advancement in their careers. Prestige, authority and status, we suggest, may be more easily acquired by male academics. We draw on a case study of one institution in the Republic of Ireland, including data from a survey on academic careers (n = 269), to explore how the concept of prestige is gendered. We explore the cumulative effect of four themes: homosociability; non-transparency of criteria; academic workload balance; and self-promotion.     

Legal issues and statistical approaches to reverse pay discrimination in higher education

There have been numerous lawsuits within higher education brought by females over pay inequity and many articles have been written on the topic. Although not as prevalent, there have been some recent instances where male faculty have claimed—with some degree of success—that the process used by their institutions to make salary adjustments for females was unfair and led to reverse pay discrimination. In this paper, we examine some of the legal issues and statistical approaches surrounding claims of reverse sex discrimination in pay in the field of higher education. We begin by reviewing the way in which legal cases examine sex discrimination in pay in academe and the different approaches that institutions can take to remove pay disparities for women. We show that across-the-board salary adjustments for women are less likely than individualized salary adjustments to raise concerns about the salary determination process and possibly reverse discrimination, and lead to lower costs to the institution. These differences arise regardless of the salary model specification used by an institution when making salary adjustments. Finally, we use a model developed by the plaintiffs in a salary equity study at one institution to demonstrate the effects of using different adjustment methods on the total cost to the institution when making salary equity adjustments for both genders.An earlier version of this paper was presented at the seminar series for the Institute of Higher Education, University of Georgia. We would like to thank participants at this seminar and Andrew Luna for comments on previous drafts of this paper.     

Gendered inequalities in competitive grant funding: an overlooked dimension of gendered power relations in academia

ABSTRACT

Research grant funding influences the organisation of academic work and academic careers. We problematise general approaches to gender bias in research grant funding and argue that it fails to include the wider structures of inequality and the unequal gendered power relations in academia. Approaching the subject with gender budgeting we challenge assumed gender-neutral practices. The objective is to illuminate how the gendered funding system and (the previous and subsequent) gendered structures of academia are maintained. The whole grants scheme is assessed, drawing on statistical data collected on the whole population of a medium-size, comprehensive research and educational institution in Iceland, and two types of competitive grants. The data is measured against the pool of applicants and comparisons within and between fields and ranks are made. By including the structures of inequality and the gendered power relations, the results show how the funding system is biased not only in favour of men, but towards the male-dominated and culturally masculine positions and fields. This approach illustrates the need to address the whole academic system in order to challenge the norms that maintain and reproduce gender inequalities.     

Retaining female postgraduates in academia: the role of gender and prospective parenthood

Women remain under-represented in almost all academic levels at universities internationally, and previous evidence has suggested that women move out of the university system in increasing numbers as they progress from postgraduate study to an academic career. The current study aimed to explore the role of gender in the reports of study experiences and future career plans of Australian postgraduate research students (n?=?249). Questionnaire data indicated women were significantly less likely than men to rate an academic career as appealing. In particular, female postgraduate students without dependent children were least likely to want to pursue an academic career. On the basis of qualitative analysis, we attribute this finding, at least in part, to a perceived incompatibility between motherhood and an academic career and discuss the implications for gender equity in higher education.     

Internalizing and externalizing in adolescence: the roles of academic self‐efficacy and gender

This study examines academic self‐efficacy and gender as predictors of internalizing and externalizing behaviors in adolescence. In addition, the role of gender was considered as a moderator in the relationship between academic self‐efficacy and internalizing/externalizing difficulties. Participants were 4,318 predominantly African American, low‐income high school students who completed self‐report measures on the constructs of interest. Academic self‐efficacy and gender were both significant predictors of risk for internalizing problems, whereas only academic self‐efficacy predicted risk for externalizing (hyperactivity/distractibility) problems. Gender did not predict externalizing difficulties, nor did gender serve as a moderator in any analysis. Implications include focusing on academic self‐efficacy in the development of strategies for prevention and intervention of internalizing and externalizing problems.     

Perpetuating academic capitalism and maintaining gender orders through career practices in STEM in universities

Academic capitalism is an outcome of the interplay between neoliberalism, globalisation, markets and universities. Universities have embraced the commercialisation of knowledge, technology transfer and research funding as well as introducing performance and audit practices. Academic capitalism has become internalised as a regulatory mechanism by academics who attempt to accumulate academic capital. Universities are traditionally gendered organisations, reflecting the societal gender order. Despite fears regarding the feminisation of the academy, the embrace of academic capitalism is contributing to its re-masculinisation and exercises an incidental gender effect. Practicing is the means by which the gender order is constituted at work. Three practices in which academics engage are examined as exemplars of the way academics increase their academic capital stock in Science, Technology, Engineering and Maths (STEM) faculties in four European universities, in Bulgaria, Denmark, Ireland and Turkey. These practices tend to be more achievable and likely to be engaged in by men, thus, career practices are the mechanism through which the gender effect of academic capitalism is achieved, academic capitalism perpetuated and the gender order maintained in STEM in academia.     

Workforce diversity in Kenyan public universities: an analysis of workforce representativeness and heterogeneity by employee gender and ethnic group

Workforce diversity is considered an indicator of successful diversity and equal employment opportunity initiatives. In Kenya, it is a legal requirement for all public establishments to seek to represent the diversity of the population in employment of staff. This study analyses ethnic and gender representativeness and heterogeneity of the workforce in public universities. The results show over-representation of certain ethnic groups and non-compliance with diversity requirements in most universities. Variations between universities with regard to workforce heterogeneity are not statistically significant. However, the link between workforce heterogeneity and degree of urbanisation of university location is statistically significant. The conclusion is that compliance with legal requirements does not necessarily translate into representativeness and heterogeneity of the workforce. A shift from legal compliance to planned increase in numbers of under-represented gender and ethnic groups through diversity initiatives that identify and address barriers to equal employment and discriminatory employment practices is recommended.     

Organisational barriers for women in senior management: a comparison of Turkish and New Zealand universities

This paper reports on the second phase of a multi‐country study examining cross‐cultural perspectives of gender and management in universities. The first phase of this research with eight countries found that the representation of women was consistently low, especially at Rector/Vice Chancellor level. In the second phase interviews were conducted with both male and female senior managers including current and former Rectors/Vice Chancellors. The focus of this paper is on the organisational barriers to women becoming and being managers in Turkish and New Zealand universities. Twenty‐four interviews were conducted in Turkey and 26 in New Zealand. Rectors/Vice Chancellors and other senior academic colleagues were found to be crucial in supporting academics into senior management. Barriers discussed include time management and role conflict between work and non‐work life.     

An investigation into the English language experiences of Indian international students studying in New Zealand universities

ABSTRACT

Language proficiency is highlighted in the literature on the adjustment and security of international students. India is the second top source country for mobile students globally, but few studies have focused explicitly on students from India. The purpose of this study was to examine the English language experiences of Indian students at New Zealand universities. This mixed-method study utilised a questionnaire (n?=?109) and interviews (n?=?15). Collectively the participants had high levels of confidence and proficiency in English language and adjusted more rapidly than many international students to the new academic environment. Major differences experienced by the participants between India and New Zealand related to unfamiliar forms of academic writing and tasks, and on the role of learning support services. Formal high value assessment was for some the first indication of a problem with writing. While most students adjusted through error-based learning others struggled with argumentation and avoiding plagiarism. These findings have relevance for local and international students. We recommend the use of, and research on, early low-stakes assessment of writing and on effective support services for students transitioning into new academic contexts.     

浅谈汉英谚语中的性别歧视

谚语是语言的特殊形式,是熟语的一种。古往今来,人们对谚语的评价向来很高。有人曾言：谚语乃语言中的盐,一束智慧的花。作为现实世界的一面镜子,语言真实地反映了各种社会习俗和价值观念。谚语作为语言的精华,浓缩了文化的内涵,涉及到社会生活的方方面面,从侧面反映了各民族的思维方式和价值观念。因而中西方文化中对女性带有贬义的看法和评价在汉英谚语中就会有所反映。笔者将以女性主义为视角分别探讨性别歧视在汉英谚语中的体现、性别歧视的根源及其发展趋势。     

Concept map structure,gender and teaching methods: an investigation of students' science learning

Background: This study deals with the application of concept mapping to the teaching and learning of a science topic with secondary school students in Germany.

Purpose: The main research questions were: (1) Do different teaching approaches affect concept map structure or students' learning success? (2) Is the structure of concept maps influenced by gender? (3) Is the concept map structure a reliable indicator of students' learning success?

Sample: One hundred and forty-nine high-achieving 5th-grade students from four German secondary schools participated in the study. The average age of participants was 10½ years. Gender distribution was balanced. Students produced concept maps working in small, single-sex groups.

Design and methods: There were two teaching approaches used: one based upon teacher-centred instruction and one consisting of student-centred learning. Both were followed by a concept-mapping phase. Student groups experienced either one or the other teaching approach. Concept map structures were analysed using of the method of Kinchin, Hay and Adams. We defined three different possible types of concept map structure: spokes, chains and nets. Furthermore, for assessing a student's short- and longer-term learning success, we constructed a multiple-choice knowledge test applied in a pre-, post-, retention-test design. Parametric tests, such as MANOVA, one-way ANOVA and t-tests were used to identify any differences in gender, teaching approach, number of nets per concept map and their interactions.

Results: Type of teaching approach had an effect on concept map structure but not on students' longer-term learning success. Students of the teacher-centred approach produced more net structures than those students who participated in the hands-on instruction. Subsequent analyses showed in total more net structures for female groups. The interaction of gender and number of nets per concept map showed a significant effect on students' longer-term learning success.

Conclusion: The study suggests that Kinchin's classification scheme for assessing concept map quality may be a good indicator of students' learning success when applied in combination with a knowledge test.     

Factors affecting the career progress of academic accountants in Australia: Cross-institutional and gender perspectives

Since the late 1980s, Australian highereducation has undergone significant reforms andpolicy changes based on economic rationalismand modernisation of management. This paperexamines the outcomes of the reform processesbased on the career attributes, status andperceptions of work environment of academicaccountants in Australian universities.Similarities and differences between academicaccountants are explored fromcross-institutional and gender perspectives.The data provide insight into a number ofsystemic inequalities between the older andmore established universities and the neweruniversities. In specific, across-institutional analysis based on fouruniversity types: Sandstones/Redbricks,Gumtrees, Unitechs and New (Marginson 1999)indicates that academic accountants in Newuniversities employ a much lower proportion ofstaff with PhD qualification, a weakerpublication profile, and perceive greaterbarriers for conducting research in terms of ashortage of research mentors, colleagues withresearch experience, and post-graduatestudents. Further, the commitment to flexiblelearning and delivery strategies iscomparatively stronger in Unitechs, and posesadditional demands on accounting academics'overall workload. Perceptions of gender-baseddiscrimination by female academic accountantsare generally stronger than their malecounterparts, particularly, in Newuniversities. These results raise severalissues for academic accountants at both theinstitutional and individual level in terms ofequal employment opportunities, management ofresearch programmes, development of teachingstrategies and individual time management.     

认知隐喻视野下的英汉语言性别歧视初探

语言性别歧视问题在语言学界得到越来越多的关注,传统研究往往集中在社会语言学框架内,而随着认知科学的发展,其相关理论也被应用到了语言性别歧视研究中。认知隐喻在本质上是人类思维和认知的一种方式,笔者将从认知隐喻的视角来探讨英汉语言中广泛存在的语言性别歧视现象,分别列举了三个典型的隐喻域并从象似性和文化范式视角对其进行解读,试图挖掘出语言性别歧视的认知理据。     

Perceived autonomy support,relatedness with students,and workplace outcomes: an investigation of differences by teacher gender

Abstract

We examined the role of gender in teachers’ perceived autonomy support (PAS), relatedness with students, workplace buoyancy, and organizational commitment. With 276 Australian secondary school teachers, structural equation modelling showed predominant similarities across gender in associations between PAS, relatedness, buoyancy, and commitment. For example, for both female and male teachers, PAS predicted greater relatedness with students and both factors were positively associated with organizational commitment. However, there were some noteworthy differences across teacher gender. For example, relatedness with students was positively associated with buoyancy for male teachers only. In addition, findings showed that male teachers reported higher levels of workplace buoyancy.