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In this study, I examine how people in emotionally fraught circumstances strategically structure social interactions in order to protect fragile emotional states. Data come from interviews and observations with 18 families of children being treated for life-threatening conditions at an elite university research hospital. I show how families worked to ward off emotional threats to their ability to maintain hope that their children would recover by preempting and restructuring social interactions with friends and family members and pruning social networks. These efforts allowed families to minimize reciprocal obligations and avoid encountering pessimistic reflected appraisals that might trigger 'emotional shortcuts' leading to states of fear and anxiety. Similar efforts to reconstruct social interactions and social networks may be common among those working to maintain fragile emotional states in a variety of challenging circumstances. [ABSTRACT FROM AUTHOR]

Recent research shows that women faculty members in academia continue to face systemic barriers to opportunity and advancement and that these barriers are particularly strong in science and engineering, and in university administration. University administrators and faculty members, however, have been slow to recognize that systemically gendered barriers will have to be reduced or eliminated in order for women faculty to advance in their careers. One key problem is that many, if not most, leaders in powerful decision-making roles in universities continue to embrace women-centred explanations for gender disparities in advancement through the academic ranks. University leaders' lack of recognition of institutionalized gender barriers suggests the need for greater dissemination of research findings (and training) about how systemic barriers operate and why these barriers disproportionately disadvantage women. In this article I first theorize universities as incongruous, gendered bureaucratic structures. I then outline an intervention strategy for enabling university faculty members and administrators to see incongruous, gendered bureaucratic structures and to then use this knowledge to develop strategies for addressing the problem of women's underrepresentation among science and engineering faculty. The strategy described is a case-study approach recently implemented at a mid-sized research-intensive university in the US Midwest. The workshop was part of a broader university programme aimed at transforming the university's cultures, practices and structures in ways that help to enhance the recruitment, retention and promotion of women scientists. I conclude by discussing the benefits and limitations of the case-study approach as a method for unsettling accepted knowledge about the gendered structures and normative practices of the university. [ABSTRACT FROM AUTHOR]