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PurposeIn this paper, the authors investigate and celebrate the contributions that qualitative research has made to Career Development International (CDI) and careers scholarship over the past 25 years. The authors highlight the positive impact of understanding the “lived/emic experiences” of individual career actors using qualitative research designs and identify areas for future research.Design/methodology/approachThe authors employ multiple approaches in their investigation. The authors’ enquiry is part conceptual, part critical analysis and part bibliometric visualisation of qualitative papers published in CDI.FindingsThe authors identify the underlying ontological and epistemological assumptions of qualitative research, and the key tenets and contributions of qualitative research published in CDI. Their bibliometric analysis shows the interrelatedness and frequency of topics addressed by qualitative research and published in CDI, revealing areas for further research. While identifying some of the key criteria for rigor in qualitative research, the authors also engage with emerging calls to avoid rigid templates in how qualitative research is designed and implemented. In this regard, authors echo calls for “methodological bricolage” as an approach to qualitative research in the study of careers.Originality/valueThis is the first bibliographic and visual analysis of qualitative research published in a single journal. The authors offer this investigation as a way of looking back and as an invitation looking forward, encouraging further qualitative research in anticipation of future theoretical developments in career scholarship.

Antimicrobial therapies developed from immunology, specifically the primary function of the immune system in host defence against microbial pathogens, could offer some of the step-change strategies in drug design and development urgently required to generate much needed, truly novel interventions in infectious disease. The immune system is an as yet underexploited resource of novel molecules and the blueprints for new approaches to combating infection with non-antibiotic, directly antimicrobial strategies.

The impact of gender on assessments of leadership performance and leadership potential was examined through two clusters of leadership behaviors, one set related to traditional constructions of leadership labeled directing others and another associated with contemporary constructions of leadership labeled engaging others. Based on data collected from a sample of 91 senior leaders in one US financial services organization over a 3-year period prior to Covid-19, the results showed a negative relationship between directing others behaviors and leadership potential ratings for females and a positive relationship between these variables for males. A negative relationship between engaging others behaviors and performance assessments was also found for females. This study highlights the continuing bias in leadership assessments of women and explores the contradictions between the perception and the reality of women's leadership.

Purpose The purpose of this paper is to better understand women’s working relationships and career support behaviors, by investigating expectations women have of other women regarding senior women’s roles in (and motivations for) helping junior women succeed, and junior women’s engagement in their own career advancement behaviors. Design/methodology/approach The authors surveyed self- and other-reports of senior women’s engagement in career assistance behaviors on behalf of junior women colleagues, and junior women’s engagement in their own career advancement behaviors. One sample of respondents indicated to what extent they believed senior women did engage in career assistance toward junior women, and to what extent they believed junior women did engage in career advancement. Another sample indicated to what extent they believed senior women should engage in career assistance, and to what extent they believed junior women should engage in their own career advancement. Findings Results suggest a disconnect between the expectations and perceptions junior and senior women have of each other. Junior women expect senior women to engage in career assistance behaviors to a greater degree than they believe senior women are engaging in such behaviors, and junior women think they are doing more to advance their careers than senior women are expecting them to do. The authors examine individual and organizational implications of these unmet expectations and perception mismatches. Originality/value Women-to-women working relationships are under-studied, and typically viewed in either/or terms – good or bad. The findings provide a more nuanced understanding of women’s perceptions and expectations and offer suggestions for how women can influence female career advancement.

Purpose– The purpose of this paper is to determine the particular competencies demonstrated by effective physician leaders. Changing organizational and environmental dynamics present unique challenges to leaders in the field of healthcare. An accelerated emphasis on increasing the quality of health care delivery, containing costs, and restructuring the delivery of health care itself are redefining the very nature of healthcare and the roles of physicians as leaders. Given this context, the authors propose to identify the essential competencies for twenty-first century physician leadership.Design/methodology/approach– In all, 53 critical incident interviews from 28 physicians identified as emerging leaders at the Cleveland Clinic, a top-rated US academic healthcare institution, were examined in two ways: an existing leadership competency model was applied to each critical incident and inductively derived themes were identified through thematic analysis of the incidents.Findings– The predominant distinguishing leadership competencies demonstrated by the physician leaders included: Empathy, Initiative, Emotional Self-Awareness and Organizational Awareness. Communicating deliberately, getting buy-in from colleagues, focussing on the mission of the organization and showing respect for others were also discovered through thematic analysis to be essential practices of these effective physician leaders. Over 90 percent of the critical incident stories dealt with colleague-to-colleague interactions.Research limitations/implications– The research was conducted in one academic healthcare organization, thus limiting the generalizability of the results. Additional research testing these results in a variety of healthcare institutions is warranted.Originality/value– This study identified specific competencies that distinguish effective physician leaders. These leaders actively sought to work with colleagues to obtain their input and consensus in order to enact organizational change and improve health care delivery in their institution. Importantly, their intentions were neither self-focussed nor self-promoting but strongly mission driven. The identification of physician leader competencies will assist incumbent and emerging physician leaders in their ability to be effective leaders, as well as inform the design of training and development programs for physicians.

Informed by extant literature, we develop a framework of women’s leadership development that integrates the key factors affecting women’s leadership development (challenging organizational contexts, work–life integration and career/life-stage concerns) and the characteristics of women’s leadership presence. We define leadership presence as a combination of a woman’s unique voice, style of engagement, and positive contributions—composed of her self-confidence, self-efficacy, influence, and authenticity. We apply the framework to three composite executive coaching scenarios developed from our collective executive coaching experiences. The applications illustrate how a coach’s guiding questions, focused on appropriate combinations of key factors and leadership presence developmental needs, can effectively facilitate women’s leadership development. Practical implications for executive coaching practice as well as directions for future research are discussed.

Coaching has been broadly defined as a facilitative or helping relationship aimed at achieving some type of learning, change, or new level of performance (Smith, Van Oosten & Boyatzis, 2009). While...

With calls for (business) leaders to contribute to greater global fairness and social justice (BAWB 2006; Maak and Pless Journal of Business Ethics, 88, 537–550, 2009), this paper considers gender equality on University home web page images as one means of communicating equal access to leadership roles for both men and women. Although there are many paths for leadership development, one important purpose of Universities is to create people who will potentially become leaders in our society (Shapiro 2005). We analyzed the home web pages at 24 leading universities to identify implicit messages about gender roles, building on implicit leadership theory and leadership prototypes. Using an adapted version of Goffman’s frame analysis (1979), our results suggest depiction of gender equality in university home web pages, in contrast to studies of print advertisements (cf., Kang Sex Roles, 37(11/12), 979–996, 1997; Lindner Sex Roles, 51(7/8), 409–421, 2004). Our results also identify specific opportunities to depict greater equity and to continue to expand the potential for both women and men to be seen as being capable and belonging on this leadership path.

Organizational diagnosis plays a critical role in organizational change initiatives in terms of both choosing appropriate interventions and contributing to readiness-to-change within an organization. Although numerous authors identify diagnosis as an integral component of the change process and many have recommended specific theories and models that should be used in diagnosis, little attention has been given to the diagnostic process itself. The lack of rigour in the diagnostic process and the misdiagnoses that follow are likely to be significant factors in the high failure rate of change initiatives reported in the literature. This article reviews evidence-based diagnosis in engineering and medicine, summarizes the basic steps found in those diagnostic processes, identifies three cause–effect relationships that underlie evidence-based diagnosis, and suggests four spheres of knowledge that must intersect to guide the diagnostic process. Based upon that review, an evidence-based approach is proposed for o...

PurposeThe use of women's networks is emerging as one method of advancing women's careers within organizations. However, the value of these networks has been questioned. The purpose of this study is to examine how potential differences in the perceptions of network members and the firm's executive leadership about the purposes and anticipated outcomes of a women's network may impact women's career advancement.Design/methodology/approachThe authors interviewed 21 members of an intra‐firm women's network and six members of the executive leadership team of a global organization. To examine the qualitative data, they used a process of thematic analysis to discover prevalent themes in the transcribed interviews.FindingsBoth members of the women's network and the executive leadership team placed responsibility for women's career advancement upon the individual; the firm's male‐dominated culture and organizational constraints were not emphasized. While members of the women's network recognized how the network could be used to contribute to the firm's strategic goals, the executive leadership team did not recognize the network's possible effect on the firm's bottom line.Originality/valueExamines how potential differences in the perceptions of network members and the firm's executive leadership about the purposes and anticipated outcomes of a women's network may impact women's career advancement.

PurposeThe purpose of this paper is to expand the understanding of outcomes of service‐learning/community engagement. The current study explored the efficacy of service‐learning as a pedagogical tool to support content mastery by undergraduates in a management class.Design/methodology/approachThe study involved a classroom experiment with 120 students randomly assigned to complete a service‐learning or a research project as a class requirement. Data regarding mastery of course content was collected through a multiple‐choice assessment at the end of the course, and analyzed using statistical methods.FindingsResults showed that service‐learning can be a better mechanism for student mastery of course concepts than a traditional research project. However, the benefits of service‐learning appeared to accrue disproportionately to women.Research limitations/implicationsResults suggest that educators should incorporate service‐learning into their classrooms to enhance content mastery, and that future research should examine the specific elements of service‐learning that contribute to both female and male students' learning. The findings are limited to traditional undergraduate students in a face‐to‐face management course.Originality/valueThis research study directly addresses some of the tensions between service‐learning/student‐community engagement and traditional university education. Service‐learning has been shown to support student development of socially valuable outcomes. Inclusion of service‐learning in college curricula can be particularly challenging, when a desire for ethical development must be balanced with course content mastery. According to the findings of the current study, service‐learning produces both service to the community and service to the students, as an effective pedagogical tool for content mastery.

Biotech outperforms the multinational pharmaceuticals in the discovery and development of orphan medicines. This is an increasingly attractive area of biopharmaceuticals, and the innovation-led, indication-focused research and development culture of Biotech lends itself much more to the orphan space. Big Pharma is not wholly excluded from gaining the manifold commercial benefits of orphan drug development, however. Synergistic alignments for orphan programmes between Biotech and Pharma – through acquisition, new business unit creation and co-development – are becoming more common. The combination of cutting-edge Biotech research and the infrastructure of Big Pharma to push the orphan drug frontier further forward is positive news, not only for patients but also for the industry.

The relationship between scholars and practitioners has long been an interest of the Academy of Management. This scholar-practitioner relationship manifests in two ways. The first is the relationsh...

In this article, the authors describe a classroom incident and their subsequent learnings about effectively managing issues of gender diversity in an MBA course titled “Women in Organizations.” The authors employ Kolb’s learning cycle as a framework for describing the incident ( concrete experience), reflecting on and discussing what occurred ( reflective observation), examining pertinent literature for possible explanations ( abstract conceptualization ), and devising practical strategies to mitigate such incidents in the future ( active experimentation). The study describes the collaborative learning journey in which the authors engaged as a team of instructors and researchers to make sense of this incident and refine their pedagogical practices. The article concludes by offering practical suggestions for improved pedagogy in management education settings, specifically fostering greater gender reflexivity in the classroom, and using functional subgrouping to encourage understanding and integration of differences.

This article presents a comprehensive perspective of leadership development that addresses the unique needs of women in organizations. The authors propose 7 categories of leadership development practice and examine the opportunities and obstacles in each of these practices for women. The authors offer recommendations for consulting psychologists and human resources professionals targeted to female clients and to organizational practices in order to advance women’s leadership development. Finally, the authors discuss the overarching themes emanating from their research and implications for women and leadership development.

PurposeThe purpose of this paper is to examine the relationship between emotional intelligence and effective board governance.Design/methodology/approachThis study applied a model of emotional intelligence competencies to the practice domains of school boards. A board self‐assessment questionnaire measured board practice domains for the presence or absence of 18 emotional intelligence competencies defined in an emotional competence inventory. Inter‐rater reliabilities were established and confirmed. Current and former school board members in two urban areas rank‐ordered the most critical emotional intelligence competencies for effective board governance and offered explanations for their most highly‐rated competencies.FindingsEmotional intelligence is a critical factor for effective school boards. A set of six core competencies are universal across the six board practice domains: transparency; achievement; initiative; organizational awareness; conflict management; and teamwork and collaboration. Each board practice domain is also characterized by one or two key emotional intelligence competencies.Research limitations/implicationsFirst, one model of school board leadership was used. Future studies should examine additional models of effective board practice for their relationships with emotional intelligence in order to extend the generalizability of these results. Second, there has been some debate regarding the substantive nature of the emotional intelligence construct.Practical implicationsThe six practice domains in the school board effectiveness model are fundamental elements for all boards to develop in order to become more effective governing bodies.Originality/valueThis paper identifies a novel application of emotional intelligence leadership competencies to the work of effective governance boards.

In this article we assess the extant literature on women’s careers appearing in selected career, management and psychology journals from 1990 to the present to determine what is currently known about the state of women’s careers at the dawn of the 21st century. Based on this review, we identify four patterns that cumulatively contribute to the current state of the literature on women’s careers: women’s careers are embedded in women’s larger-life contexts, families and careers are central to women’s lives, women’s career paths reflect a wide range and variety of patterns, and human and social capital are critical factors for women’s careers. We also identify paradoxes that highlight the disconnection between organizational practice and scholarly research associated with each of the identified patterns. Our overall conclusion is that male-defined constructions of work and career success continue to dominate organizational research and practice.

The purpose of this perspective article is to present the argument that authentic leadership is a gendered representation of leadership. We first provide a brief history of leadership theories and definitions of authentic leadership. We then critique authentic leadership and offer arguments to support the premise that authentic leadership is not gender-neutral and is especially challenging for women.

In this Perspective article we propose that in order to pave the way for women's career advancement into the senior ranks of organizations, attention must be directed at the systemic norms and structures that drive the gendered nature of the workplace. A focus on individual level issues, i.e., women lacking confidence and women opting out, detracts from the work that must be done at the organizational level in order to dismantle the system of pervasive, structural disadvantage facing women seeking to advance to senior leadership positions.

PurposeThis exploratory study describes the images of effective leadership and successful organizational advancement held by women in numerous positions in the health care fields.Design/methodology/approachSurveys of 140 women in the health care field were quantitatively and qualitatively analyzed.FindingsDifferences were found between the characteristics of effective leadership and the characteristics contributing to successful advancement. Women in health care predominantly portray effective leadership in other‐oriented (team or organizationally focused) and stereotypically feminine or gender‐neutral terms. In contrast, successful advancement in organizations was predominantly and almost exclusively described in self‐focused and stereotypically masculine terms. Similarities and differences in the perspectives on leadership effectiveness, career advancement, satisfaction, and development strategies were examined among physicians, nurses, administrators, faculty, and others (scientists and researchers).Research limitations/implicationsImplications of the disparate perspectives held by women in health care are discussed and future directions for research are proposed.Originality/valueSince women overwhelmingly dominate employment in the health care field, to explicate their unique perspectives of leadership and career advancement.

PurposeThis study aims to explore the nature of women's career experiences over the life course by examining career patterns, careerlocus, career contexts, and career beliefs.Design/methodology/approachA qualitative, inductive approach to data gathering and analysis was employed, using life story surveys, semi‐structured interviewing, thematic analysis, grounded theory, code development and descriptive statistics.FindingsThe data revealed distinct patterns of how women's careers develop over time, particularly with regard to the impact of career contexts (societal, organizational, and relational) and women's own changing images of their careers and career success. A three‐phase, age‐linked model of women's career development is proposed: the idealistic achievement phase; the pragmatic endurance phase; and the reinventive contribution phase.Research limitations/implicationsFuture studies should test replicability of these findings to determine whether this three‐phase model is embedded in the particular socio‐historical context of the times in which the particular women in this sample have lived or is universally applicable across different eras and changing realities.Practical implicationsBetter organizational efforts are needed to ensure that women receive ongoing coaching and mentoring, work for managers who support their development, have access to organizational resources and opportunities to develop their skills, are given challenging assignments, are acknowledged for their unique talents, and are recognized for aptitude learned through life experiences and “non‐traditional” work histories.Originality/valueThis is a rare, women‐only study that looks at the career dynamics of women over the life course.

This study, examines women's career types and their effects on women's satisfaction with their career success and their attributions of the sources of this career success. The study proposes a typology of four career types that are determined by the manifestation of a woman's career pattern and career locus. It finds empirical evidence of three distinct career types for women: achievers, navigators and accommodators. Women having accommodator career types are significantly less satisfied with their career success than women having navigator career types and achiever career types.

Evidence for the central role that intestinal beta-defensins play in maintaining gut health continues to accumulate within the literature. Two epithelially-derived enteric beta-defensins, hBD1 and hBD2, have been identified thus far and the following chapter reviews our current understanding of how the expression and secretion of these endogenous antimicrobial, chemotactic and adjuvant peptides is regulated within the context of the most microbe-rich of mucosal environments, the gastrointestinal tract. The agonists and microbial moieties identified as being responsible for the direct receptor-mediated induction of enteric epithelial beta-defensins, the signaling and nuclear events that are triggered as a consequence and which drive defensin gene transcription, the potential antimicrobial and immunomodulatory consequences of beta-defensin release within the luminal and mucosal aspects of the alimentary tract thereafter and the validity of animal models for the study of these key immune effector molecules in vivo are discussed. These significant and recent discoveries have provided much in the way of momentum for the pace with which this exciting and dynamic area of mucosal immunology research continues to move forward.

This article discusses a study which examined women's ways of instituting careers. The researchers explored the relationship between career types and the satisfaction women felt with their career s...

In this article, the authors describe their experiences of in corporating coaching behaviors into their practices as management educators. They define coaching in the classroom environment as working with students to develop their self-awareness and capacity for self-discovery, while motivatingthem to begin a process of continuous learning and development. They describe three key elements of the role of the teacher as coach: relationship building, increasing students’ self-discovery and self-knowledge through co-inquiry, and combining theory with practice via a pragmatic orientation. Two pedagogical choices that the teacher as coach needs to manage when working with students are elaborated.

Purpose - This paper describes how coaches using the dialogic method of the Holy Currencies process convened a space for meeting known as a Grace Margin in order to effect transformational change i...

The intestinal epithelium forms a physical barrier to limit access of enteric microbes to the host and contributes to innate host defense by producing effector molecules against luminal microbes. To further define the role of the intestinal epithelium in antimicrobial host defense, we analyzed the expression, regulation, and production of two antimicrobial peptides, human defensins hBD-1 and hBD-2, by human intestinal epithelial cells in vitro and in vivo. The human colon epithelial cell lines HT-29 and Caco-2 constitutively express hBD-1 mRNA and protein but not hBD-2. However, hBD-2 expression is rapidly induced by IL-1α stimulation or infection of those cells with enteroinvasive bacteria. Moreover, hBD-2 functions as a NF-κB target gene in the intestinal epithelium as blocking NF-κB activation inhibits the up-regulated expression of hBD-2 in response to IL-1α stimulation or bacterial infection. Caco-2 cells produce two hBD-1 isoforms and a hBD-2 peptide larger in size than previously described hBD-2 isoforms. Paralleling the in vitro findings, human fetal intestinal xenografts constitutively express hBD-1, but not hBD-2, and hBD-2 expression, but not hBD-1, is up-regulated in xenografts infected intraluminally with Salmonella. hBD-1 is expressed by the epithelium of normal human colon and small intestine, with a similar pattern of expression in inflamed colon. In contrast, there is little hBD-2 expression by the epithelium of normal colon, but abundant hBD-2 expression by the epithelium of inflamed colon. hBD-1 and hBD-2 may be integral components of epithelial innate immunity in the intestine, with each occupying a distinct functional niche in intestinal mucosal defense.

Superficial mycoses are fungal infections of the outer layers of the skin, hair and nails that affect 20-25% of the world's population, with increasing incidence. Treatment of superficial mycoses, predominantly caused by dermatophytes, is by topical and/or oral regimens. New therapeutic options with improved efficacy and/or safety profiles are desirable. There is renewed interest in natural product-based antimicrobials as alternatives to conventional treatments, including the treatment of superficial mycoses. We investigated the potential of coumarins as dermatophyte-specific antifungal agents and describe for the first time their potential utility as topical antifungals for superficial mycoses using a prodrug approach. Here we demonstrate that an inactive coumarin glycone, esculin, is hydrolysed to the antifungal coumarin aglycone, esculetin by dermatophytes. Esculin is hydrolysed to esculetin β-glucosidases. We demonstrate that β-glucosidases are produced by dermatophytes as well as members of the dermal microbiota, and that this activity is sufficient to hydrolyse esculin to esculetin with concomitant antifungal activity. A β-glucosidase inhibitor (conduritol B epoxide), inhibited antifungal activity by preventing esculin hydrolysis. Esculin demonstrates good aqueous solubility (

Leaders in health care today are faced with a wide array of complex issues. This chapter describes an innovative physician leadership development program at the Cleveland Clinic intended to enhance the leadership capacities of individuals and the organization. Propositions regarding the program's impact on organizational innovation, organizational commitment, social capital, and the human element of physician practice are offered for future examination.

The statistical discrepancies that exist in the mortality and morbidity risk literature are such that surgeons and patients cannot accurately assess the true risk rates associated with plastic surgery procedures.To review any relevant literature published to date in which the risk rates from liposuction, abdominoplasty, and rhytidectomy are cited and to reassess these figures alongside those published for both elective and emergency general surgeries.Despite the lack of reliable, comprehensive reporting of deaths and complications resulting from cosmetic surgeries, published data demonstrate that the risks associated with liposuction and rhytidectomy compare favorably with those from most general surgical procedures. In contrast, the morbidity and mortality rates from abdominoplasty remain unacceptably high. A significant lack of literature documenting cosmetic breast implant surgery and blepharoplasty risks is observed, which should be of concern to both patients and physicians. Liposuction and face-lift surgery data generally show that surgical centers are statistically safer than hospital operating rooms, although the data have not been standardized for the patients' American Society of Anesthesiologists (ASA) risk class, the health of the patient prior to surgery. General anesthesia may carry a risk roughly equivalent to or perhaps greater than cosmetic surgery, although, again, ASA class variables confound clear comparison between studies. Recent anesthesia literature refutes the many claims that general anesthesia risks are now remote: a landmark study that surveyed the entire scholarly literature showed a mortality rate of 1 in 13,000, roughly similar to overall cosmetic surgery mortality risks. Moreover, a prolonged operating time has been repeatedly implicated in other surgical literature to be related to morbidity and mortality. The latter certainly has relevance to cosmetic surgery.

Changing organizational and environmental dynamics present unique challenges to leaders in the field of health care. An accelerated emphasis on increasing the quality of health care delivery, conta...