Where are we now? A review of research on the history of women's soccer in Ireland     

Helena Byrne 《Sport in History》2019,39(2):166-186

ABSTRACT

It is a common fact that women's sport and leisure history, especially in male dominated spheres, and more specifically football, have been ignored by many academics. However, in recent years there have been major developments in digital technology that have changed the nature of the type of research that can be done. Access to tools to facilitate field research are relatively cheap and with the high volume of digitisation projects that have taken place over the last few years as well as the increasing number of born digital resources that have been published, there are new opportunities. In relation to women's soccer in Ireland, this paper asks the question – where are we now? The argument will review the current literature on this subject and outline potential approaches for future research.  相似文献   

工作资源对高校图书馆员敬业度影响机制的实证研究     

康超群  杨晴 《图书情报工作》2019,63(17):69-76

[目的/意义]探讨工作资源对高校图书馆员敬业度的影响与机制，以期为高校图书馆实施人力资源管理和提升图书馆员的敬业度提供参考。[方法/过程]选取湖南各高校图书馆的358名馆员为研究对象，考察工作资源对高校图书馆员敬业度的预测作用以及心理资本与组织承诺在两者之间的中介作用。[结果/结论]描述性统计与差异分析、相关分析和逐步回归分析的结果表明，不同性别的高校图书馆员在组织承诺量表得分上存在显著性差异，男性馆员组织承诺得分显著高于女性，不同性别馆员在其余得分上均不存在显著性差异。不同婚姻、年龄、学历、职位、职称者在各量表得分上均不存在显著性差异。高校图书馆员工作资源、心理资本、组织承诺与敬业度的两两相关都达到统计显著性水平。工作资源对高校图书馆员的敬业度具有正向预测作用，心理资本和组织承诺能够在工作资源对高校图书馆员敬业度的影响中起部分中介作用。丰富高校图书馆员工作资源，增进其组织支持感，增强其心理资本和组织承诺，是促进高校图书馆员敬业度提升的有效路径。  相似文献   

已婚妇女就业意愿对其育后就业决策的影响     

郭舒婧 《保定学院学报》2020,(1):22-28

“全面二孩”政策的实施对大多数女性的生活和生育产生了很大的影响。大多数生育后的女性要面临的一个重要选择就是出去就业还是在家带孩子?运用社会性别理论提出假设:大多数妇女育后选择是否就业主要取决于丈夫的家庭利益,而不是其个人的就业意愿;城镇已婚育龄妇女就业意愿对其育后就业决策更有积极影响;教育程度高的已婚育龄妇女就业意愿对其育后就业决策更有积极影响。通过实证研究和二元logistic回归模型分析,结果显示,三个假设都得到了部分验证。  相似文献   

Correlates of staff motivation,satisfaction, and job performance of library staff in selected Nigerian University libraries     

Adeyinka Tella  Olamide Abigail Ibinaiye 《International Information and Library Review》2020,52(1):32-49

Abstract

This study examined staff motivation, satisfaction, and job performance among the librarians and library staff in six selected university libraries in Nigeria. The target population for the study includes the professionals and nonprofessional library staff. A total enumeration sampling technique was used to select 180 respondents, which represent the sample for the study. Data was collected using a self-designed questionnaire titled “Staff Motivation, Satisfaction and Job Performance Questionnaire” (SMSJPQ). Six research questions were developed and answered by the study. The results indicate that librarian and library staff are highly motivated with regular pay while the least motivational factor is frequent interaction with their friends. Library staff are primarily satisfied with their jobs when they are in constant link with their friends. Professional library staff significantly experience better work motivation than their nonprofessional counterparts. Significant correlation exists between staff motivation and job performance and between job satisfaction and job performance. In addition, the two factors (motivation and satisfaction) exert significant contribution to the determinant of librarians and library staff job performance. Based on the findings, the study recommended improvement in the level of motivation of nonprofessionals so that the significant difference with the professional counterpart would not be so much pronounced.  相似文献   

IT Education and Workforce Participation: A New Era for Women in Kenya?     

Victor W. A. Mbarika  Fay Cobb Payton  Lynette Kvasny  Atieno Amadi 《The Information Society》2007,23(1):1-18

While Sub-Saharan African women have historically assumed the roles of both housewives and subsistence farmers, they have had few opportunities to participate in the modern economies of the region. However, this trend is changing with the exponential growth of information and communications technologies (ICT), giving many Sub-Sahara African women access to computers, the Internet, and other related technologies. Based on the work of a four-member research team from Kenya and the United States, this article examines the integration of female college students into the formal ICT work sector in Kenya. We do so by examining major bottlenecks and enablers to such integration from historical and contemporary perspectives. Using an interpretive approach, we conducted 32 interviews with women in an ICT program offered by a university in Kenya. Our findings indicate that women were highly optimistic, embracing ICT as a practical mechanism for achieving entry into the labor market. However, they perceived significant structural barriers, such as public policies that failed to facilitate the development of the ICT sector, gender discrimination by employers, and training that provided them with insufficient technical skills to enable them to effectively perform in the workplace. These findings largely confirm the gendered perspectives found in similar studies conducted in other countries. However, what appear as global perspectives are informed by the local causes.  相似文献   

‘It's more flexible’: persistence of women engineers in the academy     

Yeukai Angela Mlambo  Reitumetse Obakeng Mabokela 《European Journal of Engineering Education》2017,42(3):271-285

The under-representation of women in engineering is an issue of concern for policy-makers. While much of the existing literature has focussed on understanding reasons for women's under-representation in engineering and related technical fields, there is a paucity of research that examines why women who are already in engineering persist. This study aims to answer the question, why do women engineers in academe persist in a discipline that is generally perceived to be inhospitable to women. Three main challenges, namely gender discrimination, lack of institutional and disciplinary support, and the rigid nature of the workplace, emerged as key impediments to women engineers in the private sector. In contrast, women engineers in the academy identified the flexibility offered by academic environments, the presence of personal support networks, and a passion for teaching and students as critical factors that influenced their decision to remain in academia.  相似文献   

Women Scientists in Academia: Geographically Constrained to Big Cities, College Clusters, or the Coasts?   总被引：1，自引：0，他引：1  

Stephen Kulis  Diane Sicotte 《Research in higher education》2002,43(1):1-30

Women scientists in academia have been shown to be less geographically mobile than their male counterparts, a factor that may exacerbate gender inequities in faculty representation, tenure, and salary. This study examines the extent to which the jobs of academic women scientists are disproportionately concentrated in large cities, areas with many colleges and universities, and regions where most doctorates are granted. We also investigate whether jobs in these locations affect salary, tenure, full-time faculty status, and employment outside one's field of training in ways that differ for women and men. Our analysis is guided by arguments that geographic constraints on women's mobility are rooted in social factors, such as gender roles and mate selection patterns. Data are drawn from over 13,000 faculty respondents in the national Survey of Doctoral Recipients, representing 22 science and engineering disciplines and over 1,000 4-year colleges or universities. Regression analysis reveals that, irrespective of their family status, women faculty are more likely than their male counterparts to reside in doctoral production centers, areas with large clusters of colleges, and large cities. Responsibility for children intensifies women's geographic concentration more than marriage does and in ways that differ from men. Geographic concentration also appears generally more harmful to women's careers than to men's. Women in doctoral production centers are less likely to have tenure and more likely to work part time; those in larger cities are more likely to be in jobs off the tenure track. Locales with many colleges appear to present somewhat better career prospects for women.  相似文献   

Now,what? Standing in one’s generation,taking consultation     

Marilyn Charles 《Gender and education》2016,28(3):477-483

ABSTRACT

I situate myself in the context of an evolving conversation in relation to what it means to be a woman. In my mother’s generation, the first wave of feminism forced a collision between traditional western female values grounded in a subversive authority and the desire to emerge from that type of repressive position. From the standpoint of my daughter’s generation, I may be tilting at windmills, trying to find my own authority in relation to a paternal authority that I feel deauthorises and devalues the voice I am trying to find. I take that consultation seriously, inviting me to think about relationships between what can and cannot be seen from any particular vertex. Given that maturation requires our ability to come to terms with difference and with limit, how can women more effectively enact and pass along the process of becoming oneself as a fundamental value?  相似文献   

信息时代高校图书馆馆员职业形象重塑的思考     

王粤华 《廊坊师范学院学报》2007,23(4):105-106

信息时代的到来,使高校图书馆工作面临极大的挑战,同时也给图书馆员带来了很大压力。面对信息环境,高校图书馆员必须转变观念、更新知识结构、强化专业技能,提高综合素质,重塑自身形象,才能使图书馆事业健康持续发展。  相似文献   

康有为的妇女观与卢梭的平等说     

何金彝 《上海师范大学学报(哲学社会科学版)》2001,30(5):70-75

康有为是中国近代史上最早提倡男女平等的思想家,这一思想渊源于法国思想家卢梭,康有为高举卢梭“天赋人权”大旗,批判汉儒的“夫为妻纲”,主张解放中国的千千万万女子。康有为遵循卢梭“不平等起源说”的思路,主张取消私有制,女子皆可为公工、公农、公商、在经济上独立自主,奠定男女平等的经济基础,康有为依据卢梭主权在民论,争取女子的选举权与被选举权,允许男女在政治、经济、教育等各方面的完全平等权利,实现真正男女平等的大同世界。  相似文献