02613nas a2200253 4500008004100000245010500041210006900146260001500215300001400230490000700244520183500251653002702086653001302113653001902126653001502145653001802160653003202178653001502210653001702225100001302242700002102255700001802276856006502294 2020 eng d00aNomination vs. election: do they influence women’s access to institutional decision-making bodies?0 aNomination vs election do they influence women s access to insti c31/10/2020 a879–8980 v253 a

Portuguese higher education institutions (HEIs) are excellent case-studies of women representation in academia, considering their significant presence and rapid growth in HEIs. Nevertheless, and despite efforts to minimise gender gaps, women are still underrepresented in top management and leading positions, contributing to increment the phenomenon of vertical segregation. Based on the reality of the Portuguese academia, and focusing on an in-depth case study of a Portuguese university, this paper analyses if and how the way decision-making bodies are constituted, influence the gender balance of their members. Recently, within the New Public Management (NPM) context, HEIs have been subjected to external pressures to create a new organisational environment aiming at substituting the collegial model of governance with a managerial one. In this context, there has been a trend to replace the election by the nomination as the dominant process to occupy decision-making positions. The opening hypothesis of this study is that the way decision-making bodies are constituted, impacts on their gender balance. More specifically, it is argued that the nomination process tends to be more advantageous to women than the election. However, although it is possible to conclude that the gender balance decreases with the increasing importance of the decision-making body, it is not accurate to say that there is a direct relationship between the way actors are chosen to these bodies and their gender balance. In other words, the way actors are chosen can not be seen as the only factor influencing the gender constitution of decision-making bodies. The study provides a relevant contribution to the literature on mechanisms and strategies to improve gender equality in institutional decision-making processes and bodies.

10aDecision-making bodies10aElection10aGender balance10aGovernance10aManagerialism10aNew Public Management (NPM)10aNomination10auniversities1 aDiogo, S1 aCarvalho, Teresa1 aBreda, Zélia uhttps://link.springer.com/article/10.1007/s10997-020-09538-602011nas a2200217 4500008004100000245009000041210006900131260001500200300001400215490000700229520133600236653002401572653001101596653001801607653002601625653001701651100002001668700001901688700002101707856006501728 2019 eng d00aChange and continuity in the academic profession: Finnish universities as living labs0 aChange and continuity in the academic profession Finnish univers c04/07/2019 a533–5510 v793 a

The academic profession is challenged by the changing environment. Global trends, such as managerialism and new public management, have been influencing all public organizations, including universities. The academic profession is dynamic by its nature; it reflects any changes in its environment. However, the academic profession is also characterized by continuity. In this study, we describe the current changes and continuities of the academic profession in Finland, as perceived by top and middle managers employed in Finnish Universities. We found out that logics and values by organizational professionalism are emphasized; however, occupational professionalism is also deeply rooted in the practices of Finnish universities. Additionally, we found out that changes are often associated with managerial values, such as control and evaluation, and in contrast, the continuities of academic work are commonly related to professorial authority and academic identity. These two aspects of the profession and organization are not opposite, they occur simultaneously; however, there are tensions between them. In this article, we would like to emphasize that change of the academic profession is a hybrid, there exists both, changes and continuities in the logics and values related to the profession and the organization.

10aAcademic profession10aChange10aManagerialism10anew public management10auniversities1 aSiekkinen, Taru1 aPekkola, Elias1 aCarvalho, Teresa uhttps://link.springer.com/article/10.1007/s10734-019-00422-301642nas a2200193 4500008004100000245005200041210005100093260001600144300001200160490000700172520109900179653001101278653001501289653001801304100001601322700002101338700001901359856007001378 2011 eng d00aGender, power and managerialism in universities0 aGender power and managerialism in universities c03 Mar 2011 a179-1880 v333 a

This article explores the role of senior managers in consolidating and interpreting new managerialism in higher education in Australia, South Africa and Portugal, and perceptions of potential effects on gender. The impact of managerialism on decision-making in Australia was increased centralisation with the Vice Chancellor operating as a Chief Executive Officer; in South Africa tension existed between collegial and managerial models evident in power struggles between Vice Chancellors and faculties, plus overt risk and strong political considerations; while in Portugal decision making remained collegial with Rectors seeing themselves as primus inter pares (first among equals). The major finding was that while women as senior managers had an increased capacity to impact on decision-making in managerial universities, mainly related to ‘soft’ management skills, these were not valued in a competitive management culture strongly focused on research output. Thus managerialism presents a great challenge for women in senior management in higher education.

10aGender10aManagement10aManagerialism1 aWhite, Kate1 aCarvalho, Teresa1 aRiordan, Sarah uhttps://www.tandfonline.com/doi/full/10.1080/1360080X.2011.559631