Shruti R. Sardeshmukh

What does it take for a woman to thrive in an occupation that takes her to some of the most remote, rugged, and unforgiving locations on Earth? How do women geoscientists defy gendered barriers to succeed in an occupational context that requires both technical expertise and physical endurance? Using a social constructionist perspective, we examine the interplay of gendered barriers resulting from the physical and social context of such work, and women’s strategies to overcome them. We analyzed 67 semi-structured interviews with men and women geoscientists and, through the lens of context theorizing, uncovered a configuration of gendered barriers, both physical and social, the strategies employed by women to navigate those barriers, and the impact of organizational practices that perpetuate or address the gendered barriers. Women’s survival strategies to adapt to the context and organizational practices that supported adaptation often reinforced gendered barriers. Women’s change strategies and organizational practices that directly addressed the barriers were more effective.

With the significant contribution of the tourism sector to the world economy, women’s entrepreneurship in tourism has the potential to contribute to both social and economic well-being. Therefore, it is vital to understand the gender dynamics in entrepreneurship in this sector. This chapter draws on Social Cognitive Career Theory (SCCT) and a family embeddedness perspective to explore contextual constraints and enabling factors that women experience, impacting their goals, behaviours, and outcomes as they pursue their entrepreneurial careers. Conceptualizations of gender and feminist theories are proposed as integral in addressing research questions that explore how women navigate their lived experiences of entrepreneurship and varying demands on their goals, behaviours, and outcomes.

The Australian Industry Capability (AIC) program presents an example of hybridity where national security interests are served through a complex partnership between the Department of Defence, global prime contractors, and small and medium‐sized Australian companies. Through a qualitative interview study of stakeholders in the defence industry by and triangulating findings from publicly available defence industry documents, this study aims to document the decoupling associated with the AIC program. We find that complexity and opacity, stemming from hybridity, create decoupling in the implementation of the AIC program. We also find that a lack of accountability and monitoring contributes to decoupling. We advance the literature on hybridity into the context of multi‐organisational arrangements in a unique industry and identify how decoupling can impede the achievement of policy objectives in the context of complex hybrid arrangements.Points for practitioners: The Australian Industry Capability (AIC) program represents a case of complex hybrid arrangement in public sector management involving the defence industry. Hybridity of AIC arrangements creates challenges of complexity and opacity, creating conditions that give rise to decoupling. Lack of accountability and monitoring exacerbates these challenges. Potential for coupling is identified with recommendations provided.

Summary: Using dynamic theory and methods, we investigate the phenomenon of older workers who withdraw from paid work while still healthy. We focus on intention to retire as the penultimate stage in the retirement process. We extend socio‐emotional selectivity theory to explain the growth of intention to retire. Older workers have a rising perception of time running out but good health allows for an ongoing choice between remaining in work or active retirement. While, in general, older people in poor health have a greater intention to retire than those in good health, we hypothesize that the passage of time motivates the healthy to increase their intention to retire, especially when manager support is low. We examine longitudinal data consisting of three waves of survey responses (2011, 2012, and 2013) from 495 workers in their 50th year and older. We employ growth curve analysis (random coefficient modeling). The findings show that over a 2‐year period, in contrast to other older workers whose retirement intention remains stable, individuals in consistently good health but with low manager support demonstrate a growth in intention to retire. That is, we identify the “queue jumpers”: those workers who speeded up their retirement process relative to other older workers.

STEM fields, including Geosciences, continue to be male-dominated. Unlike other STEM disciplines, the field of Geosciences has successfully improved gender balance in undergraduate degrees. Neverth...

Academics are increasingly expected to both do well and do good (i.e., achieve success in research and teaching, as well as have impact on stakeholders within and outside academia). Yet, pathways to achieve success and impact remain nebulous. We employ a comparative case study approach to examine in detail the careers of five highly successful and impactful business school academics. We uncovered two different careers pathways in academia: structured and organic. The academics taking a structured pathway impact the field by creating and shaping institutions. Those taking an organic approach impact by nurturing and cultivating people. Specifically, we found three metacompetencies and three relational dimensions support success and impact in academia. Our findings can help doctoral students and early career academics craft their success and impact journeys based on their career contexts and individual circumstances.

Entrepreneurial exit and exit intentions are emerging areas of research, yet psychological antecedents of such intentions are understudied. We build on organizational behavior and human resource management theories to explain the role of work stressors (role ambiguity and work–family conflict) as antecedents of business owners’ emotional exhaustion and subsequent exit intentions. We tested the model in two studies from the United States and Australia. The results were consistent in both studies such that role ambiguity and work–family conflict predicted emotional exhaustion, and emotional exhaustion was associated with exit intentions. Post hoc analysis also revealed that women experience a stronger detrimental effect of work–family conflict, influencing emotional exhaustion, and subsequently exit intentions.