Monday, June 22, 2015

Three Year Joint Pembroke-TORCH Career Development Fellowship

Pembroke College and The Oxford Research Centre in the Humanities invite applications for a joint Pembroke-TORCH Career Development Fellowship in ‘Women in the Humanities’.

This is a fixed-term appointment for three years. In addition to supporting outstanding early-career researchers who are working in any aspect of Women in the Humanities, the Fellowship aims to build an academic community of shared interests in the College. The duties and responsibilities of the posts are set out in the further particulars. The salary for this post will be in the range £32,277 to £35,256 per annum depending on experience and qualifications. 

Deadline for applications: 3rd July 2015. For more information please visit:

Thursday, April 23, 2015

6th WAGNet Graduate Workshop: CFP

6th WAGNet Graduate Workshop Women and Gender in Chinese Studies

9-11 September 2015
Confucius Institute for Scotland, Abden House University of Edinburgh

The Women and Gender in Chinese Studies Network (WAGNet) graduate workshop is for PhD candidates who are at an advanced stage of their research and are working on any aspect of ‘women and gender in Chinese studies’. Participants will be expected to present a paper that treats issues of ‘women’ and ‘gender’ as central and significant categories of analysis.

Students will get the opportunity to present their projects to other graduate students, and to junior and senior scholars working in the field of China-related women and gender studies. All too rarely do Ph.D. candidates have an opportunity for critical exposure of their thesis research prior to submission and defence. The workshop is therefore designed to facilitate in- depth discussions and each presentation will be commented on by a junior/senior academic discussant.

The workshop, accommodation and meals during the workshop are free of charge. Some travel bursaries are also available.

Following the two day workshop, there will be a public one-day symposium on Women and Gender in Chinese Studies at the Confucius Institute for Scotland on 11 September 2015, which participants in the Graduate workshop are encouraged to attend.

Students wishing to participate should submit a current CV and an outline of their project (750 words), including information on the state of their research, by e-mail to Dr. Sophia Woodman at A letter of support for the application from the candidate’s supervisor or someone familiar with their PhD project is also required, and should state what stage of the PhD the student is at. This letter should be sent from the supervisor directly to Dr. Woodman via e-mail. Deadline for submission: 24 May 2015.

The organisers will discuss the applications, and make a selection based on the merit of the outline and the stage of the research. Applications from students in the early stages of their PhD research will not normally be considered.

This is the sixth in a series of successful WAGNet graduate workshops. Previous workshops were held in Leiden, Oxford, Prague, Bristol and London. For more information on WAGNet, see: 

Wednesday, March 18, 2015

CCM Call For Papers -Special issue - Gender in International Business and Management

Special issue call for papers from Cross Cultural Management 
(to be retitled as Cross Cultural & Strategic Management in 2016)

Gender in International Business and Management

Co Guest-Editors
Lorraine Eden
Fiona Moore
Susan Forquer Gupta
Amanda Bullough
Tugba Kalafatoglu


Despite more than fifty years of research into gender and the working world, the topic is still a relatively neglected area in cross-cultural management.  The concept of gender is under-represented in mainstream management literature. When it does appear, it is frequently compartmentalised, such that it becomes difficult to see the connections between gender and wider issues in research and practice in cross-cultural management. Furthermore, the implicit gendering of concepts of management, with the concept of the "manager" being implicitly male unless stated otherwise, and of management research, frequently goes unaddressed.

Gender is also often presented as a “problem issue” in both the academic and popular literature, such that the difficulties of women in management are highlighted, obscuring the more nuanced role which gender can play. As Adler and Izraeli (1994) argued, gender is a flexible tool, and the idea that women “inherently” face obstacles in cross-cultural management while men “inherently” do not, does not necessarily fit the evidence (see also Taylor et al. 2004). Tung (2004) suggests women may even be better suited to certain cross-cultural management roles than men. These strengths must be acknowledged while not denying the very real challenges female international managers can encounter (Mayrhofer and Scullion 2002). Even the problematization of gender is rendered more difficult by the fact that prejudice is frequently unconscious, and thus difficult to address easily (e.g. Davison and Punnett 1995, Santacreu-Vasut et al. 2014).

In the cross-cultural management context, the issues are further complicated by the fact that constructions of gender vary across national, regional and local contexts (Parboteeah et al. 2008). Expatriates may find their personal conceptions of gender challenged and reshaped by their experiences; HR managers may find difficulties in harmonising practices across multinational enterprises in the face of legal systems which address gender-related discrimination, define families, and assess the legal status of female, gay and lesbian, and transgendered employees, in different ways (McPhail et al. 2014).

Beyond purely managerial and leadership roles, and because in many parts of the world it is exceedingly difficult for women to advance through existing corporate structures, women then become entrepreneurs. In fact, the World Bank Enterprise Surveys show larger percentages of firms with female participation in ownership—35% of firms worldwide—and smaller percentages of firms with women in top managerial positions—18% of firms worldwide (World Bank 2015). While new research on culture has shown how women form entrepreneurial perceptions and intentions (e.g. Shinnar, Giacomin & Janssen 2012) and how culture affects their business decisions (e.g. Bullough, Renko, & Abdelzaher In Press), limited work has been done on cross-cultural and managerial-level entrepreneurial activities.

With this special issue, we are seeking to develop the body of literature on the role of gender in managing across cultures, as well as the role of cross-cultural issues on women’s business decisions and leadership styles: how management work is gendered, how gender affects, and is negotiated within, cross-cultural interactions, and how gender inspires conflicts and creative synergies in an international business context.

CCM is working in cooperation with WAIB ( and the AIB US Southeast ( to produce this special issue


We are interested in any and all articles, so long as they address an issue relating to gender and cross-cultural management/management in the international context specifically.

Topics could include, but are not limited to:

• Cultural differences in gender roles/identities and the issues this raises for cross-cultural management/management in the international context
• Gender imbalances in international management and/or how to address these
• Gender and status, gender and leadership
• Gender and expatriate assignments
• Gender and international business law
• Sexual orientation, and transgender status, in cross-cultural management contexts
• Masculinity in management and the gendering of work roles
• Gender in conjunction with other identities
• Gender and economic development and/or gender in the BRIC or MENA countries
• Culture and women’s entrepreneurship
• Changing concepts of gender in management
• Meta-papers on the management studies literature and its relationship to gender

Gender is a complex and multi-faceted issue, and we are particularly interested in papers which address areas and concepts not usually found in the literature, or areas that are severely undeveloped or inaccurate in our current understanding.

Submission instructions

All manuscripts will undergo a double-blind review process.  Submissions should be between 6,000-9,000 words, including references, figures and tables, and follow the manuscript requirement outlined on the journal’s website:  The submission deadline is February 29, 2016.  Please direct queries to: Professor Susan Forquer Gupta,

Please note that we anticipate changing the title for the journal for the 2016 volume.  More information will be shared through the usual channels when available.


Adler, Nancy and Izraeli, Dafna (1994) Competitive Frontiers: Women Managers in a Global Economy, Oxford: Blackwell

Bullough, A., Renko, M., & Abdelzaher, D. (In Press). “Women’s Entrepreneurship: Operating Within the Context of Institutional and In-Group Collectivism.” Journal of Management available Online First.

Davison, Edwin D. and Punnett, Betty Jane (1995) “International Assignments: is there a Role for Gender and Race in Decisions?” International Journal of Human Resource Management 6 (2), 412-441

Mayrhofer, Wolfgang and Scullion, Hugh (2002) “Female expatriates in international business: empirical evidence from the German clothing industry,” International Journal of Human Resource Management 13 (5), 815-836

McFail, Ruth, McNulty, Yvonne and Hutchings, Kate (2014) “Lesbian and gay expatriation: opportunities, barriers and challenges for global mobility” International Journal of Human Resource Management, published online 8 August 2014, doi: 10.1080/09585192.2014.941903

Parboteeah, K. Prateen, Hoegl, Martin, and Cullen, John B. (2008) “Managers' gender role attitudes: a country institutional profile approach.” Journal of International Business Studies 39, 795–813

Shinnar, R. S., Giacomin, O., & Janssen, F. (2012) “Entrepreneurial Perceptions and Intentions: The Role of Gender and Culture.” Entrepreneurship Theory and Practice, 36(3): 465-493

Taylor, Sully, Napier, Nancy K. and Blair, Anne (2004) “Women Expatriates Working in Germany: Factors of Success,” in N. Boyacigiller and T. Kiyak (eds.) Proceedings of the 46th Annual Meeting of the Academy of International Business, East Lansing MI: Academy of International Business, p. 186

Tung, Rosalie L. (2004) "Female expatriates: the model global manager?" Organizational Dynamics, 33 (3), 243–253

Santacreu-Vasut, Estefania, Shenkar, Oded  and Shoham, Amir (2014) “Linguistic gender marking and its international business ramifications,” Journal of International Business Studies 45, 1170–1178

World Bank (2015) World Bank Group Enterprise Surveys Data on Gender. (Date Accessed: January 19, 2015):

AAS Chicago (Forum on Women in East Asian Studies)

Wednesday, February 18, 2015

Call for Post-Doc Applications Asia Research Institute – National University of Singapore

The Religion and Globalization Cluster at the Asia Research Institute, National University of Singapore has been awarded a grant from the Henry Luce Foundation to conduct a two-year research project on Religion and NGOs in Asia. We have just initiated a search for two post-docs who will work on the project full time. The job advert is below and it can also be accessed here: We are looking for candidates who have an outstanding doctoral degree in a related field (discipline open). While ideally candidates would have a background in both NGOs/development and religion (both broadly defined), we will also consider applications with strengths more in one area than the other. The research project focuses on Southeast and East Asia. The closing date for applications is 1 April 2015 and successful applicants will start working on the project in June, or as soon as possible after that.

Wednesday, December 03, 2014

CFP: Parenting, Parenthood and Gender in Contemporary Asia

Theme: "Parenting, Parenthood and Gender in Contemporary Asia"

Journal: Intersections: Gender and Sexuality in Asia and the Pacific

Guest editors: Kristina Göransson, Assistant Professor, School of Social Work, Lund University and Lisa Eklund, Post-doctoral Research Fellow, Department of Sociology, Lund University

This edition of Intersections invites papers that address the ways in which material and emotional investments in childrearing are rendered meaningful, and its implications for family life, parenting strategies and gender relations. The aim of the special issue is twofold: (1) to contribute with a more nuanced understanding of the empirical realities of shifting norms and practices surrounding parenting and parenthood, and (2) to further develop theory which contributes to understanding the intersections between gender, sexuality and generation when it comes to parenting and parenthood. We invite papers from researchers working in relevant fields, such as anthropology, sociology, gender studies, media studies, Asian studies, history, social work, and more.

Please visit for further details.

Abstracts (500 words) are due 15 February 2015 to the guest editors.