Professor of Organisation Studies Co-ordinator, Gender and Diversity Research Group Adjunct Professor, Centre for Work and Well Being, Griffith University
Phone: +64 9 9219999 – ext : 5420
- Ph.D. in Social Psychology (University of Otago)
- Bachelor of Science (Hons) First Class
Dr. Judith Pringle is a Professor of Organisation Studies in the Management department in the AUT Faculty of Business and Law. Her specialist research interests lie in the areas of women, gender, diversity and careers. She currently teaches ‘Gender and Diversity in Organisations’ at postgraduate level. She is a co-investigator on the Marsden funded grant ‘Glamour and grind: New Creative Workers’, co-editor of the Sage Handbook of Workplace Diversity (2006) and The New Careers: Individual Action and Economic Change (1999). She published chapters in edited books and wide ranging articles in journals such as Gender Work and Organization, British Journal of Management, International Journal of HRM, Journal of World Business, Personnel Review, Organization, Asia Pacific Journal of Human Resources, Women and Management Review, Women Studies Journal (NZ) and consistently contributes to international conferences. She is on the editorial board for British Journal of Management, editor for the Gender and Diversity division of Canadian Journal of Administrative Sciences and member of the European Groups of Organization Studies Standing Group on Gender and Diversity. She has four Emerald journal citations.
Judith is a Pakeha New Zealander who grew up on a sheep farm in the South Island. Her academic study began in psychology culminating in a doctorate in social psychology. Study was interrupted by OE (overseas experience) where she had 19 different jobs in a variety of countries. Before her academic career she was a self-employed consultant with large and small public and private sectors organisations.
Over the last two decades (formerly at University of Auckland) she has researched extensively issues relating to the various experiences of women in organisations. This has been an evolutionary research pathway exploring strategies used by women in male-dominated organisations, experiences of senior women managers and leaders, the functioning and cultures of Pakeha, Maori and Pacific Island women-run organisations (non-profit and business). A related research strand is how individuals change and adapt their careers to shifting job opportunities. With colleagues she has critiqued and broken open the traditional career theory to create more inclusive models that are better labelled as career-life frames.
Earlier methodologies were within a positivist paradigm while latterly she has been greatly influenced by the emergence of critical approaches. Now she researches, and supervises graduate students, working primarily in an interpretive paradigm. Data is drawn from interviews and ethnographic materials and meaning made through life history and narrative analyses.
Judith is coordinator of the Gender and Diversity Research Group, an AUT wide network of researchers http://www.aut.ac.nz/study-at-aut/study-areas/business/research/research-centres/gd
Degree and Postgraduate Teaching
Recent Doctoral completions
- Gendered organisational analysis
- Workplace Diversity
- Organisational behaviour
- Women in organisations
2010 Lynette Reid Cultural Influences on Maori Career Processes
2010 Frances Laneyrie Between Class and Gender: Female activists in the Illawarra 1975-1980
2007 Rachel Wolfgramm Complexity, continuity, and vitality in organisational culture: an indigenous perspective
2005 Jane Van Der Pyl Creating Unity: Dilemmas of difference in feminist collective organising
2005 Susan Copas -‘Connecting Selves: Relationship, Identity and Reflexivity on the ‘Frontline’ in a New Zealand Call Centre’
2005 Irene Ryan-‘Their Stories, Our Stories, My Stories’: The Intersectionality of Age and Gender through the Voices of Mid-Life Sportswomen’
Current Research Projects:
- Women’s construction of managerial identity: gender, ethnicity, sexuality
- Career identities in the creative industries
- Critical approaches to workplace diversity
- Heteronormativity in workplaces
- Meanings of career for a variety of groups
- Pringle, J.K. Wolfgramm, R. and Henry, E. (2010). Extending cross-ethnic research partnerships: Researching with respect. Chapter 9 in Making Inclusion Work: Experiences from Academics Across the World S. Katila, S. Meriläinen & J. Tienari (Eds). (pp.214-243). Cheltenham: Edward Elgar Publications.
- Casey, C., Skibnes, R. and Pringle J.K. (2010) Gender Equality and Corporate Governance: Policy Strategies in Norway and New Zealand. Gender, Work and Organization doi:10.1111/j.1468-0432.2010.00514.x. Pp.1-18.
- Pringle, J.K. (2009). Positioning Workplace Diversity: Critical Aspects for Theory. In Equality, Diversity and Inclusion at Work. M. Ozbilgin (ed.). (pp. 75-87). Cheltenham: Edward Elgar Publications Ltd,
- Pringle, J. K. (2009) Reflections on Professor Still’s retrospective: A trans-Tasman response. Journal of Management and Organisation 15, (5), 562-565.
- Pringle, J.K. (2008) Gender In Management: Theorizing Gender as Heterogender. British Journal of Management. 19, 110-119.
- Pringle, J. K., Konrad, A. and Greene, A-M (2008) Implementing Employment Equity in Gendered Organizations for Gendered Lives. Handbook of Macro Organizational Behavior. S. Clegg and C. Cooper (eds.) London: Sage.
- Pringle, J.K. and Mallon M. (2003) Challenges to the boundaryless career odyssey, International Journal of Human Resource Management, 15, (4), 839-853.
- Pringle, J.K. and Wolfgramm, R. (2005) Ethnicity and gender in women’s businesses in New Zealand. Chapter in International Handbook of Women and Small Business Entrepreneurship. (Pp.133-147). S. Fielden and M. Davidson (eds.). Cheltenham: Edward Elgar Publications Ltd.