Judith Pringle

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Professor of Organisation Studies Co-ordinator, Gender & Diversity Research Group, Adjunct Professor, Centre for Work and Well Being, Griffith University

Phone: +64 9 9219999 – ext : 5420

Email: judith.pringle@aut.ac.nz

Qualifications:

  • Ph.D. in Social Psychology (University of Otago)
  • Bachelor of Science (Hons) First Class

Biography:

Dr. Judith Pringle is a Professor of Organisation Studies in the Management department in the AUT Faculty of Business Law & Economics. Her specialist research interests lie in the areas of women, gender, diversity and careers. She currently teaches ‘Research Methods’ at postgraduate level. She was 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 received the AUT Faculty and Vice-Chancellor’s awards for ‘excellence in research supervision’ in 2013.

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 past 30 years Judith has researched issues relating to the 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 traditional career theory to create more inclusive models. While earlier she used methodologies within a positivist paradigm, latterly Judith has been greatly influenced by the emergence of critical approaches. Now she researches and supervises graduate students, working primarily in an interpretive paradigm.

Judith is founder and member of the Gender & Diversity Research Group, an AUT wide network of researchers awarded 2011 AUT Vice Chancellors Research award ‘best emerging research group’: https://www.aut.ac.nz/gender-and-diversity-research-group

Teaching Areas:

Degree and Postgraduate Teaching
  • Gendered organisational analysis
  • Workplace Diversity
  • Research methods
Recent Doctoral completions

2017     Nimbus Staniland ‘Whakawatea Te Huarahi WHaia Te Matauranga:
            Legitimising space for meaningful academic careers  for Maori in Business Schools’
2016     Barbara Myers ‘Self-iniated (SIE) and Older Women:
            Motivations, Experiences and Impacts’
2015     Margie Elley-Brown ‘Career as Meaning Making:
            A Hermeneutic Study of Women’s Lived Experiences’
2014     Pita Pura ‘Diversity and Inclusion in a Multinational Corporation:
            Senior Managers’ perceptions across three Asian  regions’
2013     Julie Douglas ‘Gender and the Social Construction of Occupations:
            The Case of Clinical Coders’
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:

  • Evaluating Leadership Development Programmes
  • Intersectionality in benchmarking inequality
  • Women’s construction of managerial identity: gender, ethnicity, sexuality
  • Critical approaches to workplace diversity

Publications:

  1. Pringle, J.K. (2018). Tribute to Joan Acker (1924-2016): Views from ‘the South’. Gender, Work & Organization, DOI: 10.1111/gwao.12234
  2. Booysen, L.A.E., Bendl, R., &  Pringle, J.K. (eds.) (2018). Handbook of Research Methods on Diversity Management, Equality and Inclusion at Work. Cheltenham: Edward Elgar.
  3. Pringle, J.K., Davies, S., Giddings, L., & McGregor, J. (2017).Gender pay equity and wellbeing: an intersectional study of engineering and caring occupations. New Zealand Journal of Employment Relations, 42(3), 29-45.
  4. Myers, B.M., Inkson, K. & Pringle, J.K. (2017). Self-initiated expatriation (SIE) by older women: an exploratory study. Journal of Global Mobility: The Home of Expatriate Management Research, 5(2):158-173, https://doi.org/10.1108/JGM-10-2016-0050
  5. Pringle, J. K., Harris, C., Ravenswood, K., Giddings, L., Ryan, I. & Jaeger, S. (2017). Women’s career progression in law firms: Views from the top, viewsfrom below. Gender, Work and Organization 24(4): 435–449. DOI: 10.1111/gwao.12180.
  6. Davies, S., McGregor, J., Pringle J.K. & Giddings. L. (2017) Rationalising pay inequity: Women engineers, pervasive patriarchy and the neoliberal chimera. Journal of Gender Studies February DOI: 10.1080/09589236.2017.1284048
  7. McGregor, J. Davies, S., Giddings, L. & Pringle, J.K. (2016). Pursuing equal pay: the perspective of female engineers and potential policy interventions. Journal of Industrial Relations. 59(1): 3-21, DOI: 10.1177/0022185616659677.
  8. Pringle, J.K. & Ryan, I. (2015). Understanding context in diversity management: a multi-level analysis. Equality, Diversity and Inclusion: An international Journal. 34, (6): 470-492. DOI:10.1108/EDI-05-2015-0031.
  9. Jones, D. & Pringle, J.K. (2015). Unmanageable Inequalities: Sexism in the Film Industry. Sociological Review Monographs Special issue of Gender and Creative Labour 63: 37-49. DOI: 10.1111/1467-954X.12239
  10. Pringle, J.K. & Strachan, G. (2015). Duelling Dualisms: A History of Diversity Management, in R, Bendl, I. Bleijenberg, E. Hentonnen and A. Mills (eds.). The Oxford Handbook of Diversity in Organizations, Oxford: Oxford University Press.
  11. Ricketts, K. & Pringle, J. K. (2014) Going up? Perceived career progress of female general staff across New Zealand universities. Journal of Higher Education Policy and Management, 36(5) 496-508.
  12. Pringle, J.K.  Wolfgramm, R. & 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.
  13. Pringle, J.K. (2008). Gender in Management: Theorizing Gender as Heterogender. British Journal of Management, 19, 110-119.
  14. Pringle, J.K. and Mallon M. (2003). Challenges to the boundaryless career odyssey, International Journal of Human Resource Management, 15, (4), 839-853.