Showing papers in "Gender in Management: An International Journal in 2020"
TL;DR: In this paper, the authors used a sample of employed women and men from dual-career families who were working from home since Covid-19 lockdowns started and found that during the lockdown, women reported lower work productivity and job satisfaction than men.
Abstract: Purpose This paper aims to examine gender gaps in work-related outcomes in the context of Covid-19 The authors hypothesized that the Covid-19 pandemic would create a gender gap in perceived work productivity and job satisfaction This is because when couples are working from home the whole day and when schools are closed, women are expected to devote more time to housework and childcare Design/methodology/approach The authors used a sample of employed women and men from dual-career families who were working from home since Covid-19 lockdowns started In total, 286 US-resident full-time employees participated in this study Participants were asked to report their work productivity and job satisfaction before and since Covid-19 lockdowns Findings It is found that before the Covid-19 pandemic, there were no gender differences in self-rated work productivity and job satisfaction However, during the lockdown, women reported lower work productivity and job satisfaction than men Research limitations/implications Participants retrospectively reported their work productivity and job satisfaction before Covid-19 However, there are unlikely to be systematic gender differences in retrospective reports of these measures Further, the authors only sampled opposite-sex dual career parents Future research needs to examine the effects of lockdowns on women and men in other types of households Practical implications Given the nature of the Covid-19 pandemic, many regions might experience multiple periods of lockdown, and many workplaces have already adopted or are likely to adopt long-term work-from-home policies The findings indicate that these long-term changes in the workplace might have long-term negative effects on women's perceived productivity and job-satisfaction in dual-career families Social implications The findings suggest that society needs provide additional support to women working from home and taking care of children or other dependents, particularly during lockdowns or during times when schools and daycare centers are closed Originality/value The current research is one of the first to claim that despite the greater amount of time that women spend in housework and childcare than men, during normal times, they are as productive and as satisfied with their job as men However, the Covid-19 pandemic increased women's housework and childcare beyond a threshold, thereby creating a gender gap in work productivity and job satisfaction
172 citations
TL;DR: This paper reviewed the existing literature on the effects of the COVID-19 pandemic on gender and work roles to determine whether the pandemic has undermined the status, pay and advancement of women or has provided opportunities for reducing gender inequality.
Abstract: This paper aims to review the existing literature on the effects of the COVID-19 pandemic on gender and work roles to determine whether the pandemic has undermined the status, pay and advancement of women or has provided opportunities for reducing gender inequality.,The author reviewed the literature on the effects of COVID-19 and past pandemics on gender equality, focusing on job loss, the effects of being in essential occupations on health and well-being, the increased domestic responsibilities of women and men due to closure of schools and other social services and the effects of telecommuting on gender roles.,The pandemic has generally created challenges for women’s advancement. More women than men have lost their jobs; more women than men are in essential jobs that expose them to infection and psychological stress, and women have had more work disruption than men have had because of increases in childcare and other responsibilities. On the other hand, telecommuting has increased men’s amount of childcare, and this does have the potential to increase men’s childcare responsibilities in the long term, thereby reducing the gender gap in domestic responsibilities and increasing gender equality.,The COVID-19 pandemic is still ongoing and the research on the pandemic’s effects are new and ongoing.,To the best of the author’s knowledge, this is the first scholarly review of the literature on the potential effects of COVID-19 on the gender gap in pay and advancement.
127 citations
TL;DR: In this article, enforced working from home in response to the COVID-19 pandemic and how it may differ from Working from home through choice is discussed. But the authors argue that many of the (beneficial) outcomes found for both employees and employers are associated with feelings of greater autonomy and gratitude on the part of employees for being able to exercise choice over their working arrangements, these outcomes may not be found where working from homes is required of employees.
Abstract: This paper aims to consider enforced working from home in response to the COVID-19 pandemic and how it may differ from working from home through choice. In particular, the authors discuss how lockdown may be affecting work-family arrangements.,This is a thought piece.,The paper briefly examines the extant research on remote working. It is argued that as many of the (beneficial) outcomes found for both employees and employers are associated with feelings of greater autonomy and gratitude on the part of employees for being able to exercise choice over their working arrangements, these outcomes may not be found where working from home is required of employees. The authors contend that women, and mothers in particular, have had little choice in relation to when work has taken place, and how much work has been done.,The authors urge employers to consider the positive and negative outcomes of emerging evidence as they review their flexible working policies. They call for a widespread review of childcare provision in supporting women and men in the labour market.,The authors explore this unexpected context of the pandemic and highlight the need for research which examines these different circumstances.
93 citations
TL;DR: In this paper, the authors explored the relationship between work-life balance and emotional exhaustion experienced by employed individuals while working from home during the pandemic COVID-19 induced nationwide lockdown in the Indian setting.
Abstract: Purpose: This paper aims to attempt to explore the nature of relationship between work–life balance and emotional exhaustion experienced by the employed individuals while working from home during the pandemic COVID-19 induced nationwide lockdown in the Indian setting Design/methodology/approach: Data were collected from 180 working professionals in North India who were working from home during the lockdown PROCESS macro developed for SPSS was used to test the hypotheses Findings: Findings depicted that in comparison to men, women felt more emotional exhaustion due to personal life interference in work during work from home period Surprisingly, the relationship between work interference with personal life, and emotional exhaustion did not differ by gender It was found that the participative leadership could contribute to reduction of work interference with personal life, and through such an influence, emotional exhaustion experienced by an employee could be reduced to some extent Originality/value: Many previous studies have explored the nature of the relationship between work–life balance and emotional exhaustion, but rarely any study could cover any Pandemic affected working scenario This study attempted to investigate such a relationship when employees were obligated to mandatorily work from home during the countrywide lockdown © 2020, Emerald Publishing Limited
56 citations
TL;DR: In this paper, a bibliometric review of the state-of-the-science of the female entrepreneurship field is presented, which highlights significant research gaps in extant studies and develops potential future research agendas that may catalyse new streams of research.
Abstract: This bibliometric review aims to display visually the intellectual communities (ie the cooperation networks among various countries, institutions, journals and individuals), the intellectual structure (ie the status quo and development trajectory of the intellectual base) and emerging hot topics of the female entrepreneurship research in 1975-2018 Based on the comprehensive review of the state-of-the-science, this paper aims to identify significant research gaps in extant studies and develop potential future research agendas that may catalyse new streams of female entrepreneurship research,Bibliometric analysis via science mapping provides in-depth analyzes, highlights the intellectual structure and identifies hot topics Using CiteSpace, co-citation networks of contributing countries, institutions, cited journals and authors are mapped first Second, co-citation network analysis helps to identify the key “nodes” in the intellectual structure The landscape view identifies main clusters from an overall perspective, while a timeline view delineates the characteristics and evolution of focal clusters Major clusters are interpreted in detail with the help of foam tree graph processed by Carrot Finally, the co-occurrence network analysis is conducted by using VOSviewer to examine hot topics and research frontiers,The findings show that the publications of female entrepreneurship increase exponentially The major driving force of female entrepreneurship research is from the USA and England In terms of intellectual structure, key concepts behind different clusters represent the major milestones in relation to individual determinants of female entrepreneurship, the impact of cultural and contextual factors on female entrepreneurship and female entrepreneurship in non-OECD countries, as well as the impact of family, social and institutional factors on the survival and exit of male and female enterprises Hot topics include financing sources, the embeddedness nature, the impact and environmental factors of female entrepreneurship,This study presents important practical implications The findings suggest that intellectual communities of the female entrepreneurship field are relatively loose Close contact and cooperation among different countries, institutions and researchers are lacking To promote the evolution of the field, researchers who belong to different institutions in different countries may need to strengthen contact and cooperation Additionally, papers in journals from the business and management discipline are most cited in this field, preventing new knowledge from other disciplines flowing into the female entrepreneurship field Accordingly, female entrepreneurship research journals may need to expand their focus and combine knowledge from various domains,This bibliometric review provides a more comprehensive, systematic and objective review of the female entrepreneurship field Previous qualitative reviews are typically based on personal judgement, while a few quantitative reviews only describe statistical data This study is based on thousands of citation data rather than a small number of papers pre-selected by the researcher, thus, is more data-grounded and less biased than prior reviews It expands previous reviews by transparently visualizing the underlying structure and evolution of the field Moreover, it highlights significant gaps in extant studies and develops future research agendas to catalyse new streams of research
25 citations
TL;DR: In this paper, a conceptual framework for considering the domestic sphere as a social space and applying this framework to consider the existing evidence base on home-based working in terms of gender is presented.
Abstract: Purpose The purpose of this paper, a "thought piece", is to consider the everyday realities of homebased working and the implications for work during a global pandemic and beyond Design/methodology/approach The authors present a conceptual framework for considering the domestic sphere as a social space and apply this framework to consider the existing evidence base on homebased working In particular, the authors consider the implications of homebased working during and after the COVID-19 pandemic in terms of gender Findings The authors identify key challenges in relation to flexibility, work intensification and socio-economic differences Consideration of these areas highlights the potential pitfalls and challenges that are likely to persist as many organisations begin to plan for an increase in homebased working Originality/value The authors argue that some commentators have been too quick to celebrate the apparent successes of the sudden, unplanned move to intensive homebased working Important differences in occupation, gender and other socio-economic factors will have important implications for the experience of homebased working for many workers and their co-residents
23 citations
TL;DR: In this article, the authors explore the relationship between leaders' expressed traits and their impact on their country's COVID-19 outcomes and suggest that leaders can take a number of actions to fully embrace androgynous leadership.
Abstract: Purpose The purpose of this paper is to explore the relationship between leaders' expressed traits and their impact on their country's COVID-19 outcomes Some leaders are over relying on masculine traits and dismissing feminine traits An alternative - androgynous leadership - supports leaders in drawing from the full portfolio of behaviors Design/methodology/approach This paper has a theoretical approach using an extensive review of the literature Findings Leaders can take a number of actions to fully embrace androgynous leadership These actions include building a diverse "tempered" team, communicating with respect, recognizing the impact of framing and moving from autopilot to realizing their best androgynous self Research limitations/implications Research limitations include a critique of Bem's framework as outdated and dichotomous;a categorization of feminine, masculine and neutral behaviors that is determined by the authors;and a focus on leadership style that does not take other dimensions, such as health-care systems, into account Practical implications The authors propose that an "androgynous" leadership style has been used effectively by some political leaders around the globe in the COVID-19 crisis The COVID-19 context has provided a laboratory for developing and building competence as androgynous leaders Social implications The mental capacity to look at a situation, pause and explicitly select effective behavior is necessary, but oftentimes, it is not put into practice By not drawing from a larger portfolio of androgynous behaviors, the opportunity for leaders to their best work is missed Originality/value There is an acknowledgement of the benefits of the combination of masculine and feminine leadership traits There are also clear recommendations supporting leaders in developing their androgynous leadership skills
20 citations
TL;DR: In this article, the authors investigated whether female directors have an effect on company financial performance in a patriarchal emerging country that has a collectivistic culture with a substantial gender equality gap and is characterized with a paternalistic management culture.
Abstract: This study aims to investigate whether female directors have an effect on company financial performance in a patriarchal emerging country that has a collectivistic culture with a substantial gender equality gap and is characterized with a paternalistic management culture. In addition, it aims to investigate whether the affiliations of female directors matter performance-wise in a setting where the majority of the companies are ultimately controlled by large business groups including families.,The current study uses a unique hand-collected data set that covers all non-financial public companies quoted at the Borsa Istanbul between the years 2009 and 2017. To investigate the relationships between the presence and ratio of female directors and company financial performance, the current study uses the pooled ordinary least squares method, as well as the firm-fixed effects method to overcome potential omitted variables problems and various generalized method of moments methods to overcome potential reverse causality problems.,The findings of the current study demonstrate that the presence and percentage of female directors both have a positive effect on company financial performance in a cultural setting where the opposite might be expected. They also present evidence suggesting that the effect becomes larger as the level of the independence of female directors becomes greater.,The current study demonstrates that the presence of female directors on boards has a positive effect on company financial performance, even in a cultural setting that is very different from those of countries where the majority of previous studies on female directors are conducted on. In addition, it demonstrates how company financial performance varies with the level of the affiliation of female directors.
20 citations
TL;DR: In this article, the authors examine the Women Entrepreneurship Knowledge Hub (WEKH), a platform to advance women entrepreneurs from diverse backgrounds, and analyze the major elements associated with the processes and strategies in WEKH through a case study approach.
Abstract: This paper aims to provide a multi-level framework for exploring women entrepreneurship in Canada. The authors examine the Women Entrepreneurship Knowledge Hub (WEKH), a platform to advance women entrepreneurs from diverse backgrounds.,The authors analyze the major elements associated with the processes and strategies in WEKH through a case study approach.,The findings presented in this paper clearly show how creating an inclusive innovation ecosystem linking micro-, meso- and macro-level factors has the potential to advance women entrepreneurship,This case study presented here is in the early phase and results are not yet available.,The lessons from WEKH provides a model for other countries.,Entrepreneurship drives economic development and gender equality is a critical sustainable development goal. WEKH activities will advance opportunities for women by creating a more inclusive innovation ecosystem.,WEKH is a knowledge hub in Canada that aims to help foster women entrepreneurship in Canada related to the women entrepreneurship strategy national program.
18 citations
TL;DR: In this article, a transnational sample of 9,716 women participating in Global Entrepreneurship Monitor (GEM) survey was examined using logistical regression analysis, and the results indicate that role models, opportunity discovery and entrepreneurial knowledge have a significant and positive influence on female respondents' entrepreneurial intentions.
Abstract: Women entrepreneurs are having increasingly profound impacts on the global economic landscape, although little is known about what supports or restricts women’s entrepreneurial attempts The purpose of this paper is to explore the perceptual (ie presence of role models and fear of failure) and cognitive (ie opportunity recognition and entrepreneurial knowledge) mechanisms that influence a women’s choice of an entrepreneurial career,A transnational sample of 9,716 women participating in global entrepreneurship monitor (GEM) survey was examined using logistical regression analysis,The results indicate that role models, opportunity discovery and entrepreneurial knowledge have a significant and positive influence on female respondents’ entrepreneurial intentions Interestingly, fear of failure is not related to their entrepreneurial intention, which challenges the prevailing assumption that the worries about new venture outcomes are the primary suppressor of women’s entrepreneurship,This study sheds new light on the intention of becoming women entrepreneurs, which has multiple implications for originality/value This study sheds new light on the intention of becoming women entrepreneurs, which has many implications for policymakers Moreover, theoretical contributions and directions for future research are discussed
18 citations
TL;DR: In this article, a survey of white-collar Australian employees was conducted from a wide variety of business corporations to investigate the role of workplace cyberbullying and job outcomes, and a moderated mediation analysis was conducted, which indicated that workplace cyber bullying resulted in perceived stress, which in turn predicted employee's job dissatisfaction.
Abstract: The purpose of this paper is to test a moderated mediation model that links the experience of cyberbullying, perceived stress and job satisfaction among Australian employees.,A survey of 254 white collar Australian employees was conducted from a wide variety of business corporations to investigate the role of workplace cyberbullying and job outcomes. A moderated mediation analysis was conducted.,Results indicated that workplace cyberbullying resulted in perceived stress, which in turn predicted employee’s job dissatisfaction. The results further revealed that cyberbullied female employees as opposed to male employees were more likely to report greater perceived stress and to be dissatisfied in their job.,Overall, the results suggest that cyberbullying is a potential resource drain for employees and has detrimental implications in their organisational life. Importantly, male and female employees reacted to workplace cyberbullying differently suggesting the need to address the issue of workplace cyberbullying more gender sensitively.,This study provides empirical evidence that workplace cyberbullying can be a gendered phenomenon. Furthermore, COR theory and gender role theory is combined to reveal the differences between men and women in terms of their vulnerability towards different stressors.
TL;DR: In this paper, a meta-analysis of existing research on gender discrimination/gender gap and women in Science, Technology, Engineering and Mathematics (STEM) in the UAE, specifically, and Middle East and North Africa (MENA) and Gulf Cooperation Council (GCC) countries in general because of very limited number of articles published on the subject.
Abstract: The purpose of this paper is to conduct a meta-analysis of existing research on gender discrimination/gender gap and women in Science, Technology, Engineering and Mathematics (STEM) in the UAE, specifically, and Middle East and North Africa (MENA) and Gulf Cooperation Council (GCC) countries in general because of very limited number of articles published on the subject. It will give future researchers insights into the topics, methodologies and findings of such research from 1999–2019.,This study conducts a meta-analysis of 72 articles using the Wildcard operator search method and the Boolean operator to perform an integrative literature search related to gender discrimination studies done in relationship to or specific to the UAE.,In total, 88 papers related to the UAE and gender gap and women were identified. The articles were narrowed down to the ones published in high-ranked or Scopus journals (72). The findings suggest a decreasing trend in gender discrimination, but the issue still persists, requiring efforts from policy-makers, society and government to ensure gender parity is achieved. Academic research on women in STEM/SET workplace, specific to the UAE and the region, continue to slowly advance, with very few articles published in the same.,The study provides insights into gender gap research done in the past ten years specific to the UAE national women and gender gap in general and their career choices and prospects in the STEM/SET domain.,There is a need to focus research on Emirati women in STEM careers to develop more insights into gender gap perceptions of Emirati women and identify challenges and methods to close the gender gap in STEM careers.,This paper brings a holistic perspective to the meta-analysis of research on the gender gap and women in the UAE’s STEM domain.
TL;DR: The role of Italian women in society and at work during the Covid-19 pandemic was explored in this article, focusing on the exclusion of women from decision-making roles in the management of the pandemic and the subsequent post-pandemic socioeconomic recovery.
Abstract: Purpose: This study aims to explore the role of Italian women in society and at work during the pandemic Specifically, it analyses Italian women’s positioning in the work context and in the leadership coordinating the national response to the Covid-19 pandemic Design/methodology/approach: Inspired by feminist thinking addressing recent debates on women’s livelihoods at the time of Covid-19, the study focusses on Italy’s gendered response to the pandemic and its exclusion of women from decision-making roles in the management of the pandemic and the subsequent post-pandemic socio-economic recovery Drawing on recent studies and media contributions it provides a thought-provoking analysis embedded in the country’s history and culture Findings: Despite their high involvement in the daily management of the pandemic, as key workers and family carers, Italian women’s voices have remained unheard and concealed, even in face of movements towards their recognition (#DateciVoce) This study trace this lack of inclusion in the sedimented gender inequalities characteristic of the Italian socio-political-economic context, combined with the effects of Covid-19 This study suggest that the country needs a long overdue and radical shift towards the centring of women and their contributions in work and society Originality/value: The study offers insights into the gendered pandemic response of one of the first and worst affected countries It specifically addresses women’s continued marginalisation in the political arena vis-a-vis their key role in supporting the country’s economy © 2020, Emerald Publishing Limited
TL;DR: Findings indicate that occupational self-efficacy has positive effect on career aspirations of women in the workplace and human resource practitioners should develop those individuals who are low or moderate in occupationalSelfefficacy with coaching, training and/or mentoring to build leadership capacity, increase self- efficacy and career-planning acumen.
Abstract: While women perform as well as their male counterparts at work, women are drastically underrepresented in the onboarding process to senior leadership. The link between occupational self-efficacy and the role it may play in how men and women make decisions about work has not been done. The purpose of this study is to examine potential differences of occupational self-efficacy, career aspirations and work engagement between women and men.,Online surveys were created and sent out as emails and on social network sites including Facebook, Twitter and LinkedIn.,Findings indicate that occupational self-efficacy has positive effect on career aspirations of women in the workplace. Further, there was no statistically significant difference between occupational self-efficacy and work engagement between men and women. However, men were found to have statistically significantly higher career aspirations than women do.,While men and women do not differ in occupational self-efficacy or work engagement, men do have higher career aspirations than women do. Although women may believe they can accomplish challenging tasks in the workplace, it does not mean this belief is acted upon.,The study highlights the importance of occupational self-efficacy and its relation to career aspirations. Individuals who are high in occupational self-efficacy may set their own path in advancing within their career. However, individuals who are low or moderate in occupational self-efficacy may require further encouragement and development using additional resources as a catalyst for advancement guidance. While no differences were found between men and women in occupational self-efficacy, human resource practitioners should develop those individuals who are low or moderate in occupational self-efficacy with coaching, training and/or mentoring to build leadership capacity, increase self-efficacy and career-planning acumen.,Men and women behave differently when seeking career advancement and in their career aspirations. For men, advancement is linked to performance whereas women use a multi-pronged approach focusing on preparing for career success and building role competency. Differences in strategy for advancement mean men will actively engage in behaviors to advance even when they do not have the knowledge or experience to perform in the new role. Conversely, women seek to feel competent in a work role prior to seeking it out. Finding ways to mentor women toward higher self-efficacy for their next career advancement will benefit organizations overall.,Research examining the role of occupational self-efficacy and its relation to career aspirations does not exist in comparing men and women.
TL;DR: In this paper, the authors extend Lewis and Simpson's (2010) work on the complexity of (in)visibility and explore what it means to women's entrepreneurship in Canada during the COVID-19 pandemic.
Abstract: This paper aims to extend Lewis and Simpson’s (2010) work on the complexity of (in)visibility and explores what it means to women’s entrepreneurship in Canada during the COVID-19 pandemic.,This piece contributes to the special issue on COVID-19 and the impact on women entrepreneurs. Specifically, it applies an (in)visibility lens to argue that responses to COVID-19 in Canada negatively affect women entrepreneurs disproportionately and that while initiatives such as the Women Entrepreneurship Knowledge Hub (WEKH) are threatened, they can also serve as an agitator during this time to advocate for an inclusive recovery approach.,Despite progress through such government funded initiatives as the Women Entrepreneurship Strategy (WES), which is targeting more than $2bn (Cdn) in investments towards women entrepreneurs, structural inequality and the (in)visibility of women’s entrepreneurship has been amplified during COVID-19. Through a particular understanding of the (in)visibility vortex notion (Lewis and Simpson, 2010), it is concluded the (in)visibility of women entrepreneurs as deeply embedded and that there is a continued need to advocate for a gender and diversity lens, to ensure inclusive recovery that benefits women and diverse entrepreneurs.,An (in)visibility lens brings an important addition to the literature on women’s entrepreneurship, as well as illuminates the important differences within this broad category, deepening the understanding of these trends and their impact during COVID-19 pandemic. It highlights how the complexities of intersectionality are critical to understand, and their recognition can help to drive a clear evidence base, as well as advocacy. The piece call researchers and practitioners alike to consider the question under COVID-19, will these conditions create a new vortex in this domain, or can the work of organizations and researchers position gender and intersectionality in women entrepreneurship as a disrupter for the future?
TL;DR: In this article, the authors highlight key issues for women managers, leaders and precarious academic women during COVID-19 in organisations and in the UK as a woman Professor and Director of a Business School and a woman Research Associate.
Abstract: Purpose: The purpose of this paper is to highlight key issues for women managers, leaders and precarious academic women during COVID-19 in organisations and in academy Design/methodology/approach: This paper shares the authors’ personal experiences during COVID-19 in the UK as a woman Professor and Director of a Business School and a woman Research Associate and link these with existing scholarship to reflect on areas for continued research and action Findings: This paper underlines how COVID-19 destabilises the progress made towards gender equality Practical implications: This paper outlines future avenues for research and practice as a result of experiences of COVID-19 Originality/value: This paper looks at the gendered implications of COVID-19 for women across organisational hierarchies and highlights commonalities in their experiences and devastating effects of the pandemic © 2020, Emerald Publishing Limited
TL;DR: In this paper, a study aimed at clarifying the relationship between the dimensions of the perceived transformational leadership style and work motivation in a sample of female employees was conducted, where the leader was perceived as a person articulating the vision of the future, providing an appropriate role model, fostering the acceptance of group goals and applying intellectual stimulation.
Abstract: This paper aims to deal with a study aimed at clarifying the relationship between the dimensions of the perceived transformational leadership style and work motivation in a sample of female employees.,A total of 168 Lithuanian employees participated in the empirical study. Work motivation was assessed using the work extrinsic and intrinsic motivation scale (Tremblay et al., 2009). The perceived transformational leadership style was assessed with the help of the transformational leadership inventory (Podsakoff et al., 1990).,The results revealed that both intrinsic and extrinsic work motivation of female employees was enhanced when the leader was perceived as a person articulating the vision of the future, providing an appropriate role model, fostering the acceptance of group goals and applying intellectual stimulation. High-performance expectations of the transformational leader lead to an increased level of women’s extrinsic motivation.,This study contributes to the limited empirical research into the role of discrete dimensions of transformational leadership in determining both intrinsic and extrinsic work motivation of female employees.
TL;DR: Men founders raise almost 50× more venture capital (VC) than women as discussed by the authors, and 93% of VCs are men, because of the significant gender imbalance in gatekeepers and investment decision-makers for early-stage capital.
Abstract: Men founders raise almost 50× more venture capital (VC) than women. As 93 per cent of VCs are men, because of the significant gender imbalance in gatekeepers and investment decision-makers for early-stage capital, there may be critical outcomes for women entrepreneurs who are being caused from men having overweighed in decision-making roles. Outcomes include biases against women by VCs that prevent their ventures from being considered for funding from the pitch as well as obtaining opportunities to pitch VCs in consideration for funding from biases in the evaluations of the businesses themselves.,This paper is a consolidation of several studies the author has conducted in VC decision-making and gender bias to understand the drivers of the enormous gender gap in VC funding. The author presented it as a talk at the University of Regina and was asked to submit a paper about it here.,The findings reveal how the 93 per cent male context of the VC industry is in itself a significant cause of the gender gap in funding. If there were more women VCs, more women entrepreneurs would be funded.,The author showcases how the gender gap in decision-making roles in VC has important implications for women entrepreneurs to obtain funding.
TL;DR: In this article, the authors investigated the impact of gender responses to HRM practices on the affective commitment of women and found that women are more positively affected by high-involvement HRM systems.
Abstract: Despite decades of studies on high-involvement human resource management (HRM) systems, questions remain of whether high-involvement HRM systems can increase the commitment of women. This study aims to contribute to the growing body of research on the cross-level effect of HRM systems and practices on employee affective commitment by considering the moderating role of gender.,Integrating social exchange theory with gender role theory, this paper proposes that gender responses to HRM practices can be different. The hypotheses were tested using data from 104 small- and medium-sized retail enterprises and 6,320 employees from Spain.,The findings generally support the study’s hypotheses, with women’s affective commitment responding more strongly and positively to employees’ aggregated perceptions of a shop-level high-involvement HRM system. The findings imply that a high-involvement HRM system can promote the affective commitment of women.,This study investigates the impact of both an overall HRM system and function-specific HRM sub-systems (e.g. training, information, participation and autonomy). By showing that women can be more positively affected by high-involvement HRM systems, this paper suggests that high-involvement HRM systems can be used to encourage the involvement and participation of women.
TL;DR: In this paper, the authors consider the implications of the Coronavirus Disease 2019 (COVID-19) pandemic for future research on the intersection of gender, work and family.
Abstract: Purpose: The purpose of this paper is to consider the implications of the Coronavirus Disease 2019 (COVID-19) pandemic for future research on the intersection of gender, work and family Design/methodology/approach: This paper offers personal reflections on needed research in a post-pandemic future Findings: This paper identifies several promising areas for future research on the intersection of gender, work and family Research limitations/implications: The paper offers numerous recommendations for a post-pandemic research agenda, including future research on essential workers, virtual workers, workers with enhanced family demands, single employed parents, social supports and issues of gender associated with these populations and topics Social implications: The paper reinforces the value of social supports at the individual, family, organizational, community and societal levels Originality/value: The paper discusses implications for future research of an original event, the COVID-19 pandemic, as it is still transpiring © 2020, Emerald Publishing Limited
TL;DR: A conceptual review of the literature on consensual workplace romance, sexual harassment, passive leadership and power relations can be found in this paper, where sexual hubris is defined as an opportunistic mindset that allows the powerful to abuse their power to acquire sexual liaisons and its opposite, sexploitation, defined as a lower-status member using sexuality to gain advantage and favor from an upper-level power target, are dual opportunistic outcomes of an imbalanced power relation.
Abstract: The #MeToo movement has brought questions of sexuality and power in the workplace to the forefront. The purpose of this paper is to review the research on hierarchial consensual workplace romances and sexual harassment examining the underlying mechanisms of power relations. It concludes with a call to action for organizational leaders to adopt fair consensual workplace romance policies alongside strong sexual harassment policies.,This paper represents a conceptual review of the literature on consensual workplace romance, sexual harassment, passive leadership and power relations. Passive leadership leads to a climate of incivility that in turn suppresses disclosures of sexual harassment (Lee, 2016). Consensual workplace romances across hierarchical power relations carry significant risks and may turn into harassment should the romance turn sour.,Two new concepts, sexual hubris and sexploitation, are defined in this paper. Sexual hubris, defined as an opportunistic mindset that allows the powerful to abuse their power to acquire sexual liaisons, and its opposite, sexploitation, defined as a lower-status member using sexuality to gain advantage and favor from an upper-level power target, are dual opportunistic outcomes of an imbalanced power relation. Sexual hubris may increase the likelihood for sexual harassment such that a mindset occurs on the part of the dominant coalition that results in feelings of entitlement. Sexploitation is a micromanipulation tactic designed to create sexual favoritism that excludes others from the power relation.,Sexual hubris and sexploitation are conceptualized as an opportunistic mechanisms associated with imbalanced power relations to spur future research to tease out complex issues of gender, sexuality and hierarchy in the workplace. Sexual hubris serves to protect the dominant coalition and shapes organizational norms of a climate of oppression and incivility. Conversely, sexploitation is a micromanipulation tactic that allows a lower-status member to receive favoritism from a higher-power target. Four research propositions on sexual hubris and sexploitation are presented for future scholarship.,Most organizational leaders believe consensual romance in the office cannot be legislated owing to privacy concerns. Passive leadership is discussed as a leadership style that looks the other way and does not intervene, leading to workplace hostility and incivility (Lee, 2016). Inadequate leadership creates a climate of passivity that in turn silences victims. Policies concerning consensual workplace romance should stand alongside sexual harassment policies regardless of privacy concerns.,The #MeToo movement has allowed victims to disclose sexual misconduct and abuse in the workplace. However, the prevalence of sexual harassment claims most often can be traced to a leadership problem. Employers must recognize that sexual hubris and sexploitation arise from imbalances of power, where sex can be traded for advancement, and that often consensual workplace romances end badly, leading to claims of sexual harassment. Consensual romance policies must stand alongside sexual harassment policies.,Sexual hubris and sexploitation are offered as novel concepts that provide a mechanism for conceptualizing the potential for abuse and manipulation from unbalanced power relations. These are original concepts derived from the arguments within this paper that help make the case for consensual workplace romance policies alongside sexual harassment policies.
TL;DR: In this paper, the implications of the Coronavirus Disease 2019 (COVID-19) pandemic for future research on intersection feminist studies of foodwork are considered. But the authors are limited by the recency of the pandemic and lack of empirical studies but still offer recommendations for a post pandemic intersectional feminist agenda for studies and policy interventions relation to domestic foodwork.
Abstract: The purpose of this paper is to consider the implications of the Coronavirus Disease 2019 (COVID-19) pandemic for future research on intersection feminist studies of foodwork.,This paper offers a brief summary of feminist domestic foodwork research and COVID-19 food-related media commentary, focusing on race, gender and class.,This paper shows how domestic foodwork during pandemic lockdowns and the wider contexts reproduced racial, classed and gendered inequalities and hierarchies.,The paper is limited by the recency of the pandemic and lack of empirical studies but still offers recommendations for a post-pandemic intersectional feminist agenda for studies and policy interventions relation to domestic foodwork.,The paper raises the importance of foodwork for feminist organisational studies, and how it consolidated and created racialised, gendered and classed inequalities during the pandemic, offering insights for future research and policy interventions around food and labour.
TL;DR: In this paper, gender in management: An International Journal on 20 February 2020 (online), available at: https://doi.org/10.1108/GM-06-2019-0093.
Abstract: Article published in Gender in Management: An International Journal on 20 February 2020 (online), available at: https://doi.org/10.1108/GM-06-2019-0093.
TL;DR: In this article, the effect of board diversity on firm outcoumes is investigated, showing that board diversity affects firm financial outcomes through the way in which diversity helps to improve voluntary disclosures.
Abstract: The purpose of this paper is to analyse how board diversity affects firm financial outcomes through the way in which this diversity helps to improve voluntary disclosures.,The partial least squares (PLS) technique is used, and a sample of the manufacturing firms listed in Standard and Poor’s 500 for 2009 is studied. In relation to board diversity, two specific characteristics are considered, namely, gender diversity and ethnic diversity. Content analysis techniques are used to measure risk disclosures.,The results show that there is a positive association between board diversity and firms’ financial outcomes, which is explained by disclosing risk information.,The results indicate that the effect of boards of directors on firm outcoumes is influenced by the board involvement in specific strategies, thereby providing encouraging opportunities for future research.,These findings have implications both for companies, when selecting board members, and for policymakers, when establishing requirements concerning board composition. Moreover, the evidence highlights the role of disseminating risk information, which has direct implications for managers and regulators, who may better understand the value-relevance of risk disclosures.,The use of PLS technique is one of the novelties of this paper. The novelty of this approach provides fresh insights into the literature, highlighting that the effect of boards on firm outcomes may be mediated by director involvement in specific disclosure strategies.
TL;DR: In this paper, the authors assess how inclusive education affects inclusive economic participation through the financial access channel, focusing on 42 sub-Saharan African countries with data for the period 2004-2014.
Abstract: The purpose of this study is to assess how inclusive education affects inclusive economic participation through the financial access channel.,The focus is on 42 sub-Saharan African countries with data for the period 2004-2014. The empirical evidence is based on the generalised method of moments.,The following findings are established. First, inclusive secondary education moderates financial access to exert a positive net effect on female labour force participation. Second, inclusive “primary and secondary school education” and inclusive tertiary education modulate financial access for a negative net effect on female unemployment. Third, inclusive secondary education and inclusive tertiary education both moderate financial access for an overall positive net effect on female employment. To provide more gender macroeconomic management policy options, inclusive education thresholds for complementary policies are provided and discussed.,Policy implications are discussed in the light of challenges of economic development in the sub-region and sustainable development goals.
TL;DR: In this article, the authors explored the factors moderating possibly indirect relationships between gender diversity and its effect on bank performance and found that the gender diversity of executive boards positively impacts bank performance, over a threshold level.
Abstract: This study aims to explore the factors moderating possibly indirect relationships between gender diversity and its effect on bank performance. The causality of this relationship remains unclear.,The sample consists of all banks (n = 27) operating in Serbia.,The gender diversity-performance relationship is indirect. The gender diversity of executive boards positively impacts bank performance, over a threshold level. This is observed only in banks where gender diversity is extended to more than one level of executive authority.,Gender diversity should be fostered, particularly in small and competitive markets. The gender diversity-performance link is based on gender-related social interactions, which are interdependent and should not be taken into account as isolated factors.,To the knowledge, this is the first study to provide insight into indirect, gender related, moderatory interactions effecting gender diversity – performance link, in banking.
TL;DR: In this article, the authors analyzed individuals' entrepreneurial intentions from the perspective of motivational theory and examined the effects of intrinsic and extrinsic factors on entrepreneurial intentions of male and female individuals.
Abstract: This study aims to analyze individuals’ entrepreneurial intentions from the perspective of motivational theory and examines the effects of intrinsic and extrinsic factors on entrepreneurial intentions of male and female individuals.,Data were collected from students graduating from Pakistan’s largest university. A structural equation modeling technique was used for model testing.,Intrinsic factors such as intrinsic interest and community feeling aspiration and extrinsic factors such as perceived relative income and occupational prestige positively affect attitudes and, in turn, stimulate entrepreneurial intentions. Further, as intrinsic interest and perceived relative income scored higher among men, gender moderates those effects. Conversely, the entrepreneurial attitudes of women were primarily driven by community feeling aspiration. Notably, the positive effect of occupational prestige did not vary among men and women.,This paper explores the roles of intrinsic and extrinsic factors in the entrepreneurial intentions of men and women. The integration of motivational theory with gender provides insights into the determinants of entrepreneurial intentions in South Asia.
TL;DR: In this article, a systematic literature review was conducted to investigate whether and how female board interlocks are considered in previous research on gender diversity on boards, which revealed that the interlock perspective is rare in studies on women's board representation, even while evidence is provided that females often need companions to get their meanings across on the boards.
Abstract: Gender diversity is extensively debated and researched in relation to corporate boards. The focus on the gender composition on single boards neglects an important issue: that of how the power of board members is impacted by their representation on other boards. Board interlocks refer to how a board member is also represented on other companies’ boards, and such representation expectedly makes the individual board member more influential in the boardroom than non-connected board members. The purpose of this paper is to investigate whether and how female board interlocks are considered in previous research on gender diversity on boards.,A systematic literature review was conducted. It comprised 71 highly cited articles. The articles were analyzed to grasp their content, and specifically, female influence in the boardroom related to power.,The literature review reveals that the interlock perspective is rare in studies on women’s board representation. This is so, even while evidence is provided that females often need companions to get their meanings across on the boards, despite how interlocks would create one link of such power, and although the literature points to how female board representation plays a part to explain performance, social responsibilities and overall strategic directions of firms.,Contributions are made to previous research by indicating the potential of further research in a largely neglected area of research while also summarizing the previous reporting on women on boards.
TL;DR: In this article, the authors examine how female expatriates mobilise couples' dual-career coordination strategic choices to achieve their own and their partners' desired career goals, and identify the tactics women use to enact dual-Career coordination strategies, including coordinating assignment timings and locations to reduce separation and pursuing compatible roles.
Abstract: The purpose of this study is to examine how female expatriates mobilise couples’ dual-career coordination strategic choices to achieve their own and their partners’ desired career goals.,This qualitative research is based upon in-depth interviews with 20 dual-career female expatriates working in two case study oil and gas organisations.,Female expatriates use a series of tactics ranging from cooperation in maintaining a dual-career hierarchy, through to coordinating aspects of their own and their partners’ assignments, undertaking compatible industry roles and co-working (working together in the same organisation) to attempt to achieve a greater egalitarian international dual-career strategic outcome.,This case analysis was based on a relatively small sample of female expatriates in heterosexual relationships working in oil and gas exploration. Further research in different sectors, with larger samples, and with male expatriates is also needed.,Employers should minimise periods of separation by focussing on coordinated assignment timings for both partners, facilitate suitable employment for both partners who wish to work abroad, and prioritise securing partner work visas.,The inability to pursue desired dual-careers together while undertaking international assignments can be detrimental to couples’ relationships, potentially leading to unwillingness to expatriate and thereby deliver necessary skills in the host country.,The originality lies in identifying the tactics women use to enact dual-career coordination strategies, including coordinating assignment timings and locations to reduce separation and pursuing compatible roles to achieve egalitarian career and relationship outcomes. While women expected co-working in the same firm to facilitate dual-career mobility, its career outcomes were disappointing.
TL;DR: In this paper, the authors examined the contextual embeddedness of female entrepreneurship through a focus on gendered institutions and explored the causal complexity between the regulative, normative and cognitive dimensions of Gendered institutions (conditions) and the female TEA rates and female/male TEA ratios (outcomes).
Abstract: This paper aims to examine the contextual embeddedness of female entrepreneurship through a focus on gendered institutions. Specifically, it draws upon Scott’s (1995) institutional categories and explores how the three dimensions of gendered institutions combine to explain both a high level of female Total Early-stage Entrepreneurship Activity (TEA) rates and female/male TEA ratios.,Collecting data from the Global Entrepreneurship Research Association, the World Economic Forum and the World Bank for 63 countries, this study uses the fuzzy-set qualitative comparative analysis (fsQCA) method to explore causal complexity between the regulative, normative and cognitive dimensions of gendered institutions (conditions) and the female TEA rates and the female/male TEA ratios (outcomes).,First, this study confirms the complex interactions occurring among institutional components. Second, the results highlight the key role that gender equality in entrepreneurial cognitions plays in achieving high female entrepreneurship. Third, configurations for the high female TEA rates and the female/male TEA ratios share a high similarity.,The study provides policymakers with a holistic viewpoint and alternate solutions with the aim of promoting female entrepreneurship in their respective countries.,The study highlights gendered institutions beyond general institutions, enriching the literature on the gender and institutional determinants of female entrepreneurship. Furthermore, the application of the fsQCA method in the study helps to enhance the understanding of how institutional components complexly interact to shape female entrepreneurship.