Showing papers in "Gender in Management: An International Journal in 2021"

Gender diversity on corporate boards: How Asian and African women contribute on sustainability reporting activity

Abstract: This study aims to investigate the influence of organisations’ board gender diversity on the adoption of the United Nations sustainable development goals (SDGs) and on the use of external assurance.,The paper combines data from the Global Reporting Initiative’s Sustainability Disclosure Database and the Orbis database from Bureau van Dijk. The study uses logit models based on a sample of 366 large Asian and African companies which have addressed the SDGs in their sustainability reports published in 2017.,The results reveal that board gender diversity is positively associated with sustainability reporting and the involvement of an external assurance provider.,This study adds to the growing literature on the relationship between women’s participation on corporate boards and SDG reporting. Additionally, it addresses the understudied question of how the gender diversity of board resources affects the adoption of the external assurance of sustainability reporting.

Does gender diversity on the board reduce agency cost? Evidence from Pakistan

Abstract: This study aims to examine the effects of board gender diversity on agency costs in non-financial firms listed on the Pakistan Stock Exchange (PSX).,Multiple regression analysis is used to determine the impact of board gender diversity on agency cost. The research used panel data consisting of 2,062 firm-year observations of 226 non-financial firms listed on the PSX from 2008 to 2019 to test the proposed hypothesis. In addition, the Blau and the Shannon indices were used to checking for robustness.,The results indicate that female presence on the board significantly reduces the agency cost and, hence, mitigates the principal-agent conflict. Moreover, consistent with the critical mass theory, it was found that boards with three or more female directors have a stronger impact on reducing the agency cost, as compared to two or fewer female directors on the board.,The sample was restricted to non-financial firms listed on the PSX only; therefore, the results reflect the attributes of Pakistan’s business environment. A similar analysis in the context of other countries may generate different results.,The findings imply that female directors play an important role in reducing agency conflicts between shareholders and managers by enhancing monitoring through effective governance mechanisms. The policymakers, therefore, should focus on female career development and encourage professional training programmes to generate a fair, competitive environment for senior female management.,This study attempts to fill the literature gap in that no similar study covers the non-financial firms’ listed firms in Pakistan. The paper supports the reforms made by the code of corporate governance by making the placement of female directors mandatory on Pakistani corporate boards. Overall, support is provided for the view that regulators should favour gender quotas regarding the composition of the board management team of listed firms to reduce agency conflicts and gain shareholder confidence.

Psychological capital and entrepreneurship: gender differences

Abstract: This study aims to examine whether the psychological capital of male and female university students explains the intention to undertake entrepreneurism. Following Ajzen’s theory of planned behaviour, the aim was to study whether perceived behavioural control and subjective norms influence entrepreneurial intention and if subjective norms moderate established relationships, in both genders.,Structural equation modelling and analysis of variance was applied to test the hypotheses amongst students at a Spanish university.,The results showed that gender differences in psychological capital, in perceived behavioural control and in subjective norms existed between the male and female population, which explain gender differences in entrepreneurial intention. Similarly, subjective norms acted as a moderator in the relationship between psychological capital, the perceived behavioural control and entrepreneurial intention, with the moderating impact being higher on the female population.,The results obtained in this paper indicate that developing perceived behavioural control and the psychological capital of university students in training programmes of male and female students helps to promote their entrepreneurial intention. Similarly, the results suggest that building a support network, for instance of family and groups of friends is key to fostering entrepreneurial intention, particularly for women.,Entrepreneurship is key to the successful employability of current and future generations in the labour market. This study examined key antecedents of student’s entrepreneurial intention and how these are gendered. For both men and women (investing in) psychological capital is important. Informal social support was shown to play a key role in women’s entrepreneurial intention.

Board gender diversity: performance and risk of Brazilian firms

Abstract: This study aims to intend to check if female board representation affects performance and risk and to analyse the evolution of the demographic aspects of the presence of women on boards in Brazil,The authors used a sample of 150 Brazilian publicly traded companies from 2010–2018, with different measures of firm performance, firm risk and women’s presence on the board The study approach is based on a set of ordinary least squares, quantile and panel data regressions,The presence of women on the board has a positive effect on all of our accounting and market performance measures However, the result of the impact on risk is not conclusive The study also found that the number of females on the board has a more significant effect at the lower levels of firm performance measured by return on equity, but at the higher levels when measured by Tobin’s Q Regarding return on assets, the more significant effect happened on the extremes of the performance distribution The study findings point that market investors place more value in female presence on the board than in director positions,By estimating the impact of women’s presence on the boards of directors in firm performance and risk, this study aimed to verify this impact in different aspects of the company In addition, the authors did so in a sample with many years, making it possible to evaluate the historical evolution of the feminine presence in the boards of administration as well as in the groups of directors, assisting Brazilian legislators with new evidence about the possible impacts of Draft Law 7179/2017

Review of research for two decades for women leadership in higher education around the world and in Vietnam: a comparative analysis

Abstract: The purpose of this paper is to find the studies conducted on women leadership in higher education (WLHE) in the past 20 years to understand as to how the trend has changed over the past two decades around the world and particularly in Vietnam for women leaders in higher education institutions.,This paper used a systematic review of 93 articles published in the past 20 years in WLHE. The articles were classified based on the country of research and the research methods used.,The study concluded that most of the research in WLHE had been done in the USA and Canada, with a dearth of literature on WLHE in Asia, and only six studies so far have been done in Vietnam, with only two studies being done before 2017. Vietnam is gaining importance in research in WLHE may be because of the increased female labour participation rate and growth in the gross domestic product.,This study provided some recommendations at the societal, institutional and individual levels, which can help in women empowerment and help women take up the leadership roles.,Although a variety of reviews have been conducted focusing on different areas in higher education, there is a small number of literature review studies in the field of women leaders in higher education, especially in Vietnam and Asia. Hence, the current study will add this missing part to the growing body of literature in WLHE.

The “good manager” over five decades: towards an androgynous profile?

Abstract: The purpose of this paper is to examine stability and change in the linkage between gender and managerial stereotypes over a five-decade period.,Samples from two populations (n = 2347) described a “good manager” on an instrument that assessed masculinity and femininity during each of the past five decades.,Good-manager descriptions exhibited a decreasing emphasis on masculinity and increasing emphasis on femininity over time, culminating in an androgynous profile, or a balance of masculine and feminine traits, for each population in the most recently collected data.,Although women face systemic barriers in the managerial ranks of organizations, a change in managerial stereotypes to an androgynous rather than masculine profile would represent one less barrier for them to overcome.,If managers come to be held to an androgynous standard in their behavior regardless of their gender, there would be a more level playing field for candidates for open managerial positions, rather than one tilted in favor of men.,The analysis of data from samples of the same population types using the same measures systematically over five decades, and the provocative finding of an androgynous profile of a good manager in the most recently collected data, are original contributions to the literature.

In women, we trust! Exploring the sea change in investors’ perceptions in equity crowdfunding

Abstract: Women’s entrepreneurial activity can significantly impact economic and social development globally, particularly in developing countries. The significant challenges entrepreneurial women face draw the attention of researchers and policymakers. This paper aims to analyse the impact of gender disparity on the likelihood of obtaining equity financing through crowdfunding. The equity crowdfunding industry was selected because it is a non-traditional financial market where gender bias may act differently for women.,To investigate the relationship between gender and equity financing through crowdfunding, this paper applies ordinary least squares regression. The analysis is based on a unique data set of 492 equity crowdfunding campaigns launched between 2013 and 2017 on all existing platforms in Brazil, Chile and Mexico.,The analysis reveals that the involvement of at least one woman on the board of firms seeking equity financing increases campaign success rates in terms of the investors’ average pledge, the target amount reached at the end of the campaign and the percentage raised at the end of the campaign exceeding the initial fundraising goal. Altogether, this suggests that equity crowdfunding campaigns should be based on gender equality in the firms’ boards. The research finds evidence that there is no gender disparity in the likelihood of a campaign being financed by a greater number of investors.,These findings have implications for Latin American female entrepreneurs when selecting funding sources and policymakers when defining political actions to remove the barriers at the root of this historic inequality in female entrepreneurs’ access to finance.,To the best of the authors’ knowledge, this document analyses the gender disparity in the Latin American equity crowdfunding market, shedding light on women’s access to crowdfunding financing for the first time.

Board Gender Diversity and Cost of Debt: Do Firm Size and Industry type matter?

Abstract: This study aims to investigate the nexus between gender-diverse boards and cost of debt in the developing economies context. Specifically, the authors examine whether firm size moderates the relationship between female board representation and cost of debt, regardless of the industry type.,The authors use panel data from 17 non-financial listed Ghanaian firms over the period 2007–2017, ordinary least square, two-stage least square and generalised method of moments estimations to test the hypothesis.,The authors find that board gender diversity is positively related to cost of debt. Further evidence suggests the interaction of firm size and board gender diversity displays a negative association with cost of debt.,The study evidence suggests larger non-manufacturing firms with gender-diverse boards attract lower cost of capital in an environment with lax enforcement of rules and regulations in corporate governance.,Lenders consider the size and industry of firms in pricing debt. This has implications on UN Goal 5, highlighting that shareholders of larger non-manufacturing firms benefit immensely from board gender diversity in the context of debt.,The authors contribute to the board gender diversity and cost of debt literature by demonstrating that firm size and industry type matter in the developing economies context.

Gender diversity in corporate boardrooms and risk disclosure: Indian evidence

Abstract: Purpose The study aims to pervade the gap in the domain of risk disclosure and gender diversity, which is comparatively uncharted. Gender diversity being a crucial element of corporate governance can deepen understanding on the issue in the backdrop of a developing country such as India, so this study aims to investigate the relationship between gender diversity on board and corporate risk disclosure. Design/methodology/approach Four measures of gender diversity, i.e. BLAU index, SHANNON index, proportion of women directors on board and female dummies, have been deployed to measure gender diversity. The empirical analysis is premised on a sample of S&P BSE 100 index pertaining to the 2018–2019 financial year; which eventually gets reduced to 70 non-financial firms after eliminating 30 financial firms. To examine the impact of gender diversity on corporate risk disclosure, hierarchical regression has been used. Additionally, two-stage least square regression analysis has been performed for checking the endogeneity issues in data and validating the findings of the study. Findings The main findings unveil that gender diversity positively impacts corporate risk disclosure. Confirming the agency theory and resource dependency theory, its alternative measures like BLAU index, SHANNON index, proportion of women directors and female dummy divulged to positively impact corporate risk disclosure. When women dummy has been used, analysis unmasked that firms electing more than one female director on board has a higher positive impact on corporate risk disclosure as compared to firms engaging only one women director on board. Research limitations/implications The study is undertaken in the Indian settings, which has its own set of legislative laws, whereas there is need to reaffirm the relationship applying cross-country analysis. Furthermore, there is huge hollowness in the domain of gender diversity and risk disclosure that calls for empirical evidence to unearth futuristic vision. Practical implications The research presents managerial implications for the managers to promote gender egalitarianism by electing higher quantum of women directors on board to achieve global standards of maintaining higher risk disclosure. Adequate risk disclosure on a gender-diverse board further assures the investors that their interest will remain intact in the organization that meets legal requirements by embracing gender equality in employment. A woman in the boardrooms incarnates transparency through divulgence of risk information, which suffices the informational needs of investors. In addition, the findings insists the regulators towards staunch enforcement of effective corporate governance practice through increasing the proportion of women directors on board as they assist in dispelling risk disclosure, which will avert sceptical ambitions of managers and deconstruct their stereotype attitude towards women. Originality/value This study is a novel contribution in expanding the risk disclosure literature by analyzing the unexplored impact of gender diversity on the extent of corporate risk disclosures in India.

Busy female directors: an exploratory analysis of the impact of quotas and interest groups

Abstract: This paper aims to provide an exploratory analysis of male and female directors, comparing the case of UK FTSE 350 boards of directors for 2010–2018, with Norwegian boards from 2002 to 2018, to examine patterns of busy female directors. This paper considers the differences between the effects of interest groups’ actions and those of quotas on the emergence of busy female directors.,This paper uses a longitudinal approach, providing an examination of both non-busy directors and busy directors sitting on the boards of UK and Norwegian firms, with a focus on female directors. Drawing on methods from social network analysis, several trends and patterns are mapped for the two corporate systems. The paper tests whether the proportion of busy male directors is significantly different from the proportion of busy female directors in the two institutional settings.,The results show there has been an increase in the proportion of busy female directors, whereas the level of busy male directors is slightly decreasing in the UK from 2010 to 2018. In Norway, following the introduction of gender quotas on corporate boards, there has been an increase in overboarded directors, especially female directors, along with the rise of so-called “golden skirt” directors. However, when compared to the UK case, the proportion of busy male and female directors is higher, suggesting that the emergence of the golden skirts in Norway is not a result of quotas alone.,The topic of busy directors has received increased attention in recent years, yet the gender of these directors is often neglected. This paper provides an overview of the characteristics of busy female directors for large UK and Norwegian firms, presenting avenues for future research.

Proposing the safe and brave space for organisational environment: including trans* and gender diverse employees in institutional gender diversification

Abstract: Purpose The purpose of this paper is to explore an alternative strategy to decrease disadvantaging gender binarism and cis-normativity in an organisational context by including trans* and gender diverse (TGD) employee voices through the development of a safe and brave space (S&BS). Design/methodology/approach This conceptual paper discusses the potential construction of S&BS and the possible integration as well as requirements of it into an organisational environment. The elaborated theoretical underpinning of a queering approach is used to build the foundation and the design of a potential successful implementation. Findings Current diversity management strategies are repeatedly reported as inadequate to tackle the issue of gender binarism and cis-normativity or even to reinforce them via various strategies. The integration of S&BS could offer cis as well as TGD people an opportunity to participate in the development of organisational structures and managerial decision-making within a democratic and empowering environment. Managing gender with the support of TGD employees may increase inclusion, equity and diversity of gender in management and organisation. Originality/value Although much of the management and organisational literature accepts the concept of gender binarism and cis-normativity, the integration of TGD employee voices through the adaptation of S&BS from an educational context into organisational management has not been explored.

As the tree is, so is the fruit? Examining the effects of ethical leadership on bootlegging from the perspective of leader–follower gender similarity

Abstract: The purpose of this study is to explore how and when ethical leadership enhances bootlegging. To achieve this purpose, the authors proposed a moderated dual-path model in this study.,The model was tested on two related studies. Study 1 was based on three-wave, collected data from a sample of 511 employees of Chinese companies. Data used in Study 2 was collected by survey from employees and their direct leaders of multiple departments of companies in China.,In Study 1, the authors found that moral efficacy and moral identity mediate between ethical leadership and bootlegging. Findings from Study 2 provide convergent support of moral efficacy’s and moral identity’s impact on the mediation relationship between ethical leadership and bootlegging. Moreover, the results of Study 2 further reveal that the relationship between ethical leadership and moral efficacy (or moral identity) was more significant among leader–follower with different genders.,This study not only enriches the literature on ethical leadership and gender (dis)similarity, but also helps managers to better understand the function of bootlegging.

The impact of stereotyped perceptions of entrepreneurship and gender-role orientation on Slovak women’s entrepreneurial intentions

Abstract: This study aims to investigate how congruence between the image of a successful entrepreneur and one’s own gender-role orientation affects entrepreneurial intentions (EI).,A total of 552 working-age adults (49.5% women) answered questions on gender-role orientation, perception of a successful entrepreneur, EI, antecedents of EI (perceived behavioural control (PBC), subjective norm (SN), attitude towards entrepreneurship), entrepreneurial self-efficacy and risk aversion.,Women reported a lower EI than men, and both male and female participants perceived successful entrepreneurs as masculine. In the final model, biological sex did not predict EIs. Rather, it was associated with the extent to which participants felt they resembled successful entrepreneurs, which, in turn, predicted greater levels of PBC, SNs and attitudes towards entrepreneurship, as well as greater EI.,The study is one of the first to study joint impacts of biological sex, gender and congruence on EIs.

Women directors and corporate performance: firm size and board monitoring as the least focused factors

Abstract: This paper aims to examine the impact of women directors on corporate performance (CP) and the mediating role of board monitoring in their relationship.,The ordinary least squares with panel corrected standard errors are used as a primary estimator along with three other estimators to check the robustness of the estimations and address the potential endogeneity in a stratified random sample of 320 non-financial Malaysian companies listed on Bursa Malaysia (Stock Exchange) between 2010 and 2014.,It is found that women directors on the board not only improve firms’ return on assets but also reduce the volatility of their stocks. However, these findings are more applicable in small firms as compared to large firms. Besides, it is also noted the board monitoring significantly mediates the relationship between women directors and CP.,As the monitoring role of women directors improves CP, substantial efforts may be put in to increase their meritorious representation on the boards. The regulators could pay equal attention to the small firms. Additionally, the number of board meetings may also be increased for strengthening the monitoring abilities of the board to improve CP.,The study contributes to the existing literature, as little attention has been paid to the mediation of board monitoring in the nexus of women directors and CP in the past.

How do personal values help to build generation Y’s entrepreneurial intentions? The role of gender differences

Abstract: Purpose: The purpose of this paper is to assess the extent to which personal values affect entrepreneurial intentions and the extent to which this relationship depends on gender among the millennial generation. Design/methodology/approach: This relationship was examined using the list of values (LOV). Based on a sample of 600 respondents born between 1977 and 1994, a self-administered online questionnaire was conducted. Findings: The partial least squares structural equation modeling (PLS-SEM) approach demonstrated that Generation Y members who give higher priority to self-direction, social affiliation and hedonic orientation values have greater entrepreneurial intentions. Across gender, the PLS-multigroup analysis (MGA) approach reveals that self-direction values enhance entrepreneurial intention for Generation Y females but not for males. Social affiliation values improve entrepreneurial intention for Generation Y males but not for females. Hedonic orientation values rise entrepreneurial intentions for both Generation Y males and females similarly. The findings give also a ranking of the nine LOV. Research limitations/implications: Across-cultural comparisons are lacking in this research. This study only focuses on the value–intention relationship. Future research could study the value–attitude–behavior. Practical implications: The results provide implications to all agents concerned by promoting new enterprises and feminine entrepreneurship regarding the implementation of personal values in fostering the venture creation process and stimulation of people to become business owners. Originality/value: Little is known about the role of personal values in venture creation. The findings provide support for the role personal values play in building entrepreneurial intentions. The focus here was on Generation Y. The generation that faces problems of unemployment, job loss and poverty specifically in the time of crises of the COVID-19 pandemic. The value-based entrepreneurship approach is a proliferating field of research as the world seeks to rebuild economies. © 2021, Emerald Publishing Limited.

Gender bias in team-building activities in China

Abstract: The purpose of this study is to explore how gender influences peer assessment in team-building activities in China.,A nine-player Werewolf game was adopted to conduct the experiment. Nine abilities were defined to evaluate players’ performances. Before the game, players filled out a self-assessment questionnaire (five-point Likert scale). After the game, players evaluated other game members’ performances using the same questionnaire. Data were analyzed using linear regression.,The results showed that gender bias clearly existed in team-building activities, with men more likely to receive better peer assessment than women. In addition, when women presented themselves as actively as men did, they received less favorable evaluations than men, whereas their failures were more likely to be exaggerated.,This study may help build harmonious teams for gender equality, and we give practical suggestions respectively from the perspective of female employees, their managers, and their companies.,Given the importance of team-building activities in teamwork, fair evaluations of team-building performances are essential. However, gender influences on peer assessment in team-building activities in China remain unclear. This study adds new and important knowledge to research on gender bias in teams.

Brain drain in microfinance institutions: the role of gender and organizational factors

Abstract: Uncontrollable brain drain (employees’ turnover) has been found to hamper humanitarian and sustainable objectives of socially oriented organizations. Hence, this study aims to explore the roles of gender and organizational-level factors on the rate of employees’ turnover in microfinance institutions (MFIs).,The study used an unbalanced panel data of 235 MFIs spanning the period 2010–2019. Based on the availability of the required data set on the World Bank catalogue (in collaboration with Microfinance Information Exchange-MIX Market), this study covers four South Asian countries, namely, Bangladesh, India, Pakistan and Sri Lanka. Then, the authors analyzed the data using the conventional panel data regression techniques (e.g. fixed effects model and random effects model).,The regression results revealed that women leaders (board members) could significantly reduce the employee turnover rate of MFIs. Although the efficiency wage hypothesis is supported in this study, it depends on the profit orientation of the MFIs. This study also confirmed that financial sustainability and donations have helped MFIs to reduce their employees’ turnover, which reiterates the image and brand value effect of MFIs. Moreover, the overall gender development and legal status (e.g. Bank and Non-Bank Financial Institutions) have also been found to have an effect on employees’ turnover based on the sub-sample analysis.,To the best of the authors’ knowledge, the study is among the first to investigate the impact of gender and institutional characteristics on employees’ turnover based on a large and recent panel dataset from selected South Asian countries.

Where is the visible commitment to gender in the advertised content of UK management degree programmes

Abstract: Purpose The purpose of this paper is to establish the extent to which prospective students can see a visible commitment to study gender in the UK business/management school curriculum prior to enrolment. Design/methodology/approach A content analysis of the descriptions of modules offered as part of business and management degrees offered by 112 UK universities was conducted. The analysis was restricted to the publicly available information on the websites visible to prospective students. Descriptive statistics regarding the distribution of gender topics across programmes and higher education institutions are presented in addition to university group affiliation (e.g. Russell Group) and accreditation in respect of variables. Findings The analysis reveals significant gaps in the undergraduate and taught postgraduate offerings of UK business schools that the authors suggest are reflective of subject silos, and institutional risk reduction strategies. Research limitations/implications The authors conclude by arguing that accreditation bodies can use their influence to leverage change and to ensure gender content becomes core to curriculum design and its visibility as part of the practice of management to prospective students. Originality/value This study provides a benchmark for the visibility of gender as an issue and perspective within UK business/management school offerings.

Perceived barriers to career progression amongst female students: evidence from India and the United Arab Emirates

Abstract: The purpose of this paper is to explore the perceptions of barriers to career progression among female university students. While significant literature has examined career enhancement in the context of employed women, little work has explored the perceptions of future career challenges of females about to enter the workforce and embark on their careers. This study derives its motivation from research findings that confirm that women need additional focused preparation for career advancement opportunities.,The study used a sample of 484 Indian female university students located in the United Arab Emirates and India. The study uses the established Career Pathways Survey scale (Smith et al., 2012a) to measure the four dimensions Denial, Acceptance, Resignation and Resilience to career progression. Structural equation modeling was used to model the four constructs as indicators of perceived barriers to progress.,The study finds that among the female students about to embark on their career journey, there is a strong desire toward achieving career success. The model is validated by the use of a structural equation model, and findings indicate that there is a strong sense of Resilience and an element of uncertainty about whether perceived career progression will be satisfying overall. No significant differences were observed in the perceptions across the two geographical locations. The findings suggest that continued efforts in preparing female graduates for career success are warranted.,The Career Pathways Survey may be a useful method to assist young women in identifying their career goals prior to entering the workforce. Interventions through training programs during their higher education may be beneficial in addressing perceptions that might hinder their later career growth.,This paper contributes to the understanding of the perceived barriers to career progression for women. Prior research has concentrated on career progression in the context of employed women. This study extends that work to understand the perceptions of women about to embark on their career journey.

Independent board, gender diversity and bank performance in Nigeria: a system-GMM approach

Abstract: This study aims to examine the effects of board independence and gender diversity on bank performance in Nigeria.,The two-step system-generalized method moment was used to estimate the effect of board independence and gender diversity on bank performance in Nigeria using annual data of 15 deposit money banks from 2006 to 2018.,The results revealed that gender diversity is a significant positive predictor of bank performance, whereas board independence is a negative predictor of bank performance in Nigeria.,Despite the significant positive relationship between gender diversity and bank performance, this paper does not recommend mandatory quota-based initiates of female representation on corporate boards because of the increasing number of female representations on corporate boards of banks in Nigeria.,The study contributes to corporate governance literature from developing country perspective and policy, particularly, on the relevance or otherwise of market-based measures in assessing bank performance in developing counties. This paper finds that market-based variables are not good measures of firm performance in economies with underdeveloped markets.

Does supervisor gender moderate the mediation of job embeddedness between LMX and job satisfaction

Abstract: This paper aims to examine the quality of the relationship between a supervisor and their subordinate, conceptualised as leader member exchange (LMX), and the mediating influence of subordinate’s job embeddedness on job satisfaction. The LMX model considered the four-gender dominant leadership style facets, female – affect and loyalty (communal), and male – contribution and professional respect (agentic). Social role theory was applied to explain societies influence on leadership style. The moderating influence of supervisor gender on the relationship of LMX facets and subordinate embeddedness is investigated.,This cross-sectional survey study of 213 self-selected employed participants investigated the mediation of job embeddedness LMX and job embeddedness and the moderation impact of supervisor gender on this mediation.,Job embeddedness mediated the relationship between all four facets of LMX and job satisfaction. Supervisor gender did not moderate the relationships of the four LMX facets and job embeddedness. These findings highlight the potential impact of a homogeniuos sample in relation to industry type and culture as this may impact on the findings. That is, participants in this study were predominantly females working in female dominant industries.,This study builds on the work of Collins et al. (2014) who examined the moderating impact of subordinate gender on the mediating relationship of job embeddedness on the relationship between LMX facets and job satisfaction. Previously, the gender role of supervisors on this relationship was not explored.

Gender stereotyping and self-stereotyping among Danish managers

Abstract: The purpose of this paper is to describe how gender stereotypes and self-stereotypes of Danish managers vary among managers at different job levels, from lower level managers to CEO level, in a large survey of Danish private-sector managers.,This study is explorative. Measures of stereotypes and self-stereotypes are constructed and analyzed with regressions models that control for a large number of individual and firm characteristics.,The results document significant gender differences in stereotyping among managers. Male managers have significantly more masculine stereotypes of successful leaders, and they rate themselves higher on masculine traits than female managers. For CEOs, the picture is different. Stereotypes do not differ by gender and female CEOs have more pronounced masculine stereotypes than female managers at lower levels. Female managers at the age of 50 are the least gender stereotyping managers. Younger female managers have significantly more masculine stereotypes about the role as a successful leader.,This study is based on cross-sectional data and does not claim to uncover causal relationships.,The results suggest that gender stereotypes and self-stereotypes among Danish private-sector managers are not going to change quickly indicating that new government policies with more focus on gender equalization and affirmative actions are called for.,Most earlier studies of stereotypes concerning female managers are based on studies of samples drawn from the general population or consisting of students. This study makes use of a large sample of managerial employees from all levels of the corporate hierarchy in different types of firms.

Women’s journey to the top: the role of bonding and bridging social capital

Abstract: Purpose Drawing on Putnam’s concept of social capital, this study aims to examine the oral life histories of women on management boards. It explores how the bridging and bonding forms of social capital are created and used to advance women’s careers to reach top management positions on corporate boards. Design/methodology/approach This study is both explorative and interpretive. A total of 30 semi-structured interviews were conducted with female board members of Polish companies to gain access to their life histories. Findings Women develop social capital to advance their careers. However, they mainly focus on bonding capital, which allows them to sustain relationships within their inner circle. Bridging capital, which extends relationships to advance women’s careers, is often overlooked if not neglected. It seems it is usually an external shock when women understand the importance of bridging capital. Practical implications This study provides a better insight into how bridging and bonding capital help and/or distract women from reaching top managerial positions. It has potential policy-making implications for promoting women to leadership positions. The study results can guide organizations in providing equal opportunities for employees. Originality/value This study builds on previous research regarding the accumulation of human and social capital by board members. It encourages academics and practitioners to critically consider the relationship between bonding and bridging capital and the promotion of women to top management positions. This study provides access to a field of Central and Eastern European countries.

A win-win for health care: promoting co-leadership and increasing women’s representation at the top

Abstract: This paper aims to contribute to the growing body of research on health-care leadership by demonstrating the value of dyads and triads in strengthening capabilities of health-care settings and providing action pathways to accelerate gender parity in senior health-care positions.,The paper reviews the evidence that when single-leadership models are used and women are under-represented in leadership, the health-care industry may miss out on opportunities to increase efficiency and quality of care. Next, the paper describes a co-leadership model with distinct and overlapping roles, which promotes women’s participation and inspires administrative and clinical leaders to collaborate and achieve optimal performance.,The dyad as the enabling track for women in health-care leadership creates opportunities for health-care systems to bridge the gender gap in senior positions as well as improve the delivery of cost-effective quality care.,The inclusive co-leadership model with distinct and overlapping roles is a promising pathway for increasing health-care system efficiency and for promoting women to senior roles by tapping into the leadership skills and expertise that women bring to these roles.,The current paper demonstrates the dual effects of using co-leadership in senior health-care positions and fixing the gender imbalance. It has significant implications for advancing similar pathways in other industries as a means for accelerating gender parity in senior management.

Modern-day slavery? The work-life conflict of domestic workers in Nigeria

Abstract: Purpose – The trend of domestic employment thrives almost in every society. It is most common in developing countries, and Nigeria is no exception. This article examines the nature of the role of a domestic worker in Nigeria and the work-life conflict issues involved in such work. Design/Methodology/Approach – This study uses a qualitative research approach to examine the nature of the role of domestic workers and the associated work-life conflict issues. Findings – The findings show that the nature of the jobs of domestic workers in Nigeria gives rise to a situation of modern-day slavery in which an employee works without a formal employment contract, with little or no rights to private time. Long and unstructured working hours, employers’ perceptions about domestic workers, and an enormous workload fuel and exacerbate work-life conflict among domestic workers in Nigeria. Research Limitations/Implications – The extent to which the findings of this research can be generalised is constrained by the limited and selected sample of the research and the research context. Practical Implications – The primacy of the employer over the employee in domestic employment means that both time and work-based conflicts continue to buffer work-life conflict if domestic workers’ working hours remain unscheduled and their employers’ perceptions about them remain unchanged. This invariably has a negative impact on the domestic workers’ health and productivity. Therefore, domestic employment should be regulated by law, and domestic workers should be treated like other formal employees. Originality/Value – This research contributes to the debates on work-life conflict by highlighting the nature of the role of domestic workers in a non-western context, Nigeria, and provides a nuanced insight into the work-life conflict issues involved in such work. The findings add conceptual thought and empirical evidence to the debate on work-life conflict.

The role of work orientation and gender on feelings toward pay

Abstract: This paper aims to examine the moderating effect of employees’ work orientation and gender on their feelings toward pay, that is, the relationship between perceived fairness of a pay system and pay level satisfaction. The perceived fairness of pay system is investigated with two pay system procedures, namely, job evaluation and performance evaluation, both determining the level of base pay.,Survey data were collected from three public sector organizations in Finland (N = 526). Linear regression analysis was used to investigate the relationship between pay satisfaction, pay system fairness, work orientation and gender.,The results show that employees’ work orientation significantly and negatively relates to pay satisfaction. The interaction analyses suggest significant gender differences in the relationship between work orientation and pay satisfaction, as work orientation is negatively associated with pay satisfaction for women. They also show that work orientation and job evaluation fairness have a positive, joint effect on pay satisfaction.,This study has implications for the implementation of fair pay practices in organizations. The role of work orientation in the relationship between job evaluation fairness and pay satisfaction highlights the importance of pay system fairness especially among work-oriented employees. Special attention should be paid on work-oriented women: With equal perception of pay system fairness, work-oriented women feel unsatisfied with their pay.,This paper is the first study to highlight the role of work orientation and gender in reactions related to pay.

An institutional approach to the SHE’-E-O plight: evidence from organizational legitimacy and SHE’-E-O dismissal

Abstract: This paper aims to examine how regulatory legitimacy and moral legitimacy influence biased performance evaluations on female chief executive officers’ (CEOs) dismissal.,The final sample contains 10,780 firm-year observations from 2004 to 2013.,This paper finds that the negative relationship between firm performance and CEO dismissal is weakened when the firm has a female CEO. In addition, the regulatory legitimacy pressure and moral legitimacy pressure can disrupt the biased performance evaluations in the board.,This study enriches female leadership literature regarding gender stereotype issues by incorporating institutional approach and organizational legitimacy literature. By focusing on regulatory legitimacy and moral legitimacy, this work also helps to further understand gender-related organizational behaviors and outcomes.