Purpose This study aims to examine whether skilled female migrants can overcome gender constraints and social stigma attached to women’s service work in host societies. Design/methodology/approach Based on interviews with 40 women who moved from mainland China and entered Hong Kong’s cross-border insurance business, the study examines how highly educated young women negotiate gender expectations and mobilize social networks in doing business. Findings This study finds different strategies women used in mobilizing social networks and constructing gender identities: some relied heavily on the warm market – networks of their family, relatives and friends – in doing business and developed careers by performing dutiful daughters, considerate “nieces” and caring “sisters”; some women also relied on the warm market but their jobs were regarded as nonconventional, and they had to deal with suspicions of inappropriate and instrumental womanhood and tried to prove themselves and gain support in the warm market; some women relied mainly on the cold market – connections with strangers – and performed feminine affinity to expand client networks away from judgments of families and friends; and some other women chose to expand the cold market by cultivating a professional image among strangers. Originality/value The findings speak to previous research about women’s subordinate roles in migrant networks and their devalued femininity in service work by illustrating women’s diverse forms of agency in negotiating gender identities in the stratified service sectors.
{"title":"Doing business against gendered stigma: skilled female migrants in Hong Kong’s cross-border insurance business","authors":"Siyuan Zhou, Jing Song","doi":"10.1108/gm-03-2023-0084","DOIUrl":"https://doi.org/10.1108/gm-03-2023-0084","url":null,"abstract":"\u0000Purpose\u0000This study aims to examine whether skilled female migrants can overcome gender constraints and social stigma attached to women’s service work in host societies.\u0000\u0000\u0000Design/methodology/approach\u0000Based on interviews with 40 women who moved from mainland China and entered Hong Kong’s cross-border insurance business, the study examines how highly educated young women negotiate gender expectations and mobilize social networks in doing business.\u0000\u0000\u0000Findings\u0000This study finds different strategies women used in mobilizing social networks and constructing gender identities: some relied heavily on the warm market – networks of their family, relatives and friends – in doing business and developed careers by performing dutiful daughters, considerate “nieces” and caring “sisters”; some women also relied on the warm market but their jobs were regarded as nonconventional, and they had to deal with suspicions of inappropriate and instrumental womanhood and tried to prove themselves and gain support in the warm market; some women relied mainly on the cold market – connections with strangers – and performed feminine affinity to expand client networks away from judgments of families and friends; and some other women chose to expand the cold market by cultivating a professional image among strangers.\u0000\u0000\u0000Originality/value\u0000The findings speak to previous research about women’s subordinate roles in migrant networks and their devalued femininity in service work by illustrating women’s diverse forms of agency in negotiating gender identities in the stratified service sectors.\u0000","PeriodicalId":237118,"journal":{"name":"Gender in Management: An International Journal","volume":"5 12","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141813938","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Purpose Social entrepreneurship, leveraging economic activities to achieve social benefits, offers women the opportunity to freely and actively shape the contours of their work in meaningful ways. This study aims to examine how Chinese women use job crafting in social entrepreneurship to align their gender identity, forge meaningful work and new relationships and navigate mixed gender expectations. Design/methodology/approach The study is based on 19 in-depth interviews with young women engaging in social entrepreneurship in China. Using a grounded theory approach, the study explores how women craft their gender identity into the unconventional career path of creating their social venture, focusing on the creative combination of task, relational and cognitive crafting in shaping social entrepreneurship. Findings The findings suggest that women make social entrepreneurship meaningful by actively aligning their gender experiences to delineate a relational and cognitive causal path between their social enterprise, their identity as women and their moral values. By working for a larger social cause, women may cognitively reframe their gender identity to compromise financial performance for social impact. Originality/value Current studies on social entrepreneurship in China have yet to examine its development through a gender lens. This study uses job crafting to highlight the distinctive gender meaning-making process for Chinese women to enhance their work identity and to challenge normative gender expectations. The study shows that job crafting enables women to view their social ventures as a means of gender empowerment, helping them to reconcile the paradoxical pressures of normative gender expectations and scaling up their businesses.
{"title":"Crafting gender into meaningful work: experiences of women engaging in social entrepreneurship in China","authors":"Ling Han","doi":"10.1108/gm-03-2023-0079","DOIUrl":"https://doi.org/10.1108/gm-03-2023-0079","url":null,"abstract":"\u0000Purpose\u0000Social entrepreneurship, leveraging economic activities to achieve social benefits, offers women the opportunity to freely and actively shape the contours of their work in meaningful ways. This study aims to examine how Chinese women use job crafting in social entrepreneurship to align their gender identity, forge meaningful work and new relationships and navigate mixed gender expectations.\u0000\u0000\u0000Design/methodology/approach\u0000The study is based on 19 in-depth interviews with young women engaging in social entrepreneurship in China. Using a grounded theory approach, the study explores how women craft their gender identity into the unconventional career path of creating their social venture, focusing on the creative combination of task, relational and cognitive crafting in shaping social entrepreneurship.\u0000\u0000\u0000Findings\u0000The findings suggest that women make social entrepreneurship meaningful by actively aligning their gender experiences to delineate a relational and cognitive causal path between their social enterprise, their identity as women and their moral values. By working for a larger social cause, women may cognitively reframe their gender identity to compromise financial performance for social impact.\u0000\u0000\u0000Originality/value\u0000Current studies on social entrepreneurship in China have yet to examine its development through a gender lens. This study uses job crafting to highlight the distinctive gender meaning-making process for Chinese women to enhance their work identity and to challenge normative gender expectations. The study shows that job crafting enables women to view their social ventures as a means of gender empowerment, helping them to reconcile the paradoxical pressures of normative gender expectations and scaling up their businesses.\u0000","PeriodicalId":237118,"journal":{"name":"Gender in Management: An International Journal","volume":"109 43","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141821494","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Purpose This study aims to investigate how women’s entrepreneurial self-identity influences their experience of well-being through entrepreneurship. Design/methodology/approach This study tested and validated a model using survey data from 210 women entrepreneurs in China. Hierarchical regression and bootstrapping methods were used to test the hypotheses. Findings This study finds that women’s entrepreneurial self-identity not only has a direct positive effect on entrepreneurial well-being but also an indirect positive effect on entrepreneurial well-being through the mediating role of entrepreneurial work autonomy and work meaning. Moreover, in mediation analyses, the autonomy and meaning of entrepreneurial work simultaneously mediate the relationship between women’s entrepreneurial self-identity and entrepreneurial well-being, and further play a chain mediating role between the two. Originality/value Little is known about how women perceive well-being through entrepreneurship. Moreover, the available literature has mostly overlooked the impact of women’s entrepreneurial self-identity on their entrepreneurial well-being. This study reveals the influence mechanism from the perspectives of identity and self-determination theories, with a focus on women entrepreneurs in China.
{"title":"The influence mechanism of women’s entrepreneurial self-identity on entrepreneurial well-being: evidence from China","authors":"Ya Lan, Yongdong Shi, Yu-xiao Liu, Wu Wei","doi":"10.1108/gm-02-2023-0046","DOIUrl":"https://doi.org/10.1108/gm-02-2023-0046","url":null,"abstract":"\u0000Purpose\u0000This study aims to investigate how women’s entrepreneurial self-identity influences their experience of well-being through entrepreneurship.\u0000\u0000\u0000Design/methodology/approach\u0000This study tested and validated a model using survey data from 210 women entrepreneurs in China. Hierarchical regression and bootstrapping methods were used to test the hypotheses.\u0000\u0000\u0000Findings\u0000This study finds that women’s entrepreneurial self-identity not only has a direct positive effect on entrepreneurial well-being but also an indirect positive effect on entrepreneurial well-being through the mediating role of entrepreneurial work autonomy and work meaning. Moreover, in mediation analyses, the autonomy and meaning of entrepreneurial work simultaneously mediate the relationship between women’s entrepreneurial self-identity and entrepreneurial well-being, and further play a chain mediating role between the two.\u0000\u0000\u0000Originality/value\u0000Little is known about how women perceive well-being through entrepreneurship. Moreover, the available literature has mostly overlooked the impact of women’s entrepreneurial self-identity on their entrepreneurial well-being. This study reveals the influence mechanism from the perspectives of identity and self-determination theories, with a focus on women entrepreneurs in China.\u0000","PeriodicalId":237118,"journal":{"name":"Gender in Management: An International Journal","volume":"10 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141640562","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Purpose The purpose of this study is to investigate the relationship between work-life balance and the mental health of Indian managers and to explore the moderating role of emotional intelligence (EI) and gender. Design/methodology/approach Work-life balance scale (Hayman 2005), Mental Health Inventory (Viet and Ware, 1983) and EI scale (Wong and Law, 2002) were administered to 202 (102 males and 100 females) Indian managers. Based on the Conservation of Resource theory, a theoretical model has been designed and hypotheses were tested by descriptive, correlation and moderation analysis. Findings The results of this study indicated that work-life balance is positively correlated with psychological well-being and mental health, while negatively correlated with the psychological distress of managers. EI has emerged as a potential moderator that positively influences the relationship between work-life balance and the mental health of managers. At the same time, gender did not show any moderating effect. Research limitations/implications This research has theoretical, practical as well as social implications. Practical implications This study is aligned with SDG 3 and SDG 5 of the UN Sustainable Development Goals 2023. This paper provides valuable inputs in promoting mental health at the workplace and formulating gender-neutral work-life balance policies and programs in Indian organizations. Social implications This study is aligned with SDG 3 (Health and well-being) and SDG 5 (Gender equality) of the UN Sustainable Development Goals 2023. Originality/value This study is an empirical research paper backed by a sound theoretical framework, which addresses the work-life balance and mental health issues of managers and highlights the positive role of EI in managing their personal and professional lives in a low gender-egalitarian Indian work–family culture.
{"title":"Achieving sustainable development goals for mental health and gender equality through work-life balance and emotional intelligence","authors":"Ghausia Taj Begum","doi":"10.1108/gm-04-2023-0149","DOIUrl":"https://doi.org/10.1108/gm-04-2023-0149","url":null,"abstract":"\u0000Purpose\u0000The purpose of this study is to investigate the relationship between work-life balance and the mental health of Indian managers and to explore the moderating role of emotional intelligence (EI) and gender.\u0000\u0000\u0000Design/methodology/approach\u0000Work-life balance scale (Hayman 2005), Mental Health Inventory (Viet and Ware, 1983) and EI scale (Wong and Law, 2002) were administered to 202 (102 males and 100 females) Indian managers. Based on the Conservation of Resource theory, a theoretical model has been designed and hypotheses were tested by descriptive, correlation and moderation analysis.\u0000\u0000\u0000Findings\u0000The results of this study indicated that work-life balance is positively correlated with psychological well-being and mental health, while negatively correlated with the psychological distress of managers. EI has emerged as a potential moderator that positively influences the relationship between work-life balance and the mental health of managers. At the same time, gender did not show any moderating effect.\u0000\u0000\u0000Research limitations/implications\u0000This research has theoretical, practical as well as social implications.\u0000\u0000\u0000Practical implications\u0000This study is aligned with SDG 3 and SDG 5 of the UN Sustainable Development Goals 2023. This paper provides valuable inputs in promoting mental health at the workplace and formulating gender-neutral work-life balance policies and programs in Indian organizations.\u0000\u0000\u0000Social implications\u0000This study is aligned with SDG 3 (Health and well-being) and SDG 5 (Gender equality) of the UN Sustainable Development Goals 2023.\u0000\u0000\u0000Originality/value\u0000This study is an empirical research paper backed by a sound theoretical framework, which addresses the work-life balance and mental health issues of managers and highlights the positive role of EI in managing their personal and professional lives in a low gender-egalitarian Indian work–family culture.\u0000","PeriodicalId":237118,"journal":{"name":"Gender in Management: An International Journal","volume":"11 7","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141641235","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Sonia María Suárez-Ortega, Mar Suarez, Antonia Mercedes García-Cabrera
Purpose This study aims to examine the effect of the interplay between national culture and supervisor gender on supervisors’ supportive behaviours towards employees in Europe. Design/methodology/approach Based on Hofstede’s cultural scores for 34 European countries, two clusters of countries were identified, reflecting two cultural configurations: favouring versus not favouring gender equality (GE). For hypotheses testing, the authors used a sample of 21,335 native employees, obtained from the European Working Conditions Survey. Findings Women in supervisory positions, compared to men, provided more support to subordinates in terms of respect, recognition, encouraging development and providing feedback. In countries with cultures favouring progress towards GE (small power distance, weak uncertainty avoidance, individualism and indulgence), only respect and recognition were more prevalent. In countries with opposing cultural configurations, other supportive behaviours stood out: coordinating work, providing feedback and helping with work. Furthermore, the impact of supervisor gender on supportive behaviours was influenced by national culture. Gender differences were larger in countries with a culture favouring progress towards GE compared to countries not favouring such progress. Originality/value The authors present a pioneering study that delves into national values as they relate to progress towards GE to understand the differences between male and female supervisors in the display of six supportive behaviours towards their subordinates. Their cultural approach nuances some of the predictions of social role theory.
设计/方法/途径根据霍夫斯泰德（Hofstede）对 34 个欧洲国家的文化评分，确定了两个国家集群，反映了两种文化结构：支持性别平等（GE）和不支持性别平等（GE）。在假设检验中，作者使用了从欧洲工作条件调查（European Working Conditions Survey）中获得的 21 335 名本地雇员样本。研究结果与男性相比，担任领导职务的女性在尊重、认可、鼓励发展和提供反馈方面为下属提供了更多支持。在文化有利于向通用电气迈进的国家（权力距离小、回避不确定性弱、个人主义和放纵），只有尊重和认可更为普遍。在文化结构相反的国家，其他支持性行为也很突出：协调工作、提供反馈和帮助工作。此外，主管性别对支持性行为的影响还受到国家文化的影响。原创性/价值 作者提出了一项开创性的研究，该研究深入探讨了与通用电气进展相关的国家价值观，以了解男性和女性主管在对下属表现出六种支持行为方面的差异。他们的文化研究方法对社会角色理论的某些预测进行了细微的调整。
{"title":"National culture favouring gender equality, supervisor gender and supportive behaviours towards employees","authors":"Sonia María Suárez-Ortega, Mar Suarez, Antonia Mercedes García-Cabrera","doi":"10.1108/gm-04-2023-0147","DOIUrl":"https://doi.org/10.1108/gm-04-2023-0147","url":null,"abstract":"\u0000Purpose\u0000This study aims to examine the effect of the interplay between national culture and supervisor gender on supervisors’ supportive behaviours towards employees in Europe.\u0000\u0000\u0000Design/methodology/approach\u0000Based on Hofstede’s cultural scores for 34 European countries, two clusters of countries were identified, reflecting two cultural configurations: favouring versus not favouring gender equality (GE). For hypotheses testing, the authors used a sample of 21,335 native employees, obtained from the European Working Conditions Survey.\u0000\u0000\u0000Findings\u0000Women in supervisory positions, compared to men, provided more support to subordinates in terms of respect, recognition, encouraging development and providing feedback. In countries with cultures favouring progress towards GE (small power distance, weak uncertainty avoidance, individualism and indulgence), only respect and recognition were more prevalent. In countries with opposing cultural configurations, other supportive behaviours stood out: coordinating work, providing feedback and helping with work. Furthermore, the impact of supervisor gender on supportive behaviours was influenced by national culture. Gender differences were larger in countries with a culture favouring progress towards GE compared to countries not favouring such progress.\u0000\u0000\u0000Originality/value\u0000The authors present a pioneering study that delves into national values as they relate to progress towards GE to understand the differences between male and female supervisors in the display of six supportive behaviours towards their subordinates. Their cultural approach nuances some of the predictions of social role theory.\u0000","PeriodicalId":237118,"journal":{"name":"Gender in Management: An International Journal","volume":"52 12","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-05-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140961837","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Purpose In the context of sustainable development goal 5 of the United Nations 2030 Agenda: “Achieve gender equality and women’s empowerment”, where gender equality is not only a matter of justice but also essential to achieve sustainable development, this paper aims to examine the gender pay gap in executive director compensation and the influence of female board representation and participation in nomination and remuneration committee (NRC) on this gap in Spanish listed firms over the period 2012–2022. Design/methodology/approach The analysis is conducted using a data set created by the authors, which includes executive director compensation data for 164 unique firms. This data set comprises 128 distinct observations for a given firm and year for women, and 2,333 observations for men. The authors estimate ordinary least squares models, clustering standard errors by executive. The authors use Oaxaca-Blinder decomposition to decompose gender differences in compensation into differences in the characteristics of men and women and differences in the return on the same characteristics. Findings The authors find evidence of pay penalty for female executive directors compared to male counterparts. After controlling for firm, board and executive characteristics, the authors find that women earn 27% less than comparable men. The penalty is lower in companies with a higher share of women on the compensation committee, suggesting that women’s participation plays a role in setting a more equal remuneration policy. The gender gap in executive compensation narrows over time due to a substantial reduction of the differences between men and women in both characteristics and the return on these characteristics. Originality/value This study is one of the few analysing the gender gap in executive director compensation and its evolution in Spain. It specifically explores how gender diversity on both the board and the NRC impacts this gap. The analysis is focused on the most recent period characterized by important efforts to promote gender diversity.
{"title":"Gender differences in executive compensation in Spain","authors":"Amparo Nagore, C. J. García Martín","doi":"10.1108/gm-12-2023-0470","DOIUrl":"https://doi.org/10.1108/gm-12-2023-0470","url":null,"abstract":"\u0000Purpose\u0000In the context of sustainable development goal 5 of the United Nations 2030 Agenda: “Achieve gender equality and women’s empowerment”, where gender equality is not only a matter of justice but also essential to achieve sustainable development, this paper aims to examine the gender pay gap in executive director compensation and the influence of female board representation and participation in nomination and remuneration committee (NRC) on this gap in Spanish listed firms over the period 2012–2022.\u0000\u0000\u0000Design/methodology/approach\u0000The analysis is conducted using a data set created by the authors, which includes executive director compensation data for 164 unique firms. This data set comprises 128 distinct observations for a given firm and year for women, and 2,333 observations for men. The authors estimate ordinary least squares models, clustering standard errors by executive. The authors use Oaxaca-Blinder decomposition to decompose gender differences in compensation into differences in the characteristics of men and women and differences in the return on the same characteristics.\u0000\u0000\u0000Findings\u0000The authors find evidence of pay penalty for female executive directors compared to male counterparts. After controlling for firm, board and executive characteristics, the authors find that women earn 27% less than comparable men. The penalty is lower in companies with a higher share of women on the compensation committee, suggesting that women’s participation plays a role in setting a more equal remuneration policy. The gender gap in executive compensation narrows over time due to a substantial reduction of the differences between men and women in both characteristics and the return on these characteristics.\u0000\u0000\u0000Originality/value\u0000This study is one of the few analysing the gender gap in executive director compensation and its evolution in Spain. It specifically explores how gender diversity on both the board and the NRC impacts this gap. The analysis is focused on the most recent period characterized by important efforts to promote gender diversity.\u0000","PeriodicalId":237118,"journal":{"name":"Gender in Management: An International Journal","volume":"21 10","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-05-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140967279","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Purpose The Companies Act of 2013 stressed upon gender diversity in the board of management considering the significant role of women toward the success of an organization. Following it, both public and private sector banks in India implemented the act from 2015 onward. This study aims to investigate whether its implementation has improved board gender diversity uniformly across public and private sector banks. Furthermore, the authors study the impact of board gender diversity on the performance of public and private sector banks in India. Design/methodology/approach Secondary data on listed Indian commercial banks for the period 2015–2021 have been used in this study that encompasses 15 commercial and 12 public sector banks. Return on assets, return on equity and Tobin’s Q are considered as the banking performance indicators in this study, while gender diversity of the board is measured by using Blau index. Furthermore, generalized method of moments has been adopted to analyze the effect of board gender diversity on performance of the Indian banking sector. Findings Empirical results exhibit that board gender diversity has been gradually improving since 2015 in both public and private sector banks in India. However, board diversity in case of public sector banks is seen to be lower than that of private sector banks. Furthermore, this study found a significant impact of board diversity on the performance indicators of both public and private sector banks. Practical implications This study gives a clear picture that board diversity of both public and private banks has remained quite low over the years. Apparently, women representation has been found to be less than 50% throughout the period of 2015–2021. As board diversity has significant impact on banking performance, it is important on the part of banks to take proper steps to improve the board diversity. Originality/value This study has added to the existing literature by highlighting on the divergence between gender diversity across public and private sector banks in India. It emphasizes on the need to improve gender diversity by a significant increase in the proportion of women in the board to create an impact on decision-making.
{"title":"Impact of board gender diversity on performance of public sector vis-à-vis private sector banks in India","authors":"Minnu Baby Maria, Farah Hussain","doi":"10.1108/gm-06-2023-0232","DOIUrl":"https://doi.org/10.1108/gm-06-2023-0232","url":null,"abstract":"\u0000Purpose\u0000The Companies Act of 2013 stressed upon gender diversity in the board of management considering the significant role of women toward the success of an organization. Following it, both public and private sector banks in India implemented the act from 2015 onward. This study aims to investigate whether its implementation has improved board gender diversity uniformly across public and private sector banks. Furthermore, the authors study the impact of board gender diversity on the performance of public and private sector banks in India.\u0000\u0000\u0000Design/methodology/approach\u0000Secondary data on listed Indian commercial banks for the period 2015–2021 have been used in this study that encompasses 15 commercial and 12 public sector banks. Return on assets, return on equity and Tobin’s Q are considered as the banking performance indicators in this study, while gender diversity of the board is measured by using Blau index. Furthermore, generalized method of moments has been adopted to analyze the effect of board gender diversity on performance of the Indian banking sector.\u0000\u0000\u0000Findings\u0000Empirical results exhibit that board gender diversity has been gradually improving since 2015 in both public and private sector banks in India. However, board diversity in case of public sector banks is seen to be lower than that of private sector banks. Furthermore, this study found a significant impact of board diversity on the performance indicators of both public and private sector banks.\u0000\u0000\u0000Practical implications\u0000This study gives a clear picture that board diversity of both public and private banks has remained quite low over the years. Apparently, women representation has been found to be less than 50% throughout the period of 2015–2021. As board diversity has significant impact on banking performance, it is important on the part of banks to take proper steps to improve the board diversity.\u0000\u0000\u0000Originality/value\u0000This study has added to the existing literature by highlighting on the divergence between gender diversity across public and private sector banks in India. It emphasizes on the need to improve gender diversity by a significant increase in the proportion of women in the board to create an impact on decision-making.\u0000","PeriodicalId":237118,"journal":{"name":"Gender in Management: An International Journal","volume":"122 7","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-05-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140977692","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Peter Kodjo Luh, Miriam Arthur, Vera Fiador, B. Kusi
Purpose This study aims to examine how woman corporate leadership indicators and environmental, social and governance (ESG) disclosure in listed banks on Ghana Stock Exchange are related. Design/methodology/approach Data was obtained from the audited annual reports of the banks for the period 2006–2020. Empirical result estimation was achieved using Panel Corrected Standard Errors. Findings The result revealed that female chief executive officer (CEO), female board chairperson and board gender diversity are associated with higher disclosure of ESG issues in listed banks in Ghana in overall terms. However, in terms of individual disclosures, female board chairperson positively impacts social disclosure, whereas both female CEO and female board chairperson affect governance disclosure positively. Research limitations/implications In this era of business where there is much emphasis on green business and investment by various stakeholders for purposes of ensuring business legitimacy, the result implies that banks must consider females to occupy the positions of CEO and board chairperson since that can help to improve ESG performance of banks. Practical implications In this era of business where there is much emphasis on green business, socially responsible investment and impact investment by various stakeholders, the result implies that banks must consider improving the representation of women in leadership since that can help to improve ESG performance of banks and hence ability to attract more investors. Originality/value To the best of the authors’ knowledge, this is the first study to provide empirical evidence from a developing country perspective in Sub-Saharan Africa that gender of bank leadership has implications for ESG disclosure.
{"title":"Gender of firm leadership and environmental, social and governance (ESG) reporting: evidence from banks listed on Ghana Stock Exchange","authors":"Peter Kodjo Luh, Miriam Arthur, Vera Fiador, B. Kusi","doi":"10.1108/gm-03-2023-0110","DOIUrl":"https://doi.org/10.1108/gm-03-2023-0110","url":null,"abstract":"Purpose\u0000This study aims to examine how woman corporate leadership indicators and environmental, social and governance (ESG) disclosure in listed banks on Ghana Stock Exchange are related.\u0000\u0000Design/methodology/approach\u0000Data was obtained from the audited annual reports of the banks for the period 2006–2020. Empirical result estimation was achieved using Panel Corrected Standard Errors.\u0000\u0000Findings\u0000The result revealed that female chief executive officer (CEO), female board chairperson and board gender diversity are associated with higher disclosure of ESG issues in listed banks in Ghana in overall terms. However, in terms of individual disclosures, female board chairperson positively impacts social disclosure, whereas both female CEO and female board chairperson affect governance disclosure positively.\u0000\u0000Research limitations/implications\u0000In this era of business where there is much emphasis on green business and investment by various stakeholders for purposes of ensuring business legitimacy, the result implies that banks must consider females to occupy the positions of CEO and board chairperson since that can help to improve ESG performance of banks.\u0000\u0000Practical implications\u0000In this era of business where there is much emphasis on green business, socially responsible investment and impact investment by various stakeholders, the result implies that banks must consider improving the representation of women in leadership since that can help to improve ESG performance of banks and hence ability to attract more investors.\u0000\u0000Originality/value\u0000To the best of the authors’ knowledge, this is the first study to provide empirical evidence from a developing country perspective in Sub-Saharan Africa that gender of bank leadership has implications for ESG disclosure.\u0000","PeriodicalId":237118,"journal":{"name":"Gender in Management: An International Journal","volume":"28 5","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-04-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140720698","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"“When The Crisis Becomes an Opportunity: The Role of Women in The post-Covid Organization”","authors":"Saiful Anwar, Ega Rusanti, Mochlasin Mochlasin","doi":"10.1108/gm-04-2024-404","DOIUrl":"https://doi.org/10.1108/gm-04-2024-404","url":null,"abstract":"","PeriodicalId":237118,"journal":{"name":"Gender in Management: An International Journal","volume":"21 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-03-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140257816","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Purpose This study aims to examine why women transition from wage work to self-employed entrepreneurship, the seemingly insecure and unruly economic sector compared with the stable iron rice bowl and the fancy spring rice jobs. Design/methodology/approach Based on in-depth interviews in Zhejiang, the entrepreneurial hotbed in coastal China, this study examines the experiences of self-employed female entrepreneurs who used to work in the iron rice bowl and the spring rice jobs and explores their nonconventional career transition and its gendered implications. Findings This study finds that these women quit their previous jobs to escape from gendered suppression in wage work where their femininity was stereotyped, devalued or disciplined. By working for themselves, these women embrace a rubber rice bowl that allows them to improvise different forms of femininity that are better rewarded and recognized. Originality/value The study contributes to studies on gender and work by framing femininity as a fluid rather than a fixed set of qualities and fills the research gap by illustrating women’s agency in reacting to gender expectations in certain workplaces. The study develops a new concept of rubber rice bowl to describe how entrepreneurship, a seemingly women-unfriendly sphere, attracts women by allowing them to comply with, resist, or improvise normative gender expectations.
{"title":"Embracing a rubber rice bowl: women’s transition from paid work to self-employed entrepreneurship in coastal China","authors":"Jing Song","doi":"10.1108/gm-03-2023-0075","DOIUrl":"https://doi.org/10.1108/gm-03-2023-0075","url":null,"abstract":"\u0000Purpose\u0000This study aims to examine why women transition from wage work to self-employed entrepreneurship, the seemingly insecure and unruly economic sector compared with the stable iron rice bowl and the fancy spring rice jobs.\u0000\u0000\u0000Design/methodology/approach\u0000Based on in-depth interviews in Zhejiang, the entrepreneurial hotbed in coastal China, this study examines the experiences of self-employed female entrepreneurs who used to work in the iron rice bowl and the spring rice jobs and explores their nonconventional career transition and its gendered implications.\u0000\u0000\u0000Findings\u0000This study finds that these women quit their previous jobs to escape from gendered suppression in wage work where their femininity was stereotyped, devalued or disciplined. By working for themselves, these women embrace a rubber rice bowl that allows them to improvise different forms of femininity that are better rewarded and recognized.\u0000\u0000\u0000Originality/value\u0000The study contributes to studies on gender and work by framing femininity as a fluid rather than a fixed set of qualities and fills the research gap by illustrating women’s agency in reacting to gender expectations in certain workplaces. The study develops a new concept of rubber rice bowl to describe how entrepreneurship, a seemingly women-unfriendly sphere, attracts women by allowing them to comply with, resist, or improvise normative gender expectations.\u0000","PeriodicalId":237118,"journal":{"name":"Gender in Management: An International Journal","volume":"5 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-02-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139860169","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：