Gender in Management最新文献

Purpose

This paper aims to investigate the impact of board gender diversity (BGD) on firm financial stability during the COVID-19 pandemic compared to the pre-pandemic period.

Design/methodology/approach

Difference-in-differences method was used for a sample of 891 US companies observed from 2018 to 2021.

Findings

The results indicate significant negative relationships between BGD and financial stability. The authors put in evidence a nonlinear relationship between BGD and financial stability. Also, the authors found that internal women directors as well as external ones decrease financial stability.

Practical implications

The results emphasize the beneficial effect of having more women on corporate boards during health crises and suggest that policymakers should take measures to promote BGD.

Originality/value

This paper highlights the impact of BGD on financial stability and provides additional evidence on the usefulness of BGD as an effective tool for crisis management.

Purpose

Examining dominance in influencing leadership perceptions for men and women has received significant scholarly attention. The studies typically show that dominance is beneficial for men in attaining leadership positions but not for women. However, the studies were predominantly conducted more than two decades ago. Given the developments in gender research, this study extends the dominance line of inquiry by probing the impact of dominance need on leader emergence for men versus women in self-managed work teams. Furthermore, this study aims to examine if team dominance needs dispersion posits as a boundary condition for the combined impact of dominance needs and gender on leader emergence.

Design/methodology/approach

The authors conducted a longitudinal study that lasted one semester and involved 44 ad hoc self-managed work teams.

Findings

This study found that dominance needs facilitated leader emergence regardless of gender, and team dominance needs dispersion. Furthermore, men with high dominance needs were likelier to emerge as leaders than women with high dominance needs in high dominance needs dispersion teams. By contrast, women low in dominance needs received a harsher penalty in their leadership emergence than men low in dominance needs in low dominance needs dispersion teams

Originality/value

These results depart from the usual findings regarding the backlash effects that dominant women face and paint a rosy picture regarding the use of dominance in shaping leader emergence. However, the findings support the notion in gender stereotypes research that women are judged more critically than men in ascending to leadership positions.

Purpose

Following the job demands-resources theory, this study aims to investigate the role of female managers in enhancing employee well-being in terms of psychological health via workplace resources.

Design/methodology/approach

Based on a large-scale job stress survey of approximately 96,000 employee-year observations ranging from 2017 to 2019, this study applies structural equation modeling to construct latent workplace resources at the task, group and worksite levels and then examines the impact of female managers on employee well-being, including occupational stress, job satisfaction, work engagement and workplace cohesiveness.

Findings

The findings provide supporting evidence for the transformational leadership behaviors of female managers. The presence of women in management is associated with improved workplace resources and employee well-being, particularly workplace cohesiveness, work engagement and reduced occupational stress. These relationships are significantly mediated by workplace resources, which elucidates the underlying mechanisms involved. Notably, the positive indirect effects via workplace resources could counteract the negative direct effects of female managers. Compared with top managers, female middle managers have more substantial impacts.

Practical implications

In practice, it is recommended to promote female representation at the management level and strengthen policies that support female middle managers to ensure favorable effects on workplace resources. In a gender-diverse management team, it is important to share female managers’ experiences in improving employee psychological well-being.

Originality/value

This study provides new empirical evidence to support the transformational leadership behaviors of female managers and elucidates the mechanism of female managers’ influence on employee well-being by introducing workplace resources as mediators.

Purpose

Following the renewed interest to harness the full potential of African female employees in the workplace, this paper aims to explore how patriarchal behaviors relate to career adaptability, subjective career success and job satisfaction among women in Nigerian organizations.

Design/methodology/approach

A structured questionnaire was used in collecting quantitative data from 508 middle-level managers in Nigerian organizations. The hypotheses were tested with structural equation modeling.

Findings

Patriarchal-induced gendered work practices were found to have a significant negative influence on career adaptability among Nigerian career women. Contrary to expectations, patriarchal discrimination was found to have an insignificant negative influence on job satisfaction and subjective career success, suggesting that Nigerian career women still experience significant subjective career success and job satisfaction amid patriarchal practices in the workplace.

Practical implications

For female employees to possess significant career adaptability resources that will enable them to reconstruct their careers to match redesigned job functions in times of innovation in the workplace, organizations should reinvent their human resources (HR) policies that address patriarchal-induced gendered work practices in the workplace.

Originality/value

This current study extends research on how patriarchy affects female employees in African organizations from the traditional research focus of patriarchy and work-life balance relationships to the under-explored area of career experience among women. To the best of the authors’ knowledge, this is the first quantitative research that explores how patriarchy influences career adaptability resources, subjective career success and job satisfaction among Nigerian female employees.

Purpose

This study aims to investigate whether the changes in gender composition of bank board affects Vietnamese bank stability efficiency.

Design/methodology/approach

This research covers a panel of 27 commercial banks in Vietnam over a 14-year period from 2007 to 2020. The two-step system generalized method of moments is used to estimate the gender diversity–Vietnamese bank stability efficiency nexus.

Findings

The authors find that a greater degree of board gender diversification enhances bank stability efficiency and reduces bank risk-taking in Vietnam. The relationship between gender diversity and the stability efficiency of Vietnamese banks is still valid under the influence of regulatory capital sufficiency and during the financial crisis. These findings are robust to alternative proxies for risk indicators and consistent with the perspectives of stakeholder and behavior theory.

Originality/value

Although this research revisits the relationship between gender diversity and bank risk-taking, it is the first attempt to explore the role of women on board in enhancing the stability efficiency of banks, using the stochastic frontier approach. These findings shed light on the function of gender diversity as a governance instrument for mitigating risk in an emerging market context.

Purpose

This study aims to investigate the role of women in business leadership, specifically the effect of women on boards (WoB) on corporate environmental responsibility engagement (CERE) and corporate financial performance (CFP) in the Indonesian manufacturing companies. Furthermore, it also examines whether CERE mediates the WoB – CFP relationship.

Design/methodology/approach

This is quantitative research using secondary data obtained from the Indonesian Stock Exchange and the website of each company. Using agency theory, upper echelon theory and sustainability theory, 645 firm-year data from the period of 2015–2019 are analysed. The partial least squares structural equation modelling is used to test the hypotheses studied.

Findings

The results indicate that WoB is positively associated with CFP and CERE, CERE is positively associated with CFP and CERE mediates the effect of WoB on CFP. The samples are derived from the manufacturing industry; thus, it limits its generalisation. The result implies that investors need to increase the proportion of WoB to enhance CFP. For management, it implies that WoB has an important role in increasing environmental responsibility. For regulators, such as the Indonesian Financial Service Authority, it provides useful information for policymaking in terms of increasing the proportion of WoB and the need for a sustainability report. With increased WoB and CERE, CFP will be better so that society will also gain increased social benefits.

Originality/value

To the best of the authors’ knowledge, the topic is rarely investigated, especially in the two-tier governance system that uses WoB, CERE and CFP. By investigating the impact of women’s presence on the board of commissioners and the board of directors, this research provides crucial empirical evidence for the agency theory, upper echelon theory and sustainability theory. A new data set also has been created for this research.

Purpose

The purpose of this study is to ascertain the perceptions of UAE nationals and Arab residents toward women in the UAE, with particular emphasis on women leadership.

Design/methodology/approach

This study made use of a quantitative approach via the use of survey research. The Attitudes Toward Women scale was adapted and used to illicit the views of the sample population. Data were subsequently tested using Statistical Package for Social Sciences.

Findings

This paper provides empirical evidence reflecting a potential shift in the views toward women in the UAE. This paper suggests that views toward women are complex, and perhaps, evolving. On one hand, traditional gender roles and perceptions of gender inequality persist, on the other more egalitarian views and present, even supportive of women’s professional lives.

Research limitations/implications

Because of the selected research approach, the research results may lack depth of understanding and additional nuance. Therefore, researchers are encouraged to explore these findings further, particularly with either qualitative of mixed-methods approaches.

Practical implications

This paper includes implications for continued education of the community concerning the multiple roles of women, including their roles as leaders. This study also includes the importance of providing women with leadership training and support to foster more women leaders across disciplines.

Originality/value

This paper significantly contributes to understanding how the perspectives of women in the UAE influence the views toward women leadership in the UAE.

Purpose

This study aims to understand how female globally mobile employees (GMEs), a group that is gaining a stronger presence in global work, exert their career agency within the context of structural constraints.

Design/methodology/approach

Using theoretical perspectives of career-agency theory and person-environment fit as frames of reference, this study collected 113 blog posts written by 19 female GMEs and conducted semi-structured interviews with 11 female GMEs who are currently living and working in Japan.

Findings

This study found that the informants exercised career agency as a response to challenges related to foreignness and gender. Through career-related agentic behaviors, the informants strove to increase their fit with their environments while interacting with different aspects of structural constraints. This study also found that people in different stages of global mobility exhibited different mindsets toward their foreignness, consequently influencing their career agency.

Originality/value

This study highlights the dynamic interaction between structural constraints and the agency of female GMEs, advancing the understanding of career agency in women’s global work. In addition, it recognizes the presence of expatriate residents as a distinct subgroup within the GME population, shedding light on the evolving ambiguous boundaries between self-initiated expatriates and other talent categories.

Purpose

This study aims to explore the factors that influence job satisfaction among women in Jordan and contribute to the growing interest in women’s workplace happiness in the context of the Middle East.

Design/methodology/approach

The authors used an explanatory sequential mixed-method approach. During the first phase, 250 female respondents were surveyed from the private sector in Jordan. The authors analyzed the impact of various employment-related attributes and other variables, including educational level, position, work experience, daily work hours, income level, relationships with colleagues and supervisors and internal career opportunities on job satisfaction. During the second stage, the authors interviewed 23 supervisor female respondents and conducted a thematic analysis to explore in more depth the determinants of job satisfaction of females working in the private sector in Jordan.

Findings

The quantitative findings of this study indicate that job satisfaction is positively influenced by education level and income, while notably, it was negatively impacted by work experience and daily work hours. Relationships with colleagues and supervisors, as well as internal career opportunities, positively affect job satisfaction. The qualitative findings of the study indicate that positive corporate culture, developing subordinates, financial independence, self-worthiness, work-life balance, internal career opportunities and factors that spillover from the personal life domain contributed highly to job satisfaction.

Practical implications

The findings of this study can help employers in gaining a deeper understanding of the needs and behaviors of female workers in the Middle East, potentially resulting in decreased job turnover and heightened productivity.

Originality/value

This study offers valuable insights into the cultural dynamics at play and sheds light on the psychology of the Arab female workforce. Given the limited research on job satisfaction among women in the Middle East and the Arab world, this study holds significant importance for practitioners.