Gender in Management最新文献

Purpose

Given the adversity of the COVID-19 pandemic, there remains an incomplete understanding of the gender disparities in the affectedness and recovery of micro-entrepreneurs from the crisis. Consequently, this paper aims to scrutinise gender disparities in the initial repercussions of the crisis and throughout the recovery phase.

Design/methodology/approach

Acknowledging the interconnectedness of micro-entrepreneurs’ professional and private spheres, the study adopts a mixed-methods approach combining a representative quantitative study with qualitative data from 36 semi-structured interviews with self-employed individuals in Germany amidst the COVID-19 crisis.

Findings

The findings indicate a gender gap in the impact and recovery trajectory, particularly affecting female entrepreneurs in caregiving roles beyond immediate financial repercussions. These disparities did not result in more pronounced business measures for recovery but rather involved more experimentation and prosocial behaviours, with a preference for alternatives to state aid, such as personal reserves and social networks.

Originality/value

Unveiling the dual influence of economic and social factors as essential for female entrepreneurs’ recovery from the crisis adds to the literature by providing a comprehensive understanding of gender-specifics.

Purpose

This study aims to examine senior male employees’ perspectives on the glass ceiling in the Nigerian banking sector.

Design/methodology/approach

The data were collected qualitatively using interviews with 43 senior male employees in four Nigerian banks.

Findings

This study finds that senior male employees acknowledge the challenges their female counterparts face concerning promotion. Senior male employees’ views on the value of gender-diverse leadership underscore the illusion of a “level playing field” because of a gender-neutral performance policy and a family–friendly policy for women. Nonetheless, the study notes a divergence in senior male employees’ perspectives about the professional progression of female employees (based majorly on age and ethnicity). The study concludes that the organisational culture and leadership that underpin poor female career progression are embedded in and driven by the culture in the empirical context.

Originality/value

The examination of senior male employees’ perspectives on the glass ceiling in the Nigerian banking sector offers significant theoretical and practical contributions to the extant literature on gendered occupational segregation by providing unique insights into how patriarchal societal and occupational culture, as well as (limited) family–friendly policies for women, influence the configuration of men’s views of gendered occupational segregation in the Nigerian banking sector.

Purpose

This paper aims to analyse the gender wage gap (GWG) in the board of directors at the executive-director level. The authors aim to answer two questions: (1) Is the GWG explained by differences between males and females, by discriminatory causes or by both? and (2) what are the main factors that cause or increase the existence of GWGs? Specifically, the authors pay special attention to compliance with good governance codes as a fundamental variable in explaining the GWG.

Design/methodology/approach

The study uses a sample of directors in Spanish companies listed on the continuous market from 2013 to 2021 and uses Blinder–Oaxaca decomposition and unconditional quantile regressions to analyse the GWG.

Findings

The findings demonstrate both discriminatory reasons and differences between individuals when explaining the GWG and showing that compliance with remuneration practices issued by good governance codes considerably reduces the GWG for all remuneration components.

Practical implications

The study confirms adequacy of regulator remuneration recommendations but highlights GWG persistence within boards. To counter this, enforcing pay transparency aids female directors’ advancement, reducing bonuses’ impact on wage disparity, necessitating monitored laws for fairer compensation systems and meeting 40% of women directors’ proposals.

Social implications

Primarily, this study significantly influences public attitudes towards GWG. Specifically, it calls for companies to not only increase female leadership representation but also to ensure equitable remuneration aligned with their male counterparts, conduct regular pay equity assessments, implement pay transparency policies and support work-life balance through flexible hours and parental leave. Furthermore, the work serves as a crucial resource for female directors, empowering them to advocate for their rights in the context of GWG.

Originality/value

This research offers nuanced insights into the GWG in corporate boards, corrects the main limitations of previous studies and calls for regulatory reinforcement and the active involvement of female directors and firms in creating equitable policies.

Purpose

The participation of females in economic activity remains a challenge, and received a lot of attention for a better labor policy discourse. The empirical research focused widely on the relationship between female labor force participation (FLFP) and economic development, called the feminization U-shape hypothesis. However, the linear/nonlinear relationship has been questioned due to empirical and methodological anomalies. Hence, this study aims to extend the previous work by reexamining this relationship in Pakistan.

Design/methodology/approach

The annual data from 1980 to 2021, the unit root tests augmented Dickey–Fuller and Phillips and Perron, the conventional autoregressive distributed lag bound test approach by including the quadratic-term of GDP per capita and the novel Sasabuchi–Lind–Mehlum (SLM) U test (2010) used for empirical estimation.

Findings

The findings revealed the prospects of a long-run nonlinear association between FLFP and economic development in Pakistan. However, an inverse U-shape exists between the female labor force participation rate (FLFPR) and GDP per capita, predicting that FLFP may decline in the future.

Research limitations/implications

The traditional feminization U-shape hypothesis has little empirical support in the case of Pakistan. Therefore, the Government of Pakistan should enhance the enabling environment for females through the provision of better job opportunities, technical skills, on-the-job training and social security benefits during all phases of economic development.

Originality/value

The conventional approach of testing U-shape is insufficient. To the best of the authors’ knowledge, therefore, this study incorporated a wider data set in a time series that is less evident, an advanced methodology SLM U test (2010), to validate the feminization U-shape hypothesis in Pakistan for the first time.

Purpose

Existing research has examined the results of women’s political leadership participation (WPLP) and the reasons for the lack of advancement of women to management positions. However, little research has been adopting a more comprehensive framework and configuration perspective to investigate the determinants of WPLP. By integrating institutional theory and institutional complementarities theory, this study aims to construct an institution–culture–structure framework to investigate the multiple driving mechanisms of WPLP.

Design/methodology/approach

Drawing on the fuzzy set qualitative comparative analysis method and a sample of 66 countries, the authors identify multiple equifinal combinations of conditions related to high and not-high levels of WPLP.

Findings

According to the results, the authors summarize five pathways influencing WPLP. These pathways include education and culture-driven pattern, political institutions-driven pattern, political institutions and structure-driven pattern, integrated-driven pattern and political institutions and culture restrictive pattern.

Originality/value

The authors shed new light on the driving mechanism of WPLP and contribute to research on making full out of women’s leadership.

Purpose

The European Union (EU) has recently adopted gender quotas for corporate boards (CBQ), anticipating ripple effects on women’s careers in the companies concerned, as well as throughout the economy. The purpose of this paper is to investigate whether CBQ has spurred ripple effects and discuss mechanisms hindering or facilitating women’s occupancy of top executive positions.

Design/methodology/approach

Norway was the first country in the world to introduce CBQ in 2003, with full effect from 2008. The policy requires company boards to be composed of 40% of each gender. Drawing on original data mapping boards and executive committees in Norway’s 200 largest companies, the authors analyze the association between CBQ and the gender composition of executive management almost 15 years after the full implementation. The data include both companies covered by the CBQ and large companies not covered.

Findings

The investigation does not find a positive association between CBQ and more women in executive positions. Thus, the ripple effect hypothesis of CBQ is not supported. CBQ may have contributed to an increased awareness of gender imbalances, yet these findings indicate that to achieve more gender balance in executive positions, scholars and practitioners may need to focus more on gendered conditions and processes in organizations and society throughout executive careers than on the gender composition of boards.

Originality/value

This paper provides empirical analyses of original data 15 years after the implementation of CBQ. The authors further contribute to scholarly debate by identifying and discussing possible mechanisms that explain how requiring more women on corporate boards may – or may not – have ripple effects on executive management.

Purpose

Situated in the context of India, where women’s representation on corporate boards remains low, this study aims to explore whether and how tokenism impacts the behaviours of female directors.

Design/methodology/approach

The boardroom experiences and perceptions of 14 women directors are explored through semi-structured interviews and analysed using an inductive and interpretive process. Also, to get a counter perspective and avoid the social desirability bias from the women participants’ responses, 16 men directors are interviewed.

Findings

The study finds that, as gender minorities, women directors' visibility on boards can create performance pressures on these women. To counter gender-based prejudices, women directors consciously alter their behaviours and project both male and female traits consistent with the director role. By doing so, women directors overcome tokenistic stereotypes and are accepted as part of the director in-group, irrespective of their numeric representation on the board.

Practical implications

The research has implications for governments attempting to increase women’s board presence through affirmative actions and for firms aiming to improve the gender diversity of their board composition.

Originality/value

These findings present an alternative perspective on women directors’ board behaviour by exploring the applicability of Western trends on tokenism and critical mass in the context of India, adding to the vast body of literature concerned with minorities on corporate boards.

Purpose

Remote work has been intensifying in organizations, and the recent pandemic forced an immediate increase in it, ignoring its effect on the family. The purpose of this study was to analyze the work and personal-family life balance of Colombian workers during the lockdown and the effects on post-pandemic times.

Design/methodology/approach

Quantitative correlational study with a non-probabilistic sample of 1,069 participants: 349 (32.64%) men and 720 (67.35%) women.

Findings

A total of 44.8% of the participants reported that their work interfered with their personal life; 61.6% reported that their work exceeded their habitual time; 72.2% felt comfortable with the remote work; and women perceived more affectation, as did participants with children. No interaction was present between these variables. There are more interruptions for workers with children younger than 12 years.

Practical implications

There is satisfaction with remote work. However, there are difficulties regarding work-personal life balance that must be addressed to improve quality of life, with an emphasis on women and workers with children, especially younger children.

Social implications

This study provides empirical evidence for the foundation of public and organizational policies aimed at managing remote work and the work-personal life balance to reduce the risk of loss of female labor force and effects on the quality of life of workers.

Originality/value

Studies on the work-personal life balance with Latin American samples are scarce. This research contributes to the literature about satisfaction with working from home modality and the work-personal life balance during COVID-19 confinement, with a look at the differences by gender and the evaluation of the family conditions of Colombian workers, contributing to a regional perspective.

Purpose

Drawing on legitimacy and upper-echelon theory, this paper aims to investigate the moderating role of corporate governance in the relationship between corporate social performance (CSP) and board gender diversity (BGD).

Design/methodology/approach

Using Morgan Stanley Capital International measures of social and governance performance, the authors use 2,950 firm-year observations from US companies for the years 2016–2020 to show that good performance on social issues drives BGD.

Findings

The panel data model indicates that the relationship between CSP and BGD is strengthened when firms display robust corporate governance.

Originality/value

This study contributes to the extant literature through empirical consideration of CSP as a predictor of BGD, a relationship that has rarely been examined. It further highlights the significant role of corporate governance in ensuring that women have access to corporate boards. Discussion and findings highlight that social performance and governance may significantly contribute to the diversity of socially cognizant boards.

Purpose

This study aims to explore the career transition process of women professionals when they return to the workplace after a break and re-integrate with their career aspirations.

Design/methodology/approach

This research used a qualitative approach with semi-structured interviews for data collection. All 20 women participants have returned to their careers after a break.

Findings

The data analysis reveals women’s career transition and re-integration process into the workplace after a career break. Supervisory support, work–life balance practices, role models, coworker support and career success emerged as factors enabling successful transition. The employing organisations’ diversity, equity and inclusion (DEI) hiring strategy emerged as an important mechanism for re-entry.

Originality/value

Although previous research has studied women professionals returning after a break, the “transition process” that enables re-entry is missing.