Gender in Management最新文献

英文中文

“It is competence first”: executives navigating gender equality targets and meritocracy in technology companies “能力第一”:高管们在科技公司实现性别平等目标和任人唯贤

IF 3.7 3区管理学 Q1 Social Sciences

Gender in Management

Pub Date : 2023-12-05 DOI: 10.1108/gm-05-2022-0172

Susanna Bairoh

Purpose

The purpose of this study is to understand how executives in technology companies relate to targets for gender equality, especially pertaining to top management.

Design/methodology/approach

The study draws on 19 interviews of CEOs, senior line managers and HR directors in ten technology companies operating in Finland. The method is (reflexive) thematic analysis.

Findings

Previous studies on the role of executives in promoting gender equality provide somewhat mixed results: while their role is vital, senior leaders may not be inclined to support gender equality targets and measures. Drawing on critical feminist theorizing, this study identifies three ways in which the executives in technology companies related to gender equality targets: endorsing, negotiating and resisting. However, all these responses were constrained by the executives’ assumption that their companies are meritocratic. The study illustrates how executives’ narrow understanding of gender equality and reliance on the presumably well-working systems, combined with underlying doubts about the competence of women, hinder the advancement of women to top management.

Originality/value

While previous studies have evaluated targets to increase the number/percentage of women, both in certain “ideal case” companies and in terms of their effectiveness more broadly, this study discusses how technology company executives navigate these targets in relation to women's assumed “competence”.

本研究的目的是了解科技公司的高管如何与性别平等目标联系起来，特别是与高层管理有关。设计/方法/方法该研究对芬兰10家科技公司的首席执行官、高级直线经理和人力资源总监进行了19次访谈。方法是(反身)主位分析。先前关于高管在促进性别平等方面的作用的研究提供了一些复杂的结果:尽管高管的作用至关重要，但高管可能不倾向于支持性别平等的目标和措施。利用批判性女权主义理论，本研究确定了科技公司高管与性别平等目标相关的三种方式:赞同、谈判和抵制。然而，所有这些反应都受到高管们的假设的限制，即他们的公司是精英管理的。这项研究表明，高管们对性别平等的狭隘理解，以及对可能运作良好的制度的依赖，再加上对女性能力的潜在怀疑，阻碍了女性晋升至最高管理层。原创性/价值虽然之前的研究已经评估了增加女性数量/百分比的目标，无论是在某些“理想情况下”的公司，还是在更广泛的范围内，就其有效性而言，本研究讨论了科技公司高管如何在与女性假定的“能力”相关的目标中导航。

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引用次数: 0

Influence of task-related diversity of R&D employees on the development of organisational innovations: a gender perspective 研发员工任务相关多样性对组织创新发展的影响:性别视角

IF 3.7 3区管理学 Q1 Social Sciences

Gender in Management

Pub Date : 2023-11-20 DOI: 10.1108/gm-06-2023-0208

Adrian Testera Fuertes, Liliana Herrera

Purpose

This paper aims to analyse the influence of workforce diversity on the firm’s likelihood to develop organisational innovations. Operationalising human resources diversity is not straightforward, and its effect has been rather overlooked in the context of non-technological innovations. This study analyses the impact of task-related diversity among research and development (R&D) unit workers and women R&D workers, in particular.

Design/methodology/approach

To estimate the impact of task-related diversity on firm propensity to undertake organisational innovation, this study uses a generalised linear model (GLM) – with a binomial family and log–log extension. GLMs are used to control problems of over-dispersion, which, in models with binary response variables, could generate inaccurate standard error estimates and provide inconsistent results.

Findings

This paper provides three important results. Firstly, employee diversity increases the firm’s propensity to engage in organisational innovations. Secondly, the influence of each facet of task-related diversity varies depending on the type of organisational innovation considered. Thirdly, gender has an effect on the innovation process; this study shows that women play a different role in the production of non-technological innovations.

Originality/value

This paper makes several contributions to the literature. Firstly, it makes a theoretical contribution to research on innovation management by considering the influence of human resources diversity on the development of non-technological innovations. Secondly, this study analyses the role of workforce diversity in an R&D department context to clarify the contribution made by women R&D workers.

本文旨在分析劳动力多样性对企业发展组织创新可能性的影响。人力资源多样性的运作不是直截了当的，其影响在非技术创新的背景下相当被忽视。本研究分析了任务相关多样性对研发单位员工，尤其是女性研发员工的影响。设计/方法/方法为了估计任务相关多样性对企业进行组织创新倾向的影响，本研究使用广义线性模型(GLM) -具有二项族和对数-对数扩展。glm用于控制过度分散问题，在具有二元响应变量的模型中，过度分散可能产生不准确的标准误差估计并提供不一致的结果。本论文提供了三个重要的结果。首先，员工多样性增加了公司参与组织创新的倾向。其次，任务相关多样性的每个方面的影响取决于所考虑的组织创新的类型。第三，性别对创新过程有影响;这项研究表明，妇女在非技术创新的生产中起着不同的作用。原创性/价值这篇论文对文献有几点贡献。首先，考虑人力资源多样性对非技术创新发展的影响，为创新管理研究做出了理论贡献。其次，本研究分析了劳动力多样性在研发部门背景下的作用，以澄清女性研发人员的贡献。

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引用次数: 0

Inclusive Education for Inclusive Economic Participation: the Financial Access Channel 全纳教育促进全纳经济参与：资金获取渠道

IF 3.7 3区管理学 Q1 Social Sciences

Gender in Management

Pub Date : 2020-04-08 DOI: 10.1108/GM-08-2019-0146

Simplice A. Asongu, J. Nnanna, P. N. Acha-Anyi

PurposeThe purpose of this study is to assess how inclusive education affects inclusive economic participation through the financial access channel.Design/methodology/approachThe focus is on 42 sub-Saharan African countries with data for the period 2004-2014. The empirical evidence is based on the generalised method of moments.FindingsThe following findings are established. First, inclusive secondary education moderates financial access to exert a positive net effect on female labour force participation. Second, inclusive “primary and secondary school education” and inclusive tertiary education modulate financial access for a negative net effect on female unemployment. Third, inclusive secondary education and inclusive tertiary education both moderate financial access for an overall positive net effect on female employment. To provide more gender macroeconomic management policy options, inclusive education thresholds for complementary policies are provided and discussed.Originality/valuePolicy implications are discussed in the light of challenges of economic development in the sub-region and sustainable development goals.

本研究的目的是评估全纳教育如何通过金融渠道影响全纳经济参与。研究重点是 42 个撒哈拉以南非洲国家，数据时间跨度为 2004-2014 年。实证证据基于广义矩方法。首先，包容性中等教育调节了金融获取，从而对女性劳动力参与产生了积极的净影响。第二，全纳 "中小学教育 "和全纳高等教育调节金融获取，对女性失业产生负的净影响。第三，全纳中等教育和全纳高等教育都能调节资金获取，从而对女性就业产生总体上积极的净影响。为了提供更多的性别宏观经济管理政策选择，提供并讨论了补充政策的全纳教育阈值。原创性/价值根据次区域经济发展的挑战和可持续发展目标讨论了政策影响。

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引用次数: 15

The relationship between entrepreneurial intent, gender and personality. 创业意向、性别和个性之间的关系。

IF 3.7 3区管理学 Q1 Social Sciences

Gender in Management

Pub Date : 2019-10-25 DOI: 10.1108/gm-08-2018-0105

Mackenzie Zisser, Sheri L. Johnson, M. Freeman, Paige J. Staudenmaier

PurposeWe examine gender differences in personality traits of people with and without entrepreneurial intent to assess whether women who intend to become entrepreneurs exhibit particular tendencies that can be fostered.Design/Methodology/ApproachParticipants completed an online battery of well-established questionnaires to cover a range of personality traits relevant to entrepreneurship and gender. Participants also answered items concerning intent to become an entrepreneur. A factor analysis of personality traits produced four factors (Esteem and Power, Ambition, Risk Propensity, and Communal Tendency, the latter reflecting Openness and Cooperation, without Hubris). We constructed four parallel regression models to examine how gender, entrepreneurial intent, and the interaction of gender with intent related to these four personality factor scores.FindingsParticipants who endorsed a desire to become an entrepreneur reported higher Ambition. Women with entrepreneurial intentions endorsed higher levels of Communal Tendency than men with entrepreneurial intent. Those without entrepreneurial intent did not show gender differences in Communal Tendency.ImplicationsCurrent findings suggest that men and women who intend to become entrepreneurs share many traits, but women with entrepreneurial intent show unique elevations in communal tendencies. Thus, a worthwhile locus for intervention into the gender disparity in self-employment may be providing space for and acknowledgement of prosocial motivation and goals as one successful route to entrepreneurship.Originality/valueGiven the underutilized economic potential of women entrepreneurs, there is a fundamental need for a rich array of research on factors that limit and promote women's entry into entrepreneurship. Current findings indicate that personality may be one piece of this puzzle.

目的我们研究了有创业意向和没有创业意向的人的性格特征的性别差异，以评估有意成为企业家的女性是否表现出可以培养的特定倾向。设计/方法/方法参与者完成了一组完善的在线问卷，涵盖了与创业和性别相关的一系列人格特征。参与者还回答了有关创业意向的项目。人格特质的因素分析产生了四个因素（自尊与权力、野心、风险倾向和共同倾向，后者反映了开放与合作，没有傲慢）。我们构建了四个平行回归模型来检验性别、创业意图以及性别与意图的交互作用如何与这四个人格因素得分相关。发现支持成为企业家愿望的参与者报告说他们有更高的抱负。有创业意图的妇女比有创业意图男子认同更高水平的社区倾向。那些没有创业意图的人在社区倾向中没有表现出性别差异。含义当前的研究结果表明，打算成为企业家的男性和女性有许多共同的特征，但有创业意图的女性在社区倾向上表现出独特的提升。因此，对自营职业中的性别差异进行干预的一个有价值的途径可能是为亲社会动机和目标提供空间，并承认这是创业的一条成功途径。原创性/价值鉴于女企业家的经济潜力未得到充分利用，根本需要对限制和促进妇女创业的因素进行一系列丰富的研究。目前的研究结果表明，个性可能是这个谜题的一部分。

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引用次数: 26

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