Gender in ManagementTable of Contents for Gender in Management. List of articles from the current issue, including Just Accepted (EarlyCite)https://www.emerald.com/insight/publication/issn/1754-2413/vol/39/iss/3?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestGender in ManagementEmerald Publishing LimitedGender in ManagementGender in Managementhttps://www.emerald.com/insight/proxy/containerImg?link=/resource/publication/journal/64f3bd1741ab8d6ba545a1ae09bb8728/urn:emeraldgroup.com:asset:id:binary:gm.cover.jpghttps://www.emerald.com/insight/publication/issn/1754-2413/vol/39/iss/3?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestOrganizational resistance through organizing principles: the case of gender equality in the militaryhttps://www.emerald.com/insight/content/doi/10.1108/GM-05-2022-0180/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestPrevious studies show that the implementation of gender equality encounters resistance in military organizations, but it is often invisible or seen as confined to anonymous structures or troubled individuals. This paper aims to show how the Swedish Armed Forces (SAF) use organizational principles to resist implementing gender equality measures. The study is a qualitative analysis of discursive strategies in the SAF’s 2013–2018 annual reports to government. The organizing principles of instrumentality and distance, while existing in parallel with gender equality efforts, actually pursue logics that prevents the SAF from implementing gender equality. The principle of instrumentality in this context means that gender equality in the SAF is of secondary interest to organizational members. The principle of distancing from the problem includes strategies that alienate female from male officers. The contribution of this paper is the finding that the use of organizing principles represents conscious organizational resistance to gender equality efforts. This kind of use needs to be revealed and criticized to change military organizations.Organizational resistance through organizing principles: the case of gender equality in the military
Arita Holmberg, Aida Alvinius
Gender in Management, Vol. 39, No. 3, pp.313-327

Previous studies show that the implementation of gender equality encounters resistance in military organizations, but it is often invisible or seen as confined to anonymous structures or troubled individuals. This paper aims to show how the Swedish Armed Forces (SAF) use organizational principles to resist implementing gender equality measures.

The study is a qualitative analysis of discursive strategies in the SAF’s 2013–2018 annual reports to government.

The organizing principles of instrumentality and distance, while existing in parallel with gender equality efforts, actually pursue logics that prevents the SAF from implementing gender equality. The principle of instrumentality in this context means that gender equality in the SAF is of secondary interest to organizational members. The principle of distancing from the problem includes strategies that alienate female from male officers.

The contribution of this paper is the finding that the use of organizing principles represents conscious organizational resistance to gender equality efforts. This kind of use needs to be revealed and criticized to change military organizations.

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Organizational resistance through organizing principles: the case of gender equality in the military10.1108/GM-05-2022-0180Gender in Management2023-07-05© 2023 Arita Holmberg and Aida Alvinius.Arita HolmbergAida AlviniusGender in Management3932023-07-0510.1108/GM-05-2022-0180https://www.emerald.com/insight/content/doi/10.1108/GM-05-2022-0180/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Arita Holmberg and Aida Alvinius.http://creativecommons.org/licences/by/4.0/legalcode
Think manager – Think or : exploring the content of gendered stereotypes of the managerial role among undergraduate business students in Ireland over a 10-year periodhttps://www.emerald.com/insight/content/doi/10.1108/GM-03-2023-0099/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestUsing Schein’s Descriptive Index (SDI), this paper aims to first examine gender role stereotypes and requisite managerial characteristics among Irish business students over a 10-year period. Then, the paper investigates whether there have been changes in gender role stereotypes during this period and subsequently unpack the reasons behind any changes recorded. In total, 1,124 students from the same business student population rated men, women and managers in general, using SDI. Data was collected first during the academic year 2008–2009 and again in 2018–2019 to determine stability or change in gender role stereotypes and requisite managerial characteristics. Intraclass correlation coefficients scores were computed to determine the relationship between gender and requisite managerial characteristics and identify differences and similarities between the two samples. To explore the content of gender stereotypes, an examination of the specific descriptive items was conducted by performing a factorial analysis using Duncan’s Multiple Range Test. Finally, the authors adapted the scales developed by Duehr and Bono (2006) to determine whether broad gender stereotypic characteristics with respect to communal and agentic, attributed to men, women and managers, differ by sample. The overall findings indicate changes in the extent of gender role stereotyping of the managerial role among the male cohorts studied. The subsequent analysis of the descriptive items identified that the change among the male cohort is due to the levels of agency they perceive women to now possess. The authors contribute to the literature on both gendered and managerial stereotypes by showing changes in the pro-male stereotype of the managerial role and contribute to the existing debate on a shift towards a more androgynous view of leadership. These findings help understand the content of gender role stereotypes that recent graduates bring with them to their first job post-graduation. The observed changes in the level of agency ascribed to women by their male counterparts could prove to be an important step forward for women’s advancement to managerial positions. The findings indicate that both male and female cohorts in Sample 2 perceived men and women in general to possess the same levels of communal and agentic traits as their managerial counterparts.Think manager – Think or : exploring the content of gendered stereotypes of the managerial role among undergraduate business students in Ireland over a 10-year period
Elaine Berkery, Nuala F. Ryan
Gender in Management, Vol. 39, No. 3, pp.328-344

Using Schein’s Descriptive Index (SDI), this paper aims to first examine gender role stereotypes and requisite managerial characteristics among Irish business students over a 10-year period. Then, the paper investigates whether there have been changes in gender role stereotypes during this period and subsequently unpack the reasons behind any changes recorded.

In total, 1,124 students from the same business student population rated men, women and managers in general, using SDI. Data was collected first during the academic year 2008–2009 and again in 2018–2019 to determine stability or change in gender role stereotypes and requisite managerial characteristics. Intraclass correlation coefficients scores were computed to determine the relationship between gender and requisite managerial characteristics and identify differences and similarities between the two samples. To explore the content of gender stereotypes, an examination of the specific descriptive items was conducted by performing a factorial analysis using Duncan’s Multiple Range Test. Finally, the authors adapted the scales developed by Duehr and Bono (2006) to determine whether broad gender stereotypic characteristics with respect to communal and agentic, attributed to men, women and managers, differ by sample.

The overall findings indicate changes in the extent of gender role stereotyping of the managerial role among the male cohorts studied. The subsequent analysis of the descriptive items identified that the change among the male cohort is due to the levels of agency they perceive women to now possess.

The authors contribute to the literature on both gendered and managerial stereotypes by showing changes in the pro-male stereotype of the managerial role and contribute to the existing debate on a shift towards a more androgynous view of leadership.

These findings help understand the content of gender role stereotypes that recent graduates bring with them to their first job post-graduation. The observed changes in the level of agency ascribed to women by their male counterparts could prove to be an important step forward for women’s advancement to managerial positions.

The findings indicate that both male and female cohorts in Sample 2 perceived men and women in general to possess the same levels of communal and agentic traits as their managerial counterparts.

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Think manager – Think or : exploring the content of gendered stereotypes of the managerial role among undergraduate business students in Ireland over a 10-year period10.1108/GM-03-2023-0099Gender in Management2023-09-05© 2023 Elaine Berkery and Nuala F. Ryan.Elaine BerkeryNuala F. RyanGender in Management3932023-09-0510.1108/GM-03-2023-0099https://www.emerald.com/insight/content/doi/10.1108/GM-03-2023-0099/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Elaine Berkery and Nuala F. Ryan.
Gender diversity of board of directors and shareholders: Machine learning exploration during COVID-19https://www.emerald.com/insight/content/doi/10.1108/GM-02-2023-0034/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestEuropean Parliament adopted a new directive on gender balance in corporate boards when by 2026, companies must employ 40% of the underrepresented sex into non-executive directors or 33% among all directors. Therefore, this study aims to analyze the impact of gender diversity (GD) on board of directors and the shareholders’ structure and their impact on the likelihood of company bankruptcy during the COVID-19 pandemic. The data sample consists of 1,351 companies for 2019 and 2020, of which 173 were large, 351 medium-sized companies and 827 small companies. Three bankruptcy indicators were tested for each company size, and extreme gradient boosting (XGBoost) and logistic regression models were developed. These models were then cross-validated by a 10-fold approach. XGBoost models achieved area under curve (AUC) over 98%, which is 25% higher than AUC achieved by logistic regression. Prediction models with GD features performed slightly better than those without them. Furthermore, this study indicates the existence of critical mass between 30% and 50%, which decreases the probability of bankruptcy for small and medium companies. Furthermore, the representation of women in ownership structures above 50% decreases bankruptcy likelihood. This is a pioneering study to explore GD topics by application of ensembled machine learning methods. Moreover, the study does analyze not only the GD of boards but also shareholders. A highly innovative approach is GD analysis based on company size performed in one study considering the COVID-19 pandemic perspective.Gender diversity of board of directors and shareholders: Machine learning exploration during COVID-19
Lenka Papíková, Mário Papík
Gender in Management, Vol. 39, No. 3, pp.345-369

European Parliament adopted a new directive on gender balance in corporate boards when by 2026, companies must employ 40% of the underrepresented sex into non-executive directors or 33% among all directors. Therefore, this study aims to analyze the impact of gender diversity (GD) on board of directors and the shareholders’ structure and their impact on the likelihood of company bankruptcy during the COVID-19 pandemic.

The data sample consists of 1,351 companies for 2019 and 2020, of which 173 were large, 351 medium-sized companies and 827 small companies. Three bankruptcy indicators were tested for each company size, and extreme gradient boosting (XGBoost) and logistic regression models were developed. These models were then cross-validated by a 10-fold approach.

XGBoost models achieved area under curve (AUC) over 98%, which is 25% higher than AUC achieved by logistic regression. Prediction models with GD features performed slightly better than those without them. Furthermore, this study indicates the existence of critical mass between 30% and 50%, which decreases the probability of bankruptcy for small and medium companies. Furthermore, the representation of women in ownership structures above 50% decreases bankruptcy likelihood.

This is a pioneering study to explore GD topics by application of ensembled machine learning methods. Moreover, the study does analyze not only the GD of boards but also shareholders. A highly innovative approach is GD analysis based on company size performed in one study considering the COVID-19 pandemic perspective.

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Gender diversity of board of directors and shareholders: Machine learning exploration during COVID-1910.1108/GM-02-2023-0034Gender in Management2023-09-06© 2023 Emerald Publishing LimitedLenka PapíkováMário PapíkGender in Management3932023-09-0610.1108/GM-02-2023-0034https://www.emerald.com/insight/content/doi/10.1108/GM-02-2023-0034/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Gender, external financing and firm performance: evidence from Chinese private firmshttps://www.emerald.com/insight/content/doi/10.1108/GM-10-2021-0322/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe operational framework of external financing in the correlation between the gender of entrepreneurs and firm performance remains to be resolved. This study aims to investigate the mediating effect of external financing on gender-based disparities in private firm performance and to explore its heterogeneity within the Chinese context. Based on national data from the 10th to 13th Chinese Private Enterprise Survey, this study used a bootstrap-based mediation effect model to analyze the role of external financing as a mediator in the relationship between entrepreneur gender and firm performance. This study found that external financing is a constructive mediator between entrepreneur gender and firm performance. Heterogeneity analysis revealed that external financing plays a complementary mediation role in the impact of entrepreneur gender on performance in West China. In the tertiary industry, external financing acts as the sole mediator for the impact of gender on firm performance. Notably, this mediating effect is present in non-startups but not in startups. The findings suggest that external financing can improve the firm performance of female entrepreneurs. Governments and policymakers should strengthen financial support for female entrepreneurs in West China, tertiary industry and non-startup enterprises. This paper contributes to the literature on gender and corporate governance by shedding light on the mediating role of external financing in the relationship between the gender of business owners and firm performance.Gender, external financing and firm performance: evidence from Chinese private firms
Lingyun Huang, Jiankun Liu, Zhigang Huang
Gender in Management, Vol. 39, No. 3, pp.370-387

The operational framework of external financing in the correlation between the gender of entrepreneurs and firm performance remains to be resolved. This study aims to investigate the mediating effect of external financing on gender-based disparities in private firm performance and to explore its heterogeneity within the Chinese context.

Based on national data from the 10th to 13th Chinese Private Enterprise Survey, this study used a bootstrap-based mediation effect model to analyze the role of external financing as a mediator in the relationship between entrepreneur gender and firm performance.

This study found that external financing is a constructive mediator between entrepreneur gender and firm performance. Heterogeneity analysis revealed that external financing plays a complementary mediation role in the impact of entrepreneur gender on performance in West China. In the tertiary industry, external financing acts as the sole mediator for the impact of gender on firm performance. Notably, this mediating effect is present in non-startups but not in startups.

The findings suggest that external financing can improve the firm performance of female entrepreneurs. Governments and policymakers should strengthen financial support for female entrepreneurs in West China, tertiary industry and non-startup enterprises.

This paper contributes to the literature on gender and corporate governance by shedding light on the mediating role of external financing in the relationship between the gender of business owners and firm performance.

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Gender, external financing and firm performance: evidence from Chinese private firms10.1108/GM-10-2021-0322Gender in Management2023-10-19© 2023 Emerald Publishing LimitedLingyun HuangJiankun LiuZhigang HuangGender in Management3932023-10-1910.1108/GM-10-2021-0322https://www.emerald.com/insight/content/doi/10.1108/GM-10-2021-0322/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Gender of firm leadership, audit committee gender diversity and audit quality through the lens of audit fee: a Ghanaian insighthttps://www.emerald.com/insight/content/doi/10.1108/GM-06-2022-0215/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to examine how woman leadership (i.e., woman board chairperson, woman chief executive officer (CEO) and board gender diversity) affects audit fee and also ascertained the interactive effect of woman leadership and gender diversity on audit committee on audit fee. The study applied ordinary least square and fixed-effect estimators on the data of 21 universal banks in Ghana for the period 2010–2021 to estimate the empirical results. It is revealed that under the leadership of women (woman CEO and board gender diversity), higher external audit quality is ensured as higher audit fee is paid. Interestingly, it was found that with the presence of women on the audit committee, the integrity of internal controls and internal audit procedures are enhanced, which leads to quality financial reporting, calls for lower audit effort, hence lower audit fee. The result indicates that firms can rely on the leadership of women in ensuring quality external audit and quality financial reporting, which ultimately helps to minimize the information risk to all stakeholders. The paper contributes to extant literature by establishing that, under the leadership of women in banking entities from a developing country context, external audit quality and financial reporting are achieved.Gender of firm leadership, audit committee gender diversity and audit quality through the lens of audit fee: a Ghanaian insight
Peter Kodjo Luh
Gender in Management, Vol. 39, No. 3, pp.388-408

This study aims to examine how woman leadership (i.e., woman board chairperson, woman chief executive officer (CEO) and board gender diversity) affects audit fee and also ascertained the interactive effect of woman leadership and gender diversity on audit committee on audit fee.

The study applied ordinary least square and fixed-effect estimators on the data of 21 universal banks in Ghana for the period 2010–2021 to estimate the empirical results.

It is revealed that under the leadership of women (woman CEO and board gender diversity), higher external audit quality is ensured as higher audit fee is paid. Interestingly, it was found that with the presence of women on the audit committee, the integrity of internal controls and internal audit procedures are enhanced, which leads to quality financial reporting, calls for lower audit effort, hence lower audit fee.

The result indicates that firms can rely on the leadership of women in ensuring quality external audit and quality financial reporting, which ultimately helps to minimize the information risk to all stakeholders.

The paper contributes to extant literature by establishing that, under the leadership of women in banking entities from a developing country context, external audit quality and financial reporting are achieved.

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Gender of firm leadership, audit committee gender diversity and audit quality through the lens of audit fee: a Ghanaian insight10.1108/GM-06-2022-0215Gender in Management2023-10-17© 2023 Emerald Publishing LimitedPeter Kodjo LuhGender in Management3932023-10-1710.1108/GM-06-2022-0215https://www.emerald.com/insight/content/doi/10.1108/GM-06-2022-0215/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Cooperative organizational cultures: a factor promoting equal gender representation in leadershiphttps://www.emerald.com/insight/content/doi/10.1108/GM-12-2022-0402/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to investigate the relationship between feminine gender identity and leadership intention. Based on the theory of planned behavior and social role theory, the indirect relationship between feminine gender identity and leadership intention was analyzed through affective motivation to lead and perceived leadership self-efficacy. In addition, drawing on the person–environment fit theory, feminine gender identity was examined as a moderator of the relationship between cooperative organizational culture and leadership intention. A cross-sectional survey was administered among a sample of 183 full-time employees. Results demonstrated that controlling for sex, perceived leadership self-efficacy mediated the relationship between feminine gender role identity and leadership intention. In addition, feminine gender role identity acted as a moderator in strengthening the relationship between cooperative organizational culture and leadership intention such that highly feminine individuals in high cooperative organizational cultures showed higher intentions to become leaders than did individuals with less feminine identities. In research on leadership intentions, it will be important to measure both sex and gender, as gender identity explains variance in important outcomes over and above sex. In addition, beginning to include organizational characteristics (such as perception of culture) in this stream of research is important. Organizations wishing to promote more feminine individuals to leadership roles should examine their organizational culture to determine if it is cooperative, as this type of culture allows these individuals to be more intent on seeking leadership roles. This research adds up to the literature by looking at an organizational factor, culture, and analyzing its role in increasing leadership intention in highly feminine individuals. In addition, by studying gender while controlling for sex, this paper suggests that regardless of sex (being a female or a male), feminine individuals will benefit from a cooperative environment. This includes any individuals (females and males) that identify more with communal behaviors.Cooperative organizational cultures: a factor promoting equal gender representation in leadership
Nora Elena Daher-Moreno, Kara A. Arnold
Gender in Management, Vol. 39, No. 3, pp.409-426

This study aims to investigate the relationship between feminine gender identity and leadership intention. Based on the theory of planned behavior and social role theory, the indirect relationship between feminine gender identity and leadership intention was analyzed through affective motivation to lead and perceived leadership self-efficacy. In addition, drawing on the person–environment fit theory, feminine gender identity was examined as a moderator of the relationship between cooperative organizational culture and leadership intention.

A cross-sectional survey was administered among a sample of 183 full-time employees.

Results demonstrated that controlling for sex, perceived leadership self-efficacy mediated the relationship between feminine gender role identity and leadership intention. In addition, feminine gender role identity acted as a moderator in strengthening the relationship between cooperative organizational culture and leadership intention such that highly feminine individuals in high cooperative organizational cultures showed higher intentions to become leaders than did individuals with less feminine identities.

In research on leadership intentions, it will be important to measure both sex and gender, as gender identity explains variance in important outcomes over and above sex. In addition, beginning to include organizational characteristics (such as perception of culture) in this stream of research is important.

Organizations wishing to promote more feminine individuals to leadership roles should examine their organizational culture to determine if it is cooperative, as this type of culture allows these individuals to be more intent on seeking leadership roles.

This research adds up to the literature by looking at an organizational factor, culture, and analyzing its role in increasing leadership intention in highly feminine individuals. In addition, by studying gender while controlling for sex, this paper suggests that regardless of sex (being a female or a male), feminine individuals will benefit from a cooperative environment. This includes any individuals (females and males) that identify more with communal behaviors.

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Cooperative organizational cultures: a factor promoting equal gender representation in leadership10.1108/GM-12-2022-0402Gender in Management2023-10-12© 2023 Emerald Publishing LimitedNora Elena Daher-MorenoKara A. ArnoldGender in Management3932023-10-1210.1108/GM-12-2022-0402https://www.emerald.com/insight/content/doi/10.1108/GM-12-2022-0402/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Board gender diversity and corporate litigation: evidence from Chinahttps://www.emerald.com/insight/content/doi/10.1108/GM-08-2022-0272/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to examine the effect of board gender diversity on corporate litigation in China’s listed firms. The key questions this study addresses are: what are the effect of board gender diversity on corporate litigation in terms of both the frequency and severity of consequence, is there any heterogeneous effects of the relationships across firm performance? A sample consists of 25,668 firm-year observations from over 3,340 firms is examined using logistic regression analysis and negative binomial regression analysis. The authors also use event study method and ordinary least square (OLS) regression to explore female directors’ effects on reducing the negative consequences of litigation. The logistic regression and OLS regression are reestimated with interaction terms when examining the firm performance heterogeneity. The authors document that firms with greater female representation on their boards experience fewer and less severe corporate litigations. Moreover, in high-performing firms, board gender diversity plays a more potent role in reducing the frequency and consequences of corporate litigation than low-performing firms. This study is among the first to examine the relationship between board gender diversity and the comprehensive corporate litigations under Chinese context. It sheds new light on China’s boardroom dynamics, offering valuable empirical implication to Chinese corporate policymakers on the role of female directors.Board gender diversity and corporate litigation: evidence from China
Xiaojing Zheng, Xiaoxian Wang
Gender in Management, Vol. 39, No. 3, pp.427-446

This study aims to examine the effect of board gender diversity on corporate litigation in China’s listed firms. The key questions this study addresses are: what are the effect of board gender diversity on corporate litigation in terms of both the frequency and severity of consequence, is there any heterogeneous effects of the relationships across firm performance?

A sample consists of 25,668 firm-year observations from over 3,340 firms is examined using logistic regression analysis and negative binomial regression analysis. The authors also use event study method and ordinary least square (OLS) regression to explore female directors’ effects on reducing the negative consequences of litigation. The logistic regression and OLS regression are reestimated with interaction terms when examining the firm performance heterogeneity.

The authors document that firms with greater female representation on their boards experience fewer and less severe corporate litigations. Moreover, in high-performing firms, board gender diversity plays a more potent role in reducing the frequency and consequences of corporate litigation than low-performing firms.

This study is among the first to examine the relationship between board gender diversity and the comprehensive corporate litigations under Chinese context. It sheds new light on China’s boardroom dynamics, offering valuable empirical implication to Chinese corporate policymakers on the role of female directors.

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Board gender diversity and corporate litigation: evidence from China10.1108/GM-08-2022-0272Gender in Management2023-10-16© 2023 Emerald Publishing LimitedXiaojing ZhengXiaoxian WangGender in Management3932023-10-1610.1108/GM-08-2022-0272https://www.emerald.com/insight/content/doi/10.1108/GM-08-2022-0272/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Setbacks, strain and stress: lived experiences of U.S. working mothers during COVID-19https://www.emerald.com/insight/content/doi/10.1108/GM-04-2023-0157/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this study was to examine the lived experiences of working mothers during the first year of the COVID-19 pandemic and assess their perceptions of the types of training opportunities that would help advance their careers as they navigated pandemic-related challenges. In study 1, 53 participants responded to an online survey that included open-ended questions regarding the impact COVID-19 has had on their careers and desires they have for training to ameliorate these concerns. For study 2, 10 participants completed an interview that included open-ended questions regarding workplace changes and professional development/training opportunities since the pandemic. Thematic analysis showed mothers facing several setbacks in their careers, including delays, loss of hours and wages, childcare stressors and strained or lost relationships with colleagues and supervisors. A small number of participants also reported some surprisingly positive experiences, such as a push toward career innovation. Participants reported little to no exposure to career development opportunities and expressed a desire for training for leadership and interpersonal connection in the workplace. Although quantitative data have been helpful in identifying and quantifying growing gender gaps in work during the pandemic, the qualitative analyses the authors used highlight how recent difficulties encountered by working mothers risk a growing gender gap in work and career mobility as women in the leadership pipeline struggle with challenges. Further, the findings suggest ways that women in management can support the working mothers on their staff, including by suggesting ways additional training may address some concerns.Setbacks, strain and stress: lived experiences of U.S. working mothers during COVID-19
Lisa Rosen, Shannon Scott, Bek Urban, Darian Poe, Roshni Shukla, Shazia Ahmed
Gender in Management, Vol. 39, No. 3, pp.447-461

The purpose of this study was to examine the lived experiences of working mothers during the first year of the COVID-19 pandemic and assess their perceptions of the types of training opportunities that would help advance their careers as they navigated pandemic-related challenges.

In study 1, 53 participants responded to an online survey that included open-ended questions regarding the impact COVID-19 has had on their careers and desires they have for training to ameliorate these concerns. For study 2, 10 participants completed an interview that included open-ended questions regarding workplace changes and professional development/training opportunities since the pandemic.

Thematic analysis showed mothers facing several setbacks in their careers, including delays, loss of hours and wages, childcare stressors and strained or lost relationships with colleagues and supervisors. A small number of participants also reported some surprisingly positive experiences, such as a push toward career innovation. Participants reported little to no exposure to career development opportunities and expressed a desire for training for leadership and interpersonal connection in the workplace.

Although quantitative data have been helpful in identifying and quantifying growing gender gaps in work during the pandemic, the qualitative analyses the authors used highlight how recent difficulties encountered by working mothers risk a growing gender gap in work and career mobility as women in the leadership pipeline struggle with challenges. Further, the findings suggest ways that women in management can support the working mothers on their staff, including by suggesting ways additional training may address some concerns.

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Setbacks, strain and stress: lived experiences of U.S. working mothers during COVID-1910.1108/GM-04-2023-0157Gender in Management2023-10-31© 2023 Emerald Publishing LimitedLisa RosenShannon ScottBek UrbanDarian PoeRoshni ShuklaShazia AhmedGender in Management3932023-10-3110.1108/GM-04-2023-0157https://www.emerald.com/insight/content/doi/10.1108/GM-04-2023-0157/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Development and validation of the InEquality in organisations Scale (InE-S): a measure based on Acker’s inequality regimeshttps://www.emerald.com/insight/content/doi/10.1108/GM-01-2022-0007/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this study was to develop a scale that can be used to assess inequality at work based on gender, age and ethnicity that is grounded in Acker’s (2006) inequality regimes. The authors used three representative samples (total N = 1,806) of Swedish teachers, nurses and social workers to develop and validate the scale. The validation process included the assessment of content validity, confirmatory factor analysis for factorial validity, internal consistency and associations with theoretically warranted outcomes and related constructs to assess criterion-related validity and convergent validity. The authors found evidence supporting the content, factorial, criterion-related and convergent validity of the InEquality in organisations Scale (InE-S). Furthermore, the scale demonstrated high internal consistency. The newly developed scale InE-S may be used to further the understanding of how inequality at work influences employees. This study makes a contribution to the current literature by providing a scale that, for the first time, can test Acker’s hypotheses using quantitative methods to demonstrate the consequences of inequality at work.Development and validation of the InEquality in organisations Scale (InE-S): a measure based on Acker’s inequality regimes
Susanne Tafvelin, Britt-Inger Keisu
Gender in Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this study was to develop a scale that can be used to assess inequality at work based on gender, age and ethnicity that is grounded in Acker’s (2006) inequality regimes.

The authors used three representative samples (total N = 1,806) of Swedish teachers, nurses and social workers to develop and validate the scale. The validation process included the assessment of content validity, confirmatory factor analysis for factorial validity, internal consistency and associations with theoretically warranted outcomes and related constructs to assess criterion-related validity and convergent validity.

The authors found evidence supporting the content, factorial, criterion-related and convergent validity of the InEquality in organisations Scale (InE-S). Furthermore, the scale demonstrated high internal consistency.

The newly developed scale InE-S may be used to further the understanding of how inequality at work influences employees. This study makes a contribution to the current literature by providing a scale that, for the first time, can test Acker’s hypotheses using quantitative methods to demonstrate the consequences of inequality at work.

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Development and validation of the InEquality in organisations Scale (InE-S): a measure based on Acker’s inequality regimes10.1108/GM-01-2022-0007Gender in Management2023-08-21© 2023 Susanne Tafvelin and Britt-Inger Keisu.Susanne TafvelinBritt-Inger KeisuGender in Managementahead-of-printahead-of-print2023-08-2110.1108/GM-01-2022-0007https://www.emerald.com/insight/content/doi/10.1108/GM-01-2022-0007/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Susanne Tafvelin and Britt-Inger Keisu.http://creativecommons.org/licences/by/4.0/legalcode
From the emancipated to the emancipator: an integrative perspective on women social entrepreneurs’ emancipation experienceshttps://www.emerald.com/insight/content/doi/10.1108/GM-03-2023-0065/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestSocial entrepreneurship has been recently viewed as an emancipatory process that promotes freedom and autonomy for social entrepreneurs and those they serve. However, the mechanisms of how emancipation is enacted remain relatively underexplored. By using an integrative lens, this paper aims to explore the emancipation experiences of women social entrepreneurs and unpack the processes through which they extend their self-emancipation to facilitate the empowerment of others. This study adopted a qualitative multiple-case study approach. Semistructured interviews were conducted with eight women social entrepreneurs from various industries in Hong Kong to understand and examine their experiences of “emancipation from” and “emancipation to” in social entrepreneurship. This study identified a three-phase emancipatory journey of women social entrepreneurs. Specifically, the findings revealed that their emancipation experiences started with self-awareness of constraints in their surroundings, primarily due to stereotyped social norms and institutional barriers. This phase is followed by embracing social entrepreneurship as a coping strategy for navigating the perceived constraints and exploring new possibilities with increased agency. Ultimately, this transformation extends beyond their individual growth into broader social impacts as women social entrepreneurs use their newfound agency to effect meaningful social changes. This study enriches the “entrepreneuring as emancipation” perspective by embracing an integrative lens that allows us to delve into the complex layers of emancipation experiences of women social entrepreneurs. Notably, this study differentiates various conceptions of emancipation, presenting a dual role of women social entrepreneurs as both the emancipated and the emancipator. By situating the study in Hong Kong, where women often face gendered expectations that shape their career choices and development, this study offers a nuanced and contextual understanding of the unique challenges and opportunities women social entrepreneurs encounter in their environment.From the emancipated to the emancipator: an integrative perspective on women social entrepreneurs’ emancipation experiences
Liang Shang
Gender in Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

Social entrepreneurship has been recently viewed as an emancipatory process that promotes freedom and autonomy for social entrepreneurs and those they serve. However, the mechanisms of how emancipation is enacted remain relatively underexplored. By using an integrative lens, this paper aims to explore the emancipation experiences of women social entrepreneurs and unpack the processes through which they extend their self-emancipation to facilitate the empowerment of others.

This study adopted a qualitative multiple-case study approach. Semistructured interviews were conducted with eight women social entrepreneurs from various industries in Hong Kong to understand and examine their experiences of “emancipation from” and “emancipation to” in social entrepreneurship.

This study identified a three-phase emancipatory journey of women social entrepreneurs. Specifically, the findings revealed that their emancipation experiences started with self-awareness of constraints in their surroundings, primarily due to stereotyped social norms and institutional barriers. This phase is followed by embracing social entrepreneurship as a coping strategy for navigating the perceived constraints and exploring new possibilities with increased agency. Ultimately, this transformation extends beyond their individual growth into broader social impacts as women social entrepreneurs use their newfound agency to effect meaningful social changes.

This study enriches the “entrepreneuring as emancipation” perspective by embracing an integrative lens that allows us to delve into the complex layers of emancipation experiences of women social entrepreneurs. Notably, this study differentiates various conceptions of emancipation, presenting a dual role of women social entrepreneurs as both the emancipated and the emancipator. By situating the study in Hong Kong, where women often face gendered expectations that shape their career choices and development, this study offers a nuanced and contextual understanding of the unique challenges and opportunities women social entrepreneurs encounter in their environment.

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From the emancipated to the emancipator: an integrative perspective on women social entrepreneurs’ emancipation experiences10.1108/GM-03-2023-0065Gender in Management2024-01-29© 2024 Emerald Publishing LimitedLiang ShangGender in Managementahead-of-printahead-of-print2024-01-2910.1108/GM-03-2023-0065https://www.emerald.com/insight/content/doi/10.1108/GM-03-2023-0065/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Embracing a rubber rice bowl: women’s transition from paid work to self-employed entrepreneurship in coastal Chinahttps://www.emerald.com/insight/content/doi/10.1108/GM-03-2023-0075/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis 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. 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. 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. 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.Embracing a rubber rice bowl: women’s transition from paid work to self-employed entrepreneurship in coastal China
Jing Song
Gender in Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

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.

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.

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.

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.

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Embracing a rubber rice bowl: women’s transition from paid work to self-employed entrepreneurship in coastal China10.1108/GM-03-2023-0075Gender in Management2024-02-06© 2024 Emerald Publishing LimitedJing SongGender in Managementahead-of-printahead-of-print2024-02-0610.1108/GM-03-2023-0075https://www.emerald.com/insight/content/doi/10.1108/GM-03-2023-0075/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Femininity penalties and rewards: obstacles and opportunities for Chinese female entrepreneurs in gender-segregated industrieshttps://www.emerald.com/insight/content/doi/10.1108/GM-03-2023-0083/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to answer two questions: (a) what obstacles and opportunities do Chinese female entrepreneurs face when doing business? And (b) how do they negotiate their entrepreneurial careers and gender identities in different gender-segregated markets? This study uses qualitative research methods of participant observation and in-depth interviews with 41 female entrepreneurs in China and the theoretical lenses of gender role theory and doing gender in entrepreneurship. The study findings reveal that Chinese female entrepreneurs face different obstacles and opportunities in gender-segregated industries. Their experiences vary in industries that are mainly occupied by males and females. On the one hand, women in female-dominated industries may be supported by a feminine working environment that is coherent with their domestic roles. However, they may also be questioned on the cultural impurity implied in some industries, which harms their class-based feminine virtue. On the other hand, women in male-dominated industries may be challenged and marginalized due to their gender. However, some find ways to turn the disadvantaged feminine characters into favourable conditions and break out of the stereotypical gender constraints in doing business. This study contributes to the literature on gender and entrepreneurship in general. More specifically, it contributes to the study of doing gender in gender-segregated markets, and it also illustrates women’s gendered opportunities and constraints in Chinese society that are affected by the long-lasting traditional gender norms.Femininity penalties and rewards: obstacles and opportunities for Chinese female entrepreneurs in gender-segregated industries
Lulu LI
Gender in Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to answer two questions: (a) what obstacles and opportunities do Chinese female entrepreneurs face when doing business? And (b) how do they negotiate their entrepreneurial careers and gender identities in different gender-segregated markets?

This study uses qualitative research methods of participant observation and in-depth interviews with 41 female entrepreneurs in China and the theoretical lenses of gender role theory and doing gender in entrepreneurship.

The study findings reveal that Chinese female entrepreneurs face different obstacles and opportunities in gender-segregated industries. Their experiences vary in industries that are mainly occupied by males and females. On the one hand, women in female-dominated industries may be supported by a feminine working environment that is coherent with their domestic roles. However, they may also be questioned on the cultural impurity implied in some industries, which harms their class-based feminine virtue. On the other hand, women in male-dominated industries may be challenged and marginalized due to their gender. However, some find ways to turn the disadvantaged feminine characters into favourable conditions and break out of the stereotypical gender constraints in doing business.

This study contributes to the literature on gender and entrepreneurship in general. More specifically, it contributes to the study of doing gender in gender-segregated markets, and it also illustrates women’s gendered opportunities and constraints in Chinese society that are affected by the long-lasting traditional gender norms.

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Femininity penalties and rewards: obstacles and opportunities for Chinese female entrepreneurs in gender-segregated industries10.1108/GM-03-2023-0083Gender in Management2024-01-25© 2024 Emerald Publishing LimitedLulu LIGender in Managementahead-of-printahead-of-print2024-01-2510.1108/GM-03-2023-0083https://www.emerald.com/insight/content/doi/10.1108/GM-03-2023-0083/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Blood is thicker than water: an analysis of women’s presence on Pakistani boardshttps://www.emerald.com/insight/content/doi/10.1108/GM-04-2022-0139/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to provide insights into gender diversity in Pakistani boardrooms, particularly for the dominant family business type, which is strongly guided by (non-financial) family-related objectives when making business decisions, such as the appointment of board members. Pakistani companies operate within the framework of weak legal institutions and a traditionally highly patriarchal environment. This study examines how corporate decisions regarding the appointment of female board members play out in this socio-political and cultural environment. Board composition and board characteristics were examined using hand-collected data from 213 listed family firms and non-family firms on the Pakistan Stock Exchange from 2003 to 2017. Univariate analyses, probit regressions and robustness tests were performed. Pakistani family firms have a significantly higher proportion of women on their boards than do non-family firms. They are also significantly more likely to appoint women to top positions, such as CEO or chairs. Evidently, women are allowed to enter boards through family affiliations. Gender quotas appear an ineffective instrument for breaking through the “glass ceiling” in this socio-cultural environment. Thus, gender parity must entail the comprehensive promotion of women and the enforcement of legal reforms for structural and cultural change. The analysis focuses on a Muslim-majority emerging Asian market that has been scarcely researched, thus offering new perspectives and insights into board composition and corporate governance that go beyond the well-studied Western countries.Blood is thicker than water: an analysis of women’s presence on Pakistani boards
Eva Wagner, Helmut Pernsteiner, Aisha Riaz
Gender in Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to provide insights into gender diversity in Pakistani boardrooms, particularly for the dominant family business type, which is strongly guided by (non-financial) family-related objectives when making business decisions, such as the appointment of board members. Pakistani companies operate within the framework of weak legal institutions and a traditionally highly patriarchal environment. This study examines how corporate decisions regarding the appointment of female board members play out in this socio-political and cultural environment.

Board composition and board characteristics were examined using hand-collected data from 213 listed family firms and non-family firms on the Pakistan Stock Exchange from 2003 to 2017. Univariate analyses, probit regressions and robustness tests were performed.

Pakistani family firms have a significantly higher proportion of women on their boards than do non-family firms. They are also significantly more likely to appoint women to top positions, such as CEO or chairs.

Evidently, women are allowed to enter boards through family affiliations. Gender quotas appear an ineffective instrument for breaking through the “glass ceiling” in this socio-cultural environment. Thus, gender parity must entail the comprehensive promotion of women and the enforcement of legal reforms for structural and cultural change.

The analysis focuses on a Muslim-majority emerging Asian market that has been scarcely researched, thus offering new perspectives and insights into board composition and corporate governance that go beyond the well-studied Western countries.

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Blood is thicker than water: an analysis of women’s presence on Pakistani boards10.1108/GM-04-2022-0139Gender in Management2023-09-27© 2023 Eva Wagner, Helmut Pernsteiner and Aisha Riaz.Eva WagnerHelmut PernsteinerAisha RiazGender in Managementahead-of-printahead-of-print2023-09-2710.1108/GM-04-2022-0139https://www.emerald.com/insight/content/doi/10.1108/GM-04-2022-0139/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Eva Wagner, Helmut Pernsteiner and Aisha Riaz.http://creativecommons.org/licences/by/4.0/legalcode
“It is competence first”: executives navigating gender equality targets and meritocracy in technology companieshttps://www.emerald.com/insight/content/doi/10.1108/GM-05-2022-0172/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this study is to understand how executives in technology companies relate to targets for gender equality, especially pertaining to top management. 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. 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. 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”.“It is competence first”: executives navigating gender equality targets and meritocracy in technology companies
Susanna Bairoh
Gender in Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

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

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.

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.

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”.

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“It is competence first”: executives navigating gender equality targets and meritocracy in technology companies10.1108/GM-05-2022-0172Gender in Management2023-12-05© 2023 Susanna Bairoh.Susanna BairohGender in Managementahead-of-printahead-of-print2023-12-0510.1108/GM-05-2022-0172https://www.emerald.com/insight/content/doi/10.1108/GM-05-2022-0172/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Susanna Bairoh.
Unpacking the career transition process of returning women professionals in the Indian workplaces: a qualitative studyhttps://www.emerald.com/insight/content/doi/10.1108/GM-05-2022-0175/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis 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. 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. 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. Although previous research has studied women professionals returning after a break, the “transition process” that enables re-entry is missing.Unpacking the career transition process of returning women professionals in the Indian workplaces: a qualitative study
Seema Das, Sumi Jha, Sumita Datta
Gender in Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

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.

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.

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.

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

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Unpacking the career transition process of returning women professionals in the Indian workplaces: a qualitative study10.1108/GM-05-2022-0175Gender in Management2024-03-06© 2024 Emerald Publishing LimitedSeema DasSumi JhaSumita DattaGender in Managementahead-of-printahead-of-print2024-03-0610.1108/GM-05-2022-0175https://www.emerald.com/insight/content/doi/10.1108/GM-05-2022-0175/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Corporate social performance and board gender diversity: the moderating role of governancehttps://www.emerald.com/insight/content/doi/10.1108/GM-05-2023-0168/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestDrawing 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). 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. The panel data model indicates that the relationship between CSP and BGD is strengthened when firms display robust corporate governance. 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.Corporate social performance and board gender diversity: the moderating role of governance
Cynthia R Phillips, Abraham Stefanidis, Victoria Shoaf
Gender in Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

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).

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.

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

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.

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Corporate social performance and board gender diversity: the moderating role of governance10.1108/GM-05-2023-0168Gender in Management2024-03-22© 2024 Emerald Publishing LimitedCynthia R PhillipsAbraham StefanidisVictoria ShoafGender in Managementahead-of-printahead-of-print2024-03-2210.1108/GM-05-2023-0168https://www.emerald.com/insight/content/doi/10.1108/GM-05-2023-0168/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
The moderating role of women directors in politically connected companies on the performance of Liberian companieshttps://www.emerald.com/insight/content/doi/10.1108/GM-05-2023-0173/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to analyse the impact of political connections and gender diversity on the performance of Iberian companies as a singular market and considering Portugal and Spain separately. The authors used panel data methodology, specifically GMM system estimation model by Arellano and Bond (1991) for the period from 2015 to 2020. Results show that the performance of listed Iberian companies is influenced by political connections, by gender diversity and that gender diversity has a mitigating effect on the effects of political connections in each country. The mitigating effect of women is evident in both Portugal and Spain, as they are more cautious and principled, which is valued by short-term investors interested in an immediate investment. However, considering the Iberian Peninsula as a whole, the results indicate that – in the long term – women's political relationships can benefit performance through a better reputation and image, which can lead to better social and economic results in the long term. To the best of the authors’ knowledge, this paper is original and covers an important gap in the literature when considering political connections and women's impact on these connections as determinants of the performance of Iberian companies.The moderating role of women directors in politically connected companies on the performance of Liberian companies
Maria Elisabete Neves, Rui Guedes, Catarina Proença, Belen Lozano
Gender in Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper is to analyse the impact of political connections and gender diversity on the performance of Iberian companies as a singular market and considering Portugal and Spain separately.

The authors used panel data methodology, specifically GMM system estimation model by Arellano and Bond (1991) for the period from 2015 to 2020.

Results show that the performance of listed Iberian companies is influenced by political connections, by gender diversity and that gender diversity has a mitigating effect on the effects of political connections in each country. The mitigating effect of women is evident in both Portugal and Spain, as they are more cautious and principled, which is valued by short-term investors interested in an immediate investment. However, considering the Iberian Peninsula as a whole, the results indicate that – in the long term – women's political relationships can benefit performance through a better reputation and image, which can lead to better social and economic results in the long term.

To the best of the authors’ knowledge, this paper is original and covers an important gap in the literature when considering political connections and women's impact on these connections as determinants of the performance of Iberian companies.

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The moderating role of women directors in politically connected companies on the performance of Liberian companies10.1108/GM-05-2023-0173Gender in Management2024-02-08© 2024 Emerald Publishing LimitedMaria Elisabete NevesRui GuedesCatarina ProençaBelen LozanoGender in Managementahead-of-printahead-of-print2024-02-0810.1108/GM-05-2023-0173https://www.emerald.com/insight/content/doi/10.1108/GM-05-2023-0173/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Female empowerment and masculinity – a cultural trait? Evidence from the CEE countrieshttps://www.emerald.com/insight/content/doi/10.1108/GM-06-2022-0194/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestAs women’s position in the economy and society is often explained by cultural factors, this study aims to verify whether the observed changes in female empowerment in the region of Central and East European (CEE) countries of the European Union (EU) are associated with masculinity as a cultural trait. The authors apply the k-means clustering method to group CEE countries into clusters with similar levels of female empowerment in two time points – 2013 and 2019. Next, the authors examine the clusters and cross-reference them with the national culture’s masculinity to explore the interrelations between female empowerment and cultural traits in the CEE countries and their development in time. The analyses reveal that female empowerment is not uniform or stable across the CEE countries. The masculinity level is not strongly related to women’s position in these countries, and changes in female empowerment are not closely linked to masculinity. Despite the tumultuous history of women’s empowerment in the CEE countries, the issues related to gender equality and cultural traits pertaining to the region are relatively understudied in the literature. By focusing on the CEE region, the authors fill the gap in examining the independencies between female empowerment and cultural masculinity.Female empowerment and masculinity – a cultural trait? Evidence from the CEE countries
Aleksandra Gaweł, Katarzyna Mroczek-Dąbrowska, Malgorzata Bartosik-Purgat
Gender in Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

As women’s position in the economy and society is often explained by cultural factors, this study aims to verify whether the observed changes in female empowerment in the region of Central and East European (CEE) countries of the European Union (EU) are associated with masculinity as a cultural trait.

The authors apply the k-means clustering method to group CEE countries into clusters with similar levels of female empowerment in two time points – 2013 and 2019. Next, the authors examine the clusters and cross-reference them with the national culture’s masculinity to explore the interrelations between female empowerment and cultural traits in the CEE countries and their development in time.

The analyses reveal that female empowerment is not uniform or stable across the CEE countries. The masculinity level is not strongly related to women’s position in these countries, and changes in female empowerment are not closely linked to masculinity.

Despite the tumultuous history of women’s empowerment in the CEE countries, the issues related to gender equality and cultural traits pertaining to the region are relatively understudied in the literature. By focusing on the CEE region, the authors fill the gap in examining the independencies between female empowerment and cultural masculinity.

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Female empowerment and masculinity – a cultural trait? Evidence from the CEE countries10.1108/GM-06-2022-0194Gender in Management2023-10-11© 2023 Aleksandra Gaweł, Katarzyna Mroczek-Dąbrowska and Malgorzata Bartosik-Purgat.Aleksandra GawełKatarzyna Mroczek-DąbrowskaMalgorzata Bartosik-PurgatGender in Managementahead-of-printahead-of-print2023-10-1110.1108/GM-06-2022-0194https://www.emerald.com/insight/content/doi/10.1108/GM-06-2022-0194/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Aleksandra Gaweł, Katarzyna Mroczek-Dąbrowska and Malgorzata Bartosik-Purgat.http://creativecommons.org/licences/by/4.0/legalcode
Gender and leadership evaluations: what happens if we actually measure expectations–behavior incongruence?https://www.emerald.com/insight/content/doi/10.1108/GM-06-2023-0205/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestRole congruity theory and gender stereotypes research suggests men are expected to engage in agentic behavior and women in communal behavior as leaders, and that role violation results in backlash. However, extant gender and leadership research does not directly measure expectations–behavior incongruence. Further, researchers have only considered one condition of role incongruence – display of counter-role behavior – and have not considered the outcomes of failing to exhibit role-congruent behavior. Additionally, few studies have examined outcomes for male leaders who violate gender role prescriptions. The present study aims to address these shortcomings by conducting a novel empirical test of role congruity theory. This experimental study used polynomial regression to assess how followers evaluated leaders under conditions of incongruence between follower expectations for men and women leaders’ behavior and leaders’ actual behavior (i.e. exceeded and unmet expectations). Respondents read a fictional scenario describing a new male or female supervisor, rated their expectations for the leader’s agentic and communal behavior, read manipulated vignettes describing the leader’s subsequent behavior, rated their perceptions of these behaviors, and evaluated the leader. Followers expected higher levels of communal behavior from the female than the male supervisor, but no differences were found in expectations for agentic behavior. Regardless of whether expectations were exceeded or unmet, supervisor gender did not moderate the effects of agentic or communal behavior expectations–perceptions incongruence on leader evaluations in polynomial regression analyses (i.e. male and female supervisors were not evaluated differently when displaying counter-role behavior or failing to display role-congruent behavior). In addition to providing a novel, direct test of role congruity theory, the study highlighted a double standard in gender role-congruent behavior expectations of men and women leaders. Results failed to support role congruity theory, which has implications for the future of theory in this domain.Gender and leadership evaluations: what happens if we actually measure expectations–behavior incongruence?
Connor Eichenauer, Ann Marie Ryan
Gender in Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

Role congruity theory and gender stereotypes research suggests men are expected to engage in agentic behavior and women in communal behavior as leaders, and that role violation results in backlash. However, extant gender and leadership research does not directly measure expectations–behavior incongruence. Further, researchers have only considered one condition of role incongruence – display of counter-role behavior – and have not considered the outcomes of failing to exhibit role-congruent behavior. Additionally, few studies have examined outcomes for male leaders who violate gender role prescriptions. The present study aims to address these shortcomings by conducting a novel empirical test of role congruity theory.

This experimental study used polynomial regression to assess how followers evaluated leaders under conditions of incongruence between follower expectations for men and women leaders’ behavior and leaders’ actual behavior (i.e. exceeded and unmet expectations). Respondents read a fictional scenario describing a new male or female supervisor, rated their expectations for the leader’s agentic and communal behavior, read manipulated vignettes describing the leader’s subsequent behavior, rated their perceptions of these behaviors, and evaluated the leader.

Followers expected higher levels of communal behavior from the female than the male supervisor, but no differences were found in expectations for agentic behavior. Regardless of whether expectations were exceeded or unmet, supervisor gender did not moderate the effects of agentic or communal behavior expectations–perceptions incongruence on leader evaluations in polynomial regression analyses (i.e. male and female supervisors were not evaluated differently when displaying counter-role behavior or failing to display role-congruent behavior).

In addition to providing a novel, direct test of role congruity theory, the study highlighted a double standard in gender role-congruent behavior expectations of men and women leaders. Results failed to support role congruity theory, which has implications for the future of theory in this domain.

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Gender and leadership evaluations: what happens if we actually measure expectations–behavior incongruence?10.1108/GM-06-2023-0205Gender in Management2024-03-04© 2024 Emerald Publishing LimitedConnor EichenauerAnn Marie RyanGender in Managementahead-of-printahead-of-print2024-03-0410.1108/GM-06-2023-0205https://www.emerald.com/insight/content/doi/10.1108/GM-06-2023-0205/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Influence of task-related diversity of R&D employees on the development of organisational innovations: a gender perspectivehttps://www.emerald.com/insight/content/doi/10.1108/GM-06-2023-0208/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis 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. 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. 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. 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.Influence of task-related diversity of R&D employees on the development of organisational innovations: a gender perspective
Adrian Testera Fuertes, Liliana Herrera
Gender in Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

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.

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.

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.

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.

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Influence of task-related diversity of R&D employees on the development of organisational innovations: a gender perspective10.1108/GM-06-2023-0208Gender in Management2023-11-20© 2023 Emerald Publishing LimitedAdrian Testera FuertesLiliana HerreraGender in Managementahead-of-printahead-of-print2023-11-2010.1108/GM-06-2023-0208https://www.emerald.com/insight/content/doi/10.1108/GM-06-2023-0208/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Tussle of identities: Indian women engineers on work–family conflicthttps://www.emerald.com/insight/content/doi/10.1108/GM-07-2022-0249/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to focus on understanding the work–family conflict of Indian women engineers through the lens of identity conflict. Semi-structured interviews conducted with 20 Indian women engineers working in India and abroad of varying ages and work experience helped in understanding the types, sources and coping decisions about work–family conflicts experienced by them. Thematic analysis was conducted to analyse the qualitative data. The findings reveal that as women engineers negotiate their “engineering” and “woman” identities, work–family conflict manifests as a battle of time and responsibilities, psychological strain and behaviour-based conflict. Furthermore, self-expectations and negative social sanctions play an important role in augmenting the experiences of these conflicts. The results also reveal how women re-strategize their career decisions to conciliate their conflicting identities. This study furthers the literature on resolving work–family conflict by taking an identity perspective. Recommendations in literature such as work flexibility and part-time work, place the onus on women to increase their capacities to perform different roles better. Examining work–family conflict from an identity perspective allows us to look at the psychological processes underlying the challenges women face in balancing work and home in a male-dominated profession. These give insights into the need to go beyond accommodations in the workplace to redefine gender roles and relations for equal participation of women in the modern workforce.Tussle of identities: Indian women engineers on work–family conflict
Pooja Purang, Archita Dutta, Sailee Biwalkar
Gender in Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to focus on understanding the work–family conflict of Indian women engineers through the lens of identity conflict.

Semi-structured interviews conducted with 20 Indian women engineers working in India and abroad of varying ages and work experience helped in understanding the types, sources and coping decisions about work–family conflicts experienced by them. Thematic analysis was conducted to analyse the qualitative data.

The findings reveal that as women engineers negotiate their “engineering” and “woman” identities, work–family conflict manifests as a battle of time and responsibilities, psychological strain and behaviour-based conflict. Furthermore, self-expectations and negative social sanctions play an important role in augmenting the experiences of these conflicts. The results also reveal how women re-strategize their career decisions to conciliate their conflicting identities.

This study furthers the literature on resolving work–family conflict by taking an identity perspective. Recommendations in literature such as work flexibility and part-time work, place the onus on women to increase their capacities to perform different roles better. Examining work–family conflict from an identity perspective allows us to look at the psychological processes underlying the challenges women face in balancing work and home in a male-dominated profession. These give insights into the need to go beyond accommodations in the workplace to redefine gender roles and relations for equal participation of women in the modern workforce.

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Tussle of identities: Indian women engineers on work–family conflict10.1108/GM-07-2022-0249Gender in Management2024-02-20© 2024 Emerald Publishing LimitedPooja PurangArchita DuttaSailee BiwalkarGender in Managementahead-of-printahead-of-print2024-02-2010.1108/GM-07-2022-0249https://www.emerald.com/insight/content/doi/10.1108/GM-07-2022-0249/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Evolving needs of men at the workplace: an Indian perspectivehttps://www.emerald.com/insight/content/doi/10.1108/GM-07-2022-0260/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to explore the evolving needs of Indian men and their aspirations regarding work–life balance practices. The ultimate aim is to assess whether the available policies are helpful and to explore the various roadblocks in their implementation. This study takes a qualitative approach and draws on the semi-structured interviews of Indian men (N = 19). The analysis revealed an asymmetrical approach of organizations toward implementing employee benefit policies. The organizations remain plagued by the notion that “benefits policies” are needed only by women to carry out additional family responsibilities, whereas men remain aloof from such responsibilities, which takes its strength from the patriarchal roots of Indian society. This study reveals two major themes: lack of appreciation for gender egalitarianism arising among men at the work–family interface’ and the coping practices by men to address their ‘role strain arising due to work–family conflict. It is noted that there is a need to formulate policies and practices to cater to men’s evolving aspirations toward the family–work interface. This study furthers the debate on inclusive policies for employees and examines the subsection of men for their evolving needs and aspirations. Although organizations live in the glory of having employee-friendly policies, they offer little help in advancing gender neutrality in the workplace. The inclusive policies shall also be helpful for females because it would increase the availability of their partners/spouses to share the family responsibilities.Evolving needs of men at the workplace: an Indian perspective
Sweta Sinha, Koustab Ghosh
Gender in Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to explore the evolving needs of Indian men and their aspirations regarding work–life balance practices. The ultimate aim is to assess whether the available policies are helpful and to explore the various roadblocks in their implementation.

This study takes a qualitative approach and draws on the semi-structured interviews of Indian men (N = 19).

The analysis revealed an asymmetrical approach of organizations toward implementing employee benefit policies. The organizations remain plagued by the notion that “benefits policies” are needed only by women to carry out additional family responsibilities, whereas men remain aloof from such responsibilities, which takes its strength from the patriarchal roots of Indian society. This study reveals two major themes: lack of appreciation for gender egalitarianism arising among men at the work–family interface’ and the coping practices by men to address their ‘role strain arising due to work–family conflict. It is noted that there is a need to formulate policies and practices to cater to men’s evolving aspirations toward the family–work interface.

This study furthers the debate on inclusive policies for employees and examines the subsection of men for their evolving needs and aspirations. Although organizations live in the glory of having employee-friendly policies, they offer little help in advancing gender neutrality in the workplace. The inclusive policies shall also be helpful for females because it would increase the availability of their partners/spouses to share the family responsibilities.

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Evolving needs of men at the workplace: an Indian perspective10.1108/GM-07-2022-0260Gender in Management2024-01-09© 2023 Emerald Publishing LimitedSweta SinhaKoustab GhoshGender in Managementahead-of-printahead-of-print2024-01-0910.1108/GM-07-2022-0260https://www.emerald.com/insight/content/doi/10.1108/GM-07-2022-0260/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Reimagining work but operating with a no off button: experiences of working mothers in India during the COVID-19 pandemichttps://www.emerald.com/insight/content/doi/10.1108/GM-08-2022-0283/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study focuses on the work from home experiences of professional, middle and upper middle class married women with children in India during the COVID-19-induced lockdowns. This study aims to examine the experiences of changing nature of work and gendered realities of work–life balance for working mothers while working from home during the pandemic. Semi-structured interviews were conducted with eight working mothers at three different time points during the lockdown in the city of Hyderabad in India. A thematic analysis revealed changed work practices that required adapting, reinventing and reimagining new ways of working. This was time consuming albeit a satisfying experience for working mothers. At the same time, the blurring between home and work meant working mothers were operating without an off button. The findings show that the existing gender inequalities in sharing the domestic burden unravelled fast in the absence of support structures. The authors give voice to the lived experiences of working mothers of managing both work and home and how they navigated challenges during the lockdown.Reimagining work but operating with a no off button: experiences of working mothers in India during the COVID-19 pandemic
Pooja Purang, Mahati Chittem, Haripriya Narsimhan
Gender in Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study focuses on the work from home experiences of professional, middle and upper middle class married women with children in India during the COVID-19-induced lockdowns. This study aims to examine the experiences of changing nature of work and gendered realities of work–life balance for working mothers while working from home during the pandemic.

Semi-structured interviews were conducted with eight working mothers at three different time points during the lockdown in the city of Hyderabad in India.

A thematic analysis revealed changed work practices that required adapting, reinventing and reimagining new ways of working. This was time consuming albeit a satisfying experience for working mothers. At the same time, the blurring between home and work meant working mothers were operating without an off button.

The findings show that the existing gender inequalities in sharing the domestic burden unravelled fast in the absence of support structures.

The authors give voice to the lived experiences of working mothers of managing both work and home and how they navigated challenges during the lockdown.

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Reimagining work but operating with a no off button: experiences of working mothers in India during the COVID-19 pandemic10.1108/GM-08-2022-0283Gender in Management2024-02-23© 2024 Emerald Publishing LimitedPooja PurangMahati ChittemHaripriya NarsimhanGender in Managementahead-of-printahead-of-print2024-02-2310.1108/GM-08-2022-0283https://www.emerald.com/insight/content/doi/10.1108/GM-08-2022-0283/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Work–family conflict and behavioral outcomes of Chinese female leaders: the mechanisms of work–family guilt and family centralityhttps://www.emerald.com/insight/content/doi/10.1108/GM-08-2023-0295/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this study is to explore the impact of work-to-family conflict (WFC) on unethical pro-family behavior (UPFB) and work engagement (WE) among Chinese female leaders. In addition, this study investigates the mediating role of work-to-family guilt (WFG) and the moderating role of family centrality (FC) in these relationships. A quantitative approach was adopted, involving the collection of data through online questionnaires administered at three time points. These data were analyzed using hierarchical regression and the bootstrapping method to test the proposed hypotheses. WFC exhibited a significant positive correlation with UPFB and a negative correlation with WE; WFG played a mediating role in the relationships between WFC and both UPFB and WE; and FC had a significant moderating effect on the relationship between WFC and WE. This study sheds light on a model of WFC and its related effects, reveals how WFC affects UPFB and WE and uncovers the mediating role of WFG and the moderating role of FC; pays attention to a unique organizational behavior, UPFB, which enriches research on the antecedents influencing such behaviors; and examines Chinese female leaders in organizations, their current experience of WFC and the resulting psychological and behavioral outcomes.Work–family conflict and behavioral outcomes of Chinese female leaders: the mechanisms of work–family guilt and family centrality
Yuling Chen, Zihan Yuan, Charles Weizheng Chen
Gender in Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this study is to explore the impact of work-to-family conflict (WFC) on unethical pro-family behavior (UPFB) and work engagement (WE) among Chinese female leaders. In addition, this study investigates the mediating role of work-to-family guilt (WFG) and the moderating role of family centrality (FC) in these relationships.

A quantitative approach was adopted, involving the collection of data through online questionnaires administered at three time points. These data were analyzed using hierarchical regression and the bootstrapping method to test the proposed hypotheses.

WFC exhibited a significant positive correlation with UPFB and a negative correlation with WE; WFG played a mediating role in the relationships between WFC and both UPFB and WE; and FC had a significant moderating effect on the relationship between WFC and WE.

This study sheds light on a model of WFC and its related effects, reveals how WFC affects UPFB and WE and uncovers the mediating role of WFG and the moderating role of FC; pays attention to a unique organizational behavior, UPFB, which enriches research on the antecedents influencing such behaviors; and examines Chinese female leaders in organizations, their current experience of WFC and the resulting psychological and behavioral outcomes.

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Work–family conflict and behavioral outcomes of Chinese female leaders: the mechanisms of work–family guilt and family centrality10.1108/GM-08-2023-0295Gender in Management2023-12-29© 2023 Emerald Publishing LimitedYuling ChenZihan YuanCharles Weizheng ChenGender in Managementahead-of-printahead-of-print2023-12-2910.1108/GM-08-2023-0295https://www.emerald.com/insight/content/doi/10.1108/GM-08-2023-0295/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Female creative managers as drivers for gender diversity in advertising creative departments: a critical mass approachhttps://www.emerald.com/insight/content/doi/10.1108/GM-09-2022-0291/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe scarcity of women in advertising creative departments has been reported globally, particularly in creative managerial roles. This study goes a step beyond this evidence since this paper aims to test whether having at least one token woman in creative managerial positions (token+) may be associated with a larger presence of females in low-level creative jobs compared to creative departments led only by male creative managers. A content analysis of the credit forms of 839 Spanish campaigns released in 2019 was conducted to determine the gender composition of 116 creative departments with more than three professionals. Generalized Poisson Regressions indicated that when at least a token woman is present in a creative management role within agency networks, the number of females in low-level positions doubles with respect to creative departments led only by male managers. This relation was not found for independent agencies, though. The results are discussed under the lens of critical mass theory, attraction paradigm and homophily theory. To the best of the authors’ knowledge, it is the first time in the literature that the relation among the number of token+ advertising female creative managers and the amount of females in lower-level creative positions is tested. This research is also original because the sample is from a non-Anglo-Saxon country. Moreover, the use of the Generalized Poisson Regressions technique is another novelty of this paper.Female creative managers as drivers for gender diversity in advertising creative departments: a critical mass approach
David Roca, Aina Suárez, Saraí Meléndez-Rodríguez
Gender in Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

The scarcity of women in advertising creative departments has been reported globally, particularly in creative managerial roles. This study goes a step beyond this evidence since this paper aims to test whether having at least one token woman in creative managerial positions (token+) may be associated with a larger presence of females in low-level creative jobs compared to creative departments led only by male creative managers.

A content analysis of the credit forms of 839 Spanish campaigns released in 2019 was conducted to determine the gender composition of 116 creative departments with more than three professionals.

Generalized Poisson Regressions indicated that when at least a token woman is present in a creative management role within agency networks, the number of females in low-level positions doubles with respect to creative departments led only by male managers. This relation was not found for independent agencies, though. The results are discussed under the lens of critical mass theory, attraction paradigm and homophily theory.

To the best of the authors’ knowledge, it is the first time in the literature that the relation among the number of token+ advertising female creative managers and the amount of females in lower-level creative positions is tested. This research is also original because the sample is from a non-Anglo-Saxon country. Moreover, the use of the Generalized Poisson Regressions technique is another novelty of this paper.

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Female creative managers as drivers for gender diversity in advertising creative departments: a critical mass approach10.1108/GM-09-2022-0291Gender in Management2023-08-03© 2023 David Roca, Aina Suárez and Saraí Meléndez-Rodríguez.David RocaAina SuárezSaraí Meléndez-RodríguezGender in Managementahead-of-printahead-of-print2023-08-0310.1108/GM-09-2022-0291https://www.emerald.com/insight/content/doi/10.1108/GM-09-2022-0291/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 David Roca, Aina Suárez and Saraí Meléndez-Rodríguez.http://creativecommons.org/licences/by/4.0/legalcode
Female chairs on the boards of European National Sports Federations: a comparative studyhttps://www.emerald.com/insight/content/doi/10.1108/GM-10-2022-0328/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to explore the impact of board size, board gender diversity and federation age on the likelihood of having a female chair in National Sports Federations (NSF). A quantitative methodology compares 300 sports boards in five countries (Italy, Portugal, Spain, Turkey and the UK), using data collected from NSF’s websites. The board size and federation age have no significant impact on having a female board chair when the countries and the percentage of female directors are included in the model. When the number of women is measured in absolute value rather than in relative terms, the only variable that predicts a woman chair is the country. When the model does not include country differences, the percentage of female directors is key in predicting a chairwoman, and when the number of women is used as a variable instead of the percentage, a board’s smaller size increases the odds of having a chairwoman. There are some limitations to this study which we believe provide useful directions for future research. Firstly, the authors have not considered the role of gender typing in sports activities which explains the extent that women participate in specific sports (Sobal and Milgrim, 2019) and the related perception of such sports in society. The social representation of sports activities classified as masculine, feminine or gender-neutral can hypothetically influence women’s access to that specific federations’s leadership. The authors included the country factor only partially, as a control variable, as the social representation of sports usually goes beyond national boundaries. This study has implications for sport policymakers and stakeholders, and for institutions such as the IOC or the European Union that implement equality policies. If the aim is to increase female presence in the highest position of a sports board and to achieve gender equality more generally, other policies need to be implemented alongside gender quotas for the sports boards, namely, those specifically related to the recruitment and selection of the sports board chairs (Mikkonen et al., 2021). For example, given the implications of critical mass and its ability to increase more female’s engagement then the role of existing chairs acting as mentors and taking initiative in this objective may be warranted. Furthermore, attention should be paid to the existing gender portfolio of each board and its subsequent influence on recruiting a female chair, regardless of the organization’s age. Knoppers et al. (2021) concluded that resistance to gender balance by board members is often related to discriminatory discourses against women. The normalization of the discourses of meritocracy, neoliberalism, silence/passivity about the responsibility of structures and an artificial defence of diversity emphasise that equality should not only be determined by women (Knoppers et al., 2021). When countries are included in the model, the results suggest that the social representation of a female board member is different from that of a female board chair. The originality of the study is that it shows the factors that constrain women taking up a chair position on NSFs. Theoretically, it contributes to existing literature by demonstrating how a critical mass of females on boards may also extend to the higher and most powerful position of chair.Female chairs on the boards of European National Sports Federations: a comparative study
María Luisa Esteban Salvador, Emilia Pereira Fernandes, Tiziana Di Cimbrini, Charlie Smith, Gonca Güngör Göksu
Gender in Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to explore the impact of board size, board gender diversity and federation age on the likelihood of having a female chair in National Sports Federations (NSF).

A quantitative methodology compares 300 sports boards in five countries (Italy, Portugal, Spain, Turkey and the UK), using data collected from NSF’s websites.

The board size and federation age have no significant impact on having a female board chair when the countries and the percentage of female directors are included in the model. When the number of women is measured in absolute value rather than in relative terms, the only variable that predicts a woman chair is the country. When the model does not include country differences, the percentage of female directors is key in predicting a chairwoman, and when the number of women is used as a variable instead of the percentage, a board’s smaller size increases the odds of having a chairwoman.

There are some limitations to this study which we believe provide useful directions for future research. Firstly, the authors have not considered the role of gender typing in sports activities which explains the extent that women participate in specific sports (Sobal and Milgrim, 2019) and the related perception of such sports in society. The social representation of sports activities classified as masculine, feminine or gender-neutral can hypothetically influence women’s access to that specific federations’s leadership. The authors included the country factor only partially, as a control variable, as the social representation of sports usually goes beyond national boundaries.

This study has implications for sport policymakers and stakeholders, and for institutions such as the IOC or the European Union that implement equality policies. If the aim is to increase female presence in the highest position of a sports board and to achieve gender equality more generally, other policies need to be implemented alongside gender quotas for the sports boards, namely, those specifically related to the recruitment and selection of the sports board chairs (Mikkonen et al., 2021). For example, given the implications of critical mass and its ability to increase more female’s engagement then the role of existing chairs acting as mentors and taking initiative in this objective may be warranted. Furthermore, attention should be paid to the existing gender portfolio of each board and its subsequent influence on recruiting a female chair, regardless of the organization’s age. Knoppers et al. (2021) concluded that resistance to gender balance by board members is often related to discriminatory discourses against women. The normalization of the discourses of meritocracy, neoliberalism, silence/passivity about the responsibility of structures and an artificial defence of diversity emphasise that equality should not only be determined by women (Knoppers et al., 2021).

When countries are included in the model, the results suggest that the social representation of a female board member is different from that of a female board chair.

The originality of the study is that it shows the factors that constrain women taking up a chair position on NSFs. Theoretically, it contributes to existing literature by demonstrating how a critical mass of females on boards may also extend to the higher and most powerful position of chair.

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Female chairs on the boards of European National Sports Federations: a comparative study10.1108/GM-10-2022-0328Gender in Management2023-08-11© 2023 María Luisa Esteban Salvador, Emilia Pereira Fernandes, Tiziana Di Cimbrini, Charlie Smith and Gonca Güngör Göksu.María Luisa Esteban SalvadorEmilia Pereira FernandesTiziana Di CimbriniCharlie SmithGonca Güngör GöksuGender in Managementahead-of-printahead-of-print2023-08-1110.1108/GM-10-2022-0328https://www.emerald.com/insight/content/doi/10.1108/GM-10-2022-0328/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 María Luisa Esteban Salvador, Emilia Pereira Fernandes, Tiziana Di Cimbrini, Charlie Smith and Gonca Güngör Göksu.http://creativecommons.org/licences/by/4.0/legalcode
Who wreaks more havoc? Gender and the detrimental effect of abusive supervision on interpersonal deviancehttps://www.emerald.com/insight/content/doi/10.1108/GM-11-2022-0354/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestAbusive supervision provokes subordinates’ interpersonal deviant behavior. It is, therefore, essential to explore the contingent factors of this relationship. Drawing upon gender role theory, this study aims to explore how subordinate and leader genders moderate the relationship between abusive supervision and subordinate interpersonal deviance. Furthermore, this study posits a three-way interaction effect of abusive supervision with leader and subordinate genders on interpersonal deviance. Multisource survey data were collected from 45 supervisors and 170 subordinates in eight companies in China. The data were analyzed using the PROCESS macro in SPSS. The results showed that the positive relationship between abusive supervision and interpersonal deviance was stronger among female leaders than male leaders. Furthermore, the authors found a three-way interaction effect between abusive supervision and leader and subordinate genders on subordinates’ interpersonal deviance. Compared with female subordinates, male subordinates engaged in significantly more interpersonal deviance when experiencing abusive supervision from a female leader than from a male leader. The authors reveal that gender differences exist in the effect of abusive supervision on subordinates’ interpersonal deviant behavior. Furthermore, the authors demonstrate that subordinate and leader genders jointly influence the effect of abusive supervision. Finally, the findings extend the literature on gender’s moderating effects from constructive and neutral leader behaviors to destructive leader behaviors.Who wreaks more havoc? Gender and the detrimental effect of abusive supervision on interpersonal deviance
Haizhen Wang, Ruoyong Zhang
Gender in Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

Abusive supervision provokes subordinates’ interpersonal deviant behavior. It is, therefore, essential to explore the contingent factors of this relationship. Drawing upon gender role theory, this study aims to explore how subordinate and leader genders moderate the relationship between abusive supervision and subordinate interpersonal deviance. Furthermore, this study posits a three-way interaction effect of abusive supervision with leader and subordinate genders on interpersonal deviance.

Multisource survey data were collected from 45 supervisors and 170 subordinates in eight companies in China. The data were analyzed using the PROCESS macro in SPSS.

The results showed that the positive relationship between abusive supervision and interpersonal deviance was stronger among female leaders than male leaders. Furthermore, the authors found a three-way interaction effect between abusive supervision and leader and subordinate genders on subordinates’ interpersonal deviance. Compared with female subordinates, male subordinates engaged in significantly more interpersonal deviance when experiencing abusive supervision from a female leader than from a male leader.

The authors reveal that gender differences exist in the effect of abusive supervision on subordinates’ interpersonal deviant behavior. Furthermore, the authors demonstrate that subordinate and leader genders jointly influence the effect of abusive supervision. Finally, the findings extend the literature on gender’s moderating effects from constructive and neutral leader behaviors to destructive leader behaviors.

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Who wreaks more havoc? Gender and the detrimental effect of abusive supervision on interpersonal deviance10.1108/GM-11-2022-0354Gender in Management2024-01-02© 2023 Emerald Publishing LimitedHaizhen WangRuoyong ZhangGender in Managementahead-of-printahead-of-print2024-01-0210.1108/GM-11-2022-0354https://www.emerald.com/insight/content/doi/10.1108/GM-11-2022-0354/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Implications of remote work in post-pandemic times: a gender risk profile in Colombian workershttps://www.emerald.com/insight/content/doi/10.1108/GM-11-2022-0361/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestRemote 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. Quantitative correlational study with a non-probabilistic sample of 1,069 participants: 349 (32.64%) men and 720 (67.35%) women. 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. 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. 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. 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.Implications of remote work in post-pandemic times: a gender risk profile in Colombian workers
Ángela Ximena Campos García, Victoria Eugenia Cabrera-García, María del Carmen Docal-Millán, Lina María Acuña Arango, Fernando Riveros Munevar
Gender in Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

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.

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

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.

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.

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.

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.

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Implications of remote work in post-pandemic times: a gender risk profile in Colombian workers10.1108/GM-11-2022-0361Gender in Management2024-03-26© 2024 Emerald Publishing LimitedÁngela Ximena Campos GarcíaVictoria Eugenia Cabrera-GarcíaMaría del Carmen Docal-MillánLina María Acuña ArangoFernando Riveros MunevarGender in Managementahead-of-printahead-of-print2024-03-2610.1108/GM-11-2022-0361https://www.emerald.com/insight/content/doi/10.1108/GM-11-2022-0361/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Why women on corporate boards are more than just tokens: an Indian perspectivehttps://www.emerald.com/insight/content/doi/10.1108/GM-12-2022-0384/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestSituated 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. 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. 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. 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. 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.Why women on corporate boards are more than just tokens: an Indian perspective
Sneh Bhardwaj, Damian Morgan, Natalie Elms
Gender in Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

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.

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.

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.

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.

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.

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Why women on corporate boards are more than just tokens: an Indian perspective10.1108/GM-12-2022-0384Gender in Management2024-03-28© 2024 Emerald Publishing LimitedSneh BhardwajDamian MorganNatalie ElmsGender in Managementahead-of-printahead-of-print2024-03-2810.1108/GM-12-2022-0384https://www.emerald.com/insight/content/doi/10.1108/GM-12-2022-0384/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited