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Gender in Management : An International Journal
Number of Followers: 19  
  Hybrid Journal Hybrid journal (It can contain Open Access articles)
ISSN (Print) 0964-9425 - ISSN (Online) 1754-2413
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  • Support perceptions, flexible work options and career outcomes
    • Pages: 254 - 286
      Abstract: Gender in Management: An International Journal, Volume 34, Issue 4, Page 254-286, June 2019.
      Purpose This study aims to explore the leaky pipeline issue (attrition of working women due to motherhood) in the Indian information technology (IT) sector. The study analyses the effect of organisational and supervisory support perceptions on the use of flexible work options and its relationship with career outcomes in terms of job satisfaction, work-life conflict and turnover intentions. Design/methodology/approach A survey questionnaire to test the hypotheses was returned by 203 working women of the Indian IT sector belonging to three categories, namely, women undergoing treatment for infertility, pregnant women and women who had recently given birth at the time of the survey. Findings The findings state that the use of flexible work options significantly reduce work-life conflict, decrease the intention to turnover and increase job satisfaction, with organisational and supervisory perceptions playing a significant moderating role. Research limitations/implications The findings are based on self-reported responses. Nevertheless, the study provides insights into the work-life priorities of Indian women at the time of motherhood and opens up specific research opportunities to address the leaky pipeline due to pregnancy and childbirth. Practical implications Organisations should take genuine initiatives to effectively use the flexible work options and provide supervisory training for increased sensitivity to help reduce role conflict and let working women make informed choices in their careers and lives at the time of childbirth. Originality/value The paper could be the first known paper to study this special category of working women at the threshold of motherhood in the Indian IT sector.
      Citation: Gender in Management: An International Journal
      PubDate: 2019-06-05T10:35:10Z
      DOI: 10.1108/GM-12-2018-0157
  • Shifting feminisms
    • Pages: 287 - 305
      Abstract: Gender in Management: An International Journal, Volume 34, Issue 4, Page 287-305, June 2019.
      Purpose The paper aims to shed light on how a group of feminist managers/leaders, in education and social studies departments, a notably under-explored and under-theorised group, “do power” in the increasingly corporatized education marketplace. Design/methodology/approach The research draws on the narratives of a small group of feminist women who hold authority positions at middle or senior levels. It draws on data from ethnographic interviews and participant observation carried out as part of an in-depth narrative inquiry (Andrews et al., 2008), carried out at three higher education institutions in the UK. Findings From a small sample such as this, any findings are necessarily tentative. Nonetheless, findings suggest that, whilst taking account of individual differences in styles, there has been a shift, over time, in the ways that the management role is approached by some feminist women. Analysis of the data also reveals that gendered expectations remain for those who carry the “feminist” label and asks whether these expectations are realistic. Research limitations/implications The sample group is small which raises questions about what can and cannot be claimed. However, along with Maguire (2008), the author’s purpose is not with generalizability but seeks to explore issues and open up further areas of study. Originality/value This paper is an original empirical research which explores an under-researched group of women, namely, feminist managers and leaders who operate within the education marketplace. As they negotiate the challenges of working within the neoliberal academy, these women try, to varying degrees, to remain true to their feminist values and beliefs.
      Citation: Gender in Management: An International Journal
      PubDate: 2019-06-17T07:53:14Z
      DOI: 10.1108/GM-12-2017-0179
  • Establishing the effect of government support on the relationship between
           gender egalitarian and women leadership effectiveness among public
           universities in KSA
    • Pages: 306 - 325
      Abstract: Gender in Management: An International Journal, Volume 34, Issue 4, Page 306-325, June 2019.
      Purpose Even though nowadays more women occupy leadership roles, they still are a minority. Because aspiration is a precursor of advancement, examining conditions fostering female leadership aspiration is important, particularly in the context of Saudi Arabia where moral relativism play a vital role. This paper aims to discuss these issues. Design/methodology/approach A cross-sectional survey design with 500 full-time employed women, working in Saudi Arabia Public University were selected using quantitative approach. PLS-SEM is used to analyse the predicted hypotheses. Findings The initial prediction was found that gender egalitarian is significant on women’s leadership effectiveness, and government support to the extent that is associated with women’s leadership effectiveness and tend to have stronger relationship. Also, the indirect effect of government support on the relationship between gender egalitarian on women leadership effectiveness was not significant. Research limitations/implications Due to the selected survey approach, the data are correlational using quantitative method. Thus, mixed method is needed to confirm these findings. Practical implications Saudi Arabia Public Universities, policymakers and leaders of higher education institutions should focus on female leaders to improve their leadership effectiveness. Universities should formulate future strategies to empower women through the various stages of their career to become good leaders. Originality/value The present study is among the first if any that examines relationship between gender egalitarian and women leadership effectiveness with moderating role of government support in developing country of Saudi Arabia.
      Citation: Gender in Management: An International Journal
      PubDate: 2019-06-17T07:30:12Z
      DOI: 10.1108/GM-06-2018-0067
  • A qualitative study on motivators and barriers affecting entrepreneurship
           among Latinas
    • Pages: 326 - 343
      Abstract: Gender in Management: An International Journal, Volume 34, Issue 4, Page 326-343, June 2019.
      Purpose The study aims to explore motivators and barriers in business venture creation among potential Latina entrepreneurs. Design/methodology/approach Focus group interviews collected data using Latinas between the ages of 20-30 who expressed interest in starting their own businesses in the near future. Interview participants were primarily first-generation college students. Findings Findings revealed major themes based around four dimensions of cultural heritage, motivators, barriers and preferred resources. Cultural heritage and gender are both enablers and obstacles for Latinas. Frequently mentioned motivators were parental business ownership, autonomy, flexible income and self-fulfillment. The barriers include fear, lack of financial management knowledge, business location selection and discrimination. The preferred resources were informal education, a checklist, a toolkit, free online resources and networking with business owners and mentors. Research limitations/implications The findings of this study highlight pull factors (i.e. family business background and self-fulfillment) increasing entrepreneurial motivations among Latinas. The present study illustrates the nuanced but substantive interactions of gender and ethnicity in Latinas’ perceptions and attitudes toward new business formation. Originality/value The present study contributes to the literature by exploring the motivators and barriers that affect business formation among emerging Latina entrepreneurs. Moreover, past research has not explored both motivators and barriers perceived by nascent Latina entrepreneurs. Findings from this study will assist future researchers in developing materials and programs to aid female and ethnic entrepreneurship.
      Citation: Gender in Management: An International Journal
      PubDate: 2019-06-18T09:44:58Z
      DOI: 10.1108/GM-07-2018-0096
  • Freeze frame: media coverage of Apple’s and Facebook’s
           egg-freezing employee benefit
    • Abstract: Gender in Management: An International Journal, Ahead of Print.
      Purpose This paper aims to examine the media coverage of a new reproductive benefit (oocyte cryopreservation) made available to employees at Apple and Facebook in 2014, in light of an ongoing public debate around the conflict experienced by women to be both “ideal workers” and “ideal mothers”. Design/methodology/approach The study examines the coverage of the new benefit as a news item in major American newspapers and websites. It uses problem/solution frame analysis and provides a qualitative analysis of the leads, journalists’ rhetoric and sources found in 23 news articles on the topic. A rudimentary quantitative analysis of positive and negative solution evaluations is also included. Findings All the articles were found to use a problem/solution frame in their presentation of the new benefit as a news item. When biology is presented as at the root of the motherhood/career conflict, as it was by many journalists and their chosen sources, this logically leads to a biotechnological solution, such as egg-freezing. Other potential contributors to motherhood/career conflict, such as rigid and gendered career timelines and inadequate supports for working parents, are largely left out of the discussion – as are potential broader workplace and socio-cultural changes. Research limitations/implications This study was limited to news articles only; the coverage of the issue in opinion pieces and in other media might have different findings. An experimentally designed study might lead to interesting findings on the impact of these framing elements (leads, rhetoric, sources) on readers’ responses to this topic. Originality/value This study contributes to research on the media coverage of motherhood and to management scholarship on gender, parenthood and work.
      Citation: Gender in Management: An International Journal
      PubDate: 2019-06-17T07:51:53Z
      DOI: 10.1108/GM-07-2018-0080
  • Women’s experience of perceived uncertainty: insights from emotional
    • Abstract: Gender in Management: An International Journal, Ahead of Print.
      Purpose Few organizational change studies identified the aspects of change that are salient to individuals and gender in specific and that influence their work outcomes. This paper aims to assess the potential mediating effect of emotional intelligence and the moderating effect of gender in the relationship of perceived change-related uncertainty and work outcomes. Design/methodology/approach The study analyzes the measurement model and the structural model using SmartPLS (v 3.2.7) on a sample of 413 employees working in the telecom sector collected through a non-experimental face-to-face method. Findings The findings support that emotional intelligence mediates the negative relationship between perceived change-related uncertainty and work outcomes. Moreover, emotional intelligence and gender have a significant interaction effect on work outcomes. Research limitations/implications The study uses the ability-based model of emotional intelligence to assess its impact on the proposed theoretical framework. Practical implications The findings suggest that organizations should hire more females at the workplace as they are less in number although they are more emotionally intelligent. As well as, females should be given equal opportunities to reach the top managerial positions by breaking the glass ceiling. Originality/value The study adds insights into existing knowledge; for instance, the study reveals that emotional intelligence competency is a sine qua non to personal control that delivers exceptional results in the context of perceived change-related uncertainty. The study also investigates the interaction effect of gender with emotional intelligence to scaffold the emotional intelligence competency over gender differences.
      Citation: Gender in Management: An International Journal
      PubDate: 2019-06-17T07:48:13Z
      DOI: 10.1108/GM-02-2019-0016
  • The impact of board gender diversity on corporate social responsibility in
           the Arab Gulf states
    • Abstract: Gender in Management: An International Journal, Ahead of Print.
      Purpose This study aims to examine the impact of board gender diversity on the level of corporate social responsibility (CSR) disclosure in the Arab Gulf states. Also, this research further aims to explore whether the impact of board gender diversity varies across the Arab Gulf states. Design/methodology/approach Ordinary least squares regression is used in this study to test the impact of board gender diversity on the level of CSR disclosure. Manual content analysis is used to evaluate the extent of CSR disclosure in annual reports, stand-alone CSR reports, sustainability reports and website sections to examine the relationship between the extent of CSR reporting and board gender diversity. This study uses the global reporting initiative (GRI) fourth version reporting guidelines to design and define the classifications of CSR reporting checklist. Findings The findings show that there is a statistically significant relationship between the number of female directors and the level of CSR disclosure. The results show that board gender diversity is positively associated with the level of CSR reporting in two countries, namely, Bahrain and Kuwait. Also, the findings reveal that there is a weak positive relationship between the presence of women on the boards and CSR reporting index in Oman, Qatar, Saudi Arabia and the UAE. Originality/value This study attempts to fill the gap in the literature, in that no similar study covers the Arab Gulf countries as one economic unit. The study is unique in that it focuses on oil-rich countries. This study is, to the best of this researcher’s knowledge, the first to explore the impact of women’s boards on the extent of CSR reporting, as well as investigating the possible variation of board gender diversity impact on the extent of CSR reporting in the Arabian Gulf region.
      Citation: Gender in Management: An International Journal
      PubDate: 2019-04-03T01:06:18Z
      DOI: 10.1108/GM-07-2018-0087
  • Female employment in hotels in Saudi Arabia and UAE
    • Abstract: Gender in Management: An International Journal, Ahead of Print.
      Purpose This paper aims to explore barriers to employment, problems caused by working, motivation to work and job satisfaction of women employed in hotels in the Kingdom of Saudi Arabia (KSA) and the United Arab Emirates (UAE). Design/methodology/approach The study surveyed 385 women working in 75 hotels in KSA and UAE. The sample included citizens of KSA and UAE (n = 177), Arab and non-Arab expatriates (n = 208) and women with and without caring responsibilities for children or adults. The survey responses were analysed by stratifying the sample, using mean-comparison tests to consider sub-sample differences and regression analysis to quantify associations with job satisfaction. Findings Women in the sample with childcare or other caring responsibilities were more likely to report work-family conflicts which were in turn linked negatively to job satisfaction. These women were also the most positive about flexible employment practices. Nationals and expatriate Arabs reported higher levels of satisfaction with managerial aspects of their work. However, nationals in KSA recorded lower levels of job satisfaction in relation to pay and conditions and also said that low salaries were a barrier to taking up employment in the first place. Negative social attitudes towards women working in hotels were a particular concern for nationals and expatriate Arab women. Research limitations/implications The sample is not representative of all females working in hotels in UAE and KSA, and the results cannot be generalised. However, implications include the need to examine the experiences of self-initiated expatriate women and consider women as part of a family system. Originality/value The analysis is based on original data collected through fieldwork. The findings generate new insights on the experiences of women working in hotels in KSA and UAE.
      Citation: Gender in Management: An International Journal
      PubDate: 2019-04-03T01:05:52Z
      DOI: 10.1108/GM-11-2017-0151
  • Lucky to reach the top'
    • Abstract: Gender in Management: An International Journal, Ahead of Print.
      Purpose As organizations aim to become increasingly diverse, it is important to understand how perspectives of potential future leaders vary across culture and gender. This study aims to advance the understanding of the persistent gender gap in management. Design/methodology/approach Samples from the gender-segregated Qatar and the co-ed Denmark present a unique opportunity to investigate the potential effects of gender. Here, 115 Middle Easterners and 121 Scandinavians rated perceived importance of job-related skills, networking upward and serendipity in leadership acquisition. Findings Effects of gender showed that compared to men, women across cultures expected that serendipity has less to do with leadership acquisition. Middle Eastern women also showed low expectations regarding networking with people in powerful positions. Nevertheless, both genders showed conviction of meritocracy by rating job-related skills as the most important factor in leadership acquisition. Cross-culturally, Scandinavians presumed job-related skills to be more important than Middle Easterners. Research limitations/implications Despite meritocracy beliefs, it appears that gender differences in perceived possibility of leadership acquisition contribute to the gender gap in management. Scandinavian women relied more on networking than Middle Eastern women, but still lacked faith in serendipitous opportunities compared to male peers. Perceived luck enhances achievement motivation. If men rely more on luck than women, then they are more confident in succeeding and more ambitious about pursuit of leadership. Women’s lack of faith in serendipity might affect their career ambitions negatively even in societies emphasizing equality. Originality/value This is the first study that directly focuses on gender differences in perception of opportunities for leadership acquisition through serendipity.
      Citation: Gender in Management: An International Journal
      PubDate: 2019-03-14T10:52:56Z
      DOI: 10.1108/GM-11-2017-0158
School of Mathematical and Computer Sciences
Heriot-Watt University
Edinburgh, EH14 4AS, UK
Tel: +00 44 (0)131 4513762
Fax: +00 44 (0)131 4513327
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