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Gender in Management : An International Journal
Journal Prestige (SJR): 0.412  Citation Impact (citeScore): 1 Number of Followers: 17  Hybrid journal * Containing 1  Open Access article(s) in this issue *ISSN (Print) 1754-2413 - ISSN (Online) 1754-2421 Published by Emerald  [362 journals]
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- Fostering digital innovation among female managers: the interplay of
psychological capital, gender equality policies, and leader-member
exchange-
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Authors: Restu Widiati, Arianna Costantini, Budi W. Soetjipto, Mia Siscawati
Abstract: This research aims to enhance our understanding of the factors influencing female leaders’ digital innovation, focusing on the psychological and organizational mechanisms driving female managers’ innovative digital work behaviors. Using a quantitative approach (n = 219), this study involves a case study within a global cosmetic company, targeting subsidiaries in Indonesia and India. It assesses the role of organizational gender equality policies and psychological capital (PsyCap) in shaping positive relationships between female managers and their supervisors (LMX), leading to digital innovative work behaviors. Results indicate that PsyCap and LMX are positively associated with female managers’ digital innovative behavior. No significant direct relationship was found between gender equality policies and digital innovative behavior, while LMX emerged as a crucial mediator between organizational and personal resources and digital innovative behaviors. This study addresses theoretical and empirical gaps by investigating the largely overlooked area of female managers’ proactive digital innovation. It uniquely examines how LMX fosters digital innovation, particularly in the cosmetics industry within developing countries. Findings reveal key dynamics, such as the combined influence of personal resources and organizational policies through LMX on female leaders’ digital innovation. This research offers valuable insights into gender and digital innovation, advancing strategies to effectively support proactive innovation among female managers.
Citation: Gender in Management
PubDate: 2025-04-04
DOI: 10.1108/GM-03-2024-0115
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
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- The role of gender diversity in shaping green collaborations and firm
financial success-
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Authors: Hamzeh Al Amosh
Abstract: This study aims to explore the relationship between gender diversity (GD) in leadership, green collaborations (GC) and firm financial success within FTSE 350 nonfinancial companies in the UK, shedding light on how GD moderates the impact of GC on firm financial success. Quantitative methods are used to analyze data from 2,280 firm-year observations, offering insights into the correlation between GD, GC and firm financial success metrics such as returns on assets (ROA), returns on equity (ROE) and earnings per share (EPS). The empirical analysis conducted in this study uncovers a compelling correlation between GD on the board and the financial success of firms involved in GC. The findings illuminate a positive association, indicating that companies boasting higher levels of GD among their leadership tend to outperform their counterparts with less diverse leadership teams regarding financial success (ROA, ROE and EPS). This suggests that including women in leadership roles can introduce fresh perspectives, innovative ideas and strategic priorities that prioritize sustainability and environmental stewardship by facilitating GC. Moreover, the study underscores the critical role of GD as a practical, valuable resource and a catalyst for driving financial success within sustainable business practices. These findings reinforce the strategic importance of cultivating GD as a pivotal resource for organizations aiming to excel in sustainability-driven initiatives, such as GC. By assembling diverse leadership teams, firms can benefit from broader perspectives, innovative thinking and a more profound commitment to environmental stewardship, ultimately enhancing their financial performance. Consequently, corporate leaders, policymakers and investors are encouraged to recognize GD as a moral obligation and a key driver of sustainable success and a competitive advantage in today’s marketplace. Embracing GD and actively participating in GC carry profound social implications that extend beyond firm financial success metrics. By promoting GD, organizations signal a commitment to inclusivity, equality and diversity in corporate leadership, thereby fostering a more inclusive and equitable work environment. Furthermore, the engagement in GC underscores a dedication to social and environmental responsibility, aligning with the expectations of diverse stakeholders, including employees, customers, communities and regulatory bodies. Such initiatives contribute to broader societal goals by addressing pressing environmental challenges and promoting sustainable business practices that prioritize the well-being of both present and future generations. This highlights the pivotal role of GD as a crucial resource in driving positive social change and advancing sustainable business practices. The study contributes to both academic research and practical understanding by empirically examining the relationship between GD in leadership and firm financial success within GC; it addresses a critical void in existing literature, offering insights valuable to scholars, practitioners, policymakers and investors. Moreover, the study implications extend beyond traditional GD studies by emphasizing its strategic importance in driving sustainable business practices and enhancing firm value. This underscores the need to recognize GD as a crucial resource for financial success in pursuing sustainability goals through GC.
Citation: Gender in Management
PubDate: 2025-03-27
DOI: 10.1108/GM-03-2024-0125
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
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- How can the double bias of mistakes block organizational intelligence'
Gender and position analysis-
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Authors: Wioleta Kucharska, Marta Szeluga-Romanska
Abstract: This study aims to examine whether double bias of mistakes (DBM) jeopardizes organizational learning and intelligence. Moreover, it verifies how female and male knowledge workers affected by the DBM impact organizational intelligence building. The structural equation modeling method was used to analyze a large sample of 1,111 Polish knowledge workers (mixed sectors). This study exposed that women managers, unlike men, are open to learning from mistakes and sharing knowledge gained this way. The study results provoke the conclusion that patriarchy-dominated, less-inclusive organizations and societies will probably learn slower than inclusive ones representing gender variety, especially in management boards that shape organizational culture. The essence of organizational success is what people can achieve together. So, collective, instead of individual, growth matters more. Organizational intelligence is not the sum of individual IQs but a collective ability to adapt smoothly together as a community. This pioneering study exposes that women are potentially better collective intelligence-building leaders than men.
Citation: Gender in Management
PubDate: 2025-03-20
DOI: 10.1108/GM-08-2024-0438
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
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- Decade of mandate: does board gender diversity enhance Indian corporate
performance'-
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Authors: Ankita Kalia
Abstract: This paper aims to examine the impact of board gender diversity (BGD) on corporate performance (CP) in India. In addition, it also considers the moderating impact of family involvement in business (FIB) on the relationship between BGD and CP. The study is based on a panel data set of 221 companies listed on NIFTY 500 Index from 2014 to 2023. The analysis has been done through the application of fixed-effects panel data regression. Robustness of the baseline results is checked through the employment of alternative measure of performance, alternative methodology of Bayesian regression and inclusion of independent women directors (I_WD). Finally, the study incorporates instrumental variables with two-stage least squares methodology for addressing potential endogeneity. The study enriches agency and resource-based theoretical perspectives by upholding a significantly positive impact of BGD on CP. In addition, it highlights that FIB positively moderates this relationship, suggesting that the link between gender diversity on boards and performance is notably stronger within family-owned companies. Furthermore, it also posits that I_WD also positively and significantly impacts CP. The research findings are found to be consistent across diverse robustness tests, affirming their reliability and consistency. This research makes novel contribution to the literature in examining the association between BGD and CP. This is a pioneering endeavour to examine this relationship after decade-long mandatory appointment of women to board in India. These findings pose important implications for government, lawmakers, corporates, academia and society.
Citation: Gender in Management
PubDate: 2025-03-14
DOI: 10.1108/GM-06-2024-0306
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
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- Female executives, corporate life cycle and strategy preference: an
empirical study based on text analysis-
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Authors: Lu Zheng, Yiyang Gu
Abstract: This study aims to explore the impact of women’s representation in competitive strategy preference across different corporate life cycles in China. This study uses panel data from Chinese listed firms (2009–2019) and conducts content analysis to assess female executives’ influence on strategy preferences across the corporate life cycle. Probit estimation validates the relationships. The findings indicate that more female executives lead to increased adoption of differentiation strategies. Female senior management strongly influences strategic preferences, while female directors have limited impact. In the corporate life cycle, female executives do not significantly affect strategies in growth and decline but do affect them in mature firms. Regarding economic outcomes of digital transformation, both female executives and strategy preferences influence it significantly. To the best of the authors’ knowledge, this study is the first to use content analysis to explore female executives and strategy preferences from a dynamic perspective of the life cycle, distinguishing the differentiating roles of female leaders and female directors, and is also one of the early works that discuss the relationship between women and digital transformation.
Citation: Gender in Management
PubDate: 2025-03-14
DOI: 10.1108/GM-09-2023-0324
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
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- Investigating neoliberalization in gender-sensitive academic workplaces:
paradoxing managerial employees needs-
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Authors: Hua Chen, Chinaza Solomon Ironsi, Sarah Solomon Ironsi
Abstract: This study aims to explore the neoliberalization of higher education and its impact on gender-sensitive workplaces for international academic staff. Using a qualitative multiple-case study approach, the research examines how neoliberal policies intersect with gender-sensitive practices within academic institutions, characterized by marketization, privatization and commodification. The theoretical framework integrates Foucault’s concept of governmentality, Bourdieu’s notion of capital, intersectionality from gender theory and paradox theory to analyze the conflicting demands faced by international employees. This study’s data comes from semistructured interviews with international academic staff and document analysis of institutional policies. The findings reveal that neoliberal policies often undermine gender-sensitive initiatives by prioritizing market-driven objectives over inclusivity, creating paradoxical tensions for international employees, especially women and minorities, who navigate both gender and nationality-based challenges. The study concludes that while neoliberalization in higher education fosters a competitive environment, it simultaneously complicates the implementation of effective gender-sensitive practices. Institutions must address these tensions by reevaluating their policies to better support diverse international staff. This research contributes to the literature by highlighting the complex dynamics at the intersection of neoliberalism, gender sensitivity and international employee experiences. It offers insights for policymakers and academic leaders committed to fostering inclusive and equitable workplaces.
Citation: Gender in Management
PubDate: 2025-03-05
DOI: 10.1108/GM-09-2024-0529
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
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- Progressing gender equity in senior leadership: a systematic literature
review
Open Access Article-
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Authors: Michelle Gander, Fleur Sharafizad
Abstract: This study aim to review and compile the latest research in women’s leadership internationally and across multiple sectors and industries to understand how to fast-track gender equality. As an outcome of this review, this paper presents an actionable universal framework for organisations to use to bolster their gender equity efforts. A systematic literature review methodology resulted in 36 articles dedicated to research on women in senior leadership interventions across countries and organisational types. Thematic analysis identified a series of enablers and barriers that influence women’s progression into senior roles. Research since 2020 has shown a significant shift from an individualised approach to improving women’s advancement to senior leadership roles, to a systematic one, acknowledging that there are entrenched behaviours resulting in a lack of equity. Systematic literature reviews, although reducing bias, must still be acknowledged to have inherent bias due to the inclusion and exclusion criteria used. There is a need for future research to provide more theoretical underpinnings to advance knowledge and for implementation and review of the proposed EQUAL framework developed from this study. The authors highlight the continuing issues at play in organisations that act as barriers to women’s progress into senior leadership. This paper suggest that organisations may need to consider ways to move past a “business case” approach towards gender equity becoming embedded at all levels. Their proposed EQUAL framework provides a practical set of evidence-based activities to enhance this approach.
Citation: Gender in Management
PubDate: 2025-03-03
DOI: 10.1108/GM-03-2024-0149
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
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- Impact of board gender diversity on anti-corruption disclosure: analysis
in the context of the Sapin II law in France-
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Authors: Roua Radhouani, Aymen Ajina
Abstract: This paper aims to examine the influence of board gender diversity on corporate anti-corruption disclosure (ACD) and the role of the Sapin II Law. The authors used panel data regressions on a sample of French listed firms from 2010–2020. Keywords-based content analysis is used to measure ACD. Additionally, the Difference-in-Differences (DID) model investigate whether the ACD levels with high and low female directors’ changes before and after the Sapin II Law. There is a positive relationship between female directors and corporate ACD. This relation is particularly significant in firms who applies the Sapin II Law. The authors focus solely on larger French listed companies, which may not reflect small and medium-sized businesses. Due to data limitations, the authors could not include demographic factors like age, education and experience that could influence company behavior. Furthermore, self-reported data may not adequately reveal illicit practices within these companies. The relationship between board gender diversity and corruption disclosure informs policymakers on reforms for female directors. The findings also aid investors and suggest that managers should view gender diversity as a governance tool to reduce corruption. This paper is original in focusing on ACD and using a DID methodology to assess the impact of the Sapin II Law. It uniquely investigates threshold effects between board gender diversity and ACD and examines the French context, including the Copé-Zimmermann Law’s gender diversity mandate.
Citation: Gender in Management
PubDate: 2025-01-23
DOI: 10.1108/GM-01-2024-0052
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
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- Gender and risk – do public listing and private ownership bank
matter'-
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Authors: Hasan Mukhibad
Abstract: This study aims to empirically test the influence of board member gender on insolvency risk in a two-tier system. This study considers 91 banks operating in Indonesia from 2009 to 2021. It uses a two-step system generalized moment method to analyze the data. This study reports that appointing women to the board of commissioners and as directors reduces the insolvency risk. Women’s role in reducing risk is more effective in listed and private-owned banks (POB) than in others. The presence of women in boardrooms is crucial for improving financial performance and reducing financial distress in banks, particularly listed and POB. The findings of this study are expected to provide insights into board selection and appointment. The extant literature on the impact of appointing women to boards on bank risk lacks a consensus because of differences in proxies in measuring gender diversity (GD). This paper conducts scenarios using four GD proxies, namely, dummy, percentage of women, Blau index and Shannon index, and two insolvency risk proxies.
Citation: Gender in Management
PubDate: 2025-01-16
DOI: 10.1108/GM-12-2023-0455
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
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- Female physicians in senior management positions during a crisis: a
constructive multimodal communication framework of feminine leadership-
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Authors: Tsfira Grebelsky-Lichtman, Michal Gur-Dick
Abstract: The purpose of the present study is to explore multimodal, i.e. verbal and nonverbal, gendered communication patterns of female physicians in senior management positions (governmental and health authorities) during a crisis. Using a mixed multi-variable design, repeated ANOVA tests, and planned contrasts, the authors analyzed television appearances of 20 female physicians in senior management positions during the COVID-19 crisis (March/2020-April/2021). The findings revealed patterns of mixed-gendered communication structures. Verbally, female physicians primarily displayed a masculine/agentic communication style of assertiveness, control, confidence and rationality. Nonverbally, however, they expressed a feminine/communal communication style of emotional attention, interpersonal sensitivity, responsiveness, kindness and empathy. Moreover, the analysis delineated integrated multimodal constructive vs. inhibitive communication strategies for crisis communication of female physicians in senior management positions. In the current research the authors did not compare females to males in health management positions, which is their follow-up project, but the authors did examine studies of males and females in management positions in the political sphere, which supported their findings. Therefore, the authors were able to demonstrate theoretical implications of multimodal gendered communication frameworks of feminine leadership. Delineating verbal and nonverbal gendered communicative structures of effective management in health sectors can help female physicians assume positions of leadership, serve as guide models for other female physicians and contribute to improving effective communication skills during a crisis. This study contributes to the attempts of promoting gender equity in medicine and management by presenting effective communication strategies in medical crises that can help to promote female physicians’ messages development, social influence, leadership and management success in the future. This article presents constructive, multimodal gendered communication frameworks of female physicians in senior management positions used in television appearances during the global COVID-19 crisis. Most previous studies in this area have examined either verbal or nonverbal communication mode. The value of this multimodal examination provides insights that may enhance constructive communication of female physicians in senior management positions during a crisis.
Citation: Gender in Management
PubDate: 2024-12-04
DOI: 10.1108/GM-09-2023-0331
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
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- Unpacking the presence of women as HR directors: organisational factors
from MNCs subsidiaries operating in Canada-
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Authors: Sondes Turki
Abstract: This paper aims to examine the organisational factors responsible for the inclusion of women as Human Resource (HR) directors in Canadian-based subsidiaries of multinational companies (MNCs). Based on the resource dependence theory, this study outlines the features of subsidiaries that appoint a woman HR director. Hypotheses were developed and assessed through analysis of a database obtained from a quantitative investigation. Analyses are based on 100 multinational subsidiaries operating in Canada. Three primary findings arise from this study. Firstly, the larger the subsidiary, the less likely it is for a woman to hold the position of HR director. Secondly, there is a positive and significant correlation between the percentage of women employed in an MNC subsidiary and the presence of women in the HR director position. Finally, MNC subsidiaries with high executive career progression autonomy are more likely to have a woman HR director than those lacking in such autonomy. This study proposes improving the representation of women in HR director positions by increasing the percentage of women employed in organisations and by granting greater decision-making autonomy to subsidiaries of MNCs. This paper contributes to broader research on gender inequality in leadership. This paper responds specifically to the dearth of research into gender inequality in HR directorships, despite HR as a profession being female dominated. This study focuses upon HR in multinational corporations – again, an under-researched area.
Citation: Gender in Management
PubDate: 2024-11-14
DOI: 10.1108/GM-04-2023-0130
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
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- Re-visiting women’s work motivations and career needs: international
evidence from the perspective of self-determination theory-
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Authors: Agnieszka Zielińska, María Ana Montes de Oca Ramirez, Enas Hosni Dahadha, Ksenia Usanova
Abstract: The study explores the work motivations and career needs of women, drawing on self-determination theory. The study aims to develop motivation theories and support organisations to shape the work environment addressing women’s work motivations and current career needs. The exploratory study was conducted based on two research questions: Why do women change jobs' What are women looking for in a new workplace' To conduct this study, an online questionnaire with open-ended questions was prepared. Respondents were women who had applied for an administrative job post in Brazil, Mexico, Poland, Portugal and State of Palestine. Collected answers from 363 respondents were analysed by using Nvivo software. This study presents women’s work motivations and career needs that affect the decision to change the job. Results indicate that women’s work motivations include four components: 1 − career growth (career development, skills improvement, challenges), 2 − competitive compensation (financial, personal fulfilment), 3 − work environment (organisational culture, work-life balance) and 4 − leadership (recognition, management leadership skills). Additionally, the study highlights four components of women’s current career needs: 1 − career growth (continuous professional development, challenges, training skills), 2 − competitive compensation (financial/fair pay, personal fulfilment), 3 − work environment (cooperation/teamwork, adequate tools, respect and safety) and 4 − leadership (clear organisation goals, communication/empathy, recognition, support). Based on collected data, components of women’s work motivations and career needs were identified. The results provide contemporary and international evidence about the complex nature of women’s work motivations and career needs.
Citation: Gender in Management
PubDate: 2024-11-12
DOI: 10.1108/GM-01-2024-0029
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
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- Gender diversity in top management team and corporate social
responsibility performance: examining the moderating nature of TMT
international experience-
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Authors: Yu-Ching Chiao, Yu-Chen Chang, Yi-Jung Hsu, Chang Hong Lu, Man-Ling Chang
Abstract: This study is based on the role congruity theory that examines the association between top management team (TMT) gender diversity and corporate social responsibility (CSR) performance. This study uses data from the Taiwan Economic Journal database and the Market Observation Post System provided by the Taiwan Stock Exchange. The sample consists of 4,140 annual observations of Taiwanese-listed companies in the electronics industry from 2016–2020. The results revealed that TMT gender diversity is positively associated with CSR performance, and TMT international experience strengthens the positive association between TMT gender diversity and CSR performance. CSR is imperative. The TMT’s gender diversity aligns with current environmental trends and social expectations, driven for CSR implementation essential. This diverse configuration enables the TMTs to address corporate adaptability and maintain global competitiveness. The findings contribute significantly to the literature on TMT gender diversity by extending the application of role congruity theory beyond individual to team-level contexts and across gender boundaries. By incorporating diverse capabilities such as international experience within TMTs, the authors identify key boundary conditions that foster CSR. This expansion not only aligns with practical realities but also opens new avenues for research into the dynamics of diverse management teams.
Citation: Gender in Management
PubDate: 2024-11-06
DOI: 10.1108/GM-01-2024-0033
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
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- Work-life balance, career motivation and women: a systematic literature
review and research agenda in the Indian context-
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Authors: Ruksar Ali, Sujood, Ariba Naz, Mohd Azhar
Abstract: The purpose of this study is to provide a review of the existing research landscape on work-life balance and women’s career motivation. It examines the relationship between work-life balance and career motivation in the context of Indian women. Specifically, it explores how the work-life balance of women influences the motivational aspects of their careers. The research uses a systematic literature review to identify and analyze relevant literature on work-life balance and women’s career motivation among Indian women from the Scopus database. The study uncovers critical insights into the connection between work-life balance and women’s career decisions. It gives insight on how work-life balance significantly impacts women’s career choices. The SLR reveals a notable and consistent upward trend in the domains of work-life balance and career motivation among women. The findings of this study can inform organizations in tailoring policies that foster women’s career growth while simultaneously supporting a healthy work-life balance. In addition, the research can empower women to make informed decisions about their careers and personal lives. Ultimately, it contributes to creating a more inclusive and gender-equitable work environment, promoting both women’s career aspirations and their overall well-being. This research stands out in its examination of the relationship between work-life balance and women’s career motivation, particularly in the unique context of Indian women. While previous studies have explored these topics individually, this research bridges the gap by investigating their interplay. Moreover, the application of a systematic literature review approach to these variables in the context of Indian women represents a novel contribution.
Citation: Gender in Management
PubDate: 2024-10-28
DOI: 10.1108/GM-01-2024-0022
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
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- Towards sustainable development: financial inclusion and women’s
economic empowerment in India-
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Authors: Mohsin Showkat, Razia Nagina, Usha Nori
Abstract: This study aims to examine the relationship between financial inclusion and economic empowerment of women, recognising that empowering women is not just an issue of equity and fairness but also an essential prerequisite for achieving sustainable development. This research used a survey method to gather data from the female population in northern India. The quantitative analysis was conducted using structural equation modelling with Smart PLS 4 software, based on the theoretical framework of economic empowerment theory. The results demonstrated a notable association between financial inclusion and women’s economic empowerment. The presence of active participation in financial services appears to contribute significantly to variations in women’s earnings, savings and accumulation of assets. This study contributes to guiding development agencies and policymakers by highlighting the importance of expanding financial services tailored to women and advocating inclusive banking.
Citation: Gender in Management
PubDate: 2024-10-23
DOI: 10.1108/GM-05-2024-0229
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
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- Signaling trust during disruptions: perceived gender differences in
trustworthy leadership traits-
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Authors: Alan T. Belasen, Ariel R. Belasen
Abstract: This study aims to examine differences in the self-perception and value of four traits associated with trustworthiness: transparency, credibility, accountability and honesty to find out whether these traits are more likely to be adopted by female leaders during episodes of disruption. Regression estimation of perceived trustworthy leadership values using a survey of full-time employed men and women in management working for various organizations. Honesty emerged as the highest rated trait overall, both in the respondents’ self-measure and in their reflected level of desirability. However, women described their honesty as higher than how men relayed their honesty score. Both genders rated their own transparency as their lowest scoring trait and treated it as the least important of the desired traits. Relative to men, not only do women espouse to greater levels of honesty and value it more but they also appear to embrace honesty in their desired behaviors more highly. A natural extension of this study is to design a longitudinal study to show causality or whether socialized gender differences, in fact, play a role in measuring the value of trustworthy leadership during disruptions. Understanding self-perceptions of leaders’ efficacy and desired expectations helps prepare both current and future leaders to regain followers’ trust, especially during disruptions. Lessons learned to date require investments in building awareness of leaders’ perceptions of trustworthiness and developing relevant skills for dealing with disruptions. This research adds further insight to leadership studies by establishing a linkage between characteristics of trustworthy leadership and the ability to lead in challenging times. Cultivating traits of transparency, accountability, credibility and honesty enables leaders to develop the skills needed to be viewed as trustworthy and be prepared for the unexpected.
Citation: Gender in Management
PubDate: 2024-10-10
DOI: 10.1108/GM-04-2024-0187
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
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- Empowering women: navigating work environment challenges with mental
toughness-
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Authors: Prabha Subramanian, Monica Gallant, Pranab K. Pani
Abstract: This literature review examines women’s significant workplace challenges and explores mental toughness, a distinct non-cognitive ability associated with peak athletic performance. This study aims to understand this concept and its potential for women professionals facing similar challenges in an organisational context. Based on a systematic literature review, this exploratory paper is an integrative literature review synthesising pre-existing knowledge using secondary scientific databases. This literature analysis will pave the way for comprehension of the existing body of research, identification of research gaps, and opportunities for further studies. Different typologies of mental toughness (MT) have been identified, and a new typology will emerge from this research study. The study analyses over 100 articles based on MT typology and complex gender dynamics at work, especially the “broken rung” concept of trapping women in lower or mid-level roles in an organisation. This content analyses the recent emergence of the MT typology in academic research, with articles published after 2019 and a few earlier key works that shaped the concept of MT. In addition to contributing a comprehensive typology of MT and its impact on women professionals, this paper also provides recommendations for future research and individual-level development of MT to help women overcome workplace barriers globally. Understanding MT’s impact on women’s ability to overcome workplace barriers has HR implications, including hiring, retention, career advancement, training and closing gender gaps. This research may help individual women professionals adopt MT as a psychological resource to navigate work environment challenges. Further research is needed for practical insights, given this discussion is based on a literature review. The practical implications of this study have a profound impact on human resource management practices within organisations, highlighting the multifaceted approach required to tackle gender disparity. A more inclusive and supportive work environment can be created by ensuring MT training is accessible to all employees. A comprehensive career development plan for women professionals, including but not limited to mentoring, executive sponsorship, skill-building training or stretched assignments, leadership coaching, networking opportunities, and increased visibility in the organisation are critical for career advancement and retention. This study is a novel attempt to examine whether MT, which has proven effective in helping athletes achieve their goals, can be applied in a workplace environment. It is also a new endeavour to investigate whether women could use MT as a psychological tool to help them overcome obstacles in a diverse professional setting.
Citation: Gender in Management
PubDate: 2024-07-24
DOI: 10.1108/GM-01-2024-0045
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
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- Women who lead: societal influences of attitudes toward women and women
leadership-
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Authors: Alexandria Proff, Rasha Musalam Musalam
Abstract: The purpose of this study is to ascertain the perceptions of UAE nationals and Arab residents toward women in the UAE, with particular emphasis on women leadership. This study made use of a quantitative approach via the use of survey research. The Attitudes Toward Women scale was adapted and used to illicit the views of the sample population. Data were subsequently tested using Statistical Package for Social Sciences. This paper provides empirical evidence reflecting a potential shift in the views toward women in the UAE. This paper suggests that views toward women are complex, and perhaps, evolving. On one hand, traditional gender roles and perceptions of gender inequality persist, on the other more egalitarian views and present, even supportive of women’s professional lives. Because of the selected research approach, the research results may lack depth of understanding and additional nuance. Therefore, researchers are encouraged to explore these findings further, particularly with either qualitative of mixed-methods approaches. This paper includes implications for continued education of the community concerning the multiple roles of women, including their roles as leaders. This study also includes the importance of providing women with leadership training and support to foster more women leaders across disciplines. This paper significantly contributes to understanding how the perspectives of women in the UAE influence the views toward women leadership in the UAE.
Citation: Gender in Management
PubDate: 2024-07-15
DOI: 10.1108/GM-01-2024-0031
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
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- Career agency and person-environment fit: female globally mobile employees
in Japan-
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Authors: Jiayin Qin, Tomoki Sekiguchi
Abstract: This study aims to understand how female globally mobile employees (GMEs), a group that is gaining a stronger presence in global work, exert their career agency within the context of structural constraints. Using theoretical perspectives of career-agency theory and person-environment fit as frames of reference, this study collected 113 blog posts written by 19 female GMEs and conducted semi-structured interviews with 11 female GMEs who are currently living and working in Japan. This study found that the informants exercised career agency as a response to challenges related to foreignness and gender. Through career-related agentic behaviors, the informants strove to increase their fit with their environments while interacting with different aspects of structural constraints. This study also found that people in different stages of global mobility exhibited different mindsets toward their foreignness, consequently influencing their career agency. This study highlights the dynamic interaction between structural constraints and the agency of female GMEs, advancing the understanding of career agency in women’s global work. In addition, it recognizes the presence of expatriate residents as a distinct subgroup within the GME population, shedding light on the evolving ambiguous boundaries between self-initiated expatriates and other talent categories.
Citation: Gender in Management
PubDate: 2024-07-01
DOI: 10.1108/GM-10-2023-0374
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
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- Exploring the path to job satisfaction among women in the Middle East: a
contextual perspective-
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Authors: Maria Bourezg, Osama Khassawneh, Satwinder Singh, Tamara Mohammad, Muntaser J. Melhem, Tamer K. Darwish
Abstract: This study aims to explore the factors that influence job satisfaction among women in Jordan and contribute to the growing interest in women’s workplace happiness in the context of the Middle East. The authors used an explanatory sequential mixed-method approach. During the first phase, 250 female respondents were surveyed from the private sector in Jordan. The authors analyzed the impact of various employment-related attributes and other variables, including educational level, position, work experience, daily work hours, income level, relationships with colleagues and supervisors and internal career opportunities on job satisfaction. During the second stage, the authors interviewed 23 supervisor female respondents and conducted a thematic analysis to explore in more depth the determinants of job satisfaction of females working in the private sector in Jordan. The quantitative findings of this study indicate that job satisfaction is positively influenced by education level and income, while notably, it was negatively impacted by work experience and daily work hours. Relationships with colleagues and supervisors, as well as internal career opportunities, positively affect job satisfaction. The qualitative findings of the study indicate that positive corporate culture, developing subordinates, financial independence, self-worthiness, work-life balance, internal career opportunities and factors that spillover from the personal life domain contributed highly to job satisfaction. The findings of this study can help employers in gaining a deeper understanding of the needs and behaviors of female workers in the Middle East, potentially resulting in decreased job turnover and heightened productivity. This study offers valuable insights into the cultural dynamics at play and sheds light on the psychology of the Arab female workforce. Given the limited research on job satisfaction among women in the Middle East and the Arab world, this study holds significant importance for practitioners.
Citation: Gender in Management
PubDate: 2024-06-19
DOI: 10.1108/GM-11-2023-0411
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
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