Subjects -> BUSINESS AND ECONOMICS (Total: 3570 journals)
    - ACCOUNTING (132 journals)
    - BANKING AND FINANCE (306 journals)
    - BUSINESS AND ECONOMICS (1248 journals)
    - CONSUMER EDUCATION AND PROTECTION (20 journals)
    - COOPERATIVES (4 journals)
    - ECONOMIC SCIENCES: GENERAL (212 journals)
    - ECONOMIC SYSTEMS, THEORIES AND HISTORY (235 journals)
    - FASHION AND CONSUMER TRENDS (20 journals)
    - HUMAN RESOURCES (103 journals)
    - INSURANCE (26 journals)
    - INTERNATIONAL COMMERCE (145 journals)
    - INTERNATIONAL DEVELOPMENT AND AID (103 journals)
    - INVESTMENTS (22 journals)
    - LABOR AND INDUSTRIAL RELATIONS (61 journals)
    - MACROECONOMICS (17 journals)
    - MANAGEMENT (595 journals)
    - MARKETING AND PURCHASING (116 journals)
    - MICROECONOMICS (23 journals)
    - PRODUCTION OF GOODS AND SERVICES (143 journals)
    - PUBLIC FINANCE, TAXATION (37 journals)
    - TRADE AND INDUSTRIAL DIRECTORIES (2 journals)

MANAGEMENT (595 journals)                  1 2 3 | Last

Showing 1 - 200 of 584 Journals sorted alphabetically
360 : Revista de Ciencias de la Gestión     Open Access   (Followers: 2)
Academia Revista Latinoamericana de Administración     Open Access   (Followers: 1)
Academy of Management Annals     Full-text available via subscription   (Followers: 81)
Academy of Management Discoveries     Full-text available via subscription   (Followers: 38)
Academy of Management Journal     Full-text available via subscription   (Followers: 285)
Academy of Management Perspectives     Full-text available via subscription   (Followers: 60)
Academy of Management Review     Full-text available via subscription   (Followers: 257)
Academy of Strategic Management Journal     Full-text available via subscription   (Followers: 39)
Administrative Science Quarterly     Full-text available via subscription   (Followers: 150)
Advances in Management and Applied Economics     Open Access   (Followers: 8)
Africa Journal of Management     Hybrid Journal   (Followers: 2)
African Journal of Business Management     Open Access   (Followers: 1)
African Journal of Economic and Management Studies     Hybrid Journal   (Followers: 10)
Al Tijarah     Open Access   (Followers: 1)
American Journal of Business and Management     Open Access   (Followers: 51)
American Journal of Industrial and Business Management     Open Access   (Followers: 24)
American Journal of Mathematical and Management Sciences     Hybrid Journal  
American Journal of Operational Research     Open Access   (Followers: 6)
American Journal of Operations Research     Open Access   (Followers: 6)
Aquaculture Economics & Management     Hybrid Journal   (Followers: 21)
Asia Pacific Journal of Innovation and Entrepreneurship     Open Access   (Followers: 3)
Asia Pacific Journal of Management     Hybrid Journal   (Followers: 17)
Asia Pacific Management Review     Full-text available via subscription   (Followers: 2)
Asia-Pacific Journal of Management Research and Innovation     Full-text available via subscription  
Asian Business & Management     Hybrid Journal   (Followers: 6)
Asian Journal of Management Cases     Hybrid Journal   (Followers: 6)
Asian Journal of Management Science and Applications     Hybrid Journal   (Followers: 3)
Asian Journal of Social Sciences and Management Studies     Open Access   (Followers: 6)
Asian Journal of Technology Management     Open Access   (Followers: 1)
Asian Journal on Quality     Hybrid Journal   (Followers: 3)
Australasian Law Management Journal     Full-text available via subscription   (Followers: 3)
Australasian Leisure Management     Full-text available via subscription   (Followers: 2)
Australian Journal of Management     Hybrid Journal   (Followers: 8)
Baltic Journal of Management     Hybrid Journal   (Followers: 3)
BMC Journal of Scientific Research     Open Access   (Followers: 2)
BMC Medical Informatics and Decision Making     Open Access   (Followers: 21)
Board Leadership     Hybrid Journal   (Followers: 3)
Brigham Young University International Law and Management Review     Open Access   (Followers: 2)
British Journal of Management     Hybrid Journal   (Followers: 54)
BRQ Business Review Quarterly     Open Access   (Followers: 1)
Building & Management     Open Access   (Followers: 2)
Built Environment Project and Asset Management     Hybrid Journal   (Followers: 13)
Bulletin of Kyiv National University of Culture and Arts. Series in Management of Social and Cultural Activity     Open Access  
Business and Management Horizons     Open Access   (Followers: 9)
Business and Management Studies     Open Access   (Followers: 11)
Business Management Analysis Journal     Open Access   (Followers: 3)
Business Management and Strategy     Open Access   (Followers: 38)
Business Perspectives and Research     Hybrid Journal   (Followers: 3)
Business Process Management Journal     Hybrid Journal   (Followers: 7)
California Management Review     Hybrid Journal   (Followers: 34)
Canadian Journal of Program Evaluation     Open Access   (Followers: 1)
Case Studies in Business and Management     Open Access   (Followers: 11)
Case Studies in Sport Management     Full-text available via subscription   (Followers: 7)
Central European Management Journal     Open Access   (Followers: 1)
Chinese Management Studies     Hybrid Journal   (Followers: 4)
Ciencias Administrativas     Open Access  
Coaching : Theorie & Praxis     Open Access   (Followers: 3)
Cogent Business & Management     Open Access   (Followers: 2)
Collection Management     Hybrid Journal   (Followers: 17)
Computational Management Science     Hybrid Journal  
Conference Quality Production Improvement     Open Access  
Construction Innovation: Information, Process, Management     Hybrid Journal   (Followers: 14)
Construction Management and Economics     Hybrid Journal   (Followers: 24)
Contabilidade, Gestão e Governança     Open Access  
Contaduría y Administración     Open Access  
Controlling & Management     Hybrid Journal   (Followers: 1)
Controlling & Management Review : Zeitschrift für Controlling und Management     Full-text available via subscription  
Corporate Board : Role, Duties and Composition     Open Access  
Corporate Governance and Organizational Behavior Review     Open Access  
Corporate Governance and Sustainability Review     Open Access   (Followers: 2)
Corporate Ownership and Control     Open Access  
Corporate Social Responsibility and Environmental Management     Hybrid Journal   (Followers: 10)
Creativity and Innovation Management     Hybrid Journal   (Followers: 54)
Cross Cultural & Strategic Management     Hybrid Journal   (Followers: 8)
Dalhousie Journal of Interdisciplinary Management     Open Access  
Data and Information Management     Open Access   (Followers: 5)
Decision : Official Journal of Indian Institute of Management Calcutta     Hybrid Journal  
Decision Analytics     Open Access   (Followers: 3)
Decision Analytics Journal     Open Access  
Desenvolve : Revista de Gestão do Unilasalle     Open Access  
Development Management     Open Access   (Followers: 1)
Dirāsāt : Jurnal Manajemen dan Pendidikan Islam     Open Access  
Disaster Prevention and Management     Hybrid Journal   (Followers: 30)
Ecological Management & Restoration     Hybrid Journal   (Followers: 15)
Economic Management Journal     Open Access   (Followers: 5)
Economics, Management, and Financial Markets     Full-text available via subscription   (Followers: 10)
Educational Management and Innovation Journal     Open Access  
Ekonomia i Zarzadzanie. Economics and Management     Open Access  
Electronic Government, an International Journal     Hybrid Journal   (Followers: 13)
Engineering Management Journal     Hybrid Journal   (Followers: 1)
Engineering Management Research     Open Access   (Followers: 6)
Engineering Project Organization Journal     Hybrid Journal   (Followers: 6)
Entrepreneurship Education     Hybrid Journal   (Followers: 1)
Environmental Management     Open Access   (Followers: 53)
Environmental Quality Management     Hybrid Journal   (Followers: 4)
Estudios Gerenciales     Open Access  
EuroMed Journal of Management     Hybrid Journal  
European Financial Management     Hybrid Journal   (Followers: 27)
European Journal of Business and Management     Open Access   (Followers: 20)
European Journal of Cross-Cultural Competence and Management     Hybrid Journal   (Followers: 6)
European Journal of Innovation Management     Hybrid Journal   (Followers: 22)
European Journal of Management Issues     Open Access   (Followers: 1)
European Management Journal     Hybrid Journal   (Followers: 16)
European Management Review     Hybrid Journal   (Followers: 20)
European Sport Management Quarterly     Hybrid Journal   (Followers: 14)
Expert Journal of Business and Management     Open Access  
Financial Internet Quarterly     Open Access  
Fokus Bisnis : Media Pengkajian Manajemen dan Akuntansi     Open Access  
Foundations and Trends® in Technology, Information and Operations Management     Full-text available via subscription   (Followers: 3)
Foundations of Management     Open Access   (Followers: 7)
Fundamental Management Journal     Open Access  
Future Business Journal     Open Access   (Followers: 2)
Future Studies Research Journal : Trends and Strategies     Open Access  
GECONTEC : Revista Internacional de Gestión del Conocimiento y la Tecnología     Open Access  
Gender in Management : An International Journal     Hybrid Journal   (Followers: 18)
Gestión en el Tercer Milenio     Open Access  
Global Strategy Journal     Hybrid Journal   (Followers: 7)
Group & Organization Management     Hybrid Journal   (Followers: 16)
Health Care Management Science     Hybrid Journal   (Followers: 6)
Health Services Management Research     Hybrid Journal   (Followers: 16)
Human Factors : The Journal of the Human Factors and Ergonomics Society     Full-text available via subscription   (Followers: 33)
Human Resource Management     Hybrid Journal   (Followers: 73)
Human Resource Management International Digest     Hybrid Journal   (Followers: 18)
Human Resource Management Journal     Hybrid Journal   (Followers: 73)
Human Resource Management Review     Hybrid Journal   (Followers: 59)
ICU Director     Hybrid Journal  
IEEE Engineering Management Review     Full-text available via subscription   (Followers: 117)
IIMB Management Review     Open Access   (Followers: 9)
IMA Journal of Management Mathematics     Hybrid Journal   (Followers: 1)
Impact Assessment and Project Appraisal     Hybrid Journal   (Followers: 4)
Independent Journal of Management & Production     Open Access   (Followers: 1)
Indian Journal of Corporate Governance     Full-text available via subscription  
Industrial Management & Data Systems     Hybrid Journal   (Followers: 8)
Industrial Marketing Management     Hybrid Journal   (Followers: 22)
Information Resources Management Journal     Full-text available via subscription   (Followers: 8)
Information Systems Management     Hybrid Journal   (Followers: 10)
Information Technology and Management     Hybrid Journal   (Followers: 10)
Innovation & Management Review     Open Access  
Innovation: Management, Policy & Practice     Hybrid Journal   (Followers: 16)
INOVATOR : Jurnal Manajemen     Open Access  
Intelligent Information Management     Open Access   (Followers: 7)
Intelligent Systems in Accounting, Finance & Management: International Journal     Hybrid Journal   (Followers: 3)
International Journal for Quality Research     Open Access   (Followers: 4)
International Journal of Advances in Management Science     Open Access   (Followers: 1)
International Journal of Agile Systems and Management     Hybrid Journal   (Followers: 3)
International Journal of Applied Management and Technology     Open Access   (Followers: 1)
International Journal of Applied Management Science     Hybrid Journal   (Followers: 4)
International Journal of Aviation Management     Hybrid Journal   (Followers: 5)
International Journal of Business and Data Analytics     Hybrid Journal   (Followers: 2)
International Journal of Business and Management     Open Access   (Followers: 13)
International Journal of Business Continuity and Risk Management     Hybrid Journal   (Followers: 22)
International Journal of Business Performance Management     Hybrid Journal   (Followers: 6)
International Journal of Business Process Integration and Management     Hybrid Journal   (Followers: 12)
International Journal of Business Science and Applied Management     Open Access   (Followers: 1)
International Journal of Commerce and Management     Hybrid Journal  
International Journal of Comparative Management     Hybrid Journal  
International Journal of Complexity in Leadership and Management     Hybrid Journal   (Followers: 27)
International Journal of Conceptual Structures and Smart Applications     Full-text available via subscription   (Followers: 2)
International Journal of Conflict Management     Hybrid Journal   (Followers: 14)
International Journal of Construction Management     Hybrid Journal   (Followers: 4)
International Journal of Contemporary Hospitality Management     Hybrid Journal   (Followers: 10)
International Journal of Corporate Strategy and Social Responsibility     Hybrid Journal   (Followers: 4)
International Journal of Cross Cultural Management     Hybrid Journal   (Followers: 7)
International Journal of Decision Sciences, Risk and Management     Hybrid Journal   (Followers: 7)
International Journal of Decision Support Systems     Hybrid Journal   (Followers: 2)
International Journal of Disaster Risk Science     Open Access   (Followers: 14)
International Journal of Educational Management     Hybrid Journal   (Followers: 5)
International Journal of Electronic Customer Relationship Management     Hybrid Journal   (Followers: 1)
International Journal of Electronic Governance     Hybrid Journal  
International Journal of Emergency Management     Hybrid Journal   (Followers: 10)
International Journal of Energy Sector Management     Hybrid Journal   (Followers: 2)
International Journal of Engineering Business Management     Open Access  
International Journal of Engineering Management and Economics     Hybrid Journal   (Followers: 3)
International Journal of Enterprise Network Management     Hybrid Journal  
International Journal of Entrepreneurship and Innovation Management     Hybrid Journal   (Followers: 27)
International Journal of Environment and Waste Management     Hybrid Journal   (Followers: 2)
International Journal of Environmental Technology and Management     Hybrid Journal  
International Journal of Event and Festival Management     Hybrid Journal   (Followers: 6)
International Journal of Financial Services Management     Hybrid Journal   (Followers: 1)
International Journal of Forensic Engineering and Management     Hybrid Journal   (Followers: 1)
International Journal of Global Business and Competitiveness     Hybrid Journal  
International Journal of Hospitality and Event Management     Hybrid Journal   (Followers: 3)
International Journal of Hospitality Management     Hybrid Journal   (Followers: 10)
International Journal of Human Resource Management     Hybrid Journal   (Followers: 52)
International Journal of Human Resources Development and Management     Hybrid Journal   (Followers: 24)
International Journal of Indian Culture and Business Management     Hybrid Journal  
International Journal of Information and Operations Management Education     Hybrid Journal   (Followers: 6)
International Journal of Information Systems and Change Management     Hybrid Journal   (Followers: 7)
International Journal of Information Systems and Project Management     Free   (Followers: 12)
International Journal of Information Technology Project Management     Full-text available via subscription   (Followers: 9)
International Journal of Innovation and Technology Management     Hybrid Journal   (Followers: 10)
International Journal of Innovation Management     Hybrid Journal   (Followers: 8)
International Journal of Integrated Supply Management     Hybrid Journal   (Followers: 4)
International Journal of Intercultural Information Management     Hybrid Journal   (Followers: 12)
International Journal of Internet and Enterprise Management     Hybrid Journal   (Followers: 1)
International Journal of Islamic and Middle Eastern Finance and Management     Hybrid Journal   (Followers: 7)
International Journal of Knowledge Management     Full-text available via subscription   (Followers: 13)
International Journal of Knowledge Management Studies     Hybrid Journal   (Followers: 29)
International Journal of Knowledge-Based Organizations     Full-text available via subscription   (Followers: 1)
International Journal of Law and Management     Hybrid Journal   (Followers: 2)

        1 2 3 | Last

Similar Journals
Journal Cover
Gender in Management : An International Journal
Journal Prestige (SJR): 0.412
Citation Impact (citeScore): 1
Number of Followers: 18  
 
  Hybrid Journal Hybrid journal (It can contain Open Access articles)
ISSN (Print) 1754-2413 - ISSN (Online) 1754-2421
Published by Emerald Homepage  [360 journals]
  • Jordanian women expatriates: additional challenges for global equality

    • Free pre-print version: Loading...

      Authors: Rania Elkouz , Maria Bastida , Rola El-Husseini
      Abstract: The purpose of this study is to address the main reasons that limit Jordanian women from undertaking expatriation, based on the assumption that Arab women’s opportunities for international engagement may be compromised by local cultural and institutional issues. A cross-sectoral survey with 60 Jordanian expatriates (30 women and 20 men) located in EU countries and the UK is used to better explore Eastern women perceptions. Company’s resistance, a lack of support mechanisms, safety in the destination country and family commitments play a major role in hindering Jordanian women opportunities to be assigned abroad, echoing the commonly recognized barriers identified in previous research. Additionally, the culture of the home country and prejudice toward foreigners act as an additional barrier for women professional development. The main limitation of this study lies in the data collection instrument, that is, the survey. Larger samples are needed to extend these results. The second limitation is that the potential effects of gender differences cannot be examined because the number of men in the sample was small. The findings bring evidence that could be used by organizations to understand the barriers Jordanian expatriate women face and take informed action to tackle them. Meanwhile, more research on Middle Eastern female roles and views is needed to reduce stereotyping against them. Similarly, regional studies can be an opportunity for future development to identify the impact of the regional context. This research highlights the intertwining of religious and cultural values in influencing Arabic women’s experience in international assignments and thus, would enhance readers’ understanding of women’s career progression in a new context. This research shows that socio-cultural and political realities need more space in discussions about expatriation. Specifically, the expatriation literature needs more scrutiny and problematizing of the lived experiences of women expatriates from the Global South.
      Citation: Gender in Management
      PubDate: 2022-05-16
      DOI: 10.1108/GM-06-2021-0177
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Challenges of female executives' work activities: the hyper-efficiency
           operating mode

    • Free pre-print version: Loading...

      Authors: Emilie Giguere , Karine Bilodeau , Louise St-Arnaud
      Abstract: This paper aims to examine the work experiences of female executives and the challenges of their visible and invisible work activities, considering the operating modes they develop to carry out their work activities. This study relies on a materialist feminist perspective and a critical experientialist work theory, which considers both the visible and invisible dimensions of the work performed by female executives. The methodology is based on a qualitative research design involving individual and group interviews with 51 Canadian female executives. The results reveal the hyper-efficiency operating mode mobilized by female executives, which combines strategies to take over and delegate work activities from the domestic sphere to reconcile the managerial work with their different life spheres. A key finding emerging from these results relates to the invisible but omnipresent part of the work activities from the domestic sphere throughout the lives of female executives.
      Citation: Gender in Management
      PubDate: 2022-05-05
      DOI: 10.1108/GM-10-2021-0303
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Work–family decisions: exploring the role of racial variation

    • Free pre-print version: Loading...

      Authors: Xuguang Guo , Preeti Wadhwa
      Abstract: Drawing on gender role ideology and structuralism perspectives, this study examines the impact of racial variation on the relationship between family characteristics and work–family decisions. The study sample was drawn from the data collected by the U.S. Current Population Survey. This study used robust regression analysis to test their specific hypotheses that explore the role of racial variations on work–family decisions (measured in terms of weekly work hours). The findings indicate that while overall men work longer hours when raising young children, both African American and Hispanic men tend to cut down on their work hours. Additionally, while marital status is associated with decreased work hours for White women, the reduction is smaller for Hispanic women. African American women actually end up increasing their work hours post marriage. Finally, while motherhood is associated with reduced work hours across racial groups, the decrease is more drastic for White women compared to their minority counterparts. This study provides empirical evidence that work–family decision in the US African American and Hispanic households are not as strongly guided by the traditional gender role stereotypes, as is the case with White households. It also has important implications for the US employers who strive to leverage diversity and create inclusive organizations. Given the increased population diversity in the USA, this study highlights the need to better understand the role of racial variations on the work–family decisions.
      Citation: Gender in Management
      PubDate: 2022-04-26
      DOI: 10.1108/GM-11-2020-0335
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Occupational identity, work, psychological distress and gender in
           management: results from SALVEO study

    • Free pre-print version: Loading...

      Authors: Salima Hamouche , Alain Marchand
      Abstract: This paper aims to examine the contribution of occupational identity and gender in explaining psychological distress among managers. It proposes and tests empirically a theoretical model that integrates identity theory into occupational stress and gender research. It analyses the proposition that a low level of verification of role identity is associated with a high level of psychological distress and that gender plays a moderating role in the relationship between role identity verification and psychological distress. Multilevel regression analyses were conducted on a sample of 314 managers employed in 56 Canadian firms. Low level of verification of one standard of managers’ role identity, namely, recognition, is significantly associated with managers’ psychological distress. It encloses monetary and non-monetary recognition, career prospects and job security. Notwithstanding, gender does not moderate the relationship between identity verification and psychological distress. Studies addressing the contributions of identity and gender in the explanation of managers’ psychological distress are sparse. This paper helps to expand the scope of management and workplace mental health research as well as gender-related research, by proposing a new approach for the study of managers’ psychological distress, by the integration of identity theory and the analysis of the moderating role of gender.
      Citation: Gender in Management
      PubDate: 2022-04-21
      DOI: 10.1108/GM-01-2021-0010
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Female representation on boards of directors and environmental disclosure:
           evidence of the Brazilian GHG protocol program

    • Free pre-print version: Loading...

      Authors: Sarah Amaral Fabrício , Denize Demarche Minatti Ferreira , Suliani Rover
      Abstract: This study aims to identify a relationship between the presence of women on the board of directors (BOD) of Brazilian companies and the firms’ disclosure and participation in projects or initiatives to reduce greenhouse gas (GHG) emissions. The research used an adaptation of the model by Ben-Amar et al. (2017), added two other gender variables and analyzed a sample of 42 companies listed on the Brazilian stock exchange that participate in the Brazilian GHG protocol program. As for the models with the variables of interest, the most significant was the female percentage, Blau’s index, the dummy of female presence, the number of women on BOD, total years with the woman on board and the number of committees the board women were. The results for the sample showed that women were present on the BOD 475 times, against a male presence of 4,538 times. Empirical evidence confirms the research hypothesis that there is a positive relationship between the presence of women on the BOD and the likelihood of participation in the Brazilian GHG protocol program. The fact that few companies are listed on Brasil, Bolsa and Balcão and participate in the Brazilian GHG protocol program. Therefore, the impact of these findings may be reduced when compared with countries presenting more listed companies that have joined this type of program to diminish GHG emissions. This study contributes to the literature on accounting, discussing carbon accounting in the field of environmental accounting and emphasizing that climate change-related risks greatly influence business and corporate assets. According to an article published by the World Resources Institute Brasil (2019), Brazil is the seventh country with the highest GHG emissions in the world.
      Citation: Gender in Management
      PubDate: 2022-04-12
      DOI: 10.1108/GM-07-2020-0212
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Digital identities of female founders and crowdfunding performance: an
           exploration based on the LDA topic model

    • Free pre-print version: Loading...

      Authors: Yalin Wang , Yaokuang Li , Juan Wu
      Abstract: This paper aims to investigate female founders’ digital identities (i.e. the founder’s online self-representation) and explore how female founders’ digital identities affect crowdfunding performance. Leveraging a data set of 3,125 Kickstarter crowdfunding campaigns launched by women between 2014 and 2019, this study uses the latent Dirichlet allocation (LDA) topic model to investigate female founders’ digital identities and explore their impacts on crowdfunding performance via logistic and Tobit regression analyses. This study finds that on crowdfunding platforms, female founders display four main types of digital identities: educational practitioner, experienced entrepreneur, creative innovator and life dreamer. Moreover, our results reveal the differential influences of these identities on crowdfunding performance. Specifically, the experienced entrepreneur or educational practitioner portrayal may benefit fundraising; the life dreamer portrayal may hinder it; and the creative innovator portrayal may have no significant effect. This study suggests how women can use their digital identities to improve their crowdfunding performance, indicating a fruitful way to overcome female entrepreneurial financing hurdles in the digital age. This study highlights the digital identities of female founders engaged in crowdfunding, enriching the emerging research on digital identity in entrepreneurship and crowdfunding. Furthermore, the application of the LDA topic model in the study enlightens future research on leveraging big data analytic methods to examine female entrepreneurship in the digital economy context.
      Citation: Gender in Management
      PubDate: 2022-04-11
      DOI: 10.1108/GM-12-2020-0360
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Female directors and environmental innovation: is stakeholder orientation
           a missing link'

    • Free pre-print version: Loading...

      Authors: Yu Wang , Xiaoying Chang , Tienan Wang , Shanshan Wang
      Abstract: The purpose of this study is to examine the effect of stakeholder orientation in mediating the impact of female directors on environmental innovation. The authors argue that female directors are eco-friendly and more concerned with multi-stakeholder interests and demands. Thus, they promote environmental innovation by including more stakeholder-oriented values and beliefs in firm decision-making. As the dependent variable in this study is a nonnegative count variable, the authors use a count data model based on Poisson regression. A sample of Chinese listed firms between 2010 and 2020 is used to test the hypotheses. The results of this study show that female directors can enhance environmental innovation. Further, stakeholder orientation represents an intermediate channel that accounts for the effects of female directors on environmental innovation. This suggests that having women on a board can lead to better stakeholder management, which, in turn, positively affects environmental innovation. The authors also reveal that female directors contribute more to stakeholder orientation with the presence of female chairpersons. A significant limitation in the literature is that little attention has been paid to the mechanisms linking female directors to firm outcomes. In the context of environmental innovation, while previous studies have investigated the influence of female directors on environmental innovation, the underlying channels of that influence remain largely unexplored. Therefore, the findings of this study advance the understanding of the effects of female directors on environmental innovation by revealing an important underlying channel – stakeholder orientation.
      Citation: Gender in Management
      PubDate: 2022-03-31
      DOI: 10.1108/GM-05-2021-0127
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Gender and financial performance in SMEs in emerging economies

    • Free pre-print version: Loading...

      Authors: Christian Espinosa-Méndez , Alejandra Inostroza Correa
      Abstract: The purpose of this paper is to investigate how chief executive officer (CEO) gender relates to financial performance in small and medium enterprises (SMEs) in a Latin American emerging economy like Chile. The authors apply a questionnaire on a sample of 188 SMEs in Chile in 2017. The authors apply multiple ordinary least squares regression models to test the effects of CEO gender on SME performance using the industry location indicators to account for unobserved heterogeneity in the sample. As a robustness test the authors use hierarchical regression analysis. The authors find a positive relationship between the presence of female CEOs and firm performance. Then, when probing whether the sociodemographic characteristics of the CEO are related to firm performance or moderate the gender-performance relationship, the authors do not find statistically significant evidence that these types of characteristics affect the performance of SMEs. To the best of the authors’ knowledge, the present study is the first to investigate the relationship between CEO gender and financial performance of SMEs in an emerging Latin American economy. The study contributes to the general literature by reporting comparable evidence with studies in developed economies.
      Citation: Gender in Management
      PubDate: 2022-03-10
      DOI: 10.1108/GM-03-2020-0071
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Gender, diversity and the 2020 US presidential election: towards an
           androgynous presidential profile'

    • Free pre-print version: Loading...

      Authors: Gary N. Powell , D. Anthony Butterfield , Xueting Jiang
      Abstract: The purpose of this study was to explore issues of gender and diversity raised by the 2020 US presidential election. Samples from two populations (n = 667) described either an ideal president or one of the major-party candidates for president (Donald Trump and Joe Biden) or vice president (Mike Pence and Kamala Harris) on an instrument that assessed self-ascribed masculinity and femininity. Androgyny was calculated as the difference between masculinity and femininity; the closer the score to zero, the more androgynous the candidate. The ideal president was viewed as androgynous (i.e. balanced in masculine and feminine traits) rather than masculine as in previous studies of presidential leadership. Compared to the White male candidates, Harris, a woman of color, displayed the most androgynous profile. The Democratic ticket represented a “balanced” team, with one candidate (Biden) higher on femininity and the other (Harris) higher on masculinity; in essence, an androgynous ticket. In contrast, the Republican ticket (Trump and Pence) represented a decidedly masculine ticket. Ideal president profiles differed according to respondents’ gender and preferred president. The Democrats winning the election with an androgynous ticket suggests that a more level playing field for female vis-à-vis male candidates for political leader roles may be arriving. The finding of an ideal president as androgynous rather than masculine is an original contribution to the literature on presidential leadership.
      Citation: Gender in Management
      PubDate: 2022-02-17
      DOI: 10.1108/GM-06-2021-0182
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Feminine traits improve transformational leadership advantage:
           investigation of leaders’ gender traits, sex and their joint impacts on
           employee contextual performance

    • Free pre-print version: Loading...

      Authors: Shu-Chen Chen , Jieqi Shao
      Abstract: This research aims to examine the indirect relationship between feminine traits and employee contextual performance through transformational leadership. Additionally, it explored the role of leaders’ sex in moderating the relationship between feminine traits and transformational leadership through a moderated mediation model that subsequently influences employee contextual performance. This study tested and validated the moderated mediation model using a two-wave survey with 295 samples. Bootstrapping was adopted for model testing. The results indicated that leaders’ sex moderated the relationship between feminine traits and employee contextual performance through transformational leadership, such that the indirect effect was stronger for female leaders than for male leaders. Female leaders can improve employee contextual performance by demonstrating transformational leadership with feminine traits. Organizations must implement measures (i.e. training) to promote the acceptance and application of leader gender and gender-role trait diversity, reduce the prevalence of gender stereotypes and help leaders benefit from learning and implementing the effective combination of leadership and feminine traits. The study demonstrated the joint effects of leaders’ sex (difference) and gender-role traits on employee contextual performance through transformational leadership. These results provide female leaders with feminine traits to gain a leadership advantage and an in-depth understanding of role congruity theory from the perspective of leadership effectiveness.
      Citation: Gender in Management
      PubDate: 2022-02-16
      DOI: 10.1108/GM-06-2020-0167
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Aspirations to top management over five decades: a shifting role of
           gender'

    • Free pre-print version: Loading...

      Authors: Gary N. Powell , D. Anthony Butterfield
      Abstract: The purpose of this study is to examine linkages of gender and gender-related variables to aspirations to top management over a period spanning five decades. During each of the past five decades, samples from two early-career populations (n = 2131), undergraduate business students and part-time (evening) MBAs, completed an aspirations to top management measure and described themselves on an instrument that assessed self-ascribed masculinity and femininity. Aspirations to top management were predicted by respondent gender for undergraduates, with women’s aspirations lower than those of men, and by masculinity for both populations. Suggesting a shifting role of gender, undergraduate women’s aspirations to top management declined during the 21st century, whereas undergraduate men’s aspirations did not. Any decline in early-career women’s aspirations to top management over a sustained period may contribute in the long run to perpetuating the under-representation of women in top management. The finding of a striking decline in women’s aspirations to top management during the 21st century in an early-career population is an original contribution to the gender in management literature.
      Citation: Gender in Management
      PubDate: 2022-01-25
      DOI: 10.1108/GM-10-2021-0330
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • The appropriate leadership styles in times of crisis: a study of women in
           senior leadership positions in corporate South Africa

    • Free pre-print version: Loading...

      Authors: Winsome Mashele , Imhotep Paul Alagidede
      Abstract: As women increasingly take on leadership roles during these turbulent times, the differences in their leadership styles in comparison to males in similar positions will continue to attract attention as it has in the past. The aim of this paper is to explore appropriate leadership styles that women in senior leadership positions facing the glass cliff have at their disposal. This research method was qualitative. Data was collected through semi-structured interviews from a total of 17 participants in corporate South Africa; purposive and snowball sampling was used to select women in senior leadership positions. Participants expressed overwhelming support for a transformational leadership style due to its characteristics; however, women leaders believe a style or combination of styles are used based on the situation at hand. Using only qualitative research has limited the scope and applicability of this study significantly. The representation of women in senior leadership positions has increased over the years more especially in organisations where there is crisis, attention now is the difference in kind of leadership styles they use. Very few research studies have gone in-depth into the effectiveness of the leadership styles that were used by women in corporate South Africa. The study, therefore, presents a major implication indicating that to show positive results, women need to be able to identify an appropriate leadership style based on carefully reviewing their specific organisational situation.
      Citation: Gender in Management
      PubDate: 2022-02-28
      DOI: 10.1108/GM-02-2021-0031
      Issue No: Vol. 37 , No. 4 (2022)
       
  • Mindfulness and stereotype threat in social media: unexpected effects for
           women’s leadership aspirations

    • Free pre-print version: Loading...

      Authors: Megan M. Walsh , Erica L. Carleton , Amanda J. Hancock , Kara A. Arnold
      Abstract: The purpose of this paper were to investigate whether gendered social media images reduce women’s leadership aspirations (via reduced leadership self-efficacy) and whether state mindfulness buffers the effect of stereotype threat on women’s leadership self-efficacy, and in turn, leadership aspirations. Study 1 (n = 53) was a pilot study designed to test materials intended to induce stereotype threat via social media. Study 2 (n = 144) was an experimental study in which participants were randomly assigned to stereotype threat or control conditions. Stereotype threat was implicitly induced via a fictional Facebook timeline that incorporated gendered images. Stereotype threat induced via social media predicted lower leadership aspirations for women, which was mediated by reduced leadership self-efficacy, as expected. State mindfulness moderated this mediated relationship in an unexpected way; stereotype threat effects on leadership self-efficacy and leadership aspirations were stronger for women higher in state mindfulness. It is important to investigate stereotype threat induced via social media to understand the potential damage gendered images may have on women’s leadership aspirations in a modern advertising context. This research shows that indeed gendered images in social media advertising decrease women’s leadership self-efficacy and leadership aspirations. Interestingly, this study also found that mindfulness had a negative effect in relation to stereotype threat. Theoretical and practical implications are discussed.
      Citation: Gender in Management
      PubDate: 2022-02-15
      DOI: 10.1108/GM-11-2020-0341
      Issue No: Vol. 37 , No. 4 (2022)
       
  • Scorned by men and pursued by women: sexual harassment of heterosexual
           working men

    • Free pre-print version: Loading...

      Authors: Arosha Adikaram , Subashini Weerakotuwa
      Abstract: This paper aims to explore how sexual harassment is experienced and understood by heterosexual working men in their day-to-day work lives in an Asian patriarchal culture, underpinned by rigid sex-role norms and gender role stereotypes, which promote heterosexual hegemonic masculinity Using qualitative research approach, 19 in-depth, semi-structured interviews were conducted with self-identified heterosexual men. The findings indicate common, yet unique, ways heterosexual men experience sexual harassment at workplaces, perpetrated by women and men, holding different organizational positions. Unwanted sexual attention, gender harassment, sexploitation and sexual hubris are, thus, identified as the main manifestations of sexual harassment for men. The nature of the experiences, how they were understood and perceived by heterosexual men, who the harassers were, how men have responded to their experiences and the existing theories point toward numerous explanations for the heterosexual men’s experiences of sexual harassment. Among these reasons, hegemonic masculinity, power and sexual attraction were found to be predominant. The themes and explanations of different and sometimes unique sexual harassment experiences expand and add to the understudied area of sexual harassment of heterosexual men in general, and in a cultural context, rarely explored, more specifically.
      Citation: Gender in Management
      PubDate: 2022-02-11
      DOI: 10.1108/GM-08-2021-0242
      Issue No: Vol. 37 , No. 4 (2022)
       
  • The interactive effects of sexual harassment and psychological capital on
           victims’ burnout: evidence from the post-#MeToo movement era

    • Free pre-print version: Loading...

      Authors: Syed Danial Hashmi , Khurram Shahzad , Fakhar Abbas
      Abstract: In the post-#MeToo movement era, heightened awareness regarding harassment at workplace has forced corporations to consider gender-based harassment as a serious issue. This study aims to theorise and test psychological capital as a resource reservoir to cope with burnout experienced in the form of emotional exhaustion, depersonalisation and reduced personal accomplishments as results of gender-based harassment at workplace. Multi-wave data were collected from 304 female employees working in project-based organisations in the information technology industry in Pakistan. The analysis shows contradictory findings about the prevalence of sexual harassment when a behavioural measurement approach was used against a direct query method. The results also show that gender harassment leads to burnout causing emotional exhaustion, depersonalisation and reduced personal accomplishment among the victims. However, psychological capital helps victims cope with these adverse effects of gender harassment. Managers need to boost the psychological capital of female workers and devise effective policies to combat gender harassment in the workplace. Enforcement of legislation regarding harassment in the workplace should be ensured, which will also indicate seriousness towards the achievement of the United Nations’ Sustainable Development Goal No. 5, that is, gender equality. To the best of the authors’ knowledge, this study is the first to present psychological capital as a resource reservoir to combat the negative effects of gender harassment and has been conducted in less studied non-Western work settings.
      Citation: Gender in Management
      PubDate: 2022-02-08
      DOI: 10.1108/GM-04-2020-0136
      Issue No: Vol. 37 , No. 4 (2022)
       
  • Forced or voluntary reluctance or voluntary preference to work' Women
           in hotel industry: evidence from Sri Lanka

    • Free pre-print version: Loading...

      Authors: Thilakshi Kodagoda , Sandaruu Jayawardhana
      Abstract: This paper aims to understand why women in Sri Lanka are reluctant to work in the hotel industry. This study used a qualitative approach to gather in-depth information from existing women employees and prospective women employees and thematic analysis used as an analytical strategy. This research identified a particular woman's career choice in the hotel industry is the outcome of a series of complex challenges and opinions. Second, these challenges include individual, societal and organisational factors and revealed how those factors affect women's career choice either reluctant voluntarily or by force or by their preference. Finally, parental influence is also a challenge that has supportive (prefer to work) or hindering (reluctant to work) effects on their children's career. As the sample size is small, extensive research is warranted. This research suggested two practical implications: should create a women-friendly environment at the hotel industry and educate women that they have many opportunities to explore their careers in the hotel industry. This study has provided new research avenues and this would be the first known qualitative review directly focused on existing and potential women employees in the hotel industry.
      Citation: Gender in Management
      PubDate: 2022-02-08
      DOI: 10.1108/GM-01-2021-0011
      Issue No: Vol. 37 , No. 4 (2022)
       
  • Women’s centrality of life domains: the Israeli case

    • Free pre-print version: Loading...

      Authors: Avi Kay , Moshe Sharabi
      Abstract: This article aims to provide an examination of the impact of Jewish religious tradition on attitudes toward life domains among Jewish Israeli women. This is the first study of importance of life-domains among women in the ultra-Orthodox community: the fastest growing population in Israel. This population exhibits a unique occupational pattern in which women are the primary economic actors. As women are transitioning into more central occupational and economic players throughout the world, this research has both theoretical and practical implications. In total, 567 employed Jewish Israeli women (309 secular, 138 traditional and 120 ultra-Orthodox) completed a survey about relative importance of life domains. Responses were analyzed via mean-comparison tests, ANOVA and regression analysis. Surprisingly, religiosity was associated with higher lower work centrality. Work centrality was the highest among ultra-Orthodox women, and family centrality the lowest. Centrality of religion increased and centrality of leisure decreased with religiosity. No differences emerged regarding centrality of community. A limitation of this study is that attitudes toward life domains are based on one-time responses to one question. With that, the psychometric characteristics of the measure and its wide-spread use indicate its acceptability and applicability for the issue studied. The data point to changes in the attitudes of ultra-Orthodox women toward life-domains. Those changes and the increased presence of these women at the workplace challenge both organizational and community leaders to reexamine how to best react to and benefit from the above. Ultra-orthodox society is a fundamentalist, enclave society that has, generally, been able to retain traditional internal social and familial patterns until now. However, increased exposure of community members – and particularly women – to a variety of organizations and individuals operating in them, may be contributing to changes in attitudes of those women regarding their traditional social and familial roles. This study closes gaps in research examining the impact of religion and of gender on work attitudes. It does so among women in the fastest growing population of Israel, that exhibit a unique occupational pattern that can contribute to both theoreticians and policy planners regarding implications of the transition of women to more central economic roles.
      Citation: Gender in Management
      PubDate: 2022-01-27
      DOI: 10.1108/GM-09-2020-0268
      Issue No: Vol. 37 , No. 4 (2022)
       
  • How promotion loss shapes expectations of discrimination: an
           intersectional approach

    • Free pre-print version: Loading...

      Authors: Devalina Nag , David F. Arena , Kristen P. Jones
      Abstract: The purpose of this paper is to understand the implications of anticipated discrimination for women and racial minorities when they lose out on an opportunity for a promotion to a similarly qualified non-minority colleague. A sample of 248 participants who were full-time working adults residing in the USA were randomly assigned to one of four versions of the scenario in which a coworker was either a White male, a White female, a Black male or a Black female coworker is offered a desired promotion. Participants reported on the extent to which they anticipated discrimination (i.e. expect discriminatory behaviors enacted toward them in the future) in the hypothetical workplace. Women and racial minorities reported anticipated discrimination at greater levels than non-minorities when passed over for a promotion. The authors also found that intersectionally stigmatized, racial minority women reported the highest levels of anticipated discrimination. The authors recommend transparent and honest communication about organizations’ decision-making processes that have career-related implications for underrepresented populations. Doing so may help alleviate concerns or perceptions that employees may have in regard to organizational practices being (intentionally or unintentionally) discriminatory. While research has examined the psychological implications of receiving a promotion, substantially less work has focused on the characteristics of the promoted coworker or considered how those characteristics shape perceptions of anticipating discrimination.
      Citation: Gender in Management
      PubDate: 2022-01-26
      DOI: 10.1108/GM-02-2021-0048
      Issue No: Vol. 37 , No. 4 (2022)
       
  • Challenging gender norms: women’s leadership, political authority,
           and autonomy

    • Free pre-print version: Loading...

      Authors: Noora Lari , Mohammad Al-Ansari , Engi El-Maghraby
      Abstract: In patriarchal settings, cultural barriers continue to influence women’s participation in positions of leadership and political authority. This paper aims to explore these findings in light of the theoretical concepts of “hegemonic masculinity” and “patriarchy,” which explain gender disparities in the occupancy of political power and leadership positions in Qatar. Data from original face-to-face national surveys conducted among subjects in Qatar were used, including 1,611 completed household interviews. The findings were consistent with the prevailing patriarchal beliefs present in Qatari society and Arab Gulf States. The analysis showed that there was greater significant support for men holding key leadership and authority positions than women. Individual-level factors were found to have a significant association with attitudes favoring women. Compared to respondents who had never attended school, those who had completed secondary school and those who had partaken in higher education favored having women in leadership roles. As a means to fix the gender imbalance within the occupancy of positions of political power in Qatar, this study recommends putting substantial efforts into increasing the number of interventions underpinning gender equality through social awareness programs that may improve the public’s perceptions. Furthermore, gender-equitable affirmative actions are needed to promote the inclusion of women in power and increase their presence in leadership roles. This study is among the very few that have theoretically and empirically addressed the issue of women’s authority and involvement in key leadership roles in the context of Qatar.
      Citation: Gender in Management
      PubDate: 2022-01-18
      DOI: 10.1108/GM-06-2021-0159
      Issue No: Vol. 37 , No. 4 (2022)
       
  • Proposing the safe and brave space for organisational environment:
           including trans* and gender diverse employees in institutional gender
           diversification

    • Free pre-print version: Loading...

      Authors: Robin C. Ladwig
      Abstract: The purpose of this paper is to explore an alternative strategy to decrease disadvantaging gender binarism and cis-normativity in an organisational context by including trans* and gender diverse (TGD) employee voices through the development of a safe and brave space (S&BS). This conceptual paper discusses the potential construction of S&BS and the possible integration as well as requirements of it into an organisational environment. The elaborated theoretical underpinning of a queering approach is used to build the foundation and the design of a potential successful implementation. Current diversity management strategies are repeatedly reported as inadequate to tackle the issue of gender binarism and cis-normativity or even to reinforce them via various strategies. The integration of S&BS could offer cis as well as TGD people an opportunity to participate in the development of organisational structures and managerial decision-making within a democratic and empowering environment. Managing gender with the support of TGD employees may increase inclusion, equity and diversity of gender in management and organisation. Although much of the management and organisational literature accepts the concept of gender binarism and cis-normativity, the integration of TGD employee voices through the adaptation of S&BS from an educational context into organisational management has not been explored.
      Citation: Gender in Management
      PubDate: 2021-01-25
      DOI: 10.1108/GM-06-2020-0199
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2021)
       
  • Illegitimate tasks: obstacles to trans equality at work

    • Free pre-print version: Loading...

      Authors: Carolina Pía García Johnson , Kathleen Otto
      Abstract: This study aims to explore the relationship between the reported frequency of illegitimate tasks undertaken at work (FREQIT) and gender identity among cisgender individuals and persons with a (') transgender or gender non-conforming (TGNC) identity. This research combines an experimental approach with a field-study. Study 1 contained a vignette experiment where participants reported their likelihood to assign illegitimate tasks (IT) to either a cisgender or a TGNC employee. Study 2 measured perceptions of tasks-illegitimacy (PERTI), FREQIT, perceptions of organisational gender climate (PGC), burnout and intention to quit among a sample of cisgender and TGNC participants. In Study 1, individuals in a supervisory position were more likely to assign IT to TGNC than cisgender employees. In Study 2, gender identity influenced burnout, intentions to quit and PGC, serially mediated by PERTI and FREQIT. The results from Study 2 did not support the initial model, which proposed that lower PERTI would lead TGNC employees to report a higher FREQIT, leading to lower occupational well-being scores. Instead, TGNC participants’ burnout, intention to quit and PGC scores improved as a consequence of their lower PERTI. However, when comparing cisgender and TGNC individuals, the latter presented higher levels of burnout, intentions to quit and lower PGC scores. This is the first study measuring the effects of IT on TGNC individuals’ occupational well-being. It underscores the importance to reduce cisgender biases and transphobia and to address IT as obstacles to trans equality in the workplace.
      Citation: Gender in Management
      PubDate: 2021-08-20
      DOI: 10.1108/GM-04-2020-0118
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Exploring workplace experiences of transgender individuals in the USA

    • Free pre-print version: Loading...

      Authors: Elizabeth Goryunova , Anna K Schwartz , Elizabeth Fisher Turesky
      Abstract: The purpose of this paper is to contribute to the understanding of the workplace experiences and access to career-enhancing opportunities of transgender employees and to apprise organization leaders of opportunities to create an all-inclusive workplace environment. This phenomenological study used semi-structured interviews with transgender and gender non-conforming individuals in the US. Study participants (n = 12) varied slightly in racial and ethnic identities, the highest level of formal education completed and the industry sector they were employed at the time of interviews. The data reveals a lingering presence of dominant narrative (cissexism) in US organizations and its adverse impact on workplace experience and access to career-enhancing opportunities of transgender and gender non-conforming individuals. The participants’ narratives reveal recommendations for effective organizational practices for a transgender-inclusive workplace. The challenge of recruiting qualified participants from the marginalized group along with the selection criteria of English proficiency and legally adult age resulted in a relatively limited sample (n = 12) nevertheless adequate for the study. Results of this study point at the urgent need to increase visibility and acceptance of the represented population and expand workplace diversity policies to create inclusive, just and equitable organizations for all individuals that will translate into job satisfaction and improved productivity. This study contributes to developing a culture of inclusion and prevention of discrimination in the workplace thus ensuring respect, safety and agency for gender minority employees. This study contributes to a better understanding of workplace experiences, access to career-enhancing opportunities of transgender and gender non-conforming individuals and best practices for a transgender-inclusive workplace.
      Citation: Gender in Management
      PubDate: 2021-08-05
      DOI: 10.1108/GM-02-2020-0055
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Gender in Management

    • Free pre-print version: Loading...

       
 
JournalTOCs
School of Mathematical and Computer Sciences
Heriot-Watt University
Edinburgh, EH14 4AS, UK
Email: journaltocs@hw.ac.uk
Tel: +00 44 (0)131 4513762
 


Your IP address: 44.200.174.97
 
Home (Search)
API
About JournalTOCs
News (blog, publications)
JournalTOCs on Twitter   JournalTOCs on Facebook

JournalTOCs © 2009-