Gender in Management最新文献

{"title":"Gender and leadership evaluations: what happens if we actually measure expectations–behavior incongruence?","authors":"Connor Eichenauer, Ann Marie Ryan","doi":"10.1108/gm-06-2023-0205","DOIUrl":"https://doi.org/10.1108/gm-06-2023-0205","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Role congruity theory and gender stereotypes research suggests men are expected to engage in agentic behavior and women in communal behavior as leaders, and that role violation results in backlash. However, extant gender and leadership research does not directly measure expectations–behavior incongruence. Further, researchers have only considered one condition of role incongruence – display of counter-role behavior – and have not considered the outcomes of failing to exhibit role-congruent behavior. Additionally, few studies have examined outcomes for male leaders who violate gender role prescriptions. The present study aims to address these shortcomings by conducting a novel empirical test of role congruity theory.</p><!--/ Abstract__block -->\u0000<h3>Design/Methodology/approach</h3>\u0000<p>This experimental study used polynomial regression to assess how followers evaluated leaders under conditions of incongruence between follower expectations for men and women leaders’ behavior and leaders’ actual behavior (i.e. exceeded and unmet expectations). Respondents read a fictional scenario describing a new male or female supervisor, rated their expectations for the leader’s agentic and communal behavior, read manipulated vignettes describing the leader’s subsequent behavior, rated their perceptions of these behaviors, and evaluated the leader.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Followers expected higher levels of communal behavior from the female than the male supervisor, but no differences were found in expectations for agentic behavior. Regardless of whether expectations were exceeded or unmet, supervisor gender did not moderate the effects of agentic or communal behavior expectations–perceptions incongruence on leader evaluations in polynomial regression analyses (i.e. male and female supervisors were not evaluated differently when displaying counter-role behavior or failing to display role-congruent behavior).</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>In addition to providing a novel, direct test of role congruity theory, the study highlighted a double standard in gender role-congruent behavior expectations of men and women leaders. Results failed to support role congruity theory, which has implications for the future of theory in this domain.</p><!--/ Abstract__block -->","PeriodicalId":47117,"journal":{"name":"Gender in Management","volume":"24 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2024-03-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140011273","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Reimagining work but operating with a no off button: experiences of working mothers in India during the COVID-19 pandemic","authors":"Pooja Purang, Mahati Chittem, Haripriya Narsimhan","doi":"10.1108/gm-08-2022-0283","DOIUrl":"https://doi.org/10.1108/gm-08-2022-0283","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This study focuses on the work from home experiences of professional, middle and upper middle class married women with children in India during the COVID-19-induced lockdowns. This study aims to examine the experiences of changing nature of work and gendered realities of work–life balance for working mothers while working from home during the pandemic.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Semi-structured interviews were conducted with eight working mothers at three different time points during the lockdown in the city of Hyderabad in India.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>A thematic analysis revealed changed work practices that required adapting, reinventing and reimagining new ways of working. This was time consuming albeit a satisfying experience for working mothers. At the same time, the blurring between home and work meant working mothers were operating without an off button.</p><!--/ Abstract__block -->\u0000<h3>Research limitations/implications</h3>\u0000<p>The findings show that the existing gender inequalities in sharing the domestic burden unravelled fast in the absence of support structures.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The authors give voice to the lived experiences of working mothers of managing both work and home and how they navigated challenges during the lockdown.</p><!--/ Abstract__block -->","PeriodicalId":47117,"journal":{"name":"Gender in Management","volume":"142 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2024-02-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139954143","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Tussle of identities: Indian women engineers on work–family conflict","authors":"Pooja Purang, Archita Dutta, Sailee Biwalkar","doi":"10.1108/gm-07-2022-0249","DOIUrl":"https://doi.org/10.1108/gm-07-2022-0249","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This study aims to focus on understanding the work–family conflict of Indian women engineers through the lens of identity conflict.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Semi-structured interviews conducted with 20 Indian women engineers working in India and abroad of varying ages and work experience helped in understanding the types, sources and coping decisions about work–family conflicts experienced by them. Thematic analysis was conducted to analyse the qualitative data.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The findings reveal that as women engineers negotiate their “engineering” and “woman” identities, work–family conflict manifests as a battle of time and responsibilities, psychological strain and behaviour-based conflict. Furthermore, self-expectations and negative social sanctions play an important role in augmenting the experiences of these conflicts. The results also reveal how women re-strategize their career decisions to conciliate their conflicting identities.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study furthers the literature on resolving work–family conflict by taking an identity perspective. Recommendations in literature such as work flexibility and part-time work, place the onus on women to increase their capacities to perform different roles better. Examining work–family conflict from an identity perspective allows us to look at the psychological processes underlying the challenges women face in balancing work and home in a male-dominated profession. These give insights into the need to go beyond accommodations in the workplace to redefine gender roles and relations for equal participation of women in the modern workforce.</p><!--/ Abstract__block -->","PeriodicalId":47117,"journal":{"name":"Gender in Management","volume":"10 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2024-02-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139753731","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The moderating role of women directors in politically connected companies on the performance of Liberian companies","authors":"Maria Elisabete Neves, Rui Guedes, Catarina Proença, Belen Lozano","doi":"10.1108/gm-05-2023-0173","DOIUrl":"https://doi.org/10.1108/gm-05-2023-0173","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The purpose of this paper is to analyse the impact of political connections and gender diversity on the performance of Iberian companies as a singular market and considering Portugal and Spain separately.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The authors used panel data methodology, specifically GMM system estimation model by Arellano and Bond (1991) for the period from 2015 to 2020.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Results show that the performance of listed Iberian companies is influenced by political connections, by gender diversity and that gender diversity has a mitigating effect on the effects of political connections in each country. The mitigating effect of women is evident in both Portugal and Spain, as they are more cautious and principled, which is valued by short-term investors interested in an immediate investment. However, considering the Iberian Peninsula as a whole, the results indicate that – in the long term – women's political relationships can benefit performance through a better reputation and image, which can lead to better social and economic results in the long term.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>To the best of the authors’ knowledge, this paper is original and covers an important gap in the literature when considering political connections and women's impact on these connections as determinants of the performance of Iberian companies.</p><!--/ Abstract__block -->","PeriodicalId":47117,"journal":{"name":"Gender in Management","volume":"39 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2024-02-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139773252","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Evolving needs of men at the workplace: an Indian perspective","authors":"Sweta Sinha, Koustab Ghosh","doi":"10.1108/gm-07-2022-0260","DOIUrl":"https://doi.org/10.1108/gm-07-2022-0260","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This paper aims to explore the evolving needs of Indian men and their aspirations regarding work–life balance practices. The ultimate aim is to assess whether the available policies are helpful and to explore the various roadblocks in their implementation.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>This study takes a qualitative approach and draws on the semi-structured interviews of Indian men (<em>N</em> = 19).</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The analysis revealed an asymmetrical approach of organizations toward implementing employee benefit policies. The organizations remain plagued by the notion that “benefits policies” are needed only by women to carry out additional family responsibilities, whereas men remain aloof from such responsibilities, which takes its strength from the patriarchal roots of Indian society. This study reveals two major themes: lack of appreciation for gender egalitarianism arising among men at the work–family interface’ and the coping practices by men to address their ‘role strain arising due to work–family conflict. It is noted that there is a need to formulate policies and practices to cater to men’s evolving aspirations toward the family–work interface.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study furthers the debate on inclusive policies for employees and examines the subsection of men for their evolving needs and aspirations. Although organizations live in the glory of having employee-friendly policies, they offer little help in advancing gender neutrality in the workplace. The inclusive policies shall also be helpful for females because it would increase the availability of their partners/spouses to share the family responsibilities.</p><!--/ Abstract__block -->","PeriodicalId":47117,"journal":{"name":"Gender in Management","volume":"32 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2024-01-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139372777","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"“It is competence first”: executives navigating gender equality targets and meritocracy in technology companies","authors":"Susanna Bairoh","doi":"10.1108/gm-05-2022-0172","DOIUrl":"https://doi.org/10.1108/gm-05-2022-0172","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The purpose of this study is to understand how executives in technology companies relate to targets for gender equality, especially pertaining to top management.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The study draws on 19 interviews of CEOs, senior line managers and HR directors in ten technology companies operating in Finland. The method is (reflexive) thematic analysis.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Previous studies on the role of executives in promoting gender equality provide somewhat mixed results: while their role is vital, senior leaders may not be inclined to support gender equality targets and measures. Drawing on critical feminist theorizing, this study identifies three ways in which the executives in technology companies related to gender equality targets: endorsing, negotiating and resisting. However, all these responses were constrained by the executives’ assumption that their companies are meritocratic. The study illustrates how executives’ narrow understanding of gender equality and reliance on the presumably well-working systems, combined with underlying doubts about the competence of women, hinder the advancement of women to top management.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>While previous studies have evaluated targets to increase the number/percentage of women, both in certain “ideal case” companies and in terms of their effectiveness more broadly, this study discusses how technology company executives navigate these targets in relation to women's assumed “competence”.</p><!--/ Abstract__block -->","PeriodicalId":47117,"journal":{"name":"Gender in Management","volume":"18 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-12-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138508109","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Influence of task-related diversity of R&D employees on the development of organisational innovations: a gender perspective","authors":"Adrian Testera Fuertes, Liliana Herrera","doi":"10.1108/gm-06-2023-0208","DOIUrl":"https://doi.org/10.1108/gm-06-2023-0208","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This paper aims to analyse the influence of workforce diversity on the firm’s likelihood to develop organisational innovations. Operationalising human resources diversity is not straightforward, and its effect has been rather overlooked in the context of non-technological innovations. This study analyses the impact of task-related diversity among research and development (R&amp;D) unit workers and women R&amp;D workers, in particular.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>To estimate the impact of task-related diversity on firm propensity to undertake organisational innovation, this study uses a generalised linear model (GLM) – with a binomial family and log–log extension. GLMs are used to control problems of over-dispersion, which, in models with binary response variables, could generate inaccurate standard error estimates and provide inconsistent results.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>This paper provides three important results. Firstly, employee diversity increases the firm’s propensity to engage in organisational innovations. Secondly, the influence of each facet of task-related diversity varies depending on the type of organisational innovation considered. Thirdly, gender has an effect on the innovation process; this study shows that women play a different role in the production of non-technological innovations.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This paper makes several contributions to the literature. Firstly, it makes a theoretical contribution to research on innovation management by considering the influence of human resources diversity on the development of non-technological innovations. Secondly, this study analyses the role of workforce diversity in an R&amp;D department context to clarify the contribution made by women R&amp;D workers.</p><!--/ Abstract__block -->","PeriodicalId":47117,"journal":{"name":"Gender in Management","volume":"17 3","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-11-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138508114","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The relationship between entrepreneurial intent, gender and personality.","authors":"Mackenzie Zisser, Sheri L. Johnson, M. Freeman, Paige J. Staudenmaier","doi":"10.1108/gm-08-2018-0105","DOIUrl":"https://doi.org/10.1108/gm-08-2018-0105","url":null,"abstract":"Purpose\u0000We examine gender differences in personality traits of people with and without entrepreneurial intent to assess whether women who intend to become entrepreneurs exhibit particular tendencies that can be fostered.\u0000\u0000\u0000Design/Methodology/Approach\u0000Participants completed an online battery of well-established questionnaires to cover a range of personality traits relevant to entrepreneurship and gender. Participants also answered items concerning intent to become an entrepreneur. A factor analysis of personality traits produced four factors (Esteem and Power, Ambition, Risk Propensity, and Communal Tendency, the latter reflecting Openness and Cooperation, without Hubris). We constructed four parallel regression models to examine how gender, entrepreneurial intent, and the interaction of gender with intent related to these four personality factor scores.\u0000\u0000\u0000Findings\u0000Participants who endorsed a desire to become an entrepreneur reported higher Ambition. Women with entrepreneurial intentions endorsed higher levels of Communal Tendency than men with entrepreneurial intent. Those without entrepreneurial intent did not show gender differences in Communal Tendency.\u0000\u0000\u0000Implications\u0000Current findings suggest that men and women who intend to become entrepreneurs share many traits, but women with entrepreneurial intent show unique elevations in communal tendencies. Thus, a worthwhile locus for intervention into the gender disparity in self-employment may be providing space for and acknowledgement of prosocial motivation and goals as one successful route to entrepreneurship.\u0000\u0000\u0000Originality/value\u0000Given the underutilized economic potential of women entrepreneurs, there is a fundamental need for a rich array of research on factors that limit and promote women's entry into entrepreneurship. Current findings indicate that personality may be one piece of this puzzle.","PeriodicalId":47117,"journal":{"name":"Gender in Management","volume":"34 8 1","pages":"665-684"},"PeriodicalIF":3.7,"publicationDate":"2019-10-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/gm-08-2018-0105","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48390813","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}