Business Horizons最新文献

Emphasizing mentorship to help women thrive in underrepresented spaces: An interview with Holly McKenzie from PwC 强调指导，帮助女性在代表性不足的领域茁壮成长：对普华永道霍莉·麦肯齐的采访

IF 5.8 3区管理学

Business Horizons Pub Date : 2025-05-01 DOI: 10.1016/j.bushor.2025.02.006

April E. Sellers

引用次数: 0

Why is progress toward diverse representation so slow? Contrasting management practice prevalence versus effectiveness for achieving diverse representation 为什么多元化代表的进展如此缓慢？对比管理实践的普遍性与实现多样化代表性的有效性

IF 5.8 3区管理学

Business Horizons Pub Date : 2025-05-01 DOI: 10.1016/j.bushor.2024.12.003

Traci Sitzmann , Shoshana Schwartz

{"title":"Why is progress toward diverse representation so slow? Contrasting management practice prevalence versus effectiveness for achieving diverse representation","authors":"Traci Sitzmann , Shoshana Schwartz","doi":"10.1016/j.bushor.2024.12.003","DOIUrl":"10.1016/j.bushor.2024.12.003","url":null,"abstract":"<div><div>While numerous management practices have been implemented in organizations in recent decades to create equitable and high-performing workforces, there has been little to no progress toward diversifying managerial representation during this timeframe. Our review contrasts the effectiveness of management practices for increasing diverse representation in management with how often these practices are utilized in organizations, centrally implicating ineffective management practices for the slow pace of change in diversifying managerial ranks. Specifically, we unveil that organizations predominantly implement ineffective and counterproductive practices that undermine managerial diversity while infrequently implementing practices that increase managerial diversity. For example, paid diversity roles, formal mentoring programs, and DEI-focused recruitment are among the most effective practices but are not consistently implemented in organizations. In contrast, diversity and harassment training and grievance procedures are frequently utilized in organizations but are negatively related to diverse representation. We also provide examples of organizations implementing multiple effective practices and making meaningful progress toward diversifying their workforces.</div></div>","PeriodicalId":48347,"journal":{"name":"Business Horizons","volume":"68 3","pages":"Pages 263-276"},"PeriodicalIF":5.8,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143907938","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}

引用次数: 0

Tackling gender disparity and achieving optimal distinctiveness in crowdfunding platforms 解决性别差异，实现众筹平台最优特色

IF 5.8 3区管理学

Business Horizons Pub Date : 2025-05-01 DOI: 10.1016/j.bushor.2025.01.004

Vallari Chandna, Zhuoli Axelton

{"title":"Tackling gender disparity and achieving optimal distinctiveness in crowdfunding platforms","authors":"Vallari Chandna, Zhuoli Axelton","doi":"10.1016/j.bushor.2025.01.004","DOIUrl":"10.1016/j.bushor.2025.01.004","url":null,"abstract":"<div><div>Women entrepreneurs often encounter substantial obstacles when securing funding through crowdfunding platforms. These challenges include biases leading to funding failures, difficulties presenting and communicating their campaigns in funding-friendly formats, and a lack of strong social networks. Gender inequity in crowdfunding hinders the growth of women-led initiatives and stifles innovation and diversity in the entrepreneurial landscape. We explore the literature on crowdfunding digital platforms to shed light on the issues of gender equity regarding women entrepreneurs and propose strategies to address gender disparity in crowdfunding. More specifically, we use optimal distinctiveness theory as a foundation to propose that crowdfunding platform operators should find the best possible niche to appeal to an array of new investors while addressing gender disparity and empowering women entrepreneurs. Platforms can derive strategic advantages through distinctive value propositions that include gender-blind crowdfunding campaigns or a focus on campaign designing, thus ensuring fair evaluations based solely on project merit, which would likely foster inclusivity and equal opportunities. Crowdfunding platforms can also leverage unique offerings, such as becoming known for their network expansion support, dedicated training resources, or the highlighting of frequent funders of women-led campaigns, all of which helps level the playing field and obtaining a competitive advantage.</div></div>","PeriodicalId":48347,"journal":{"name":"Business Horizons","volume":"68 3","pages":"Pages 351-360"},"PeriodicalIF":5.8,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143907956","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}

引用次数: 0

The evolving landscape of women in management: An interview with Carolyn Valentine 女性在管理领域的发展：对卡罗琳·瓦伦丁的采访

IF 5.8 3区管理学

Business Horizons Pub Date : 2025-05-01 DOI: 10.1016/j.bushor.2025.02.005

April E. Sellers

引用次数: 0

Inside front cover - ed board 内部前盖板

IF 5.8 3区管理学

Business Horizons Pub Date : 2025-05-01 DOI: 10.1016/S0007-6813(25)00061-8

引用次数: 0

Gender representations and user engagement in social media posts of companies: Dream crazier or keep walking? 企业社交媒体帖子中的性别表征与用户参与度：梦想更疯狂还是继续前行？

IF 5.8 3区管理学

Business Horizons Pub Date : 2025-05-01 DOI: 10.1016/j.bushor.2025.01.006

Ganga S. Dhanesh , Sarah Marschlich

{"title":"Gender representations and user engagement in social media posts of companies: Dream crazier or keep walking?","authors":"Ganga S. Dhanesh , Sarah Marschlich","doi":"10.1016/j.bushor.2025.01.006","DOIUrl":"10.1016/j.bushor.2025.01.006","url":null,"abstract":"<div><div>Harmful gender stereotypes perpetuated and reinforced via gendered corporate communication can have deeply adverse consequences—particularly for women. Although a rich body of work has examined gender representation and its effects on advertising, there are hardly any insights into corporate social media communication. It is important to examine this as social media is a critical channel for stakeholder engagement, especially when leveraging its visual affordances. Hence, we conducted a visual social semiotic content analysis of 543 Instagram posts of international B2C companies to see how companies represented gender on social media and how various aspects of gender representation are related to user engagement. We found both diverse and inclusive gender portrayals and the sticky persistence of stereotypes. While women were depicted more as individual, central figures compared to men—allowing women to gain more visibility—women were more often associated with female gender-stereotypical topics than men. While no differences were found between gender representations and user engagement, user engagement differed between visuals showing men and women when considering their ethnicity. As such, we offer five evidence-based recommendations on how companies can contribute to gender equity by addressing gendered communication on social media.</div></div>","PeriodicalId":48347,"journal":{"name":"Business Horizons","volume":"68 3","pages":"Pages 301-318"},"PeriodicalIF":5.8,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143907939","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}

引用次数: 0

Can female directors affect IPO withdrawal risk? 女性董事是否会影响IPO退出风险？

IF 5.8 3区管理学

Business Horizons Pub Date : 2025-05-01 DOI: 10.1016/j.bushor.2025.02.001

Fouad Jamaani

{"title":"Can female directors affect IPO withdrawal risk?","authors":"Fouad Jamaani","doi":"10.1016/j.bushor.2025.02.001","DOIUrl":"10.1016/j.bushor.2025.02.001","url":null,"abstract":"<div><div>This article fills a gap in the gender diversity and initial public offering (IPO) withdrawal literature by examining how female directors on boards of management at the time of offering affect withdrawal risk. The study employs a global dataset encompassing 33,535 withdrawn and completed IPOs between January 1995 and December 2019 in 22 diverse country settings with varying economic developments, legal systems, and cultural values. I utilize a cross-sectional probit estimate approach. I identify compelling evidence that a 10% increase in women’s presence on boards reduced worldwide IPO withdrawals by up to 49%. Employing female directors prior to an IPO offers a corporate governance signaling approach for IPO owners that reduces information asymmetry among IPO investors, minimizing the likelihood of IPO withdrawal. Investors in the primary market now have reliable information suggesting that investing in IPO businesses that encourage gender diversity ensures successful listing of IPOs and effective investment decisions. This is because investors’ funds placed in IPOs that are expected to be withdrawn are eventually anticipated to be refunded. If investors are required to maintain their capital in an IPO business that could, at a certain point, be withdrawn from the market, this type of investment is unquestionably worthless. To the best of the scientific community’s understanding, this is the first time that solid proof of a significant reverse relationship between the presence of female directors and withdrawal risk for IPO enterprises has been uncovered. My findings, which demonstrate the critical importance of promoting gender diversity in IPO businesses, may be useful to those organizations that regulate the primary market. In the IPO market, female directors help reduce the risk of withdrawal, which may encourage local private equity owners to float their enterprises on the primary market, thereby enhancing economic growth.</div></div>","PeriodicalId":48347,"journal":{"name":"Business Horizons","volume":"68 3","pages":"Pages 361-383"},"PeriodicalIF":5.8,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143906153","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}

引用次数: 0

Male champion groups for gender equality: Big potential, major challenges 性别平等的男性冠军团体：潜力巨大，挑战重大

IF 5.8 3区管理学

Business Horizons Pub Date : 2025-05-01 DOI: 10.1016/j.bushor.2025.02.002

Isabel Metz , Carol T. Kulik

{"title":"Male champion groups for gender equality: Big potential, major challenges","authors":"Isabel Metz , Carol T. Kulik","doi":"10.1016/j.bushor.2025.02.002","DOIUrl":"10.1016/j.bushor.2025.02.002","url":null,"abstract":"<div><div>Women continue to be underrepresented in senior leadership roles around the world, yet few organizations are making gender equality a strategic priority. With mounting pressure from regulatory bodies for organizations to advance gender equality, male champion groups are emerging as an innovative change strategy. However, even the most enthusiastic leader can be criticized for well-intentioned gender equality efforts. As these groups multiply in Australia and elsewhere, it is important to investigate the factors that constrain their effectiveness and consider how their potential can be delivered. We used archival data to document the progress and activity of five male champion groups and conducted 41 interviews to highlight the challenges they faced. Members of an inaugural group experimented with gender equality initiatives in their organizations and publicly advocated for gender equality. In groups that followed, most members engaged in low-impact scoping activities and avoided public advocacy. As such, we highlight two unique challenges experienced by male champion groups: (1) assembling a critical mass of highly committed members and (2) managing high-status members. As groups multiply, these challenges become more visible. To combat this, we provide three recommendations for harnessing the potential of male champion groups: (1) thoroughly vet members, (2) provide realistic previews, and (3) establish group charters.</div></div>","PeriodicalId":48347,"journal":{"name":"Business Horizons","volume":"68 3","pages":"Pages 319-330"},"PeriodicalIF":5.8,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143907954","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}

引用次数: 0

Proactive efforts to eliminate sexual harassment by clients 积极消除客户的性骚扰行为

IF 5.8 3区管理学

Business Horizons Pub Date : 2025-05-01 DOI: 10.1016/j.bushor.2024.05.010

Stephanie Prevost

引用次数: 0

Gender equity at all ages and stages: Examining stereotypes of perimenopausal and menopausal women in the workplace 所有年龄和阶段的性别平等：检查工作场所对围绝经期和绝经期妇女的刻板印象

IF 5.8 3区管理学

Business Horizons Pub Date : 2025-05-01 DOI: 10.1016/j.bushor.2024.12.004

Lauren Beitelspacher , Katrin Fischer

引用次数: 0