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This study examines the factors affecting women officials' intention to leave their chosen sport, including personal, work-related, and sociocultural factors. The empirical analysis is based on survey data of women officials in 69 different sports across Europe (n = 3,214). Overall, 10.7% of women expressed a turnover intention. Regression analyses indicate that this intention is higher for women who have more officiating experience (16–20 years), officiate at lower levels of sport (grassroots, junior), frequently experience abuse, and dislike the stress and time commitments of officiating, lack of support from the federation, and their lack of opportunity to progress. Younger women (≤24 years) with a mentor, who enjoy being part of a sport community and live in a more gender equal society are less likely to leave. The findings suggest that multiple factors are at work, which need to be addressed by sport managers to retain women in officiating roles. [ABSTRACT FROM AUTHOR]

Copyright of Contemporary Accounting Research is the property of Canadian Academic Accounting Association and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In male-dominated industries, organizations face considerable pressure to enhance women's representation in top leadership roles. Firms respond to this pressure by increasing gender diversity in senior positions, but often fail to achieve a critical mass of senior women at the top. This raises a key question: What impact does greater gender diversity at the top have on junior women's career opportunities? We develop an attention-based perspective on gender diversity and theorize that firms with relatively more women in senior management compared to their industry peers are likely to allocate fewer attentional resources, time, and effort toward internal diversity practices. This inadvertently hurts the recruitment of women at lower levels. We propose that one way to mitigate these adverse cross-level spillover effects is to ensure women's substantive representation on committees responsible for overseeing and monitoring the firm's diversity and hiring-related decision-making processes. We test our contentions and find support for our model using a panel dataset on the largest U.S. law firms. We conduct several supplemental analyses to provide insights into our findings. [ABSTRACT FROM AUTHOR]

The article presents a 2023 presidential address by Amy J. Hillman who also serves as the Rusty Lion chair of strategy at Arizona State University's W.P. Carey School of Business' Department of Management, and it mentions the concept of service orientation and the author's experiences as the president of the Academy of Management organization. According to the author, individuals should think of service as the core of their profession, teaching, and research.

The leaders of business are a continued focus of interest in management research and in the broader society. Their attributes speak to social mobility, inequality, and who holds positions of power and influence in society. This article examines the attributes of the ten highest-ranked executives of the largest corporate enterprises in the United States—the Fortune 100—and compares how they have changed over the past 40 years, a period when many assumptions about businesses and the people who run them have changed. While there has been significant change in some areas, such as the increase in the proportion of women and foreign-born executives and the rise in outside hiring, there is no evidence of an increase in younger leaders who advance faster than their predecessors and spend an ever-shorter time with their employer. In fact, top executives now are as old as their peers were in the 1950s, and their tenure with their employer is rising. [ABSTRACT FROM AUTHOR]

Firms have appointed a significant number of female chief marketing officers (CMOs) over the past decade. However, the question of how female CMOs differ from their male counterparts is yet to be explored. This research uses a multimethod approach to examine when and why female CMOs' marketing decisions differ from those of male CMOs. In Study 1, the authors use secondary data to examine the effect of CMO gender on multiple marketing decisions and find that female CMOs make less risky decisions. Further, the authors find evidence that female CMOs' risk-taking behavior is contingent on structural, organizational, and environmental factors (CEO gender, relative firm performance, and demand uncertainty). In Study 2, the authors employ the MarkStrat simulation, in which participants assume the role of CMO, to test the main finding from Study 1 in a controlled setting and provide evidence for the differential effect of gender on radical versus incremental new product introductions. In Study 3, the authors examine survey data to find evidence for the underlying mechanisms (overconfidence, failure avoidance orientation, and scrutiny) behind female CMOs' lesser risk-taking behavior. [ABSTRACT FROM AUTHOR]

Some U.S. firms have women directors and executives, while many do not. We seek to explain this heterogeneity. Using U.S. Census data from 1900, we find that U.S. counties with populations originating from countries with stronger gender-egalitarian beliefs have more women in the labor market and in STEM occupations, and lower gender-pay gaps. Firms headquartered in such counties have more women executives and directors. When firms move to more gender-egalitarian counties, the representation of women on board increases. Our findings are consistent with the idea that inherited beliefs about gender roles impact the labor market and corporate leadership. [ABSTRACT FROM AUTHOR]

Though recent waves of large-scale street protests have not directly targeted the business sector, they can still represent a major development in a company's external environment. Building on the literature on community embeddedness, this study extends activism-as-information theory to understand how and when companies respond to street protests that take place in their communities. We argue that for business leaders, the scale of protests serves as an information update regarding the changing relevance of the protested social issue in a community. Using data from 2017 to 2020 on Women's March protests in the United States, we show that the scale of street protests in local communities is associated with the likelihood of subsequent female director appointments for corporations headquartered in those communities: larger-scale protests are associated with a higher likelihood of such appointments. Further, we show that this response to proximal protests is heightened for protests that occur in local communities least aligned with the protest movement and for companies least internally aligned with the protest goals. Our theory and findings extend research on social movements in markets, showing how and why organizations respond to diffuse community protests, and they enrich corporate governance research on the roles of communities and stakeholders in shaping board composition. [ABSTRACT FROM AUTHOR]

In 2024, the share of women on the top decision-making boards of the largest companies in Germany increased. A solid 19 percent of all executive board members at the 200 largest companies are now women, and almost 26 percent of members at the 40 largest listed companies are women. The financial sector is also catching up in this regard. Moreover, legal requirements, such as the inclusion requirement for listed companies with full co-determination whose executive board has at least four members, are having an effect: Nearly all companies in this group now have at least one woman on their executive board, with nearly one third even having two or more. Thus, women's access to executive board positions has improved over the past 15 years. However, this does not necessarily mean that women have the same amount of influence on the executive boards as their male counterparts. Therefore, companies must focus on developing an inclusive company culture in which diversity is reflected in both the formal composition as well as in practice. [ABSTRACT FROM AUTHOR]

Copyright of Deutsches Institut für Wirtschaftsforschung: DIW-Wochenbericht is the property of DIW Berlin and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: This study aims to test whether a) differences existed in dissent expression between women in management and nonmanagement positions and b) the differences varied between white women and women of color. Design/methodology/approach: Responses from 1,011 employed women in the US were analyzed for the study. Findings: Results revealed that in management vs nonmanagement status, women employees were more likely to express upward dissent and employ dissent strategies that signified both influence and lack of influence in organizations. However, race-based differences existed in the expressions of some forms of dissent. Originality/value: Research has shown that employees in management vs nonmanagement status express more upward dissent and employ dissent strategies that signify influence in organizations. However, can this be the case for women employees? Although previous research has explored dissent expression extensively in US organizations, women employees' dissent expression has not received much attention in social-scientific studies. In these studies, gender and race were treated as mere demographic variables to describe sample compositions despite these variables being influential factors in organizational life. Through an intersectional approach to identities, this study's findings call upon organizations to address iniquities that limit dissent expression based on identity hierarchies. [ABSTRACT FROM AUTHOR]

Copyright of Ido Movement for Culture. Journal of Martial Arts Anthropology is the property of Idokan Poland Association and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: The purpose of this paper is to examine the relationship between Chinese female executives and corporate risk-taking the contingencies that affect this relationship. Design/methodology/approach: A integrated theoretical framework was established, on the basis of which theoretical hypotheses were developed and tested using 20,315 firm-year observations collected from China's publicly listed companies during the period 2005–2020. Data were collected from China's Shanghai and Shenzhen A-share Stock Exchanges and analyzed using a moderated regression analysis, PSM, 2SLS-IV and PSM-DID model. Findings: The empirical results indicate a negative effect of the ratio of female executives in top management team on corporate risk-taking, and this negative effect can be weakened by the social capital of board directors and the regional marketization. Research limitations/implications: The paper contributes to research on the relationship between female executives and risk-taking by considering the effect of eastern culture on female executives' business decision-making and examining the moderating factors inside and outside the firm. Practical implications: The paper illustrates the active steps that corporations can take to enhance female executives' willingness and capacity to take firm-related risks so as to improve the firm value in the long run. Originality/value: The paper explores how Chinese culture and Chinese traditional value affect female executives' decision-making on risky projects or uncertain investments. In addition, our study for the first time examines the moderating effect of board social capital as an internal factor and marketization as an external one on the relationship between Chinese female executives and corporate risk taking. The research examines the gender inequality in the work and competitive environment facing female executives in the areas of different marketization level, which would affect female executives' cognition and motivation in corporate risk taking. [ABSTRACT FROM AUTHOR]

This study examines the relationship between the representation of women at various hierarchical levels and innovation using firm-level data from Central and Eastern Europe and Central Asia. The findings suggest a positive association between the presence of at least one woman among the owners and a firm's probability of introducing a new product. Additionally, supporting evidence is found for the impact of having a woman top manager on product innovation. The evidence regarding the role of gender on process innovation is restricted to specific country groups. Increasing the share of women employees positively affects both product and process innovation. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to examine the nexus between geopolitical risk, female CEOs and firm performance through a cross-country analysis. Design/methodology/approach: The study period ranges from 2014 to 2021, and the dataset uses an unbalanced panel of 4,955 companies across 50 nations comprising both developed and emerging economies. Our study has employed a fixed-effect panel regression model, to examine this issue. This analysis was supplemented with applying a dynamic panel technique, i.e. System generalized method of moments (SGMM), to address any endogeneity problems. Findings: The study reveals that female CEOs positively impact firm performance, while geopolitical risks decrease it. Gender plays a significant role in this relationship, with firms with female executives tending to make conservative financial decisions amidst increased risks. The study also shows that geopolitical threats (GPRT) have a greater impact on female CEOs-firm performance relationship in developed nations. Originality/value: This study is a new investigation that explores the intertwining relationship between geopolitical risk, female CEOs and firm performance across the countries. [ABSTRACT FROM AUTHOR]

This study explores the factors that influence women's career decisions in the Information and Communication Technologies (ICT) sector, as perceived by women Management Information Systems (MIS) students. It examines how career optimism (CO) and perceived employability (PE) affect the link between irrational beliefs about employment (IB) and career decisiveness (CD). The study involved 232 female students from ICT-related programs in Turkey. Data were collected using four different scales and analyzed for accuracy and connections between factors. To prevent the effects of common method bias, Harman's single-factor test was used, followed by an analysis of mediation effects. Results showed that women students' IB about employment negatively impacted their CD. CO helped mediate this effect. Moreover, both CO and PE together had a mediating role in how IB affected CD. These findings offer valuable insights into the individual and contextual factors shaping women's career decisions. They also support initiatives to boost women's career stability, which aligns with the United Nations (UN) Sustainable Development Goals (SDGs) 5 and 8. Encouraging career optimism and employability may reduce the negative effects of IB and contribute to a fairer job market where women can pursue ambitious careers. [ABSTRACT FROM AUTHOR]

AbstractAccess to finance for women-led firms remains a significant challenge due to cultural and socio-economic barriers. This article assesses the impact of a top manager’s gender on a firm’s probability of seeking and obtaining external finance, using survey data from Central and Eastern Europe and Central Asia. Employing diverse methodologies, the study finds that having a woman top manager decreases the likelihood of obtaining a loan. Additionally, firms managed by women are less likely to apply for external finance, partly due to discouragement. These disparities persist even when women-led firms have similar business characteristics to those led by men. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to appraise the effectiveness of gender quotas in breaking the glass ceiling for women on boards (WoBs) in companies that are legally obliged to comply with quotas (listed companies and state-owned companies, LP) and in those that are not (unlisted companies and nonstate-owned companies, NLNP). Furthermore, it investigates the glass cliff phenomenon, according to which women are more likely to be appointed to apical positions in underperforming companies. Design/methodology/approach: A balanced panel data of the top 116 Italian companies by total assets, which are present in both 2010 and 2017, is used for estimating ANOVA tests across sectors and fixed-effects panel regression models. Findings: WoBs significantly increased in both the LP and the NLNP companies, and this increase was greater in the financial sector. Furthermore, the relationship between the percentage of WoBs and firm performance is not linear but depends on the financial corporate health. Specifically, the situation in which a woman ascends to a leadership position in challenging circumstances where the risk of failure is high (glass cliff phenomenon) is only present in companies with the lowest performance in the sample, in other words, when negative values of Roe and negative or zero values of Roa occur together. Practical implications: These findings have relevant policy implications that encourage the adoption of gender quotas even in specific top positions, such as CEO or president, as this could lead to a "double spillover effect" both vertically, that is, in other job positions, and horizontally, toward other companies not targeted by quotas. Practical interventions to support women in glass cliff positions, on the other hand, relate to the extent of supervisor mentoring and support to prevent women from leaving director roles and strengthen their chances for career advancement. Originality/value: The authors explore the ability of gender quotas to break through the glass ceiling in companies that are not legally obliged to do so, and to the best of the authors' knowledge, for the first time, the glass cliff phenomenon in the Italian context. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to explore the effect of female's presence in corporate governance structures to reduce agency conflicts, using a quantile regression approach. Design/methodology/approach: The research investigates the relationship between company performance and boardroom gender diversity using quantile regression methods. The study uses annual data of 111 companies listed on the Johannesburg Stock Exchange from 2010 to 2020. Findings: The study reveals that women on the board impact firm return on assets and enterprise value, varying across performance distribution. This contrasts fixed effect findings but aligns with two-stage least squares. However, quantile regression indicates that female executives and independent non-executive directors have notably negative impacts in high and low-performing companies, highlighting non-uniformity in the board gender diversity effect compared with previous assumptions. Practical implications: The empirical findings suggest that companies with no women directors on the board are generally more likely to experience a decrease in performance and enterprise value relative to companies with women directors on the board. As recommended through the King Code of Corporate Governance, it is thus valuable to companies to ensure gender diversity on the board of directors. Originality/value: The research confirms through rigorous statistical analyses that corporate governance policies, principles and guidelines should include gender diversity as a requirement for a board of directors. [ABSTRACT FROM AUTHOR]

As a high carbon-emission and high environmental-impact industry, the implementation of ESG concepts in mining industry is widely recognized as a crucial prerequisite for the sustainable development of mining companies. We employ micro-level data from Chinese A-share mining listed companies (MLCs) based on the attention-based view and upper echelons theory. We utilize text analysis to measure executive environmental attention, and empirically examine the impact of executive environmental attention on MLCs' ESG performance. We cautiously draw the following conclusions: (1) Although executive environmental attention does not significantly affect MLCs' ESG performance, it significantly improves environmental performance. This conclusion still holds after a series of robustness tests. (2) Executive environmental background significantly enhances the effect of executive environmental attention on MLCs' environmental performance. (3) Higher government subsidies strengthen the impact of executive environmental attention on environmental performance. Interestingly, gender diversity does not augment the influence of executive environmental attention on environmental performance. (4) Also, this paper identifies the boundary where executive environmental attention crowds out MLCs' social performance. Executive environmental attention significantly crowds out MLCs' social performance when MLCs receive lower government subsidies or when MLCs have female executives. This study can offer guidance to MLCs on how to allocate resources in the realm of ESG. [ABSTRACT FROM AUTHOR]

Two studies examined the effects of race on the think manager-think male effect, which has shown men in general to be viewed more similarly to successful managers than women in general. The first study directly manipulated the race of the male or female target in the think manager-think-male framework and examined the effects on two key measures of agency – competence and assertiveness – as well as on communality. Results indicated that the differences in agency characterizations between men and successful managers and women and successful managers that are emblematic of the think-manager-think-male effect were not always evident. While the think manager-think male effect was observed for men and women "in general" as well as for men and women designated as White, it did not hold for Black and Asian targets, whose characterizations were influenced not only by gender stereotypes but also by racial stereotypes. Additionally, a potential "think manager-think female" effect, as indicated by greater overlap in communality ratings between women in general and successful managers than between men in general and successful managers held for targets who were White and Black, but not for those who were Asian. A follow-up study focused on potential implications of the findings from the first study and indicated that competence was believed to be more important than either communality or assertiveness, while communality was believed to be more important than assertiveness in determining managerial success. These results raise questions about the universality of the think-manager-think-male effect and the scope of its generalizability. These findings also add to the growing concern about the precision and application of gender bias research findings when attention is not paid to crucial intersecting identities such as race. [ABSTRACT FROM AUTHOR]

This paper theorizes the interplay of public and organizational policies by investigating whether the Family and Medical Leave Act (FMLA) shifted patterns of gender inequality within U.S. workplaces. Did this leave law increase women's representation in positions of authority (moving more women into management jobs)? We argue that the impact of public policies will vary by organizational context, hypothesizing different effects by organizations' points of departure—the corporate policies in place when public policy changes. Analyzing establishment-level panel data from approximately 800 U.S. private-sector establishments in 1990–1997, we found that women's representation in managerial positions increased in the years immediately after the FMLA. Importantly, women's representation in management increased the most in workplaces that provided more generous leave benefits even before the FMLA. The increase in managerial representation was most prominent for women of color. Consistent with relational inequality theory, these findings suggest that women may find it easier to make claims for leave and for career advancement when both legal and organizational policies lend legitimacy to their claims. More broadly, this study points to the need to explicitly evaluate how policy impacts vary by organizational norms and commitments. [ABSTRACT FROM AUTHOR]

Despite women academics reaching higher positions, in institutional hierarchies they still face multiple tensions that hinder reaching leadership positions.1 This study explores the perception of leadership among Chinese women academics who currently do not hold academic leadership positions. A feminist critical discourse analysis of 14 Chinese women academics' narratives, using Butlerian theory, indicates that institutional discourses have been shaped predominantly by men's norms and preferences, creating challenges for women assuming leadership responsibilities. The findings show that women and men academics appear to have different career trajectories, with men taking on more administrative roles and advancing further in their academic careers. For many women, leadership conflicts with family obligations, as families often take priority, consistent with gender norms. This study also reveals how social and institutional regulatory power, such as gender norms and institutional discourses, constitutes and shapes a gendered structure of academic leadership positions in Chinese universities. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to understand the career experiences of the NCAA women coaches integrating the Kaleidoscope careers model with Family Identity theory. Design/methodology/approach: We employ qualitative methodology with the use of semi-structured interviews with 18 NCAA women coaches. Using interpretive lens, we offer nuanced descriptions of women career experiences from care and career orientation perspectives. Findings: Our findings shed light on experience, perceptions and strategies employed by female NCAA coaches while trying to fulfill work and life responsibilities. Care- or Career- orientation impacts the way women coaches deal with different aspects of maintaining careers in sports coaching. Originality/value: We refine the KCM framework by showing that authenticity, balance and challenge can manifest in different ways, which is particularly important as organizations often struggle with retention of women coaches. [ABSTRACT FROM AUTHOR]

The role and impact of females in supply chain management have received insufficient attention in extant research. In addition, research investigating the relationship between upper-echelon leadership and supply chain phenomena is extremely scant. To address these limitations, we collected archival data from 433 publicly traded Fortune 500 firms from 2007 to 2015 (3464 firm-year observations) and analyzed them using fixed-effect regressions. Our findings indicate that female top management team representation directly and positively influences a firm's supplier orientation. This influence of female representation is attenuated for firms that have a Chief Supply Chain Officer present in their top management team and for firms operating in environments characterized by high dynamism and low munificence. Furthermore, our findings show that supplier orientation mediates the impact of female top management team representation on firm performance. We put forth several interesting theoretical and managerial contributions. Most importantly, we hope that our findings, highlighting the positive impact of female executives on supplier orientation and providing additional evidence regarding women's managerial capabilities, will contribute towards eliminating bias and discrimination faced by women in the area of supply chain management and business in general. [ABSTRACT FROM AUTHOR]

During the revelation of the Harvey Weinstein scandal and the reemergence of the #MeToo movement, firms with a nonsexist corporate culture, proxied by having women among the five highest‐paid executives, earn excess returns of 1.3% relative to firms without female top executives. These returns are driven by changes in investor preferences toward firms with a nonsexist culture. Institutional ownership increases in firms with a nonsexist culture after the Weinstein/#MeToo events, particularly for investors with larger holdings and investors with a lower ESG focus ex ante. Firms without female top executives improve gender diversity after these events, particularly in more sexist states and in industries with few women executives. Our evidence attests to the value of having a nonsexist corporate culture and indicates that changes in societal norms toward women are permeating into capital markets and corporations. [ABSTRACT FROM AUTHOR]

Drawing on data from an ethnographic study of the introduction and implementation of a flexible work policy intended in part to improve gender equality at a STEM professional organization, I develop grounded theory on how managers' gender shapes their implementation of such initiatives. I identify an equality policy paradox in which women managers, who openly support gender equality, are more likely than men managers to limit the policy. This apparent contradiction between intentions and actions is reconciled through an interactional role-based mechanism. Specifically, in this setting women managers encounter barriers to developing technical expertise, client relations, and respected authority. They respond by engaging extensively with subordinates, which allows them to effectively manage by brokering information (as an alternative to technical and client-facing tasks) and cultivating cooperation (as an alternative to formal authority). The policy undermines these interdependent activities; reflecting this, women managers generally oppose it. Men managers tend not to experience these constraints, and they focus on technical and client-related tasks that are largely independent of subordinates. The policy maintains these activities; reflecting this, they implement it. By identifying the equality policy paradox and the mechanism underlying it, this study advances theory on managers' implementation of equality-related practices and policies as well as theory on gender and management. [ABSTRACT FROM AUTHOR]

Marketing Theory, 21 (2), 277 - 286. https://doi.org/10.1177/1470593121992539 29 Kravets, O., Preece, C., & Maclaran, P. (2020). Editorial: Troubled times demand heroes: Heroic marketing and marketing heroes. The acquisition of Twitter by Elon Musk was welcomed with an even mix of horror and excitement. Moving beyond understanding vulnerability as a researcher's failure, Steadman reveals how memories and unexpected futures can trigger a researcher's vulnerability during fieldwork. [Extracted from the article]

Green technology innovation (GTI) has been increasingly adopted by firms worldwide to promote sustainable development, whereas its potential downsides have been largely overlooked. Drawing on moral licensing theory, we devise a framework to reveal the potential dark side of firms' GTI on corporate social responsibility (CSR). We argue that with the global eco-awakening, GTI has been an efficient means for firms to meet their stakeholders' expectations and environmental legitimacy. This may cause a moral licensing effect for senior executives' ethical strategic decision-making, due to their belief that existing GTI could balance the firm's subsequent moral neglect, thereby minimizing firms' CSR. Using the Chinese listed manufacturing firms as a sample, we find empirical support for our prediction. In addition, we investigate how firms' environmental awards and honors may exacerbate the negative impact of GTI on CSR, whereas the presence of women executives may mitigate the relation. Our findings can trigger firms' reflections on GTI's downsides, and contribute to research and practice in comprehensively understanding firms' GTI consequences, CSR decisions, and moral balance. [ABSTRACT FROM AUTHOR]

In this research we address the ongoing debate about the existence of the glass‐cliff phenomenon by investigating boundary conditions and mechanisms influencing its persistence and decline. Drawing on signalling theory, we hypothesize that the glass‐cliff's presence fluctuates with the clarity of signals associated with appointing women board members at various stages of quota policy implementation. In Study 1, we analyzed a dataset of 258 board appointments in German‐listed companies from 2003 to 2020. We found that women executives were more likely to be appointed following periods of declining performance during Stage 1 (pre‐quota announcement) and Stage 3 (post‐quota enforcement), but not in Stage 2 (post‐announcement, pre‐enforcement). In Study 2, an experiment with 476 respondents, we tested for changes in signal clarity as an underlying mechanism. Results indicate that signal clarity associated with appointing women following performance decline is influenced by quota policies. Signal clarity was highest during stages 1 and 3, but diminished in Stage 2. These findings support the signalling explanation for the glass‐cliff, highlighting that its occurrence is influenced by country‐level policies and emphasizing that the symbolic value of appointing women to board positions as indicators of change depends on the clarity of these signals. [ABSTRACT FROM AUTHOR]

Using panel data of the A‐share listed firms in China from 2015 to 2021, this article studies the impact of feminism‐related public discussions on the promotion of female senior executives. Empirical results find that feminism‐related public discussion can push firms to increase the ratio of female senior executives. Further research finds that the effect is more significant in firms whose chairmen are male, firms that are not state‐owned enterprises, and firms whose employees are better educated. In addition, economic consequences tests show that when the public pays more attention to feminism, a high ratio of female senior executives can contribute to improving firm value. The findings in this article can be conducive to understanding the influence of public opinion on female career development and firms' decision‐making. [ABSTRACT FROM AUTHOR]

The increasing significance of green innovation for firm competitiveness introduces greater risks and uncertain returns, challenging top managers' strategic decisions. The influence of top management team (TMT) characteristics, particularly gender diversity, on green innovation remains unclear. Drawing on gender difference and social identity theories, this study examines the curvilinear relationship between TMT gender diversity and green innovation among 2026 Chinese publicly listed manufacturing firms from 2011 to 2018. Through the use of fixed‐effects Poisson models to confirm our hypotheses, we uncover an inverted U‐shaped relationship between TMT gender diversity and green innovation. Furthermore, we delve into the contingent roles of individual, corporate, and industry factors affecting this primary relationship. Specifically, our findings reveal that the educational attainment of female executives and the strength of green industry innovation flatten the inverted U‐shaped curve between TMT gender diversity and green innovation, whereas state ownership steepen it. Our study resolves the inconsistencies found in previous research by integrating multiple theoretical perspectives and offers empirical insights into the role of women in shaping sustainable development in emerging markets. [ABSTRACT FROM AUTHOR]

Copyright of Mediterranean Journal of Gender & Women's Studies (KTC) / Akdeniz Kadın Çalışmaları ve Toplumsal Cinsiyet Dergisi is the property of Mediterranean Journal of Gender & Women's Studies (KTC) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: This study aims to address gaps and limitations in the literature on corporate governance and stock liquidity. It explores the potential benefits of increasing female representation in corporate leadership, which has been a subject of debate and policy intervention in recent years. Design/methodology/approach: Based on prior empirical studies and by integrating the insights of different theories, this study links gender diversity to stock liquidity and uses a multivariate panel regression approach. Findings: The results show that gender diversity, both on the board and in executive positions, positively and consistently affects stock liquidity across different business cycles. The findings reinforce the notion that diverse executive leadership is crucial and influential irrespective of the prevailing economic conditions. Practical implications: This study has practical implications for investors, managers and policymakers who are interested in the benefits of gender diversity in corporate leadership. It suggests that increasing the percentage of female executives and board members can improve stock market liquidity, which is a key indicator of market efficiency and firm value. Social implications: This study advocates for gender equality and diversity in corporate leadership, which can benefit society. It demonstrates that the presence of women directors can enhance financial stability and thus benefit the stakeholders and the community. Originality/value: This study contributes to the academic literature by examining the impact of gender diversity on board and executive levels on stock liquidity in the US market. Previous research on this topic has mainly relied on French or Australian data. Moreover, this study extends previous work through examining the case of executives' gender diversity. To the best of the authors' knowledge, this study is the first to analyze the relationship between gender diversity and stock liquidity across different business cycles, providing a nuanced understanding of how economic contexts affect this relationship. [ABSTRACT FROM AUTHOR]

Purpose: Gender equality is an important issue targeted all around the world, see, for example, the Gender Equality Strategy articulated by the European Union (EU). These goals were hindered by COVID-19, which caused a well-documented she-cession: females were hit harder than males. This paper shows that a "sisterhood behaviour" can mitigate the effects of the she-cession: female decision-makers were more likely to favour other females in recruitment and retention. Design/methodology/approach: Motivated by theories from psychology and industrial demography, we hypothesise a so-called sisterhood effect or homophily: female decision-makers are more likely to favour other females in recruitment and retention. We use firm-level survey data from 19 European countries collected before and during the first wave of the COVID-19 pandemic, and we apply a difference-in-differences methodology to test the hypothesised sisterhood behaviour. Findings: Our study finds that in firms where the top manager was a woman, gender discrimination was less likely or even not at all presented, i.e. COVID-19 did not decrease the proportion of female employees. Practical implications: The results suggest that promoting gender equality in leadership dimensions can also moderate discrimination at the level of the employees. Therefore, in a wider context, gender equality goals are interrelated. Originality/value: To the best of the author's knowledge, this paper is the first attempt to analyse the existence of the theories mentioned before in a manager – employee relationship using firm-level data from the COVID-19 period. [ABSTRACT FROM AUTHOR]

Contrary to expectations about solidarity and sisterhood between women, women managers sometimes distance themselves from junior women in the workplace when facing identity threat, that is, the feeling that one's social identity—such as race or gender—is devalued or undermined. For example, women managers might distance themselves from lower status junior women by seeing themselves as more masculine and career committed than their junior women colleagues. To advance our understanding of how to combat self‐group distancing, the present research proposed and tested whether taking the perspective of junior women would attenuate these ingroup‐distancing tendencies in women managers. Findings from a field study and an experimental study indicated that women managers reported greater self‐distancing from junior women (on masculine trait perceptions) compared to women employees. As predicted, this effect was attenuated for women managers with high levels of perspective‐taking (Study 1) and for women who were experimentally led to take the perspective of junior women (Study 2). For ratings of career commitment and support for affirmative actions, we did not replicate the self‐ingroup distancing effect reported in the literature. Theoretical and practical implications of these findings are discussed. [ABSTRACT FROM AUTHOR]

Mentoring can positively influence the mentee, the mentor, and the organization in which both are employed. Mentoring can help employees to overcome workplace challenges, including barriers to advancement, while increasing job satisfaction, enhancing career development, and producing a greater sense of value within the organization, often leading to increased productivity. While mentoring clearly has a multitude of benefits, women have traditionally had difficulty establishing mentorships in the workplace, which appear especially problematic in traditionally male-dominated careers, such as corrections. Based on surveys and interviews with members of the Association of Women Executives in Corrections (AWEC), this study investigates the role of mentorship in women's advancement within corrections departments. Data show that support, particularly from one's supervisor, is critical as women consider advancement, regardless of the supervisor's gender. These results imply that when there are few women in the administrative ranks, limiting the opportunity for female mentorship, women can find equally effective mentorship from male superiors. Moreover, mentorships do not necessarily have to be formalized to be effective and can develop from outside one's department when none exist within. Corrections agencies interested in diversifying their administrative ranks should plan to establish more opportunities to foster mentoring relationships, which would benefit all employees. [ABSTRACT FROM AUTHOR]

In this research, we aims to examine how gender disparities among corporate leaders (executives) and their level of risk aversion can impact the organization's strategic risk-taking. A questionnaire survey method was employed to collect data from executives in Indonesia holding minimum positions of senior manager (BOD-1), director or commissioner (C-Level). Standard behavioral economics expected utility approach is employed to quantify the degree of risk aversion, while respondents will also make investment choices to assess their inclination towards strategic risk-taking. The research employed the t-test and linear logistic regression analysis to examine the hypothesis. The research findings indicate that female executives exhibit a higher degree of risk aversion compared to their male counterparts. In line with most studies, risk averse executives prefer to engage in more cautious strategic risk-taking. Nevertheless, there are no discernible disparities between female executives and male execautives when it comes to engaging in strategic risk-taking. [ABSTRACT FROM AUTHOR]

Organizational culture is positioned as a set of characteristics based on interactions and experiences, which produce a competitive advantage for organizations with knowledge management. The main objective of this research was focused on evaluating the organizational culture and its incidence in the knowledge management in Canuto Women's Textile Association. The methodology used focused on the bibliographic, field and correlational modalities, to diagnose the presence and relationship of the variables in the association. The analytical-synthetic methods helped in the description of the data obtained, while the deductive and inductive methods allowed the development and generation of conclusions. The evaluation of the variables was carried out through a survey focused on a validated questionnaire. The study population corresponded to a convenience sample of 22 members of the association. The results indicated the presence of unbiased values when evaluating the organizational culture, while a favorable tendency was shown in aspects such as autonomy and fluctuation of knowledge management, as well as a moderate positive relationship between both variables and their elements, except for planning. It is concluded that the association evidence limitations in the promotion of its institutional culture compared to knowledge management, where a higher level was evidenced, and it is also established that the organizational culture has a significant impact on the development of knowledge management in the association. [ABSTRACT FROM AUTHOR]

Copyright of Bulletin of Accounting & Finance Reviews / Muhasebe ve Finans İncelemeleri Dergisi is the property of Muhasebe & Finans Incelemeleri Dergisi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study uses Ordinary Least Squares Multiple Regression with data on perceptions regarding gender equality from the Spanish general population. Overall, the results indicate that perceptions of equal treatment under the law and equality in political life are significantly associated with perceptions of gender equality. However, perceptions of discrimination in education do not seem to affect perceptions of gender equality significantly. In addition, the results show a clear association between the belief that gender equality leads to a fairer society and the perception of gender equality itself. Results also suggest that while certain perceptions related to the law, society, and political life are instrumental in shaping views on gender inequality, there remains a foundational level of perceived inequality in Spanish society. As a concluding remark, when examining the impact of female representation in leadership positions, the results provide empirical support that the presence of women in leadership positions improves the perception of gender equity in the contexts in which it occurs; this fact reflects the importance of promoting the participation of women in management positions through public policies. [ABSTRACT FROM AUTHOR]

Background: Women with disabilities in low‐ and middle‐income countries face unique challenges in managing menstruation, affecting their health, dignity, and quality of life. Aim: This study aimed to explore menstrual hygiene management (MHM) practices among reproductive‐aged women with disabilities in Bangladesh and its impact on social participation. Methods: We analyzed data from 51,535 women from the 2019 Multiple Indicator Cluster Survey (MICS). The outcome variables were: (i) material used to manage blood flow while menstruating (appropriate, inappropriate), (ii) availability of a private place for washing and changing menstruation rags (yes, no), and (iii) impact on attendance of social activities, school, or work during menstruation (yes, no). Disability status was considered as a major explanatory variable and categorized as no disabilities, moderate disabilities, and severe disabilities. Associations of outcome variables with explanatory variables were determined using a multilevel mixed‐effects binary logistic regression model adjusted for individual‐level factors, household‐level factors, and community‐level factors. Results: Among the sample, 2.7% reported severe disability and 19.2% moderate disabilities, with vision‐related disabilities (12.2%) being the most prevalent, followed by cognitive (9.5%) and walking disabilities (8.2%). Overall, 4% reported using inappropriate materials for menstrual flow, rising to 8.0% among those with severe disabilities and 5.8% for moderate disabilities. Women with moderate to severe disabilities had 33%–47% lower odds of using appropriate materials and 34%–44% lower odds of having a private place to change at home. Additionally, women with severe disabilities were 1.66 times more likely to report that menstruation impacted their social activities. Conclusion: Women with disabilities in Bangladesh face significant barriers to effective MHM. Addressing these issues requires targeted interventions, including disability‐inclusive menstrual health education, improved access to menstrual products and sanitation facilities, and community initiatives to reduce stigma. Key points: What is known Disabilities pose an ongoing challenge in low‐ and middle‐income countries, often leading to poor health outcomes and lower utilization of healthcare services. What is new We found poor menstrual health management among reproductive‐aged women with disabilities.Participation in social activities among women with disabilities was also found to be severely affected. Clinical implications of the study findings Poor menstrual health indicates a risk of facing menstrual‐related health issues, including reproductive tract infections. [ABSTRACT FROM AUTHOR]

Copyright of Revista Fatec Zona Sul (REFAS) is the property of Revista Fatec Zona Sul (REFAS) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

During the Islamic Republic of Afghanistan (2001–2021), the expected representation of Afghan women in leadership and executive roles was not achieved. This study examines factors contributing to this glass ceiling effect. Our research involved 317 participants, comprising 302 civil service professionals and 15 civil society activists. Employing a mixed-methods approach, thematic analysis was conducted for the qualitative data. For the quantitative data, descriptive statistics such as mean and standard deviation were utilized to characterize the data, and analysis of variance (ANOVA) was employed to explore differences in responses across key demographic and professional categories. We found that several glass ceiling perceptions, specifically ‘Cultural Barrier Factors’ including entrenched patriarchal norms and familial challenges; ‘Individual Factors’ such as work-family conflict (WFC); ‘Work-Environment Factors’ like nepotism and the absence of merit-based systems; and ‘Interpersonal Relationships’ including weak support networks and the existence of ‘Queen Bee Syndrome’, impeded the advancement of Afghan women in leadership roles. [ABSTRACT FROM AUTHOR]

Throughout the history of management theories, masculine ideals have dominated the development of organisational leadership structures, often leading to a belief in the inherent superiority of men in leadership roles. Despite progress, many organisations still operate under the assumption that women are somehow deficient compared to men in leadership capabilities. The research objective was to investigate the difficulties Black African women encounter in leadership positions in Kenyan and South African banks, specifically concerning how society views women in leadership roles. The study conducted semi-structured interviews and focus groups involving 41 Black African women managers from the banking sectors of both countries, employing an inter-categorical intersectionality approach. The research revealed a perceived lack of fit for top executive leadership positions among African-Black women. A comparison between masculine and feminine leadership styles underscored the gendered sex-role stereotypes that hindered the advancement of Black African women into top executive roles within the banking sector. In summary, the findings emphasise that, as long as 'think manager, think male' persists in leadership, Black African women will continue to encounter obstacles in attaining top executive positions within the banking sectors of Kenya and South Africa. The study's practical implications are that it emphasises the understanding of women and leadership and its role as an obstacle for Black women managers in the Kenyan and South African banking sectors. The originality of this study is that it contributes to the understanding of women and leadership literature in the banking sectors of Kenya and South Africa, as well as sub-Saharan African countries. [ABSTRACT FROM AUTHOR]

Recent research shows that firms and jobs are more important for understanding gender wage inequalities than individual-level and occupational-level attributes. I investigate how two mechanisms derived from relational inequality theory, opportunity hoarding and exploitation, affect within-firm gender wage gaps. First, men might exclude women from high-paying firms or jobs (i.e. opportunity hoarding), resulting in gender wage inequalities. Second, male managers might use their relational power to redistribute wages from females to males (exploitation). Increasing the number of female managers might stop this exploitation. While previous literature focused on the effect of female managers on the gender wage gap, I contribute to the literature by also considering the impact of female managers on males' wages theoretically and empirically. Using German linked employer-employee data and fixed-effect regressions at the firm and job levels, I find evidence for opportunity hoarding at both the firm and the job levels. For the exploitation mechanism, female managers increase females' wages and lower males' wages, suggesting the existence of the exploitation mechanism. Further analyses show that the increases in females' wages are proportional to the decreases in males' wages. Thus, I find evidence for female managers redistributing males' wages to females. [ABSTRACT FROM AUTHOR]