Abstract
AbstractThis study examines the promotion of paternity leave by focusing on the role of female directors on boards. Drawing on insights from the literature on the upper echelons theory and strategic leadership, we argue that efforts to break gender stereotypes in upper‐echelon positions, particularly through female representation on boards, can promote paternity leave. Analyzing data from 633 Japanese firms between 2017 and 2021 with pooled regression models revealed that a high proportion of female directors promoted paternity leave. Additionally, it implied that the proportion of female department managers can strengthen the positive effects of female directors on paternity leave promotions. Our results contribute to the theory and practice of gender equality in organizations by providing implications for promoting crucial management practices that may be hindered by gender stereotypes.
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