Female Leaders Research Articles

Female leadership in sports coaching: a case analysis of Chinese coaches through the ability–motivation–opportunity framework

Purpose This study aims to investigate how the role of female leadership works in sports coaching. Drawing key insights from the ability–motivation–opportunity (AMO) framework of human resource management, the authors explore the underlying mechanisms of female leadership and the role female coaches play in enabling athletes to develop their self-initiative through AMO enhancement. Design/methodology/approach The sample in this study is made up of 11female coaches from eight teams in China selected using purposive sampling. Data was collected and analyzed on various aspects of female leadership. Findings Analysis of interviews and secondary data show that the mechanisms and enablers related to AMO enhancing practices stimulated by female coaching leadership can increase team performance. Research limitations/implications This study opens new avenues for sports science research and strengthens the theoretical and practical understanding of the intentions and mechanisms female coaches implement as leaders in sports coaching. Originality/value First, this study contributes to the AMO framework by helping form new theoretical insights based on the understanding of female sports coaching mechanisms. Second, this study provides novel insights into female leadership literature by investigating the mechanisms of female leadership in the context of sports exercise. Third, this study also contributes to the body of research on sports coaching in Asia, especially that of Chinese women in such leadership roles.

Executive gender and firm leverage decisions: The role of firm ownership and governance

Female leadership in strategic decision-making has received considerable attention in the context of global gender inequality. To advance our understanding of the role of executive gender in corporate financing decisions, we examine whether family firms are less likely to use leverage than their non-family counterparts when they have a female leader (considering CEO and board chair as leadership positions). In addition, we examine whether board independence influences gender differences in the use of leverage in family firms. Drawing on the behavioral agency model (BAM) and socioemotional wealth (SEW) theory, we develop and empirically test our hypotheses using a large dataset of firms from 40 countries. Our results show that family ownership increases the reluctance of female-led firms to use leverage, but board independence mitigates this effect.

Neoliberal Feminism and Political Leadership: The Representation of Giorgia Meloni and Elly Schlein in Popular Culture

Building on a long tradition of studies on the intertwining of politics and popular culture, the article examines the representation of the two Italian political leaders of the moment, Giorgia Meloni and Elly Schlein, offered by women’s magazines. The study focuses in particular on two interrelated aspects: on the one hand, the extent to which the discursive strategies to talk about the leaders, their personal lives, careers and ideas contribute to strengthen the contemporary hegemony on feminism; on the other hand, the discursive strategies used to represent the leaders through a frame of competition typical of the neoliberalism. Indeed, we refer to the most recent trends in feminism research, contested among post-feminism, neoliberal feminism and celebrity feminism. Within this framework, we examined whether and how female political leaders can become icons of life, style and power in a way that is functional to the neoliberal narrative. The critical discourse analysis conducted on eight Italian women’s magazines over the course of a year makes it possible to highlight some results that contribute to the reflection on neoliberal feminism and female leadership. In particular, leaders are presented through argumentative strategies of genealogism, exceptionalism and compensation: the ways in which magazines justify their position of power refer to family relationships and character qualities, emphasizing the characteristics closest to the neoliberal model and overshadowing all others, including political ideas. Rather, leaders are deradicalized and depoliticized to favour instead a reassuring narrative in which women have broken the glass ceiling. In that way, women’s magazines renounce representing women leaders for their ideas and ideologies, and instead focus on their unique mark of difference: their gender.

CEO gender, critical mass of board gender diversity and ESG performance: UK evidence

PurposeThis study investigates the relationship between CEO leadership, gender homophily and corporate environmental, social and governance (ESG) performance. We also investigate whether it is essential to have a critical mass of women directors on the board to create a significant power of gender diversity in leadership positions.Design/methodology/approachOur study is based on firms listed on the London Stock Exchange (FTSE-All-Share) from 2011 to 2019. CEO characteristics and other board variables were collected from BoardEx, and ESG data, and other related variables were collected from Eikon database.FindingsWe find a critical mass of female directors contributes to ESG performance suggesting that token representation of female directors on boards limits their effectiveness. We do not find support for the gender homophily perspective, our findings suggest that the effectiveness of female CEOs does not depend on the existence of a critical mass of female directors. Female directors and female CEOs are less likely to be associated with ESG activities when firms experience poor financial performance. We also find that younger female CEOs have a positive impact on ESG performance. Furthermore, we find female CEOs with shorter tenure are more likely to improve ESG performance. Overall, our findings suggest a substitutional effect between having female CEOs and gender diverse boards.Originality/valueThis study contributes to the debate on gender homophily in the boardroom and how that may affect ESG practices. It also complements existing academic research on female leadership and ESG performance and has important implications for senior management and policymakers.

She Speaks for Millions: The Emergence of Female Diplomatic Voices in the Russo-Ukrainian War

This research critically investigates the public diplomacy strategies deployed by a cohort of influential female European leaders on Twitter during the Russo-Ukrainian War of 2022-2023. The study comprises eight leaders - Kallas (Estonia), Marin (Finland), von der Leyen (President of the European Commission), Metsola (President of the European Parliament), Sandu (Moldova), Simonyte (Lithuania), Zourabichvili (Georgia), and Meloni (Italy) - representing millions of constituents. By mirroring the analytical attention given to Ukraine's President, Volodymyr Zelenskyy, this study scrutinizes the distinct approaches and differences in emotional, cognitive, and structural language use between these influential female figures and President Zelenskyy in their respective Twitter discourse during the crisis. By employing the Linguistic Inquiry and Word Count (LIWC)-22 dictionary, this research intends to uncover unique patterns and nuances in the language use of these leaders, thereby offering fresh insights into the gendered communication and diplomacy employed by the female cohort during conflicts. Keywords: Public diplomacy, Female leadership, Russo-Ukrainian War, Twitter communications, Linguistic Inquiry and Word Count (LIWC), Diplomacy, gendered communication

Leadership and gender perspective in hospital physiotherapy units.

Analyze the gender stereotypes present in the leaders of the Hospital Physiotherapy Units, determine the level of acceptance of female leadership and identify which factors influence these perceptions. Observational, descriptive, exploratory and cross-sectional study. The study subjects are the census of leaders of the Physiotherapy Units of public hospitals. The measurement instruments used are the Acceptance of Female Leadership Questionnaire (ACT-LM), and the sociodemographic and job-related variables. Most of the leaders of the hospital physiotherapy units were women (69.4%) physiotherapists. Gender stereotypes emerge in the dimension of Instrumental Characteristics, with respondents not fully agreeing that women were sufficiently competitive (18.7%) or ambitious (20.8%) to be successful in the world of work. These data were influenced by gender, showing that men have a higher regard for female leadership abilities than women themselves. In the dimension of Acceptance of Female Leadership, 17.4% of those surveyed did not fully agree that women can rise to the same extent as men. Most of the leaders of the physiotherapy units in public hospitals in Spain are women, this is reversed in favor of men in highly complex hospitals. The stereotype persists, especially among women, that they do not have enough ambition and competitiveness to succeed in the world of work.

Equality at the Polls: Female Representation Challenges in Musi Banyuasin Regency in 2019-2024

In Musi Banyuasin Regency, the quest for gender equality in political representation faces multifaceted challenges. This study explores the barriers hindering female participation and representation in local electoral processes. Through qualitative analysis, interviews with key stakeholders including female candidates, local officials, and community leaders were conducted to uncover underlying issues.The findings reveal several critical challenges. Firstly, structural barriers such as entrenched patriarchal norms and limited access to financial resources significantly impede women from contesting elections on an equal footing with their male counterparts. Secondly, despite legal frameworks promoting gender equality, cultural perceptions and societal expectations often undermine women’s political ambitions. Thirdly, the role of political parties emerges as pivotal, with varying levels of support and nomination opportunities affecting women’s candidacy viability. Moreover, the study highlights community attitudes towards female leadership, where biases and stereotypes persist, shaping voter preferences and electoral outcomes. These dynamics perpetuate a cycle of underrepresentation and marginalization of women in decision-making bodies like the local legislative council. Ultimately, achieving gender equality at the polls in Musi Banyuasin Regency necessitates concerted efforts from various stakeholders to dismantle barriers, reshape cultural narratives, and advance inclusive governance practices

Equal Representation: Challenges and Opportunities

This article explores the contours of the highly politicised and gendered spaces in Kenya that female aspirant leaders still struggle to overcome in order to participate fully as citizens. It aims to highlight the exclusionary nature of the political and democratic space in Kenya, notwithstanding constitutional and legal provisions for gender equity. We argue that enjoying a simple majority in terms of overall population figures (50.1%) has not necessarily translated into political capital for Kenyan women, who are perpetually locked out of meaningful political participation due to entrenched patriarchy and sexism. The introduction of political affirmative action through the two-thirds gender rule augmented female representation in parliamentary and other public and legislative offices. This was also meant to regulate the monopoly of any one gender in the occupation of political and public positions. The article utilises secondary data and related theories in supporting the argument that the insignificant number of female parliamentarians is, inter alia, a result of entrenched and skewed power relations. Outdated cultural practices, gender stereotypes, negative rhetoric and ethnicity, patriarchy, and a lack of economic and social capital have indeed adversely affected women’s trajectory in politics. Results of the past two elections (2013 and 2017) have indicated that gender skewing in parliament and other competitive positions in the public service is still an issue to reckon with. This, we observe, is tantamount to non-compliance with constitutional and legal provisions that were geared toward achieving an equal society. We suggest the implementation of the gender rule as envisaged in the 2010 Constitution. A conducive legal framework, coupled with collaborative efforts of relevant state and non-state actors, is paramount. A significant and current discussion should encompass new realignments aimed at disrupting and deconstructing the pervasive gendered relationships.

Constitutional Amendment 106 Women Reservation - What can be Learned from 1/3rd PRI Reservation?

Abstract: Attaining gender inclusion and political empowerment is the goal of the historic Constitutional Amendment for Women's Reservation, which calls for a one-third reservation for women in Panchayati Raj Institutions (PRIs). The dynamics of women's participation in grassroots governance can be better understood by looking at the lessons learned from PRIs' implementation of the 1/3rd reservation. In rural local bodies, like as Panchayats, women were required to occupy one-third of the seats under the 73rd Amendment Act of 1992. In an effort to rectify past gender inequalities, increase women's representation in decision-making bodies, and boost their social and political standing, this proactive policy was put in place. The revolutionary effect on women's political engagement is one important takeaway from the one-third reservation in PRIs. Women were able to take part in local administration through the reserved seats, which helped them develop their leadership abilities and increase their visibility in public service. As a result, women's status in communities was enhanced, and decisionmaking became more inclusive and equal. The importance of prioritizing health, education, and social welfare issues is positively correlated with women's political representation, which is another lesson. To address pressing social issues, women PRI officials frequently fought for policies that would have a direct positive effect on women's and marginalized communities' quality of life. In addition, the 1/3rd reservation effort highlighted the significance of initiatives that strengthen the abilities of female leaders. To help women successfully carry out their responsibilities as leaders, educational and training programs were crucial in providing them with the information and abilities they needed to understand and handle the many facets of government. Even with these good results, there are still problems. In many cases, women are unable to reach their full leadership potential due to cultural biases, patriarchal attitudes, and resistance from established power structures. If we want women to have an impact in politics, we need to break down these entrenched stereotypes and create conditions where they feel comfortable taking an active role

Countering Patriarchy Hegemony

The dominance of male leadership in politics indicates that patriarchal hegemony by the media is deeply entrenched in various layers of society. Women who enter political leadership are considered subordinates of men. Such dominant patriarchal hegemony has undermined and suppressed women’s leadership in the political sphere. This article aims to discuss how Megawati Soekarnoputri in Indonesia and Margaret Thatcher in the United Kingdom emerged against the patriarchal hegemony entrenched in the political systems of their respective countries. We applied a qualitative approach and desk study as a research method, as well as Gramsci’s concept of counter-hegemony. The analysis shows that there were three primary issues that Megawati and Thatcher opposed: (1) dependence on men in building political careers, (2) weak female leadership, and (3) the expectation for women to be obedient. By opposing these issues, these two women leaders could stand out in their respective political arena.

Does Female on Board Affect M&A Participating Firms’ Performance? Empirical Evidence from India Using Dynamic Panel Data Analysis

The aim of this research is to examine the impact of gender diversity and female leadership position on the firm performance of Indian listed firms participating in mergers and acquisitions (M&A) activities. Available research has focused on a small sample of firms and considered ‘gender diversity’ as the only variable. Bearing this in mind, this study focusses on the leadership positions females hold on corporate board along with gender diversity affecting the firm performance measures for the sample of M&A participating firms, as M&As lead to major restructuring of the board. The ‘gender diversity’ is measured with the number of females present on corporate board as directors, ‘leadership position’ is measured with females holding the position either as Chief Executive Officer (CEO) or Chairperson on the board. The study employs panel data set for Indian non-financial National Stock Exchange listed M&A participating firms for the period 2013–2020. Using a system of GMM dynamic panel estimates, the study analyses the relationship between gender diversity and females’ varied leadership position on the firm performance measures, that is, return on asset, Tobin’s q. The findings reveal that there is a positive association between gender diversity and firm performance measures. Females holding the top leadership positions as either CEO or Chairperson on the board positively impact the firm performance measures. This study adds to the existing literature on gender diversity at the board level and M&A literature in the Indian context. JEL Codes: G 3, G 34, J 16

Are Male Muslim Leaders More Effective Than Female Muslim Leaders in Maldives Regardless of Their Religiousness

This study explores the moderating role of gender on the relationship between religiosity and effective leadership among leaders of both genders in Maldives. Maldives is a hundred percent Muslim nation, and Islamic Shariah is the law. While women reserve the privilege to hold public office and to practice public functions statistical data indicates a notable underrepresentation of females in leadership positions due to the rigid perception of gender roles embedded in society. Earlier studies conducted in the Maldivian setting suggested that the conservative interpretation of Islam disadvantaged women. Thus, the first objective of this study was to investigate the relationship between religiosity and effective leadership and secondly to identify the moderating role of gender on the relationship between religiosity and effective leadership. To achieve these objectives, a sample of 157 useful data was collected from 250 questionnaires distributed to leaders across various domains in the Maldives. The study employed a purposive sampling method from both genders, aged between 30 to 70 years. Out of the two hypotheses tested, results indicated the acceptance of the first hypothesis, establishing a significant relationship between religiosity and leadership. However, the second hypothesis was not supported where gender moderates the relationship between religiosity and effective leadership. This suggests the importance of religiosity in the effectiveness of leadership. Regardless of gender, adherence to a higher level of religiosity contributes positively to leadership effectiveness. Thus, for leaders in Maldives, if they want to be effective leaders, they must be religious regardless of their gender.

Impact of Urban Air Quality on Total Factor Productivity: Empirical Insights from Chinese Listed Companies

Urban air quality is inextricably linked to the operations of micro-firms. This paper employs the “Qinling-Huaihe” River demarcation as an instrumental variable to construct a regression discontinuity design (RDD) coupled with the two-stage least squares (2SLS) approach. This methodological framework is utilized to investigate the influence of urban air quality on the corporate total factor productivity (CTFP) of publicly listed manufacturing firms from 2015 to 2020. Drawing on the broken windows theory of urban decay and the general equilibrium theory, this research elucidates a significant adverse effect of urban air pollution on CTFP. We rigorously confirm the validity of the RDD by conducting covariate continuity tests and manipulating distributional variables. Furthermore, the robustness of the baseline regression outcomes is substantiated through a series of sensitivity, robustness, and endogeneity checks, employing alternative instrumental variables. The analysis extends to examining the heterogeneity across environmental attributes, regional features, and green branding. The mechanistic investigation reveals that public environmental concerns, financing constraints, and investments in technological innovation serve as mediators in the nexus between urban air pollution and CTFP. Additionally, it is observed that environmental regulation exerts a positive moderating influence, whereas female leadership has a negative impact in this context. The imperative for timely environmental governance is underscored by these findings, which offer crucial insights for policymakers seeking to refine business environment strategies and for corporations aiming to pursue sustainable growth.

The Unique Professional Journey of Female High School Principals in Utah

The purpose of this study was to increase awareness of the unique professional journey of female high school principals in Utah and to potentially adjust the male-gendered lens through which such leadership positions have traditionally been viewed. A narrative, phenomenological qualitative research approach was used to gather and analyze the career journeys of six female high school principals in Utah. Our findings indicated that female high school principals in Utah have experienced barriers similar to those identified in the relevant literature. Mentored support and examples of inclusive leadership practices assisted these women in moving through and beyond these barriers. Themes included expectations for female high school principals to act more like moms, failure to be recognized as the principal, perceptions of female leadership as unnatural, a woman’s voice not being heard, coaching as an effective career move for men, men freely talking down to women, not considering women for advancement, career-limiting stereotypes, women having to work harder, and the impact of mentors. We suggest that the simple sharing of rich narratives like those in this paper can invite administrators and policy makers to develop an awareness of the unique experiences of female high school principals and facilitate a reconceptualization of the high school principalship both in terms of theory as well as policy.

Female leadership in China

Female leadership in China

Leading digital transformation: Dilemmas of a chief digital and information officer

The female protagonist of the case needs to make an important decision on whether to ‘stay or go’ in her current role at Kappa University. She had been in the university as a Chief Digital and Information Officer for nearly 3 years but was not given a strategic status, leaving her out of important decisions; yet she is responsible for the biggest budget of the university. The case raises issues on the strategic importance of digital transformation but also the recognition that female IT leaders may or may not have within their organisation and their influence on decision-making linked to digital transformation matters. The case explores the role of digital leaders and their relation to senior management; the challenges they face when not given a strategic role and the impact that this may have on the organisation’s experience with digital transformation. Further, the case provides the opportunity to students to compare and contrast different employment arrangements such as independent contracting and permanent employment. The case can be used on courses on digital transformation, digital strategy and IT leadership.

Emerging leaders or persistent gaps? Generative AI research may foster women in STEM

The primary aim of this study is to explore the gender dynamics within Generative AI (GAI) research through an analysis of 5092 publications post the inception of ChatGPT in November 2022. This investigation seeks to comprehend how gender distribution varies across different research areas and geographical locations in GAI, assess thematic differences in contributions by male and female authors, identify areas of significant female activity, evaluate the impact of policies on gender dynamics, devise strategies to enhance gender diversity and explore how GAI research can propel women's advancement in STEM. The study reveals a dual narrative: a promising rise in female leadership within highly cited GAI research papers, juxtaposed with ongoing gender disparities in single-authored works and primary authorship positions. These findings underscore the unique position of GAI as distinct from traditional STEM fields, owing to its integration of technology with societal demands and its potential to foster increased female participation in STEM through its interdisciplinary approach and societal impact. By aligning with Sustainable Development Goal 5, this research champions inclusive development practices and policy reforms aimed at bolstering gender diversity and inclusivity within GAI research. The insights derived from addressing the research questions show how GAI can make STEM fields more inclusive, diverse, and attuned to societal needs, thereby maximizing the value of female researchers' contributions.

OPPORTUNITIES AND BARRIERS TO LEADERSHIP FOR FEMALE FINANCE LEADERS IN THE UK

Despite legal and societal advancements that have increased the presence of women in the finance sector, the representation of women in finance director roles remains limited. In FTSE 100 companies, men still hold finance director positions at a rate seven times higher than women, a trend reflective of the broader industry. This qualitative inquiry delves into the factors contributing to the success factors and obstacles to leadership faced by female finance directors in the United Kingdom. By conducting interviews with accomplished female finance directors, the study aims to identify the factors that prevent and enable females to become leaders in the finance industry. Notably, this research identifies enduring social and cultural hurdles obstructing female progress, and how they can be supported as they progress their career. A significant finding emerges: many interviewed women endorse individuals who align with their assertive work values, which often align with masculine traits. Females have to conform to a working environment and practices, and this impacts negatively on their social life, job satisfaction and identity. Given the target-driven nature of finance, the prospect of a radical top-down transformation is generally seen as unlikely. Consequently, female leaders face limitations in their capacity to serve as "gatekeepers" for advancing the careers of fellow women. Recommendations include a departure from the performance-centric approach entrenched in finance.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0387/a.php" alt="Hit counter" /></p>

The Spiritual Prodigy, the Reluctant Guru, and the Saint: Mirabai and Collaborative Leadership at Hari Krishna Mandir

This article explores the life and influence of Indira Devi Niloy (1920–1997) who in 1949 began to encounter the sixteenth-century saint–poet Mirabai during her meditative trance states. She would recount songs, stories, and teachings that the saint gave to her as well as scenes from Mirabai’s life that she witnessed as an observer and at other times experienced directly as a participant. Their ongoing relationship would have a tremendous influence on Indira Devi as well as her guru Dilip Kumar Roy (1897–1980) and the increasingly international community that grew up around them. Their interactions and Indira Devi’s reports in turn would also significantly influence the reception and perceived continuing relevance of Mirabai as both inspiration and authorization for women’s self-realization. Additionally, Indira Devi’s own story reveals a mode of female guruhood, with a distinct absence of identification with shakti or divine incarnation, a more egalitarian model for the guru–disciple relationship, and an alternate bhakti mode of male–female collaborative leadership with Roy. Further their experiences with Mirabai offer insight into the ongoing engagement of women and men with such influential women of the past, the intersubjective nature of the traditions that surround them, and what Mirabai’s message might be for women (and men) today.

Situational leadership during the post-pandemic crisis: a case of Amanah Institute

Learning outcomes After completion of the case study, students will be able to learn, understand, examine and customize leadership styles per organizational culture; understand the conflict management styles of a female leader; and comprehend the organizational change process to devise an effective communication strategy. Case overview/synopsis Ever-changing business demands managers adopt organizational change in leadership styles, business processes, updated skill sets and minds. One must be ready to understand influential nurtured corporate culture and human resource resistance towards the inevitable change. This case study attempted to discuss the female protagonist dealing with an organizational conflict. The case study introduces one such protagonist from a century-old woman’s educational institution. Subsequently, this case study presents organizational change under the leadership of a female protagonist. This teaching case study gives the reader an insight into situational leadership, conflict management styles and the corporate change process by implementing an appropriate communication strategy. This case study describes the change process through the various decision-making scenarios that an academic institute over a century old faced during the post-pandemic crisis after adding a crucial protagonist. The employee union, followed by students and administrative employees, has challenged the dominating leadership position held by the college principal. Protests occurred due to the college administrator’s refusal to adjust her approach to leadership. This teaching case then provided different leadership styles of the current and old leaders. Finally, the case study lists the challenges a leader faces during turbulent times and the lessons a leader should learn from such situations while transforming the institute. Complexity academic level The teaching case benefits undergraduate students in business management subjects such as conflict management, leadership and organizational behaviour. Nevertheless, trainers can use this case study to teach seasoned managers and emerging leaders the significance of adopting and implementing change while understanding situational leadership. Supplementary materials Teaching notes are available for educators only. Subject code CSS 10: Public Sector Management.