Female Talent Research Articles

The Role of the Glass Ceiling on Organizational Commitment of Female Academic Staff in Jordanian Higher Education Institutions

The current study examined the role of the glass ceiling on the organizational commitment of female academic staff in Jordanian Higher Education Institutions. Workplaces dominated by gender discrimination and a glass ceiling tend to have employees with less organizational commitment and lose experienced, and knowledgeable female talent. 245 participants were included in the study and asked to rate their level of agreement using a Likert scale on multiple statements regarding their perspectives/beliefs on two questionnaires (glass ceiling and organizational Commitment). Our findings indicated that there is a negative correlation between three dimensions of the glass ceiling; family barriers (r= - 0.68), social barriers (r= - 0.51) organizational barriers (r= - 0.77) and organizational commitment were significant. Among the dimensions of the glass ceiling, family barriers and organizational barriers were the best predictors of organizational commitment.

Examining Multi‐Sector Women‐Only Leadership Development Programmes: A Scoping Review of Recruitment Processes, Design and Instruction Methods, Content and Outcomes

ABSTRACTOrganisations are recognising that more needs to be done to support female talent. One response to this is women‐only leadership development programmes (WLDPs). To date, no scoping review has previously been conducted to examine the design and outcomes of these programmes. The purpose of the present review was therefore to bring together current knowledge of these interventions. In June 2022, a scoping review of the academic literature was performed using Business Source Premier (EBSCO), PsycINFO and SCOPUS, resulting in 13 articles meeting the inclusion criteria. Findings indicate encouraging signs that these programmes support women's development through incorporating intersectionality and positive psychology theories, as well as curricula on networking, conflict management and career planning. Whilst the specifics about the design and delivered content of these theories are unclear, their inclusion appears to lead participants in the reviewed WLDPs to report increased self‐awareness, clarity of purpose and enhanced feelings of authenticity. This review also raises questions regarding the rigour of the selection methods by which participants are given access to the programmes, and the transparent reporting of the design and delivery methodologies. Further, research directions and implications for both theory and practice are provided.

Motherhood and the allocation of talent

ABSTRACT In this paper we show that motherhood triggers changes in the allocation of talent in the labour market beyond the well-known effects on gender gaps in employment and earnings. Based on an event study approach around the birth of the first child and retrospective panel data for 28 European countries and Israel, we assess the labour market responses to motherhood across ‘talent’ groups–i.e. groups with different educational attainment, Math performance at age 10, and personality traits associated to entrepreneurial ability. We show that even the most talented women–both in absolute terms and relative to their husbands–leave the labour market or uptake part-time jobs after the birth of the first child. We also find that motherhood induces a negative selection of female talents into self-employment. Overall, our results suggest relevant changes in the allocation of talent associated to gender differences in non-market responsibilities that can have sizable impacts on aggregate market productivity.

Negotiating Patriarchal Relationship: Representation of Subjectification in Doja Cat’s Woman (2021) Music Video

This study aims to illustrate the subjectification of women's bodies as one of the notions of postfeminist sensibility. Subjectification involves depicting women in a patriarchal setting as empowered individuals with agency, highlighting their reservoirs of strength and spheres of influence, challenging the perception of complete powerlessness. The object of investigation in this study is the music video by Doja Cat entitled "WOMAN" (2021), with a primary focus on examining the dynamic interaction among female talents within the context of the surrounding characters and environment. The author employs textual and visual analysis with qualitative methods and Fiske's Television Culture. In terms of theory, the analysis of the objects was supported by drawing upon Rosalind Gill's postfeminist sensibility. The study's analysis reveals that female talents, initially characterized by power and agency, faces a threat in the presence of patriarchy. This compels them to leverage their bodies and traditional roles as tools for negotiation. This study finds out that subjectification also can be an effort for women to negotiate patriarchal relationships as the bodies were used as tools to assert control and authority over the opposite sex without engaging as an object instead as a subject. This also counters the typical male gaze that makes women look passive or disempowered.

Navigating Gender Dynamics in The Workplace: Family-Work Conflict, Employer Support and Training and Career Development Among Women Employees

This study aims to examine women in the workforce and their turnover intention in Klang Valley, Malaysian organizations. Four variables; employer support, family work conflict, work family conflict and training and career development were examined on their influence on women turnover intention. This research employed purposive sampling technique by selecting 405 women employees from various organizations in Klang Valley, Malaysia. These participants were selected through an online survey. In addition, data analysis was done using XL Stats. This research used a quantitative approach which is most suitable for this type of study. The findings revealed that three hypotheses were supported: employer support and turnover intention, family and work conflict and turnover intention, and work and family conflict and turnover intention. While the hypothesis on training and career development and turnover intention is not supported. The study identified the factors that lead women to leave their jobs. The findings will help organisations develop measures to prevent female employee turnover, which also help businesses competitive advantage by managing female talent. Thus, understanding the causes of female attrition might help reduce employee turnover. The results also identifies the most important elements influencing women's job departures. This research provides a novel perspective on the influence of employer support, conflict between family and work, conflict between work and family, and training and career development on the likelihood of women in the context of a south-east Asian country such as Malaysia, to quit their jobs, with the theoretical background of social exchange theory.

Female talent and corporate social performance

This paper analyzes the relationship between female talent and corporate social performance (CSP). Using a sample of US firms from the COMPUSTAT database between 1991 and 2013, we investigate how state-level Paid Family Leave (PFL) laws affect firm CSP. We find that reducing barriers to female employment positively impacts firms' social performance, as measured by corporate social responsibility (CSR) scores. Our results show that firms headquartered in states with effective PFL laws have higher CSR strengths and lower CSR concerns. Additionally, the positive impact of PFL laws on CSP is more pronounced for firms included in the Working Mother Magazine's 100 Best Companies List. Our study provides important insights for policymakers and corporate leaders on the benefits of supporting female employment through PFL laws.

Analysis of Strategies to Attract Female Talent in the Software Development Industry

Historically, activities related to software development have been led by men, with weak participation from women. Currently, initiatives have been promoted to increasingly integrate women into this discipline. However, despite the known benefits of gender diversity in innovation and team performance, the visibility of women in this field remains weak. The primary objective of this article is to analyze strategies to attract female talent to the software development industry, aiming to reduce the gender gaps that women face. The methodology used in this work is based on several steps of systematic literature mapping, which seeks to provide a comprehensive overview of the literature on this topic, classify the findings, and offer a framework for future research in this area. The main findings highlight the need for organizational policies and work practices that promote gender equality, as well as the importance of early education and training in retaining female talent in the software industry. This study not only contributes to academic discourse but also suggests practical measures for industry professionals to foster a more inclusive and equitable work environment.

Allocation of Female Talent and Cross-Country Productivity Differences

Abstract Cross-country disparities in labour productivity are more pronounced in agriculture than other sectors. I posit that the misallocation of female talent between sectors distorts productivity and formalise a general equilibrium Roy model with gender-specific frictions. If female workers encounter greater barriers in non-agricultural sectors, female workers who are better skilled at non-agricultural jobs may select into the agricultural sector. Analysis of data from sixty-six countries reveals that low-income countries have higher frictions against female workers in non-agricultural sectors. By aligning these frictions with those of the United States, agricultural labour productivity sees gains of 2.5%–7.6%, with GDP per capita rising by 0.5%–1.5% on average.

Gender Diversity in Corporate Leadership and Firm Financial Performance in Germany

Purpose: The aim of the study was to analyze the gender diversity in corporate leadership and firm financial performance in Germany. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: Gender diversity in corporate leadership is consistently linked to higher firm financial performance. Companies with more women in executive roles tend to show increased profitability and better financial returns. Diverse leadership teams bring varied perspectives that enhance decision-making and innovation. They also attract top talent more effectively, contributing to sustained competitive advantage. Unique Contribution to Theory, Practice and Policy: Resource-based view (RBV), social identity theory & agency theory be used to anchor future studies on gender diversity in corporate leadership and firm financial performance in Germany. Organizations should design and implement leadership development programs that specifically aim to identify and nurture female talent. Policymakers should develop and enforce guidelines that encourage gender diversity in corporate leadership.

Developing a Hair Styling Flipbook in the Television Industry for West Jakarta R Hairdressers

The research aimed to 1) develop a hairdressing flipbook in the television industry for hairdressers in the West Jakarta area, and 2) develop a hairdressing flipbook that is appropriate for use by hairdressers in the television industry in the West Jakarta area. The method used was Research and Development (R&D) with the 4D development model: define, design, develop, and disseminate. The product dissemination employed qualitative and quantitative descriptive analysis. The research findings are elaborated as follows. (1) The design used in developing the flipbook shows talent hair styling in the television industry such as hair styling materials and equipment, hair styling for male and female talents, and hair care, the hair styling flipbook which can be accessed via the file link: https://online.flipbuilder.com/xnfly/axem/ (2) know the level of feasibility of developing this flipbook, the user test calculation validation assessment is 91%. The conclusion is that the "development of a Hairdressing Flipbook in the Television Industry for Hairdressers in West Jakarta " is highly feasible.

Taking the industry by storm

In the first part of a series celebrating British female talent in the eyewear industry, Zoe Cosby talks to Anna Lewis of Ffin Eyewear

Diversity Hiring in the Purview of Providing Equal Employment Opportunity: Importance and Impact on Organizational Productivity

In today's global business landscape, social responsibility encompasses diversity management, with organizations striving to enhance inclusivity of underrepresented individuals. The employee selection process is crucial in diversity management, as it influences an organization's branding and commitment to diversity. Top executives are focusing on talent diversity and inclusion to drive innovation and create a competitive advantage. Gender parity in the workplace is a social cause and business imperative. Leaders are focusing on making businesses more attractive to diverse workforces, especially female talent. Employers have struggled to balance compliance with affirmative action laws and ensure fair selection processes. This paper analyzes EEO provisions and diversity management in the United States, focusing on discrimination and efforts to address them. It discusses the unresolved EEO issues in the US, particularly gender diversity, and its implications for other countries. The paper also reviews HR challenges in employing selection methods and the impact of diversity selection practices on organizational culture.

Mining corporate boardrooms still a male club? Experiences and challenges faced by South African women

Calls for transformation in the mining sector are legislated. Whilst the composition of boards in terms of gender diversity and equal representation has improved, little is known on how women directors experience boardrooms. This research investigated the experiences of South African women in male-dominated mining boards. It questions why women remain marginalised in boardrooms, even when they are qualified as the men in their respective fields. The experiences of South African women on male-dominated mining boards were investigated by means of a multiple case study using a qualitative research methodology. Interviews were conducted with 16 women and 12 men serving across six JSE-listed South African mining companies. The findings show that irrespective of their qualification and experience, women's, contributions are often ignored, and they are assigned to more social roles. Regardless of race, all women experienced gender stereotyping. Strategies are required to ensure that board cultures embrace female talent, where women can effectively contribute to decision-making and maximize their talent. It is argued that gender and identity should be studied in relation to post-colonial history in African countries. Women have multiple, varying identities, and their experiences require a unique investigation that would enable strategies to overcome barriers, through the implementation of an appropriate diversity management programme.

Perspectives on gender diversity in the Australian valuation industry: experiences and insights from management and senior leadership

PurposeThis paper examines gender diversity in the Australian valuation industry from the perspective of valuers in senior management and leadership roles and discusses gender diversity policies and practices in their organisations. Then, it explores the initiatives that can be implemented to improve gender diversity in the Australian valuation industry.Design/methodology/approachA focus group discussion was conducted with valuers in senior management and leadership roles from selected large valuation firms and government valuation agencies in Melbourne, Australia. Data collected through the focus group discussion was combined with secondary data sourced from journals, online articles and archival materials.FindingsThe findings reveal that whilst gender diversity in the Australian valuation industry has improved over the years, females remain underrepresented. Nonetheless, whilst some valuation companies have recognised the need to address the underrepresentation of women and introduced specific gender-focussed human resource policies and practices, these initiatives are not streamlined and implemented across the industry.Research limitations/implicationsThe study highlights the need for closer collaboration between key stakeholders such as universities, professional associations, valuation companies and government agencies in devising strategies to attract female talents into the valuation industry.Originality/valueThe paper is the first empirical study to assess gender diversity in the Australian valuation industry from the perspective of valuers in management and leadership roles. The proposed policies can inform future initiatives to improve gender diversity in the valuation industry.

Mystery and History: Revisiting “A Letter to My Husband” by Yunzhen

Abstract In the late 18th century, the discovery of “A Letter to My Husband” (Jiwai shu), attributed to a woman named Yunzhen, caused great excitement in Beijing. Focusing on the question of how the mysterious letter captured the imagination of the literati, this article employs the strategy of contextualized reading to tease out social and cultural milieus and the textures of sentimentality of its readers. It suggests that the letter's resonating power rests on its dual nature: a self-expression of a talented and exemplary wife and a chronicle of the time when the entanglement of female talent, wifely virtue, marital love, and family tension became integral to the lives of the literati.

The 2030 Agenda and sustainable development in tourism firms: Board gender diversity and environmental policy on natural resource use

AbstractThis study examines whether gender diversity on the board of directors determines the performance of tourism firms in terms of their use of natural resources. A variable measuring environmental performance in response to the targets of the Sustainable Development Goals (SDGs) is created for the first time. The creation of this variable represents the main contribution of this study. Focusing on the under‐researched environmental dimension of natural resource use also contributes to the literature. A third contribution is the choice of the tourism sector, since its performance from the perspective of the SDGs has not been assessed in previous literature. Data correspond to a sample of 163 tourism companies over the period 2015–2020. Fixed effects estimation provides robust evidence of the importance of including female talent on the board of directors. Women's inclusion on the board can promote environmental policies that seek sustainable development.

Female corporate owners and female CEOs

“Old boys’ club” ownership structures can hamper the empowerment of female talent. We use African data to show that the CEOs of firms with female shareholders are more likely to be women, regardless of the size of female shareholdings.

Female CEOs and corporate agency costs——Microscopic evidence based on panel data of Chinese listed companies

Improving the status of women in the workplace and encouraging outstanding women to enter the board of directors, board of supervisors and management of enterprises has become a hot topic of concern in the new era. Based on the panel data of A-share listed companies in Shanghai and Shenzhen stock markets, this paper explores the impact of female CEOs on corporate agency costs from the perspective of high-level corporate theory, and examines the effects of female CEOs, female directors, and female general managers on the first and second types of agency. cost impact mechanism. The research results show that female CEOs can significantly reduce corporate agency costs; and the internal control quality of companies that appoint female CEOs is higher, and female managers are more capable, which has a more significant effect on reducing corporate agency costs. The conclusion of the article expands the research on female CEOs and corporate agency costs, and provides policy implications for how companies and society can further promote gender equality and grasp the capabilities of female talents.

What do women want? An exploration of workplace attraction and retention factors for women in construction

Increasing skill shortages in the construction industry are a concern worldwide. The industry is seeking to find effective ways to encourage more women to pursue careers in construction. This study explores the factors that attract and retain women, comparing them based on age (under 35 years, 35–44 years and 45 plus years) and role levels (managers, professionals and nonmanagers). A total of 655 responses were collected through a nationwide survey of women in construction in Australia. The findings suggest that to attract women, career opportunities must be emphasized; and that career advising, attractive salary/wages and training must be highlighted to attract young female talent. Further, working conditions are important factors considered by managerial and professional women when leaving the industry, particularly younger women. Organizational leaders and decision-makers seeking to recruit more women into construction may improve the effectiveness of their recruitment and retention initiatives by tailoring them to role level and age.

A Scoping Review on Resources, Tools, and Programs to Support Women's Leadership in Global Health: What Is Available, What Works, and How Do We Know?

The unequal representation of women in global health leadership is a prevalent issue laterally across global health fields and vertically down experience levels. Although women compose much of the workforce, gender-based barriers prevent female talent from filling their appropriate leadership roles, which funnels unique expertise and problem-solving skills on a diversity of health topics out of positions of leadership. Currently, many calls to action have been proposed to raise awareness of the lack of women's global health leadership, with Women in Global Health as one of the more prominent movements. This paper evaluates how the priorities and strategies for leadership training and development set forth by such movements have changed the landscape of available programs and resources for women in global health, based on availability, success, and evaluation. This manuscript maps existing programs and resources that support women's leadership in global health and describes available evaluations and documented outcomes. We used a dual approach of a peer-reviewed and gray literature search to build a comprehensive list of existing programs and resources designed to support women's leadership in global health. Out of 54 items included for full-text review and 22 gray literature items screened for inclusion, a total of 31 resources were processed in the final extraction. We used descriptive quantitative analysis for categorical and binary variables, while qualitative data from evaluations were analyzed for outcomes. Resources were in the form of conferences, supplemental resources to conferences, certificate programs, coursework, stand-alone documents, single-focus programs, and mostly multicomponent programs. Most resources did not have a global health focus area, and a third of the total resources identified women first authors from predominantly high-income countries. About half of the resources mention mentorship and networking as activities incorporated as part of the resource. Over half of the resources did not have a target audience, and most resources were free to users.While there is a lack of consistent and meaningful evaluation of the resources, the available captured metrics of success were described as the number of career-advancing opportunities after using the resources. Examples of opportunities include enrollment in graduate school, receiving academic promotions, participating in internships, presenting at conferences, and publications. While the supply of existing programming and resources to advance women's leadership in the global health field is limited in terms of quantity, it is rich in diverse formats, content, and implementation. This scoping review supports the notion that empowered female leadership in global health requires a complementary support system that encourages the unique needs and talents of female leaders. Such a support system needs inclusive targeting regardless of experience level, academic degree, or location. Furthermore, evaluations of resources will be critical in maintaining meaningful interventions that effectively dismantle the infrastructures that continue to limit the success of women leaders in global health.