Presence Of Women In Management Research Articles

The role of female managers in enhancing employee well-being: a path through workplace resources

Purpose Following the job demands-resources theory, this study aims to investigate the role of female managers in enhancing employee well-being in terms of psychological health via workplace resources. Design/methodology/approach Based on a large-scale job stress survey of approximately 96,000 employee-year observations ranging from 2017 to 2019, this study applies structural equation modeling to construct latent workplace resources at the task, group and worksite levels and then examines the impact of female managers on employee well-being, including occupational stress, job satisfaction, work engagement and workplace cohesiveness. Findings The findings provide supporting evidence for the transformational leadership behaviors of female managers. The presence of women in management is associated with improved workplace resources and employee well-being, particularly workplace cohesiveness, work engagement and reduced occupational stress. These relationships are significantly mediated by workplace resources, which elucidates the underlying mechanisms involved. Notably, the positive indirect effects via workplace resources could counteract the negative direct effects of female managers. Compared with top managers, female middle managers have more substantial impacts. Practical implications In practice, it is recommended to promote female representation at the management level and strengthen policies that support female middle managers to ensure favorable effects on workplace resources. In a gender-diverse management team, it is important to share female managers’ experiences in improving employee psychological well-being. Originality/value This study provides new empirical evidence to support the transformational leadership behaviors of female managers and elucidates the mechanism of female managers’ influence on employee well-being by introducing workplace resources as mediators.

Linking quality of accounting information system and financial reporting to non-financial performance: The role women managers

This study aims to analyze whether non-financial (NF) performance is influenced by the quality of accounting information system (AIS) and the quality/usefulness of financial information (FI) and whether this influence is more pronounced in companies managed by women. Data of 381 Portuguese companies were subjected to structural equations model analysis. The results reveal that (1) companies managed by women exhibit the highest quality in terms of AIS and FI, (2) the quality of the FI determines its usefulness in the decision-making process, and (3) quality and usefulness of the FI has a significant impact on NF performance. Within the framework of contingency theory, the research provides empirical evidence that the NF performance of Portuguese firms is associated with the presence of women in management, as they enhance the quality of financial reporting, essential for the success of any organization. This research is pertinent for accounting and management professionals, as it underscores the importance of quality financial reporting for the survival and growth of companies, while also emphasizing the significance of gender diversity in company management. © 2021 Published by Elsevier Inc. All rights reserved.

Portraits of Women Founders and Leaders in the North of Portugal: Do Academic Qualifications Matter in the Cultural Patterns of Family Firms?

Abstract This paper aims to discuss continuities and ruptures carried out by women in leadership in family firms (FFs). Despite female underrepresentation on top positions in firms broadly speaking, our findings gathered from the project “Roadmap for Portuguese Family Businesses” (NORTE-02-0853-FEDER-000018) reveal an ongoing transformation regarding intergenerational management succession in family firms. In fact, while it is recognizable that micro, meso and macro-structural gender barriers remain, family businesses have been the scene of intergenerational changes with a notable presence of women in management and corporate responsibility careers. To what extent have female founders and successors expressed significant changes in the cultural patterns of family businesses, especially when they have high academic qualifications and professional experience? To answer this research question, nine in-depth, semi-structured interviews were conducted with business women/ managers of family businesses regarding their career experiences compared with those of male counterparts. This paper finds that the “masculinist” perspective is shifting due to the crucial role of the qualifications and professional competence of family firms’ female founders and leaders. Likewise, the increase in the academic level of women in today's society is one of the factors that is at the root of the emergence of shifting in the cultural patterns of family businesses with impact in the intergenerational succession. (JEL: L2)

Portraits of Women Founders and Leaders in the North of Portugal: Do Academic Qualifications Matter in the Cultural Patterns of Family Firms?

Abstract This paper aims to discuss continuities and ruptures carried out by women in leadership in family firms (FFs). Despite female underrepresentation on top positions in firms broadly speaking, our findings gathered from the project “Roadmap for Portuguese Family Businesses” (NORTE-02-0853-FEDER-000018) reveal an ongoing transformation regarding intergenerational management succession in family firms. In fact, while it is recognizable that micro, meso and macro-structural gender barriers remain, family businesses have been the scene of intergenerational changes with a notable presence of women in management and corporate responsibility careers. To what extent have female founders and successors expressed significant changes in the cultural patterns of family businesses, especially when they have high academic qualifications and professional experience? To answer this research question, nine in-depth, semi-structured interviews were conducted with business women/ managers of family businesses regarding their career experiences compared with those of male counterparts. This paper finds that the “masculinist” perspective is shifting due to the crucial role of the qualifications and professional competence of family firms’ female founders and leaders. Likewise, the increase in the academic level of women in today's society is one of the factors that is at the root of the emergence of shifting in the cultural patterns of family businesses with impact in the intergenerational succession. (JEL: L2)

Independent Women Being Compassionate Towards Corporate Commitment

Increasing in opportunities for women has changed the world which fills workspace culture gap in several sectors. Empowering women is one of the most pressing criteria for economic and social needs of a nation. The study focuses on contributions of women in corporate sector and sustaining active engagement in their personal life. Women disruptions to employment, stimulating deeper thinking with targeted business actions and self-management brings the most possible change in society. The findings show that women have developed considerable effect on the academic front whereas ever-increasing work pressure is urging working women to spend less time for themselves. Women contributions in corporate sector is extremely important for prosperity and success of nations that make an incredible progress across the globe. The methods suggest that creating an envisioned process to improve gender parity in society by capitalizing human talents will make a better work place for women. This dearth of women in corporate boardrooms definitely steers the accountability. Results show that the presence of women in management positively with commitment and leadership affects significant untapped source of executive talent leading the way in decision and policy making.

WHICH FACTORS DRIVE SUSTAINABILITY INITIATIVES IN SMALL AND MEDIUM-SIZED ENTERPRISES? A MULTIPLE-CASE STUDY IN THE LEATHER-FOOTWEAR INDUSTRY IN BRAZIL

This study analysed which factors drive (or not) the adoption of sustainability initiatives in small and medium-sized enterprises. Adopting a qualitative approach, we collected data (semi-structured interviews, observations and documents) in eleven organisations from the leather-footwear industry in southern Brazil. This study contributes to the existing research in two ways. First, the factors are structured into a framework according to two perspectives: (1) internal or external and (2) facilitators or inhibitors. Regarding external factors, the findings show legislation is the only factor that influences all the organisations. However, when legislation was the only factor, it is related to organisations with low levels of presence of sustainability initiatives. The lack of government incentives was found to be an important inhibitor to the adoption of sustainability initiatives. Second, our findings indicate there are two possible paths lead to the adoption of sustainability initiatives by SMEs: one based on the values held by the leaders and members of the organisation and the other guided by concern for the organisation’s reputation. We identified a possible link between the presence of women in management and the entrepreneur’s vision regarding the adoption of sustainability initiatives. Our framework can be used in quantitative studies to establish which factors are dependent and/or independent variables in order to identify the degree of correlation between them.

The rise of women and their impact on firms' performance

This paper aims to understand how the presence of women in management positively affects firms' financial performance. In order to validate our hypotheses, we used a quantitative method to collect data and performed an inquiry by surveying the top 30 Lebanese firms. The results showed that the presence of women in management in Lebanon is not positively correlated with firms financial performance. Women occupying high managerial positions are most probably a member of the family owning the business, and therefore they are not directly concerned with the management of the business. Moreover, a large number of the surveyed females in our sample are married. Consequently, their priorities change, and they put their family before their career development.

The effects of gender composition of senior management on the economic fallout

In this article, we test the proposition that the presence of women in management impacts decision-making outcomes. In particular, we hypothesize that the greater the proportion of women on the senior management team, the lower the degree of risks taken at the firm level. Using data from the US Equal Employment Opportunity Commission (EEOC), the Center for Research in Security Prices (CRSP) and the US Treasury in this study, we create firm-level gender ratios and control for firm size to assess the impact on two separate risk outcome measures. We find some evidence that financial institutions with more women in the senior management team avoided having to accept Troubled Asset Relief Program (TARP) funds, but that the proportion of women executives has no impact on stock return volatility.

Gender and innovation for corporate change in ICT: Culture as continuity or change for women workers?

The presence and position of women working in ICT companies in Spain has until now been unchartered territory. This working paper is based on a research project looking at women’s participation and position in the ICT sector in Spain. Empirical research consisted of both quantitative and qualitative analysis including a survey to 327 companies (48% response rate) and 12 indepth case studies in a range of ICT companies. Findings from the quantitative analysis revolved around three main issues, a) how male and female respondents perceived different barriers hindering the access of women to top positions b) how the culture, size and the type of innovative company influenced the implementation of gender sensitive policies c) how the increased presence of women in management could be linked to the implementation of gender sensitive policies. Findings from the qualitative analysis enabled us to develop a typology of companies according to their conception of ‘equality’ (non-discrimination v diversity), openness to change (space/ time), implementation of gender sensitive measures (reactive/ proactive) and level of formalization. The main findings of the research highlighted major differences between how multinational (Anglo-Saxon culture) and Spanish (Latin culture) companies operate in terms of the above axes. Our research showed how company cultures therefore act as either a barrier hindering women’s entry and progression or can open up opportunities for women in the ICT industry.

Career Lives of Women in France and Canada

This article compares certain aspects of the work and private lives of women managers in private industry in France and Canada. These women have succeeded in carving out careers in essentially masculine occupations, and an attempt is made to understand their achievement as they themselves perceive it. The article also analyzes the implications of the presence of women in management for greater equality of opportunity in the work place. The analysis is part of a larger cross-cultural study comparing the condition of women managers in anglophone Canada, Quebec, and France.