Women In Management Positions Research Articles

Too many barriers to overcome? Career challenges of women in the UK hospitality industry

AbstractWomen face numerous challenges in building a successful career. The hospitality industry exemplifies workplaces where women find progressing careers to senior management very challenging. This paper explores barriers to women's career progression in the hospitality industry in the United Kingdom (UK). The study analyses the views of women in management positions in the UK hospitality industry on challenges they face in career progression. The findings indicate that women face numerous barriers in their career paths, and these include gender bias, microaggressions, work‐life balance issues, lack of gender diversity, inflexibility, and mentoring.

'Probably just sexism'- gendered experiences of resource access in rugby.

Research pertaining to the experiences of women in rugby is scarce, which, coupled with the limited visibility of the sport and difficulty accessing resources, suggest that women's rugby remains undervalued. Indeed, evidence of such gender inequalities remains largely anecdotal, with little rigorous research undertaken to understand the perspectives of women in rugby. This study aimed to explore the experiences of a diverse cohort of rugby players in relation to their participation in the sport and their ability to access resources. Twenty UK-based rugby players (10 men, 9 women and 1 non-binary person aged 29.1 ± 8.3 years) from school, university, club, military, and semi-professional environments, volunteered to participate in semi-structured interviews (36 ± 12 minutes) discussing their rugby experiences in relation to their gender and playing level. Interviews were transcribed verbatim, and a reflexive thematic analysis was undertaken. A widespread under-prioritisation of women in rugby was highlighted. Gender biases were apparent in access to changing rooms, pitches, quality coaches, and playing opportunities, and were reportedly propagated at the managerial level. Irrespective of gender, some amateur players reported difficulty accessing a suitable rugby environment. Insufficient player numbers precluded the formation of second teams, often resulting in inexperienced players competing beyond their ability. Women's rugby players experienced considerable gender bias. This exploratory study highlights a need to address such issues to protect player welfare. Interventions to change the culture in rugby clubs and increased representation of women in managerial positions in rugby are recommended to enact meaningful change.

Gender diversity in management and corporate financial performance: A systematic literature review

AbstractWith many studies on the participation of women in management positions, a systematic review of gender diversity and its impact on the financial performance of companies over the last 20 years is in demand. To this end, we conducted a literature review of 370 articles, 359 of which were empirical studies published in the most relevant journals of Finance and Business Administration. As a result of the analysis, the characteristics of the research, the main authors, the journals, the theories used, and the relationships between variables were identified. The results show that most research points to evidence of a positive relationship between female participation and financial performance under different aspects (e.g., return, risk, cost of capital, fraud, etc.). This study contributes to the academic debate on the relationship between gender diversity and firm performance. In addition to this review, we outline a theoretical framework and present future research agendas.

Analysis of Women in Management Positions

With the continuous development of diversification and differentiation of enterprise management, more and more women have begun to take up management positions in enterprises, and it has become an important proof to promote the leapfrog development of enterprises. The report mainly analyze women global leaders, diversity, leadership styles and effectiveness, gender problems and so on. It will pay more attention to the relationships between gender, national culture and leadership style, global effectiveness with examples. Additionally, the diversity of leadership depends on many factors such as gender, age, culture, faith and so on. It also brings both positive and negative effects and deserves further analysis. The report will be divided into several parts include these aspects. The reason of an increase in management in India includes external and internal reasons. The analysis of influence that gender and national culture on leadership style and global effectiveness is based on several examples and the influences have two sides: positive and negative. And some recommendations are introduced.

Women on corporate boards and firm financial performance: Empirical evidence from a multi‐country in Asia

AbstractThe purpose of this research is to investigate the relationship between board gender diversity in management teams and financial performance of Asian firms in the transportation and logistics industry. To fulfill the research objectives, a total of 444 firm‐year observations operating in various nations of the Asia region from 2017 to 2020 were used in this present study, which was done by adopting the panel data regression approach. Results from a study demonstrate that the presence of female board members in the management structure will have a positive effect on financial performance of Asian firms in the sector of transportation and logistics at a certain level. Finally, our findings contribute to proposing some governance recommendations to enhance the presence and role of women in management positions in a firm's organizational structure in particular, while also promoting firm performance in the transportation and logistics industry in general.

Questioning ‘Feminine Managerial Behavior’ – A European Study Considering Gender Ideology

The concept of a ‘feminine managerial behavior’, which implies that women in managerial positions behave differently to men in similar positions by exhibiting a more supportive management style, is both widespread and controversial. To gain new insight into the debate, this study looks at the role national gender ideology plays in structuring the relationship between sex and perceived managerial support. Based on a representative sample of 22,391 employees from 26 European countries, our findings reveal that, on average, perceived managerial support is higher when supervisors are women. However, if we control for the moderating role of national gender ideology, this difference disappears. Therefore, this article contributes to the nature/nurture debate by showing that gender differences in perceived managerial support stem primarily from persistent gender stereotypes.

Environmental, Social, and Governance (ESG) Performance Evaluation to Reduce Potential Greenwashing Based on Sustainable Fitch Index

Increasing company awareness of environment, social, and governance (ESG) issues is getting more important in relation to financial performances. Investors and other stakeholders require ESG-related information to help them making decisions, in particular investment decisions. This study employed the Sustainable Fitch index to assess the ESG performance, by examining Company G as a case study as this company is considered the first company in Indonesia which went through Sustainable Fitch index evaluation. Sustainable Fitch index was chosen as this index is considered the most related ESG index for companies who would like to publish sustainability bonds and it has a unique methodology. The findings suggest that any companies conducting a Sustainable Fitch ESG assessment should calculate scope 3 emissions and clarify the emission reduction target timeline, including target verification with respect to the United Nations' Science-Based Target (SBT) or net zero targets. These measurements are considered as part of environmental accounting, an emerging accounting issues, related to sustainability. Besides, social performances are also crucial, and one of them is improving the number of women in management positions at all levels.

Intergroup Contact Is Associated with Less Negative Attitude toward Women Managers: The Bolstering Effect of Social Dominance Orientation.

This cross-sectional study examined the intergroup contact hypothesis in the workplace by enrolling 150 Italian employees. Within the framework of social dominance theory, the purpose of this study was to test the assumption that individuals with higher levels of social dominance orientation are more likely to exhibit prejudice against women in managerial positions and benefit more from intergroup contact with a female supervisor. In particular, we found that individuals with higher levels of social dominance orientation exhibited more negative attitudes towards women in manager positions, but this effect only appeared when their superiors were women, as opposed to men. In addition, participants with higher social dominance orientation experienced more positive outcomes from intergroup contact, resulting in less negative attitudes toward women managers, than those with lower social dominance orientation. Overall, these findings yield insights into how intergroup contact affects individuals with prejudice tendencies, indicating that contact with the targeted group (i.e., women in managerial positions) is negatively associated with negative attitudes towards the group, even when the prejudice is driven by social dominance orientation. These results could shed light on new routes to design practical intervention aimed at solving prejudice towards women in leadership roles.

The Impact of Women’s Role in Corporate Governance on Carbon Disclosure Performance: A Descriptive Study of Top 100 Global Energy Leaders

Global leaders in the energy sector have significantly improved their environmental governance practices by incorporating women into their management teams to enhance carbon reporting practices. Based on a content analysis of annual reports, sustainability reports, and websites of the top 100 global energy leaders, we describe the trend of women of the board member who are industry experts, act as advisors, and pose as community leaders as well as the level of their carbon disclosure (CD) performances over the three years from 2018 to 2020. The results show that the number of women on the boards of the top global energy leaders is increasing in line with the level of carbon disclosure over three years. This development exemplifies the significance of women in leadership roles in the top global energy leader's journey to achieve net zero carbon emissions. Women in managerial positions are therefore crucial, and their presence will be one of the most critical influences in the energy sector's potential to enhance firm carbon performance and draw in more sustainable economic growth.

Readiness of Senior Managers in Appointing Women into Managerial Positions: Evidence from Ethekwini Municipality in South Africa

Purpose–Although the issue of gender equality is as old as human life, women are still marginalised members in the workplace. Despite various studies investigated about the marginalisation of women at the workplace, no study has been conducted to assess the willingness and readiness of senior managers to appoint women into managerial level positions. Therefore, the purpose of this paper is to assesses the readiness of senior managers in appointing women into senior managerial levels specifically focusing on eThekwini Municipality in South Africa.Design/Methodology/Approach–This study adopted a qualitative research approach and exploratory research design. A sample of 25 senior managers were selected using purposive sampling technique. Both interviews and focus groups were used to collect empirical data. Results–The results revealed that senior managers were willing to appoint women into managerial positions. However, there were a few senior managers that found it a challenge to appoint women into managerial positions because of the influence of stereotypes. The results also indicated that there are very few women in managerial positions because women lack appropriate experience, lack of self-esteem, inadequate monitoring and reporting on the implementation of the employment equity policy and plan. Discussion–The culture of appointing women into managerial position should be promoted by giving senior managers support or incentives to support gender equality in workplaces.There is a need to hold accountable the few senior managers who are struggling to appoint women to managerial positions, in addition to giving them coaching on organisational transformation. The study should be replicated using the quantitative research methodology to measure senior managers’ readiness to appoint women into managerial positions

Female Managers' Perceptions of Their Role in Greek Secondary Education

This study set sights on the perceptions that female principals hold, about their administrative role in Greek secondary education. The administration of education has been analysed from a male perspective and has been enriched with elements that come from the experience of men. As Acker (1995) points out, there has not been much discussion about issues that concern the gender - role of managers, and, in particular, the experience of women in managerial positions of schools, in terms of power relations at school, the requirements of their role, the prospects for their career development and, above all, the obstacles they confront (compliance or resistance to standards), their professional values, their view on the formulation of management theories. There is a gap, of female subjectivity in this role. Moreover, there is an implicit assumption, that male experience is the norm in school administration. Greek scientific research, while it has dealt with issues of administration and education, it has not dealt with thoroughly at theoretical and research base with women as subjects and their place in administration of schools and particularly of secondary schools. Taking under consideration that the perception of the administrative role by the directors of schools, holds a significant meaning in the configuration of their administrative behaviour and noting that issues related to gender relationship have not been much discussed, the aim of this study is to assess and evaluate those factors and conditions that are involved in the female, administrative, school reality of high school. The survey is divided into two parts. The first part is presented through the review of literature, the dominant theories about school management, feminist approaches to administration in education, managerial behavior of women, with an emphasis on quantitative data of their participation, in the case of the 3rd district of Athens, during the period 2016-2017. The second part includes the presentation of the research, with reference to the methodology followed, until the production of the final text. The survey was based on the qualitative method, using personal interviews with women who were already directors. The survey proved that the women in question, perceived their role as either administrative either as coordinating or supporting, towards pupils and teachers at the school unit. Moreover, they use a more democratic, participatory, administrative style, interpersonally oriented, contributing to educational administration with “feminine values and practices”.

Aging into tricksters: a qualitative study of women’s positioning and leadership in solar energy communities in Japan

BackgroundSince the 1960s, women’s social and political engagement in Japan has been closely tied to the roles of mothers and housewives. On the other hand, the country is undergoing considerable demographic changes and has come to be considered an aging society, where an increasing number of women are opting out of marriage and child-rearing. Drawing from qualitative research with women in managerial positions in solar energy communities, this article explores the complex maneuvers informants conducted to fulfill their goal: the expansion of renewable energy in Japan.ResultsThe empirical findings point to a new, and underexplored perspective: of aging as a catalyzer for transgressing certain norms and expectations on female behavior in the context of grassroots mobilization. Aging tends to be axiomatically represented as a time of decline, and unidirectional consumption of communal resources. I examine how transitioning from life stages centered on careers and child-rearing offers resources that my informants draw on to sustain their engagement in solar energy communities. I further examine how my informants carefully, and paradoxically, navigate gendered expectations by actively appealing to dominant narratives on women: as attentive communicators attuned to the needs of others.ConclusionsThe article provides suggestions for further diversifying Japan’s community energy landscape, such as (a) increasing awareness of inequalities through open discussion on the topic; (b) gender-inclusive quotas on boards; (c) creating peer-mentoring networks; (d) stimulating a culture of dialogue open to dissensus; (e) shifting the focus away from women needing to make behavioral changes; and (f) not idealizing how much can be achieved without generating discomfort.

Gender equality normative and applied ethics in global automotive suppliers companies

The article investigates how gender equality normative ethics is applied in global automotive suppliers companies across the globe for women in management positions. Although women represent almost half of the global workforce, women have still not reached equality in terms of management positions in global automotive suppliers companies. There is a gap between the gender equality normative ethics present in almost all codes of conduct or codes of ethics of these companies and the gender equality applied ethics in terms of women in management positions. The paper argues that gender equality normative ethics is not detailed expressly and the applied ethics for women in management positions is lacking. The article identifies the gender equality representation of women in management positions in the global automotive suppliers companies based on the public codes of conduct or codes of ethics of these companies of the companies. In this paper, I try to identify what could be the next steps on a normative ethics so that gender equality for women in management positions can be achieved.

Factors that Facilitate Women's Access to Management Positions: The Case of Peruvian Companies

Over the past few years, the presence of women as managers is important for corporate performance, several international organizations have raised their voices to seek the commitment of states around the world; women have begun to have greater recognition of their social and intellectual abilities to manage companies, but full gender equity within the corporate world is yet to be seen. Following goal number 5 of the Sustainable Development Goals for 2030 established by the UN, it’s important to improve the situation in countries such as Peru, where the presence of women in managerial positions is still very low so it’s necessary to have more women breaking the glass ceiling and climbing to top management positions (Salas et al., 2020). This research study aimed to describe the factors that facilitate women's access to managerial positions. About the methodology, it was a descriptive type of research, with a quantitative, non-experimental, and cross-sectional approach; the population is all the women who held managerial positions in companies in Lima and Callao during 2021, and the sample was 30 women, with a non-probabilistic sampling for convenience; the technique used was the survey and the instrument was the questionnaire. The results obtained showed that among the factors with the greatest impact were myths and stereotypes, the most required factor to facilitate the access of women in managerial positions was the change in social paradigms, the required impact was the reduction of gender inequality and according to the perspective of women managers the participation of women in managerial positions was proportional to a greater economic return and it’s expected that women managers can make way for other women in various areas of the organization. It was concluded that the factors that are most involved in the access of women to management positions are those linked to the culture and thinking of the population, so it requires a long-term plan and the commitment of women, organizations, the environment, the culture, and government entities to facilitate the access of women in management positions in Lima and Callao.

Women in Management Positions: A Systematic Review and Future Research Agenda

Throughout history, there has been an idea that women had to follow orders, which caused them to be kept in subordinate positions even after they entered the labor market; fortunately, during the last few decades, research focused on gender and female leadership has increased substantially. This has facilitated the visibility of women's potential in top positions in organizations around the world. It has been proven that the presence of women on boards of directors’ benefits organizations because it allows them to have a wider diversity of talent for business management. The present study aimed to analyze theoretical and empirical studies on the factors that facilitate women's access to board positions between 2017 and 2022. This systematic review was conducted based on the PRISMA statement strategy of articles in the Proquest, Ebsco, ScienceDirect and Scopus databases. Articles published between the indicated years were selected, in Spanish and English, using inclusion and exclusion criteria, and a subsequent critical analysis of the articles obtained. A total of 34 articles were included from which the corresponding results were extracted. The results show that there is a greater amount of research on the subject in European and North American countries, published almost entirely in English. And according to the analysis, the factors that facilitate women's access to board positions can be divided into political types, such as rules, regulations and quotas, cultural factors such as support for women, equal opportunities and gender equity, organizational factors such as organizational culture, policies, practices and training programs, and social factors such as media visibility, the presence of mentors and partner support. The research concludes that the most investigated factors were political, as these factors increase the number of women on boards in the short term; however, it’s also necessary to highlight the importance of a fusion with social, cultural, and organizational factors to achieve long-term improvement; as well as the commitment of all the agents that interact in the professional life of women. This paper will contribute to future scientific research on women's access to board positions.

Capacity Strengths of Asian Women in Management Positions

The objective of this study was to examine the current state of women's capability strengths in management positions in Asian nations. The study is grounded in Resource Based Value theory (RBV) of firms and is empirically based on proficiency rating data from females and males working in Asian countries. Variance analysis was used to analyze the sample in terms of differences and linear multiple regression analysis was employed to uncover the influence of competence proficiency ratings of females in managerial positions in different countries and among different management levels to sales performance. Results of the statistical analysis of the data yielded evidence that differences in managerial capabilities between genders exist that are particularly striking at various management levels within the firm. The two male strengths, strategic orientation and change management, have a significant impact on performance relative to hire date, from which it is possible to approximate the age of the manager suggesting that the capability to generate sales volume increases with age. These findings highlight the current competency status of Asian managers and the need to develop female potential in the quest to create a more gender equal society enabling both women and men to reach full potential.

The impact of South African culture on the work-life balance of women in leadership positions

Women are the pillars of every healthy society. Numerous socio-cultural practices, especially patriarchy and religion in African communities deprive women of equality and justice across all sectors of society. However, younger and educated generations seem to adopt a different attitude. This paper explores the impact of South African culture and the work-life balance (WLB) of women in managerial positions since the democracy’s inception. A survey based on elements of three complementary theories: the role of congruity, feminism and cultural dimension theories was used to collect data from 187 women in leadership positions in the Mangaung metropolitan municipality in the Free State province of South Africa giving a 75% return rate. A factor analysis was conducted to determine the loading of items. The reliability of instruments using the Cronbach alpha value was reported at 0.87. Results reveal that 47.1% bemoan cultural tendencies at work. Furthermore, 35.7% opined that the choice between adoption and conceiving children is non-negotiable, despite pressing work demands and 34.3% agreed that culture makes them feel guilty if they give their work preference over their family life. Crafting human resource strategies that advocate for ‘gender equality or sensitivity’ and harmonise the work-life balance of female staff in order to enhance their performance in a sustainable way is long overdue and needs to be prioritized by any South African organizations.

Experiences of Women in Managerial Positions in the Education System. A Case Study of Selected Secondary Schools in Lusaka District, Zambia.

In Zambia, the situation of women in positions of power remains a sensitive and controversial issue. Women are mostly subjected to preconceptions that place them in challenging situations. This study sought to explore the experiences of women in management positions, and to examine the hindrances that these women leaders encounter. Using a qualitative strategy, thirty five women in school management positions were purposefully sampled from the research field comprised of seven secondary schools located in Lusaka District. Questionnaires, interview guide and focus group discussions were utilized as tools to gather data. Findings revealed that women administrators have hidden talents and competencies, as they perform in an ethical manner using different leadership styles. Yet, as showed in the results, women administrators experience a number of challenges and hurdles that stand in their pathways or occur when performing their leadership roles. The current study advocates for getting rid of unnecessary and harmful prejudices that prevent women from arise in order to allow them to express their inner potential. Besides, this study suggests more women should come on board and share their experiences in management positions so that other women who may wish to join them have some ideas of where to start from. Therefore, is a need to empower women not only by bridging the gap that exists between men and women,

Regulatory enforcement, gender quotas, and women on board: evolution and firm performance

One of Sustainable Development Goals (SDGs) established by the United Nations in 2015 is goal 5 (SDG 5 or global goal 5) concerns gender equality. Target 5.5 (Ensure women's full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic, and public life) is seen as an important cornerstone of gender equality. Furthermore, indicator 5.5.2 considers the proportion of women in managerial positions as a mean towards achieving the global goal 5. So, there are several questions that deserve answers: Does gender diversity matter? And what are its implications on regulatory environment, and its effects on firm performance? The easiest to answer of these three questions is probably the first, since there is bulk of theoretical arguments and several empirical findings show that companies that enjoy an acceptable level of board diversity, in terms of women participations on boards, tend to be more efficient and more profitable than those with less diversity. The second question is perhaps the most interesting because it has, recently, spawned rich actions taken by different policymakers and regulators to impose women quotas on boards, mainly for publicly traded companies. The upshot of these actions is to empower women economically, on the ground that women participation in economic activities and decision-making will have a positive impact on the economy at large. What makes this finding interesting is its implications for the third question, since there is no consensus in the literature and empirical evidence on the impact of women on boards on firm performance. As a result, one could conclude that gender diversity, in terms of women participation on boards, or the lack of it is immaterial to firm performance.

The Phenomenon of Women in Managerial Positions in Public Cultural Institutions

The purpose of this paper was to explore the organisation of a support system for the professional development of women in public cultural institutions. The deliberations in this paper are based on qualitative research. The research included biographical interviews with ten women who currently work in managerial positions in public cultural institutions in Poland. This research strategy made it possible to get to know the experiences of women who reached managerial positions in their professional career in culture and to attempt an explanation of the observed phenomena as they are seen by people who were part of the system. Research has shown that the support system for the professional development of women in public cultural institutions seems to be largely based on informal solutions initiated within the personal support networks of women who are part of the system, its foundation being interpersonal relations. The main contribution of the paper is the interesting dataset gathered. Moreover, the proposed rhizome metaphor enriches the field of organizational research by suggesting new ideas that contribute to expanding on how we can see and perceive the complexity and variation in organizational phenomena of women in leadership positions and therefore opening up new interpretations and directions.