Women In Management Positions Research Articles

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.

Understanding of the synergy between gender and professional identity of working women in managerial positions

understanding of the synergy between gender and professional identity of working women in managerial positions

Investigating Degree of Inequality in Public University Administration: The Case of Ambrose Alli University and University of Benin, Edo State, Nigeria

Previous studies on gender equality in public universities were limited because they focused on the gender composition of the teaching and non-teaching staff. This study seeks to bridge this gap by examining gender equality/inequality status of the university management staff. The focus was on Ambrose Alli University (AAU), Ekpoma and University of Benin (Uniben), Benin City, both in Edo State. The study relied on secondary data on staffing from both institutionswhile primary data were collected using question guide administered on key informants among the management cadre of the universities. Data were analysed using percentage, means, Chi-square test of proportion and content analysis characteristic of qualitative interviews. The findings revealed gender inequality in staffing among the management staff cadre between the two institutions (AAU: male = 88.13%, female = 11.87%; Uniben: male = 75.1%, female = 24.1%). The gender differences was significant in favour of male (χ2: AAU = 414.47; Uniben = 422.69). Similar trend in distribution was observed among principal officers of AAU with men constituting a total average of 83.33% and women 16.67%. Major factors identified by the key informants for the gender inequality included cultural/institutional and political factors, lack of basic educational qualifications, domestic duties and lack of mentorship. The study recommends among others, the need for women in management positions to mentor younger women while women in tertiary institutions should be encouraged to improve on the educational qualifications.

Eğitim Fakülteleri Yönetiminde Kadın Temsilinin İncelenmesi

Bu çalışmanın amacı gelecek nesilleri şekillendirecek öğretmenleri yetiştiren eğitim fakültelerinin yönetim kademelerindeki cinsiyet dağılımının genel tarama modeli kullanılarak incelenmesidir. Bu kapsamda Yükseköğretim Bilgi Yönetim Sistemi birim istatistikleri taranarak devlet üniversitelerinin bilgilerine ulaşılmıştır. Ulaşılan 80 eğitim fakültesinin (77 eğitim fakültesi ve üç eğitim bilimleri fakültesi) dekan, dekan yardımcısı, bölüm başkanı, ana bilim dalı başkanı bilgileri betimsel olarak analiz edilmiştir. Çalışmadan elde edilen bulgular, erkek dekan oranının kadın dekan oranından yaklaşık beş kat, erkek dekan yardımcıları oranının kadın dekan yardımcıları oranından ise 2.5 kat fazla olduğunu göstermektedir. Buradan hareketle eğitim fakültelerinin üst yönetim kadrolarında kadın akademisyenlerin varlığının göze çarpan bir oranla azınlıkta kaldığı, orta seviye yönetim kadrolarında da durumun pek de iyimser olmadığı görülmektedir. Çalışmadan elde edilen diğer bir bulgu ise özellikle Türkçe ve Sosyal Bilimler Eğitimi, Matematik ve Fen Bilimleri Eğitimi ile Bilgisayar ve Öğretim Teknolojileri Eğitimi bölümlerinde kadınların yönetim pozisyonlarındaki sınırlı temsilidir. Çalışmanın son bölümünde akademik yönetimde kadın temsilinin iyileştirebilmesi için çeşitli öneriler sunulmuştur.

Are Women Doing It for Themselves? Female Managers and the Gender Wage Gap*

ABSTRACTUsing linked employer‐employee data for Britain, we find a robust association between the share of female managers in the workplace and the size of the gender wage gap. In workplace fixed‐effects estimates, the gap is eradicated when more than 60% of workplace managers are women, a scenario that obtains in around one fifth of all workplaces. The association between the share of female managers and the gender wage gap is more pronounced when workplace managers set pay at the workplace, and where employees are paid for performance. These findings are consistent with the proposition that women are more likely to be paid equitably when managers have discretion in the way they set pay or reward performance and those managers are women. They suggest that a stronger presence of women in managerial positions can help tackle the gender wage gap.

LEADERSHIP IN EDUCATION AND THE PHENOMENON OF THE GLASS CEILING

In recent years there has been an increase in the presence of women in management positions. However, many studies have shown that women are treated stereotypically in the workplace. In particular, both the biological and the social sex as it is formed through stereotypes and prejudices, create obstacles, inhibiting the promotion of women to leadership positions. These obstacles are usually invisible and are the so-called Glass Ceiling phenomenon. As a result, women are under-represented in high-ranking positions as they are evaluated by different criteria than men. In the field of education, although the majority of teachers are women, the leadership of the educational units is presented to belong to men in a way that exudes "hegemonic masculinity" (Daraki, 2007), since it is governed by masculine values. Nevertheless, women have entered the field of work education dynamically, with the result that the 20th century is characterized as a century of women. Of course, the "weak sex" has given and gives many struggles in its effort to break the Glass Roof and strengthen its position in the labor and social sector.

The Relationship between Glass Rock, and Job Motivation and Organizational Maturity in Female Employees of Lorestan University of Medical Sciences

Introduction: One of the most important key factors in achieving development is the optimal use of human resources. Therefore, it is of especial importance to pay attention to the talent and role of women in managerial positions. The purpose of this study is to investigate the relationship between glass rock, and job motivation and organizational maturity in female employees of Lorestan University of Medical Sciences.
 Methods: This was a descriptive-correlational study. 367 female employees of Lorestan University of Medical Sciences were selected based on Morgan table and available sampling. To collect data, questionnaires regarding glass rock, organizational maturity and job motivation were used. Data were analyzed using Pearson correlation and regression.
 Results: The results showed that there was a significant negative relationship between glass rock, and job motivation and organizational maturity of female employees of Lorestan University of Medical Sciences. The results of regression analysis also showed that the glass rock was able to predict the job motivation and organizational maturity of female employees.
 Conclusion: According to the results, the glass rock has a negative relationship with job motivation and organizational maturity of female employees. The presence of glass rock in the organization reduces the organizational maturity and job motivation of female employees.

Gender perspectives on self‐censorship in organizations: The role of management position, procedural justice and organizational climate

AbstractSelf‐censorship in organizations is an individual's decision not to share information on observed irregularities and misconduct of others. The propensity to self‐censor, motivated by belief that voice will not be heard, may reflect gender inequalities. In Study 1 (N= 948), we test whether women manifest more self‐censorship than men and we verify whether this effect is maintained when women and men hold managerial positions. In two follow‐up studies we analyse the effects of (a) procedural justice (Study 2,N= 98) and (b) communal organizational climate (Study 3,N= 589) on women's and men's self‐censorship. The results of our studies support our assumptions: (1) self‐censorship in women is more prevalent than in men, (2) women in management positions are more likely to self‐censor than men in managerial positions, and (3) procedural justice and communal organizational climate are negatively related to employees’ self‐censorship, and this relationship is stronger for women.

Presence of Women as administrative leaders in Higher Education Institutions as an indicator of empowerment of women

Higher education is a unique space in the sense that the women functioning in Higher education institutions belong to the highly educated class of people, who are also economically empowered. They also providing a model for empowerment of women through education and economic emancipation. This environment still holds a lot of challenges for women in managerial positions which are quasi administrative in nature. These positions include department heads, deans, committee chairpersons, administrative officers and vice chancellors. When we place these women in higher education workspaces, some of the fundamental issues like education and economic empowerment are resolved but new and unique challenges emerge alongside those that working women face in general.

Children’s Views About Their Future Career and Family Involvement: Associations With Children’s Gender Schemas and Parents’ Involvement in Work and Family Roles

Substantial gender disparities in career advancement are still apparent, for instance in the gender pay gap, the overrepresentation of women in parttime work, and the underrepresentation of women in managerial positions. Regarding the developmental origins of these gender disparities, the current study examined whether children’s views about future career and family involvement were associated with children’s own gender schemas (gender stereotypes, gender identity) and parents’ career- and family-related gender roles. Participants were 142 Dutch families with a child between the ages of 6 and 12 years old (M = 9.80, SD = 1.48, 60% girls). The families had different compositions (1 parent, 2 parents, 1 to 3 children). Children completed a computer task assessing gender stereotypes about toys and questionnaires on gender identity (i.e., felt similarity to same- and other-gender children) and their views about future career and family involvement. Parents reported their occupation, work hours, and task division in the home, which were combined in a composite variable reflecting gender-typicality of career and family involvement. Generalized estimation equations were used to take into account dependency between family members. Results revealed that parents’, and especially mothers’, gender-typical career and family involvement was associated with children’s gender-typical views about future career and family involvement. In addition, children’s felt similarity to the same gender was associated with children’s gender-typical expectations about career and family involvement. These findings suggest that parents’ career, work hours, and task division in the home, together play an important role in how their children envision their future work and family roles. Children themselves also play an active role in developing this vision for the future by their own gender identity, specifically by how similar they feel to individuals of the same gender. To reduce gender disparities in the occupational and domestic domain, programs need to be designed that focus on parental role modeling in the family as well as children’s gender identity development.

Women’s Promotion to Management and Unfairness Perceptions—A Challenge to the Social Sustainability of the Organizations and Beyond

Inequality between women and men in top management positions is still a current reality where women are underrepresented. Gender discrimination against women in managerial positions violates the Sustainable Development Goal of gender equality. Gender discrimination affects women but also has negative consequences for employee output. Our aim is analyzing how the role of gender moderates the relationship between gender barriers to managerial positions and performance, mediated by organizational justice and commitment, and whether this relationship is stronger in women than in men. This study was carried out with 1278 employees (45.2% women and 54.8% men) of a Spanish financial group consisting of three different organizations. We performed a moderated mediation path analysis with Mplus. Results show that some gender barriers are associated with lower perceptions of organizational justice, which in turn are associated with lower organizational commitment, thus reducing performance. Moreover, this relationship is significant in men and women for work–family balance and barriers to accessing influential networks, but for unfair HR policies and practices, it is only significant in women. Removing gender barriers and unfairness perceptions is the goal that will contribute to organizational sustainability from the gender perspective.

Providing a model for breaking the glass ceiling to promote women in managerial positions in the country's education system

The aim of the study is to provide a model for breaking the glass ceiling to promote women in the country's managerial positions based with the GT strategy. The statistical population includes specialists in the field of educational management with at least 108 specialized doctoral degrees in the northwest of the country. The statistical sample was selected based on the theoretical saturation of 21 people with the available targeted sampling method. Semi-constructed interviews were used to collect data. The data obtained from the text of the interviews were analyzed by the (MAXQDA.Pro2018) software. For accuracy and reliability of data collection method, accuracy criteria were used in GT theorizing (validity and appropriateness). To calculate the reliability of the data collection tool (GT Questionnaire), the method of agreement within the subject of two coders was used. Reliability between coders was 0.875 and Confidentiality of coding was confirmed. The findings of the research and the extracted model show the attention and focus of the members of the expert team on the components of the culture of acceptance and support of women, Planning to support women, transparency in the rules for selecting and appointing managers, Strengthening organizations and demanding freedom, socialization of women within the framework of security and freedom, Comprehensive support for women, participation and support of family members, Cultivate self-confidence and independence, strengthen constructive communication, expand individual knowledge and management, Institutionalizing meritocracy and justice as strategies, contextual conditions and intervention.

Dream job orthopedics and trauma surgery-This can also come true for women!

At least two thirds of medical students are female. How can they be won over in the competition for the best heads and hands in the field of orthopedics and trauma surgery? 25% of the inpatient surgeons are female, while the proportion of women in managerial positions is only 5%. How do the specialist field and the specialist society have to change in order to be attractive for the younger generation, and be regarded as adream job? With the help of surveys and scientific literature, the following problem areas are identified and highlighted: What do today's young doctors want? How should employers and superiors behave in relation to the women-specific life events of pregnancy, maternity leave and breastfeeding? How to enable female surgeons to continue operating as desired in accordance with the law? Often in clinics, care is not taken to provide female surgeons with individually sized instruments. A manufacturer survey was carried out for this purpose. How can we counteract the sexual harassment and discrimination in the workplace? How can male and female professionals achieve amore equal balance between family and work in the clinic and practice? The Gender Bias, the glass ceiling, the lack of female role models and female mentors mean that female surgeons do not have equal opportunities. The gender pay gap and the gender care gap are discussed and presented with data. Significantly, there is aspecific lack of dataon the gender pay gap in Germany. The everyday clinical practice and the professional society are still aman's world. In order to attract asufficient number of young professionals, the working environment and participation in committees must be transformed into aworld that is equal for male and female surgeons. With regard to the identified problem areas, suggestions for improvement for active implementation are listed.

Is childcare cost a barrier to women managers' retention and progress at large firms?

PurposeThe impact of childcare cost and childcare responsibilities has generally negatively impacted women in workforce. There has been lack of research on the impact of childcare on women managers in larger US public firms. The purpose of this paper is to determine how childcare costs impact the number of women managers in S&P 500 firms.Design/methodology/approachThe paper employs Driscoll–Kraay panel regression model using childcare data for ten years and the percent of women managers at S&P 500 firms.FindingsThe results show that increase in childcare cost leads to decrease in percent of women in management positions when the child is an infant. Interestingly, but plausibly the results also show that for preschool-age children as the cost of childcare increases, there is an increase in percent of women in management. Furthermore, childcare costs are still an impediment to careers of women managers, specifically when the child is an infant. The effect is much less when the child grows from an infant to preschool age.Research limitations/implicationsOne limitation of this research paper is that the childcare cost data is not directly from the S&P 500 firms. The percent of women management data used is limited to the largest S&P 500 firms. Also, there is no agreement as to definition of a manager at these firms. Moreover, not only childcare cost, but the quality and availability of childcare are factors that also play a role in decision to work and/or use of childcare.Originality/valueThis paper adds to the existing literature by providing evidence that childcare cost impedes women managers' career growth. This finding is more worrisome given that Covid-19 has had a very disproportionate impact on women with child(dren) in the workforce.

Study in China shows gender role identity is far more significant than biological gender in determining management aspirations

PurposeThe authors wanted to assess the relevance of gender and gender role identity in developing managerial ambitions because of the shortage of females in top positions worldwide. The Chinese context was interesting because of the rapid social changes there.Design/methodology/approachThe researchers collected data from participants attending a leadership training programme organized by three Chinese universities in Beijing in 2018. Most were from lower and middle-level managers in various government sectors from all over China. The authors distributed questionnaires with the aid of supervisors.FindingsThe study confirmed that individuals of either gender with stereotypically masculine characteristics have higher management aspirations. Results also showed people with androgynous traits tend to be more ambitious to be leaders. But female managers who perceive themselves as androgynous and masculine tend to possess higher management aspirations than females who see themselves as exhibiting feminine traits.Originality/valueThe authors of the study said the results would help companies to reach a better understanding of how to reduce the disparity in numbers of men and women in management positions.

Assessing Stereotyped Attitudes toward Women in Managerial Positions: The sports Industry

Assessing Stereotyped Attitudes toward Women in Managerial Positions: The sports Industry