Women In Top Management Research Articles

The role of women in top management in carbon emission disclosure – Evidence from banking entities in ASEAN

Previous empirical research suggests that the characteristics of individuals in the board of directors or peak management teams should be examined. There is a significant gap related to the role of women in the upper level of management and disclosure of carbon emissions. Therefore, this study aims to review the impact of women in top management positions on carbon emission disclosure in the ASEAN banking sector. We analyzed data from 146 banks throughout ASEAN from 2018 to 2022, comprising 719 data of observation. Sample selection employed purposive sampling. Statistical analysis was conducted using Stata MP 17 software, with the fixed effect model identified as the appropriate regression model through Chow, LM, and Hausman tests. Our empirical findings reveal a significant influence of women in upper management, specifically on carbon emission disclosure, as assessed through both Board of Directors (BOD) and audit committee perspectives. These findings have implications for investors and policymakers which support ASEAN countries in achieving net zero pledge, so that sustainability goals related to climate change can be achieved.

The Role of Women in Top Management and Its Impact on Company Leadership

The women workforce has been increasing worldwide owing to various socioeconomic changes like the increase in women education, the impact of globalization etc. Women occupy 46% of the US workforce, and they make 23% of Women CEOs in the USA alone. A woman in a research study had indicated that in a firm, people are their main concern, whereas, men had indicated that completion of task is their main concern. Although women have more and better facilities of education today than they had in the past, their capability is still limited in work spheres compared to men due to gender discrimination, job difficulties of local laws and family responsibilities. This paper explains the role of women in various sectors and the drawbacks especially for their development and their capability compared to men.

Performance of gender diversity on board of directors: The case of Indonesia

This study further explores women’s role in top management in Indonesia, where men still dominate that position. This study underlines the role of women’s boards of commissioners in producing better financial performance in the specific sectors, manufacturing and service sectors, where the power of women to lead these sectors is more optimal. The sample is selected from the Indonesia Stock Exchange for the period 2009–2018. The final sample is 780 observations. This study applies panel data, which is more robust when controlling heterogeneity. Data panel regression is applied to analyze data. This study finds that gender diversity harms market-based performance, while from accounting-based measures, gender diversity has a significant positive effect. This study is applied explicitly in the manufacturing and services industrial sectors; therefore, carefully generalizing the results is necessary. Research in other specific sectors is very open to obtaining specific results in various industries, including developing countries other than Indonesia. The market has not trusted the role of women in top management; there is still a kind of ‘hidden distrust’ about the capabilities of women in running the top leadership captain. The market needs more substantial evidence to believe in women’s performance on the board of directors. Therefore, it is necessary to provide wider opportunities for women to sit on the board of commissioners, as much as men have.

The role of women on board in combatting greenwashing: A new perspective on environmental performance

AbstractThis article aims to improve the understanding of corporate governance and environmental reporting literature by analyzing the impact of board gender diversity (BGD) on environmental performance, environmental disclosure, and greenwashing behavior. The panel regression estimation technique with fixed effects was applied to Chinese firm data. As a result, it was found that more women who served on corporate boards enhanced the company's environmental performance and disclosures while limiting greenwashing behavior. The result indicated that women in top management play a constructive role in establishing firms' active environmental initiatives. Furthermore, this relationship was nonlinear and exponentially increased when women's representation reached the threshold of 33.5% representation on board or higher. Based on the findings, no internal bias was found even after other governance and firm‐level control factors and probable endogenies were considered and variable biases were omitted. Notably, the results present important implications for regulators and policymakers by highlighting the influential role of BGD in promoting environmentally responsible practices and reducing greenwashing.

STATUTORY ATTRIBUTES OF FEMALE DIRECTORS AND EARNINGS QUALITY IN INDONESIA

All parties with an interest in the company need quality earnings information for economic decision making. This creates a moral hazard on the part of management to use various means in order to provide good news for these parties. This study aims to examine the effect of various attributes required by law (namely business education background, proportion, years of service, and foreign citizenship) related to the presence of women in top management on the earnings quality of companies in Indonesia. With the sample criteria set, 467 observations were obtained for companies listed on the IDX in 2015 - 2018. The results obtained indicate that the business education background and foreign citizenship of female directors affect earnings quality. Meanwhile, the proportion and tenure of female directors have no effect on earnings quality.

Does Gender Matter? The Relationship Comparison of Strategic Leadership on Organizational Ambidextrous Behavior between Male and Female CEOs

This paper aims to examine the relationship difference of strategic leadership to organizational ambidextrous behavior between male and female CEOs, taking into account the balancing effect and combined effect of explorative and exploitative behaviors. A quantitative analysis is conducted from demographic data and relevant organizational ambidextrous data of male and female CEOs of listed companies from 2016 to 2020. In total, 226 valid male-female CEOs pairs are used to test whether there is a significant difference on gender between strategic leadership and organizational ambidextrous behavior. The findings revealed that female strategic leaders with an ambidextrous advantage do not behave inferior to males. This study clarifies the intrinsic relationship between female strategic leadership and organizational ambidexterity, affirming the ambidextrous synergistic effect of female executives in corporate strategic decision-making. The presentation of women in top management may contribute to a better organizational performance through balancing and combining ambidextrous activities, and this study calls on upholding the cultural values of gender diversity and inclusiveness, and to focus on merits of female leaders.

Beyond or In the Midst of the Masculinized Intelligence Community in Poland

The implementation of equality and antidiscrimination strategies in Polish intelligence and counterintelligence institutions has lagged behind the rise in the number of female functionaries serving in them. Women in the Polish secret services are exposed to systemic prejudices and stereotypes that are rooted in a patriarchal mentality and in so-called muscular thinking. The underrepresentation of women in top management and leadership positions continues to be a barrier for women seeking careers in military and civilian agencies. Due to the hermetic and hierarchical character of such institutions and the predominance of men in them, organized promotion of gender diversity is very important. This is nonetheless related to the issue of tokenism, which leads to the informal isolation of women and to role encapsulation. The position of women in a male-dominated environment is undermined by the behavior patterns established by culture and the biological features attributed to the female body and to femininity. Changes have been initiated by women networking in Polish security institutions, but this is a gradual process.

Women in top management

Women in top management

Investigating career progression experiences of women into top management at a South African bank

Despite South Africa’s progressive and comprehensive labour legislation that promotes gender equality in the workplace, this goal has not been fully achieved as yet. This is particularly evident when comparing managerial ranks, particularly in top management at South African banks. This phenomenon is still present today despite overwhelming evidence, supporting the benefits of a diverse management team. This study, therefore, explores the factors, influencing the underrepresentation of women in top management. Therefore, the main objective was to determine the challenges women face in progressing into top management at a South African bank. The study used a qualitative research approach in the form of a case study at one of the largest South African banks. The population for the study included women in top and senior management of the case study bank. Fifteen semi-structured interviews were conducted. Data were analysed through Atlast T. I. Findings indicate that poor career progression prospects exist, mainly hampered by organisational structure, lack of sponsorship and a hostile working environment. The study adds to the existing body of knowledge by providing insights into barriers to women's progression in the financial services sector and providing practical implementation measures to promote career progression for women.

Kerjaya Wanita Di Peringkat Pengurusan Tertinggi Negara Menurut Perspektif Al-Quran Dan Hadis

The involvement of women in top management of the country is an effort being intensified by the government in achieving the 30 per cent target of women at decision-making levels in the public sector. Career in top management of the country is a leadership field that needs to be seen more clearly when it comes to women. Hence, this study attempts to understand the perspectives of the Qur'an and the hadith in view of Islamic law on this issue as well as taking the views of Islamic scholars. This study uses the most authoritative proofs of Qur’an and hadith in ensuring the resolution of the argument presented. The findings show that Islam permits the involvement of women at the state's highest level of leadership except the caliph's position.

Women in Top Management: Performance of Firms and Open Innovation

The lack of women’s presence in firms’ top management positions reflects gender equity problems, especially in South Asia, including Pakistan, and contours a firm’s financial behavior. Based on the underpinning of the conceptual framework developed by a combination of fourteen femininity theories, the current study investigates women’s induction in top management and its impact on a firm’s financial behavior. We collected data from annual reports of 60 non-financial firms listed at the Pakistan Stock Exchange (PSX) for 2013–2019. The study uses the return of assets (ROA), firm’s stability (FSTB), and risk-taking behavior (RTB) as dependent variables. Meanwhile, board gender diversity (BGD), female CEO (FCEO), female director-general (FDG), and female in audit committee (FIAC) are taken as independent variables. A multiple regression diagnostics approach is applied to analyze the data. The study reveals the positive impact of BGD on ROA and FSTB. However, this effect is adverse to RTB. The FIAC shows a positive (negative) impact on ROA (RTB). It also finds a negative impact of FCEO and FDG on ROA and FSTB.

Does Making a Business Case for Voluntary Quota-Induced Board Gender Diversity Pay Off?

Women in top management have attracted global interest, and many governments have implemented the policy of female director quotas on corporate boards. In the context of self-regulatory quotas, policy- makers justify their intervention to improve board gender balance by appealing to the business case rather than gender equity concerns, that gender diversity improves firm performance. Critical mass theory provides theoretical support to such a position; according to this theory, a positive influence on the corporate financial behavior may exist when the number of female directors increases to critical mass level. Using FTSE 350 companies from 2006 to 2016 as the sample, the current paper evaluates female directors’ influence on corporate financial outcomes against the background of imposing UK self- regulatory quotas. Our results show a significant positive correlation after the imposition of the quota. Moreover, based on all firm-year observations, we find that the effect of three and more female directors is more pronounced than that of two women, or just one, confirming the predictions of critical mass theory. Finally, we show that female directors serve as a supplementary mechanism for companies with weak governance but can lead to over-monitoring for organizations with strong governance. These findings demonstrate that the introduction of a gender quota not only dramatically increases the number of female directors of FTSE 350 companies but also significantly changes firm outcomes.

Executives' pay–performance link in China: evidence from independent and gender-diverse compensation committees

PurposeIn this paper, the authors investigate whether an independent and gender-diverse compensation committee strengthens the relationship between top managers' pay and firm performance in Chinese companies. The authors also investigate whether the independent compensation committee composed of all male directors is effective in designing the optimal contract for executives.Design/methodology/approachThe authors use data from A-share listed companies on the Shenzhen and Shanghai stock exchanges from 2005 to 2015. As a baseline methodology, the authors use pooled ordinary least square (OLS) regression to draw inferences. In addition, cluster OLS regression, two-stage least square regression, the two-stage Heckman test and the propensity score matching method are also used to control for endogeneity issues.FindingsThe authors find evidence that an independent or gender-diverse compensation committee strengthens the link between top managers' pay and firm performance; that the presence of a woman on the compensation committee enhances the positive influence of committee independence on this relationship; that a compensation committee's independence or gender diversity is more effective in designing top managers' compensation in legal-person-controlled firms than they are in state-controlled firms; that gender diversity on the compensation committee is negatively associated with top managers' total pay; and that an independent compensation committee pays top managers more.Practical implicationsThe study results highlight the role of an independent compensation committee in designing optimal contracts for top managers. The authors provide empirical evidence that a woman on the compensation committee strengthens its objectivity in determining top managers' compensation. The study finding supports regulatory bodies' recommendations regarding independent and women directors.Social implicationsThe study findings contribute to the recent debate about gender equality around the globe. Given the discrimination against women, many regulatory bodies mandate a quota for women on corporate boards. The study findings support the regulatory bodies' recommendations by highlighting the economic benefit of having women in top management positions.Originality/valueThis study contributes to literature by investigating the largely overlooked questions of whether having a gender-diverse or independent compensation committee strengthens the relationship between top managers' pay and firm performance; whether an independent compensation committee is more efficient in setting executives' pay when it is gender-diverse; and whether the effect of independent directors and female directors on top managers' compensation varies based on the firm's ownership structure. Overall, the main contribution of the study is that the authors provide robust empirical evidence in support of the managerial power axiom.

Women in Top Management and Corporate Share Price: The Mediating Role of Management Learning

Women in Top Management and Corporate Share Price: The Mediating Role of Management Learning

Gender Mainstreaming Strategies and Human Resource Development Practices at University Level

Organizations have adopted numerous mechanisms to increase the participation of women in top management. For the purpose, organizations are adopting gender mainstreaming strategies (GEMS) for gender equality as an important aspect of human resource development (HRD) practices. The present quantitative survey was to explore the perception of employees about gender mainstreaming strategies reflected through human resource practices at the university level. The population of the study was all regular teachers of the University of Sargodha. In the wake of limited resources of time and finance, a convenient sampling technique was used to select a sample of 200 teachers (35% of the population). The study adopted a standardized research instrument of an international labor organization (ILO) of the United Nations (UN) to assess GEMS and HRD practices at university. Descriptive and inferential statistics were applied using SPSS version 23. No gender difference was found in (1) Gender Balance and Equal Pay, (2) job description and terms of reference, (3) Recruitment Procedures, and (4) staff appraisals. Specificity in taking one university was the strength of this study which was the main limitation (besides convenient sampling) to generalize its findings. It implied greater awareness among the stakeholder in order to enhance the quality of the learning organization i. e. university. It was the first-ever study at the university level in the local context. This study recommended that the university administration should have better awareness and understanding of GEMS for recruitment and their ensuing work assignments.

Agents of change: Women in top management and corporate environmental performance

AbstractWe analyze the influence of gender diversity in top management on the environmental performance of French firms. Consistent with gender socialization theory, which posits that women are raised from childhood to be more nurturing and compassionate for others, we find that firms with more women in top management exhibit higher environmental performance. This result extends those already reported in the literature regarding the effect of gender diversity at board level. We also show that women in top management are associated with several key indicators such as development of eco‐friendly products and commitment to resource reduction. Furthermore, we find that the influence of women is weaker in firms with a lower environmental performance and in firms with high‐growth opportunities because these firms are likely to prioritize their own development. This suggests, in line with social role theory, that women also adapt into the role that organizations expect from them.

Companies get social responsibility loans

Three European chemical companies have signed up for loans with rates that depend on their success in meeting social responsibility targets. Air Liquide has amended a $2 billion credit line to link financing costs to carbon emission, gender diversity, and safety goals. Lanxess has arranged with 12 banks for a $1.1 billion loan whose interest rate depends on greenhouse gas reductions and an increase in the proportion of women in top management. And Lenzing has completed a $550 million loan with an interest rate that fluctuates depending on the Austrian firm’s sustainability rating.

Women on boards and earnings management: What really matters?

The diversity of gender and income conservatism has been intriguing topics over the last decade. The effect of women who are more likely to be financially conservative than men will bring impact on the practices of conservative accounting, particularly when determining revenues for corporate governance. Therefore, we investigate the effects of women leaders in corporate business and their impacts on earnings management. The population of the study includes companies indexed in the Indonesia Stock Exchange, except for banking corporates. By using purposive sampling, 341 companies were selected for observation within six years. Total population sampling is 2046 data (firm-years). Hypothesis testing employed the multiple regression model on panel data with the Ordinary Least Square (OLS) approach. The estimation result of the Jones Model indicates women in top supervisory have no significant effect on earnings management while women in top management have a negative significant effect on earnings management. In addition, the hypothesis testing with the Kothari model demonstrates a negative significant effect of both women in top supervisory and women in top management toward earnings management. Therefore, we justify that women in top supervisory and women in top management bring prominent contributions to corporate business mainly in the financial sector, particularly in the improvement of financial reports by reducing the likelihood of earnings management practices. JEL Classification : D22, J16, G34 DOI: https://doi.org/10.26905/jkdp.v23i4.3439

The Paradox of Diversity At The Top

Increasingly, women in top management positions are seen as a panacea for alleviating diversity and inclusivenessissuesat all levels in the organizations through “trickle-down” effects of role modeling, concrete support and championing of diversity. Towards this end, corporations and policy-makers are putting a great deal of effort and resources into developing and implementing policies to hire women in top management roles (e.g., quotas and targets for women on boards) with the ultimate objective of enhancing diversity in the talent pool throughout the organization. This push for promoting more women in top management as a way to enhance gender-diverse talent pipeline at lower levels raises an important question: Does gender diversity in senior management roles promote progress of women at lower levels of the organization? We draw insights from and ground our arguments in the decoupling theory and test our cross-level hypotheses in a unique longitudinal dataset comprising 195 of the largest US based law firms . We support our theoretical argument using insights from 15 qualitative interviews. We find that an increase in the number of women in top management roles reduces the hiring prospects and increases attrition for women in junior ranks. We provide evidence that certain organizational practices reduce these paradoxical, cross-level decoupling effects of female representation in senior leadership positions.

Family Ownership, Women in Top Management and Risk Taking: Evidence from Indonesia

Family firms were widely recognized to have a substantial contribution to the economy, especially in emerging economies. However, some previous studies reveal that family firms tend to be conservative and unwilling to take more risks. We extended the literature by investigating whether there was a difference in risk-taking behavior between family and non-family firms in the context of Indonesia. Moreover, the presence of women in the top management also considered negatively correlated with risk-taking strategy. Therefore, this study empirically examined the effects of family ownership and women in top management on a risk-taking strategy of firms. Using data of 336 publicly traded firms in Indonesia over 2012-2016, this study confirmed the negative effect of family ownership and women in top management on corporate risk-taking. Family ownership and involvement as the CEO of the firms negatively associated with the level of risk taking. Moreover, our results reveal that the presence of women was a matter more to decrease corporate risk-taking when they served in the board of directors rather than in the board of commissioners. JEL Classification: G32, M14 DOI : https://doi.org/10.26905/jkdp.v22i4.2452