Full papers
Full Papers
Women in Muslim-majority countries; Classroom - boardroom pipeline? (101)
Author/s: Linzi J Kemp
Track: Gender in Management
Paper Type: Full Papers
Keywords: N/A
Abstract: The purpose of this study was to investigate the contribution of the Pipeline metaphor for building theory about Women on Board in Muslim Majority Countries. A qualitative methodological approach was followed to identify themes on womens progress from education through employment to board level. Data were analysed of content collected from academic and industry sources. Four themes of metaphor identification were considered to contribute meaning about the phenomenon of non progress to board level Acceptance of organisation centric v women centric metaphor, Consideration of within domains similarity between source and target, Explicatory impact of metaphor for scholarly understanding, Generative impact of metaphor on policy and praxis. Generalisation of these study results is limited by the geographical context of this research, and further studies are warranted to understand womens progress or lack of to board directorships in Muslim Majority countries. A practical implication of this study is for a culturally sensitive approach to metaphor identification for meaning about womens progress in context. To see and think about womens progress from within their agency in societal context. The first academic study to investigate the contribution of pipeline as appropriate metaphor for womens progress in the Arab world. The value of this research for policy and praxis is the creation of a framework for rethinking metaphor identification in context.
The Impact of Women in Management On Organizational Performance in Project-based and Non-project-based Organizations. (144)
Author/s: Marzena Katarzyna Baker Muhammad Ali Erica French
Track: Gender in Management
Paper Type: Full Papers
Keywords: Women in management, Organizational performance, Project-based, Non-project-based, Resource-based view
Abstract: Project based organizations face challenges of increasing skill shortages and risks of reducing competitiveness and performance. Leveraging female talent can create a competitive advantage and lead to positive organizational outcomes. Derived from the resource based view of the firm and contingency theory, we predict that the impact of women in management and women in non management on organizational performance will be stronger in project based organizations than in non project based organizations. Using a time lagged research design and multi source archival data from 932 for profit organizations, the findings provide pioneering insights into differential impact of womens representation on organizational performance across the two levels in the organizational hierarchy and the two industry groups. For practitioners, the findings suggest that project based organizations may need to consider how they increase their innovative capacity and address gender imbalances to capitalize on gender diversity benefits for organizational outcomes.
Gender And Job Crafting: Understanding The Role Of Gendered Behaviours In The Abilities And Motivations To Proactively Craft Work (428)
Author/s: Jack Daly
Track: Gender in Management
Paper Type: Full Papers
Keywords: Gender, Job Crafting, Inequalities at Work, Proactivity
Abstract: Job crafting, the proactive redesign of individual work, is an important managerial tool enabling increased engagement, wellbeing and individual performance. Despite increased academic understanding of antecedents and results, the important role of gender is yet to be integrated. Employing mixed method research, this paper aims to contribute to job crafting literature to recognise gender as an important force within an individuals ability and motivations to proactively craft their job. Through quantitative methods, it was observed that gendered behaviours can predict job crafting at a significant level. When further explored through qualitative enquiry, it was found that motivations to craft work and the role of an individuals social network within those behaviours differed based upon gender. Thus, important managerial considerations must be made regarding engagement, enforced gender stereotypes and social networks within organisations.
Is It Only About Child Care Examining Malawis Gender Culture and its Effects on Womens Reconciliation of Work and Family Responsibilities (443)
Author/s: Tiyesere Mercy Chikapa
Track: Gender in Management
Paper Type: Full Papers
Keywords: Malawi, child care, spousal attitudes, family responsibilities, work
Abstract: This article examines Malawis gender culture and its effects on womens reconciliation of work and family responsibilities drawing from the experiences of Malawian women in formal employment. In this regard, the paper firstly examines the child care arrangements and support with domestics that Malawian women in formal employment have and, for comparison, also those of men. Secondly, considering that child care is not all or even always the main focus of family responsibilities potentially affecting Malawian womens worklife, the paper also examines cultural systems and spousal attitudes. Thirdly, it investigates the expectations placed upon women. This article has argued that it is not just affordable child care that matters in managing the work and family interface. Spending time with children is valuable but spousal attitudes and community expectations also determine womens reconciliation of work and family responsibilities.
Gender inequality and (lack of) career progression for women in the Australian Finance Industry (455)
Author/s: Robyn Elizabeth Johns Kristin Van Barneveld Deborah Cotton Carmel Foley
Track: Gender in Management
Paper Type: Full Papers
Keywords: Gender inequality, finance industry, pay gap, women, career progression
Abstract: The Australian finance industry has long been acknowledged as a leader in providing innovative steps to address gender inequality. However, the industry persistently has the highest gender pay gap and one of the lowest representations of women in senior managerial roles. Reviewing the literature, this paper outlines the state of inequality in the finance industry and explores the barriers and solutions to career progression for women. The paper questions why, given the efforts in the finance industry to redress gender barriers, women are not progressing to the most senior roles. It concludes by highlighting two key questions for further research: Given the inertia, is the finance industry authentic in its attempts the address gender inequality? If the industry is indeed genuine, what are the inhibitors to action?
Work-life Balance for Happiness among Working Women in a Patriarchal Setup: A Qualitative Study (456)
Author/s: Preeti Rawat Natasha Athaide
Track: Gender in Management
Paper Type: Full Papers
Keywords: Happiness, Work-life balance, hedonism, pleasant life, desire, engaged life, balanced happiness
Abstract: The study is focused on the efforts by married Indian women with children in balancing home responsibilities with work or job in their quest for happiness against the backdrop of patriarchal societal values. Patriarchal societies propagate the ideology of motherhood which restricts womens mobility and burdens them with the responsibilities to nurture and rear children and raise a family. With the rise of feminism and weakening of patriarchy, the traditional role of married Indian women transitioned from homemakers to career women. Experiencing happiness through work-life balance was getting what one wanted, leading a meaningful life by serving a higher goal, staying invested in multiple life domains so that the happiness and satisfaction from one life domain helped in coping with the failures in other domain. Data was gathered through interviews and was content analyzed. To stay contented and happy the working married women chose to be invested emotionally in several domains in their day to day lives. They were willing to work hard to not only keep the family satisfied but also find time for paid work which gave them financial independence. The experience of empowerment led to a meaningful life. The theoretical and managerial implications are also discussed.
Occupational Stress :The Case Of The Staff Of The EHPAD In The South Of France (520)
Author/s: Aicha Oumessaoud Olivier Roques
Track: Gender in Management
Paper Type: Full Papers
Keywords: EHPAD, Stress, elder people, healt, work overload, women
Abstract: The public health sector in France is characterized by understaffing and the institutions medical and social services, including residential care facilities for dependent elderly people EHPAD are not spared. This understaffing results in work overload, non flexible hours as well as other organizational and personal outcomes. The female staff of these institutions simultaneously manage important professional responsibilities and family responsibilities home, husband, children, domestic work. In this study, an ethnographic method was devised by non participant direct observation where we have conducted ten semi structured interviews with workers at one of the EHPAD of the south of France. This study will then shed light on all the organizational and extra-professional determinants interactions and the consequences which can give rise to a work family conflict of female employees and which could result in increased work stress.
Corporate Governance and Gender diversity: Evidence from the UK (778)
Author/s: Tarek Ben Noamene
Track: Gender in Management
Paper Type: Full Papers
Keywords: Gender diversity-corporate governance
Abstract: This study aims at examining the direct effects of gender diversity on board of directors on the financial performance of a panel dataset of companies listed on the UK FTSE250 during the 2010-2015 years. The results show a positive relationship between the number of women directors and the return on assets and the return on equity indicators.
Effectiveness of Microfinance Integrated Approaches in Supporting Womens Empowerment and Wellbeing of Family (838)
Author/s: Samia Mahmood Javed Hussain Seemab Ara Farooqi
Track: Gender in Management
Paper Type: Full Papers
Keywords: N/A
Abstract: This study deals with the effect of microfinance on womens empowerment in Pakistan. This paper draws upon Longwes framework of empowerment to examine the impact of microfinances innovative and integrated approaches on womens empowerment and the wellbeing of the family, based on survey data collected from 300 women clients of three microfinance institutions MFIs from four districts of the Punjab, Pakistan. The findings showed the effectiveness of microfinance loans as positively impacting on women empowerment when credit is accompanied with financial services, enterprise development and social and welfare services. Analysis carried out using the Ordinal Logistic Regression suggests receiving microcredit tends to increase the empowerment and wellbeing of women. The result of this study are useful for microfinance providers and policy makers to better understand the complexities and interlinkages of gender, social and domestic norms in developing policy and microfinance products and services to support women empowerment in order to benefit the wellbeing of the family.
Stigmatization of Flexible working arrangements: A Gendered Perspective of Higher Education Institutions (914)
Author/s: Amani Moazzam Zoya Faisal
Track: Gender in Management
Paper Type: Full Papers
Keywords: Gender, Flexible working arrangements, Higher Education institutions, stigma
Abstract: The present paper analyzes the gender and flexible working arrangements in the context of Higher Education Institutions in Pakistan. The research focuses on whether gender and flexible work arrangements are considered a stigma or not. In the ever evolving workplace; flexible workplaces are becoming the norm. Male workers not only in Europe but also in Asia are now demanding flexible working hours. In-depth semi-structured interviews were conducted from the academic staff of both public and private universities that explored the research questions. The results showed that a clear demarcation exists in the public and private sector when it comes to the utilization of flexible working arrangements. People feel hesitant to ask for the said flexibility which reveals the stigma around flexible working. The gendered analysis of flexible working arrangements has showed that these practices are gendered in nature. The higher education sector shows the gendering of flexible working arrangements. The culture of flexible working arrangements is still emerging in Pakistan and absence of formal policies and lack of awareness is an issue regarding its implementation. The gender balanced approach is needed to bridge the gap between the working hours of men and women. This will de-stigmatize the flexible working and will bridge the gender gap. The awareness pertaining to flexible working practices is required and employees should be educated about the formal flexible working policies which should be gender neutral. This will result in the increased productivity and satisfaction level of employees.
An Analysis of How MNCs Manage Diversity to Foster Gender Equality in the workplace A Nigerian Perspective (918)
Author/s: Loliya Agbani Akobo Beverly Metcalfe
Track: Gender in Management
Paper Type: Full Papers
Keywords: Diversity Management, Feminist Approach, MNCs, Nigeria, Gender
Abstract: In this qualitative study, we draw upon the works of Sandra Hardings Feminist Standpoint Theory and Joan Acker work on Hierarchies, Jobs, and Bodies. We explore the lived experiences of female engineers working in multinational organisations in Nigeria, to understand how they interpret gendered embodiment and then we analyse organisational marginalisation vs gender equality initiatives of two Multinational Corporations MNCs in Nigeria. The findings show that the most women consider their gendered embodiment in relation to their reproductive functions, attitudes, feelings and responsibilities influenced by personal values, culture and religion. Likewise, these organisations are male dominated especially at the top management level and technical roles and this creates a perception of bias and subtle discrimination against the female engineers who are the minority. Concurrently, the evidence of gender imbalance and the lack of gender equality amongst the workforce drives the organisations to implement interventions for gender equality and foster the advancement of more female engineers in the workplace.
Decisions at re-entry post child-birth: Experiences of Indian women (978)
Author/s: Pavni Kaushiva Chetan Joshi
Track: Gender in Management
Paper Type: Full Papers
Keywords: re-entry, role-congruity, work-family
Abstract: This paper shall focus on the experiences of Indian women who left their jobs post child-birth and returned to the industry after a prolonged absence. Instead of taking the predicted change in career (Lovejoy & Stone, 2012), these women seek to re-enter at similar or higher positions in the same industry, offering similar work hours and expectations as before. Based on inductive thematic analysis of interviews with thirty-eight women in various professions, we present their concerns regarding re-entry. Using Social role theory and Role congruity theory we describe three broad motives of women during re-entry and the strategies they adopted in order to re-enter and post re-entry into the corporate workforce.
Board Gender Diversity and Firm Performance: Evidence from a Non-mandated Environment (992)
Author/s: Aruoriwo Marian Chijoke-Mgbame Agyenim Boateng Chijoke Oscar Mgbame
Track: Gender in Management
Paper Type: Full Papers
Keywords: gender, performance, diversity, representation, participation
Abstract: This paper considers the effects of female representation and the size of female representation on corporate board and audit committee on financial performance in an African context where institutions are weak. Employing a panel of 77 firms, our results show that gender diversity exerts a positive and significant influence on firm financial performance. We also find that the performance effect of gender diversity is stronger for firms with two or more female directors, suggesting that building a critical mass of female representation enhances firm financial performance. Further analysis suggests that the inclusion of females in the audit committee (a committee as required by law in Nigeria) appears to have a positive impact on firm financial performance. Our results are robust after controlling for endogeneity and the use of alternative measures of board gender diversity.
Intersectionality In Organizations Exploring The Relationships Between Gender, Ethnicity, Religion And Womens Work In A Postcolonial Space. (1074)
Author/s: Nene Nyeneime Ibokessien
Track: Gender in Management
Paper Type: Full Papers
Keywords: Postcolonial feminist theory, Intersectionality, Gender, Ethnicity, Employment.
Abstract: There is evidence that more women in Nigeria are going into higher education as both students and academics. However, a key issue is that women are underrepresented in academic employment and leadership roles within institutions of higher learning. In Nigeria, women experience inequalities in the workplace not only due to their gender but also due to their ethnic or religious background. A major criticism of feminist studies of womens experiences at work is that these have been dominated by Western feminism, with critics arguing for the need to give voice to women in the global south such as in postcolonial locations. This paper is a case study of three universities which have been selected in order to bring to the fore, the regional differences which could influence the gender attitudes, ethnic and religious affiliations in Nigeria, their intersections and how they impact womens employment and career progression in academia.
Womens motivation to lead in Small Social Enterprises A systematic Literature Review (1181)
Author/s: Kae Reynolds
Track: Gender in Management
Paper Type: Full Papers
Keywords: N/A
Abstract: This paper explores the motivation of women to lead in small and micro non profit organisations in the United Kingdom. A systematic literature review within a fixed timespan and geographical boundaries was conducted around key themes and semantic criteria. Evidence of gender differences related to the motivation to lead in the non profit sector was revealed. The review indicated that men were driven by pragmatic interests and ego whereas women were motivated through the opportunity to be change agents. Findings and implications are limited in scope by the geographical focus and the exclusion of grey literature from the study, as well as the nature of secondary research.This study provides exposes a gap in the field and new insight into the motivation to lead and indications for diversifying executive positions.