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The corporate communications literature recently focused on corporate board gender diversity, specifically looking at two central aspects: gender quotas and equitable target percentages for women on corporate boards. This paper extends the debate by focusing on board gender diversity and critical mass theory.

The paper gives a conceptual viewpoint on the issues raised in the literature on board gender diversity through a critical mass theory lens.

Following the 2022 European Union (EU) directive, all EU member states will have to attain a 40% women representation on large corporate boards to achieve board gender diversity and what has been termed a “critical mass”. However, the literature indicates that gender diversity benefits may not be achieved if a critical mass is not composed of independent women directors who create a voice that produces a collective action. The authors highlight why a critical mass may not be achieved. The inconsistency in prior research linking corporate board gender diversity to economic performance may result from the critical mass of women directors not reflecting an independent collective action. However, as gender-diverse boards evolve, the authors argue that women will not just be seen as female directors but will be accepted on equal terms with their male counterparts and have an equal voice; gender will no longer be an issue and critical mass theory may then become irrelevant.

From a corporate communications perspective, this study will focus the minds of human resources (HR) professionals on the importance of the composition of women on corporate boards if the HR professionals wish to obtain the full potential benefits of board gender diversity. Theoretically, this study highlights the importance of critical mass and collective action when researching the economic benefits of corporate board gender diversity. Investment analysts may wish to look more closely at the structure of corporate boards and not just the numbers.

This paper gives a conceptual viewpoint on the critical mass theory and corporate board gender diversity, identifying that it is not just the numbers that are important but also the issue of minority independence and collective action, and this is, therefore, unique in this respect. Future research should identify if a critical mass (not just numbers) of women on corporate boards has been achieved. Only then that the linkage, based on critical mass theory, between board gender diversity and corporate performance/profitability can be made. Knowing whether board sizes are being increased to accommodate the added female directors would be also interesting, or will the new female directors replace existing male directors? However, the most important research question, once gender diversity has been achieved, could be: Is critical mass theory relevant with respect to board gender diversity?

The interest in promoting diversity in corporate governance is increasing gender equality on boards. Even so, previous research shows that women are underrepresented on boards of directors. This study aims to explore how an increasing presence of women on boards reduces gender pay disparity among nonexecutive directors (NEDs).

This study explores how an increasing presence of women on boards reduces gender pay disparity among NEDs.

The results indicate that for boards to reduce the gender pay disparity among NEDs, women need to reach a critical mass of 33% of board members. In addition, this study finds that women’s presence on influential committees further reduces the gender pay disparity among NEDs.

The study uses critical mass and social identity theories to explain the impact of women directors on NEDs’ remuneration in a sample of 365 companies listed on the London Stock Exchange over 16 years (1999–2015). The findings indicate the importance of reducing gender pay disparity as a tool to promote gender equality on boards.

This study provides evidence on the importance of corporations including gender diversity on board committees to reduce gender pay disparities at the board level.

In addition, this study finds that women’s presence on influential committees further reduces gender pay disparity among NEDs.

This study aims to investigate the stability performance of partial journal bearings of 120° and 180° partial angles with micropolar lubricant.

To investigate the stability characteristics of partial journal bearing, a MATLAB source code is written. To solve the Reynolds’ equation, the finite element method is used. Stability performances of 120° and 180° partial journal bearings are computed for a wide range of non-dimensional micropolar fluid parameters and working eccentricities.

The presented results provide design data for stability parameters in terms of equivalent stiffness, whirl frequency ratio, critical mass and threshold speed of the rotor with respect to eccentricities and material size of the lubricant. The stability of 180° partial journal bearing is found to be higher than 120° partial journal bearing.

In open literature, it is rare to find the stability of a partial journal bearing lubricated with micropolar fluid. Very few researchers have studied the combined effect of eccentricities and micropolar lubricant parameters on the dynamic performance of such bearings. Hence, it is important to study the dynamic stability to explore the complete investigation of the performance of partial journal bearings with micropolar fluid.

This study aims to investigate the relationship between board gender diversity and environmental, social and governance (ESG) controversies and to determine if a critical mass of female directors has a significant impact on ESG performance.

The study analyzes a sample of non-financial companies from 13 European countries between 2004 and 2021. The primary method used to reach conclusions was the pooled ordinary least squares regression. Additionally, the study used supplementary techniques such as alternative measurement, sub-sample analysis and two-stage least squares to enhance its reliability.

The results indicate that a higher representation of women on boards is correlated with a reduction in the number of ESG controversies, particularly when there are three or more female directors. Furthermore, the relationship between board gender diversity and ESG controversies may be affected by factors such as industry, governance and a company’s environmental performance.

This study suggests that increasing women’s representation on boards may mitigate ESG controversies and improve firm reputation and performance, especially in industries with high ESG risks. Policymakers can support this through policies, targets, training and inclusive practices. The findings also inform investors and stakeholders of the relationship between board gender diversity and ESG controversies.

This study expands the understanding of the relationship between board gender diversity and sustainable accounting and finance. It focuses on the effect that having female board members has on corporate policies, which is significant for shaping global policies that promote diversity on boards.

Despite the significance of a gender-diverse workforce, there is a lack of comprehensive review of gender diversity and women's career advancement literature. Moreover, past literature focuses on women-on-board and other subsets based on outcomes like firm financial and non-financial performance, corporate social performance and board interlocks. The purpose of this study is to examine the research on gender diversity and women's career advancement through an analysis of 143 articles published during past decade. Theoretical frameworks, contexts and constructs-based contribution to scholarship were reviewed. The authors attempt to highlight key theories, constructs and contexts and provide direction for future research.

A comprehensive systematic literature review of 143 articles spanning January 2008–March 2023 about gender diversity and women’s career advancement was conducted.

Majority of the past studies have focused on women on board and top management team, and most of them have been conducted in the context of the USA and China. There is no specific industry which has been covered extensively. Resource dependency, resource-based views and agency theories are the primary theoretical frameworks used in the past studies. Furthermore, these findings suggest the scope to further focus on women’s retention and career growth initiatives, especially at levels other than top levels, for a stronger leadership pipeline.

This study has been conducted with a focused analysis of the context, constructs and theoretical frameworks, enabling future researchers to decide how and where to focus, to now strengthen retention of women.

The main research target of this paper is to capture the network effects using the case of mobile cellular telephony, identified in European telecommunication markets, and its determinants enhancing the process of digital technologies diffusion.

This research relies on panel and dynamic panel regression analysis. The empirical sample covers 30 European countries, and the period for the analysis is set for 2000–2019.

This work contributes by examining the network effects identified on European telecommunication markets that drive the process of digital technologies diffusion, but it also extends the understanding of the latter by tracing major determinants of fast network expansion, e.g. prices of access to and use of, per capita income, urbanisation, population density, accessibility of fixed telephony infrastructure. The main findings support the initial supposition that the installed base strongly enhances diffusion of new technologies, while other factors, for example, prices, are not of prime importance.

This research has certain managerial implications. The unveiled network effects driving adoption of technological innovations constitute a significant determinant of implementation of differentiation strategy by telecommunication companies. Due to network effects consumers' propensity to join the network is valued higher than the prices of services offered, which is crucial not only from the perspective of the company's pricing strategy but also enables telecommunication companies to introduce to the market new products and/or services concentrating on increasing its quality and usability rather than future prices.

This is the first work that empirically verifies the intercompanies and interpersonal diffusion of cellular telephony, hypothesising that this process relies on unique network effects.

Board gender diversity is an important component of sound corporate governance. This paper aims to examine the influence that female board directors in listed firms in Korea have on effective investment decisions.

The authors used 4,117 data items related to finance and governance from FnGuide for listed Korean firms between 2014 and 2019. The authors analyzed the data using Heckman’s two-stage regression, controlling the ordinary least square regression and endogeneity, to resolve the problem of selection bias. Gender diversity was measured using the existence/absence of female directors on boards (dummy variable) and the ratio of female directors on boards (BLAUt-1 index and SHANNONt-1 index).

Female board directors influenced the suppression of under-investment for the enhancement of corporate value, but not the suppression of over-investment. Additionally, female directors played a complementary role in under-investment to mitigate corporate risk, but not in intra-industry competition. Kanter’s classification of board types indicated that the skewed board and tilted board have a significant effect on under-investment and play a complementary role in corporate risk.

First, this study is about only Korean firms. Second, this study relies on corporate actual data but does not account for the factors that affect human behavior or how such behaviors can evolve. Third, the authors included as many appropriate variables as possible when setting the research model, but there may be missing correlation variables.

The authors’ results have policy implications, as they can be used as a basis to establish policies related to gender diversity in Korea, where there are currently insufficient empirical studies on women’s participation on the boards of directors. Moreover, with the amended FISCMA, which mandates that firms must hire at least one female director, Korean firms need to implement practical employment policies that can benefit firms, by selecting capable female directors rather than engaging in tokenism.

This study empirically examines gender diversity in the boards of Korean firms that have implemented the female quota system for the first time and considers female board directors’ roles in undertaking effective corporate investment decisions. This insight can guide change management and help firms avoid tokenism – a possible corporate response to pressures arising from the debates about feminism in Korea and gender diversity legislation.

Guided by the Comprehensive Model of Information Seeking (CMIS), this article identifies significant predictors that impact individuals seeking COVID-19 information. People with different political ideologies read contradictory information about the COVID-19 pandemic. However, how political ideology may affect COVID-19 information seeking remains unclear. This study explores the major information channels for individuals with different political ideologies to seek COVID-19 information. It further examines how political ideologies influence CMIS's effectiveness in predicting online health information-seeking.

This study collected 394 completed survey responses from adults living in the United States after the 2020 lockdown. ANOVA analyses revealed the differences in salience, beliefs, information carrier characteristics, utilities and information-seeking actions between Liberals and Conservatives. Regression analyses discovered variables that predict Liberals' and Conservatives' online health information seeking.

Results suggest that the internet is the top channel for COVID-19 information seeking. Compared to Conservatives, Liberals report more COVID-19 information-seeking actions. Liberals also express stronger salience, perceive higher trustworthiness of online COVID-19 information, are more likely to think of seeking online COVID-19 information as useful and helpful and report more substantial efficacy to mitigate the risk. Most CMIS variables predict Liberals' information seeking; however, only salience significantly predicts Conservatives' information seeking.

This article indicates that CMIS should include political ideology to refine its prediction of information seeking. These findings offer practical implications for designing health messages, enhancing information distribution and reducing the public's uncertainty.

The peer review history for this article is available at: https://publons.com/publon/10.1108/OIR-08-2022-0436.

This paper aims to seek the perceptions of potential future corporate managers and directors on the issues raised in the literature, especially recent articles in the corporate communications literature, concerning corporate board gender quotas. It focusses on the Czech Republic, where research on board gender diversity is sparse.

The study is part of much more comprehensive research into board gender diversity. It adopts a questionnaire approach, with this paper focussing on 13 research statements. A Likert Scale of 1–4 (Strongly Agree; Agree; Disagree; Strongly Disagree) was applied to the perceived views expressed. The questionnaires were completed by university students at a public university in the Czech Republic during March–April 2023. A pilot questionnaire was conducted in February 2023, resulting in minor changes being made. The data is analysed using SPSS and MedCalc® statistical software.

There is overwhelming opposition to quotas, even from women. The opinions expressed by the respondents to this research, in many respects, support the literature, but there is unmistakable evidence of gender bias. Regarding the positive female benefits of quotas, male respondents disagreed; regarding the negative issues of quotas, male respondents agreed more than their female counterparts.

The research findings have important implications for how women recruited through quotas may be received onto corporate boards – what challenges will they likely face? Some current female candidates for directorship, who would have been selected on merit and perceived as such by their male counterparts, may now be hesitant to apply for such positions if they are seen as being appointed due to quotas. Therefore, the selection procedure must continue to be based on merit and seen as such.

One of the important aspects of the paper is that it focusses on a country that has, until recently, resisted pressures to implement mandatory corporate board gender quotas; in this respect, it has a corpus of originality and value. The Czech Republic and other European countries will also be affected by the recent EU law on gender balance or corporate boards. The paper also highlights the perceptions of potential future directors on various issues of board gender quotas.

This study aims to examine the impact of board gender diversity on company greenhouse gas (GHG) performance, the influence of a critical mass of women on boards on carbon performance (CP) score and its three components separately (Scope 1, Scope 2 and Scope 3). This study examines the presence of institutional investors as a contingent factor that intensifies the effectiveness of the critical mass of female directors on CP.

Using a sample of the US companies listed on Securities and Exchange Commission for the period 2011–2018 and making a total of 2416 observations. This study shows that reaching a critical mass of female board members enhances the level of CP. In addition, this study finds that the presence of institutional investors positively moderates this relationship.

The main results suggest that there is a nonlinear relationship between a critical mass of women directors and CP, and that institutional investors play a strategic role in shaping this relationship. The effect of institutional investors on the three components of CP is also analyzed.

This research is characterized by the methodology adopted for a quantitative variable for measuring CP. Indeed, other research the proxies related to carbon measurements are often used as a simple binary variable. This study verifies the harmony of the theory of critical mass measuring diversity within the board of directors, the presence of institutional investors on GHG emissions (Scope 1, Scope 2 and Scope 3), unlike previous studies (Tingbani et al., 2020; Nuber and Velte, 2021) which only focus on the two measures of carbon emissions (Scope 1 and Scope 2).

This study shows identically that gender diversity on the board must reach a critical mass of three women directors to motivate and influence CP. We fill the gap in previous research regarding the role played by the institutional environment of the firm in improving CP. Third, this study highlights the relevance of having a critical mass of pressure-resistant female directors on boards due to their engagement in climate change issues and CP.