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Article
Publication date: 29 March 2011

Ronald J. Burke and Ghada El‐Kot

This paper aims to investigate gender similarities and differences among managers and professionals working in a variety of organizations and industries in Egypt. It seeks to…

2016

Abstract

Purpose

This paper aims to investigate gender similarities and differences among managers and professionals working in a variety of organizations and industries in Egypt. It seeks to replicate and extend previous work by employing a different sample working in a large Muslim country.

Design/methodology/approach

Data were collected from 242 respondents, 146 males and 96 females, using anonymously completed questionnaires, a 48 percent response rate. Measures included personal demographic and work situation characteristics, stable individual difference personality factors, job behaviors, work outcomes, after‐work recovery experiences, indicators of quality of life (e.g. work‐family conflict and life satisfaction) and psychological well being.

Findings

There were considerable differences in personal demographic and work situation characteristics, consistent with previous findings. Females were younger, less likely to be married, worked at lower organizational levels, were less likely to supervise others, worked in smaller organizations, and earned less income. Males and females were generally similar on stable individual difference personality factors and job behaviors. Females, however, were less satisfied with their careers, less work engaged, and reported higher levels of both exhaustion and psychosomatic symptoms; findings different from those observed in other countries female managers did make greater use of the four recovery experiences examined.

Research limitations/implications

Consistent with previous research, considerable demographic and work situation differences were observed. But different from previous research, female and male managers in Egypt reported some similar and some different work and well‐being outcomes. The observed differences indicated that women managers are somewhat disadvantaged on both work and well being.

Practical implications

These results suggest that Egyptian organizations need to devote more resources to supporting the career development of managerial and professional women. In addition, Egyptian society needs to challenge the existing stereotypes of women's roles. Entrepreneurship appears to be a realistic prospect for some women managers and professionals dissatisfied with their current careers.

Originality/value

This study provides insights on similarities and differences on personal demographic characteristics and outcome measures among female and male managers in Egypt.

Details

International Journal of Gender and Entrepreneurship, vol. 3 no. 1
Type: Research Article
ISSN: 1756-6266

Keywords

Article
Publication date: 15 July 2019

Ghada El-Kot, Ronald J. Burke and Lisa M. Fiksenbaum

This paper aims to examine the relationship of perceived supervisor empowerment behaviors and feelings of personal empowerment with important work and well-being outcomes in a…

Abstract

Purpose

This paper aims to examine the relationship of perceived supervisor empowerment behaviors and feelings of personal empowerment with important work and well-being outcomes in a sample of Egyptian women managers and professionals.

Design/methodology/approach

Data were collected from 155 managerial and professional women using anonymously completed questionnaires. Respondents were relatively young; had university educations; had the short job and organizational tenures; held various levels of management jobs; and worked in a range of functions. All measures used here had been used and validated previously by other researchers.

Findings

Work outcomes included job satisfaction, career satisfaction, work engagement, work-family and family-work conflict, emotional exhaustion/burnout, life satisfaction and intent to quit. Both perceived levels of supervisory/leader empowerment behaviors and self-reported feelings of empowerment had significant relationships with the majority of work and well-being outcomes.

Research limitations/implications

Data were collected using self-report questionnaires with the small risk of response set and common method biases. Second, all data were collected at one point in time making it challenging to address issues of causality. Third, all respondents came from the two largest cities in Egypt, Cairo and Alexandria; thus, the extent to which our findings would generalize to managerial and professional women and men is indeterminate. Fourth, it was not possible to determine the representativeness of our sample as well.

Practical implications

Practical implications of these findings along with future research directions are offered. Practical applications include training supervisors on empowerment behaviors, and training all employees on the benefits of personal empowerment and efficacy and ways to increase them.

Social implications

A number of ways to increase levels of empowerment of both front-line employees and managers have been identified. These include increasing employee participation in decision-making, delegating authority and control to these employees, creating more challenging work roles through job redesign, leaders sharing more information and leaders providing more coaching and mentoring to their staff. At the micro level, increasing levels of employee self-efficacy through training and more effective use of their work experiences will increase personal empowerment and improve work outcomes.

Originality/value

Relatively little research has been undertaken on women in management and human resource management in Egypt.

Details

Gender in Management: An International Journal, vol. 34 no. 5
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 25 January 2023

Mohamed Mousa, Hala Abdelgaffar, Islam Elbayoumi Salem, Ahmed Mohamed Elbaz and Walid Chaouali

This study aims to investigate the perceptions of female tour guides’ lower and top levels of management in travel agencies about how misunderstanding Islam and its culture may…

Abstract

Purpose

This study aims to investigate the perceptions of female tour guides’ lower and top levels of management in travel agencies about how misunderstanding Islam and its culture may engender the poor representation of women in the tour guide profession.

Design/methodology/approach

A qualitative research method is used, and semi-structured interviews were conducted with 32 full-time female tour guides working at several travel agencies in Egypt. Thematic analysis helped extract main ideas from the transcripts.

Findings

The representation of female tour guides in travel agencies is shaped by the following three determinants: religious (familial obligations and marital status), contextual (nature of tour guide activities, poor representation of women in senior tourism-related jobs, cronyism, sexual harassment and spread of foreign female tour guides) and media influence. Understanding these three factors may enable a more comprehensive representation of female tour guides.

Practical implications

Female tour guides could work closely with tourism policymakers in Egypt to shape the media messages about them. This might include elaborating on the main challenges faced by female tour guides. Social support from families and friends may allow female tour guides more freedom and empowerment.

Originality/value

This study contributes by filling a gap in tourism, human resources management and gender studies in which empirical studies on the representation of females in travel agencies have been limited so far.

Details

International Journal of Contemporary Hospitality Management, vol. 35 no. 9
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 19 December 2022

Yasmine Hossam Khairy and Hebatallah Ghoneim

The purpose of this study is to assess the gender disparities in the workers' perception of whether “decent work” standards exist in their current job and workplace in the Egyptian

Abstract

Purpose

The purpose of this study is to assess the gender disparities in the workers' perception of whether “decent work” standards exist in their current job and workplace in the Egyptian context.

Design/methodology/approach

This study uses quantitative data. A survey was utilised to assess workers' perceptions of decent work. The sample was selected based on age as the study aims to measure gender disparities in the perception among Generation Y and Z. Frequency table for each question and independent sample T-test were utilised in order to compare the variable means between females and males and whether any of those means are significantly different from each other.

Findings

The key findings of this research show that women in Egypt believe they have fewer opportunity to progress professionally and raise their salaries than males, particularly in male-dominated fields like engineering, construction and information technology. Furthermore, the women surveyed, particularly working mothers, emphasised that they struggle with their workload and working time more than men, affecting their work–life balance. However, there was no significant disparity between men and women in the other aspects of decent work examined in this article, which included social protection, health and safety, and meaningful compensation.

Originality/value

To the best of authors’ knowledge, this study is among the first group of studies assessing the gender disparities in the workers' perception of whether “decent work” standards exist in the Egyptian workplace.

Details

Management & Sustainability: An Arab Review, vol. 2 no. 2
Type: Research Article
ISSN: 2752-9819

Keywords

Article
Publication date: 30 May 2008

Katlin Omair

This paper aims to explore the position of Arab women in management by examining the existing research on gender and management in the Arab region in order to obtain an overall…

2268

Abstract

Purpose

This paper aims to explore the position of Arab women in management by examining the existing research on gender and management in the Arab region in order to obtain an overall picture of the advancement of Arab women in their professional lives, point out coherent clusters of research and identify knowledge gaps in existing research.

Design/methodology/approach

The study conducts a content analysis of academic articles in order to provide a quantitative as well as qualitative thematic overview of the topics emerged from the literature.

Findings

The statistical analysis of researches shows that, the topic of women in management is gaining more importance. The thematic overview of researches shows that authors have concentrated only on few and very broad topics, without much diversity or depth.

Practical implications

The paper provides practitioners some understanding of the position of Arab women in management and factors that influence their professional lives. The paper sets a solid base of previous studies for future researchers studying women in management in the Arab region.

Originality/value

The paper might be considered as the first study to give a systematic overview of the literature on women in management in the Arab region.

Details

Education, Business and Society: Contemporary Middle Eastern Issues, vol. 1 no. 2
Type: Research Article
ISSN: 1753-7983

Keywords

Article
Publication date: 1 May 1983

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of…

16237

Abstract

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

Details

Management Decision, vol. 21 no. 5
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 23 August 2011

Liesl Riddle and Meghana Ayyagari

The purpose of this paper is to explore gender differences in ethical attitudes along two dimensions: perceived ethical strategies for career advancement, or upward‐influence…

Abstract

Purpose

The purpose of this paper is to explore gender differences in ethical attitudes along two dimensions: perceived ethical strategies for career advancement, or upward‐influence ethics; and perceived ethical roles of business in society and the natural environment, or business social and environmental responsibility.

Design/methodology/approach

Employing a variance decomposition procedure, the paper identifies substantive differences in the ethical perceptions of Egyptian male and female managers.

Findings

Female managers find more covert upward‐influence strategies – strategies that are less aboveboard and transparent – acceptable and eschew overt upward‐influence tactics – strategies that are aboveboard and transparent. Female managers also envision a larger role for business in society, particularly in terms of social responsibilities than do male managers.

Research limitations/implications

The study is exploratory, employing a small sample in a single country.

Originality/value

The findings contribute to ongoing debates about the role that a person's gender plays in influencing his/her ethical perspective, examining the issue in a developing country context. This paper's contribution is also methodological, demonstrating how variance decomposition can be used to examine these issues.

Details

Education, Business and Society: Contemporary Middle Eastern Issues, vol. 4 no. 3
Type: Research Article
ISSN: 1753-7983

Keywords

Article
Publication date: 9 January 2024

Sally Fathy ElSayed, Mohamed Mohamed Salih, Noha Saad EL Shaer and Mohamed Abdel Aziz Abed

Although the hospitality sector is considered the most active and profitable sector in the Egyptian economy, it suffers from the non-stop immigration of skilled manpower and the…

Abstract

Purpose

Although the hospitality sector is considered the most active and profitable sector in the Egyptian economy, it suffers from the non-stop immigration of skilled manpower and the high rates of labor turnover. One of the apparent solutions for this problem that could be implemented is empowering Egyptian females to play an active role in the success of this sector. Females faced many obstacles while working in hospitality, including prevailing social perception, the culture of shame, the traditional negative view of feminine hoteliers, long working hours and the shift system, which led to weak females' desire to enroll in the hospitality field. The study aims to determine how empowering Egyptian women in the hospitality industry affects staff turnover.

Design/methodology/approach

To achieve the aim of the study, a sample of four- and five-star resorts in Red Sea, Egypt, was under study. A self-administrated questionnaire was addressed to female hotel employees, and 140 forms were statistically analyzed in addition to 14 semi-structured interviews with hospitality experts.

Findings

The study recommends that hotels should start re-tailoring policies to activate Egyptian females' role in reducing the high rate of hospitality labor turnover through increasing their work engagement (WENG) (as a mediator) by adopting a decent work environment and motivating them to get promoted to hold senior positions.

Research limitations/implications

In spite of some noteworthy contributions, the authors would like to point out certain shortcomings. The sample was homogeneous, consisting of female hotels employees in Egypt, but the findings are generalizable to other Arabian communities. Nonetheless, the authors feel that they have supplied some suggestive evidence, even for the most careful reader who wants to further study these elements of working attitudes in the hotel business.

Originality/value

According to the authors' knowledge, this study is among the few studies covering females' reluctance to continue working in the hospitality field.

Details

Journal of Cultural Heritage Management and Sustainable Development, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2044-1266

Keywords

Article
Publication date: 22 June 2010

Ronald J. Burke and Ghada El‐Kot

The work‐family interface has received considerable attention during the past two decades but inconsistent findings have been reported. Reasons for this include the use of…

1044

Abstract

Purpose

The work‐family interface has received considerable attention during the past two decades but inconsistent findings have been reported. Reasons for this include the use of different work‐family conflict (WFC) measures, samples, outcomes, and countries and cultures. Carlson et al. developed and provided an initial validation of a new comprehensive measure of bi‐directional WFC having three forms: time‐, strain‐, and behavior‐based conflict. The purpose of this paper is to replicate and extended their work employing a large sample of managers working in various organizations and industries in Egypt, a large Muslim country, and including additional correlates.

Design/methodology/approach

Data were collected from 242 respondents, 146 males and 96 females, using anonymously completed questionnaires, a 48 percent response rate. Measures included three forms of WFC, personal demographic and work situation characteristics, stable individual difference personality factors, job behaviors, work outcomes, after‐work recovery experiences, indicators of quality of life (e.g. WFC, life satisfaction) and psychological well‐being.

Findings

The three measures of WFC were acceptably reliable and inter‐correlated to the same extent as reported by Carlson and her colleagues in their US study. The mean values in the Egyptian sample were higher than those in the US study indicating more WFC, and the gender differences reported by Carlson et al. were not found in the Egyptian sample. Both stable personality characteristics (e.g. need for achievement) and job demands (e.g. perceptions of work intensity) were positively associated with WFC. Use of recovery experiences after work had limited and mixed effects on levels of WFC. WFC generally had negative relationships with work outcomes and indicators of psychological well‐being.

Research limitations/implications

The presence of country differences suggests the need for more cross‐cultural research involving participants in the same occupations.

Practical implications

Results suggest that both individual characteristics and job demands are associated with levels of WFC. Efforts to reduce levels of WFC need to address both.

Originality/value

The paper adds to the understanding of work experiences of managers in Egypt and replicates and extends earlier work.

Details

International Journal of Islamic and Middle Eastern Finance and Management, vol. 3 no. 2
Type: Research Article
ISSN: 1753-8394

Keywords

Article
Publication date: 1 November 2022

Samir Ibrahim Abdelazim, Abdelmoneim Bahyeldin Mohamed Metwally and Saleh Aly Saleh Aly

The purpose of this study is to examine the impact of firm financial and operational characteristics on the level of forward-looking information disclosure (FLID) by Egyptian

Abstract

Purpose

The purpose of this study is to examine the impact of firm financial and operational characteristics on the level of forward-looking information disclosure (FLID) by Egyptian-listed non-financial companies. The present research also aims to investigate the moderating role of gender diversity on the board of directors.

Design/methodology/approach

The sample incorporates the non-financial companies included in the EGX 100 of the Egyptian Stock Exchange (ESE), whose reports were available during the study period from 2013 to 2018. The final sample comprises 49 companies with 294 observations. Statistical analysis is performed using multiple regression analysis.

Findings

This study found a significant positive impact of return on assets, leverage, company size and age on the level FLID, while external audit firm type and industry were found to impact the level of FLID negatively. Further, the board gender diversity (BGD) is found to have a moderating impact as it strengthens the effect of financial and operational characteristics on the level of FLID.

Practical implications

The present study has some implications for Egyptian companies, investors in the Egyptian market and regulators in emerging economies, which include paying more attention to BGD when selecting the board members by companies as well as following up the female representation in all the listed companies by regulators.

Originality/value

To the best of the authors’ knowledge, this is the first study to investigate the moderating role of BGD and its impact on the level of FLID in emerging markets. This extends the disclosure literature as the present study brings new evidence from an emerging market regarding BGD moderating role as early research concentrated on the direct impact of BGD on the level of FLID.

Details

Journal of Accounting in Emerging Economies, vol. 13 no. 5
Type: Research Article
ISSN: 2042-1168

Keywords

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