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The main purpose of the study was to assess the entrepreneurial orientation based on personality and attitude of female aspirant human resources in India.

For collecting primary data, the scale on entrepreneurial attitude orientation developed by Robinson et al. (1991) was used. Statistical tools such as correlations, analysis of variance, means, grand means, standard deviations and percentages were used for the analysis of the primary data gathered from 500 female respondents.

The results showed the highest score of the female respondents on the achievement motivation as compared to other three personality descriptors and lowest but positive score on the self-esteem dimension. Among attitude components, the cognition had emerged as highest. MBAs showed comparatively less entrepreneurial orientation than other categories of female aspirants. Results indicated that lower age, lower educational qualifications and high socioeconomic status supported the entrepreneurship.

The study was limited to only four personality traits and three attitude components. Another limitation of the study was that the data were collected from North India that could have been collected from the wider area.

The study will be helpful to the female aspirant participants to decide whether to choose managerial or entrepreneurial careers. By taking cues from this study, educators can build curriculum and develop programs to encourage and empower future female entrepreneurs.

Inclusion of Indian female aspirants of different backgrounds will definitely add value to the existing knowledge, management theory and practice.

This paper looks into the controversial Buddhist Asoke group generally known as Santi Asoke in Thailand. The group has challenged the state Buddhist hierarchy (Mahatherasamakhom) by ordaining women as sikkhamat. The sikkhamats observe Ten Precepts and are highly respected in the group. In the wider Thai society, they are less known and often confused with visiting Chinese bhiksunis. Santi Asoke has been controversial since its emergence in the 1970s due to its strict vegetarianism and harsh criticism on capitalism, consumerism and monastic corruption. It became highly politicised when their most famous lay member Major-General Chamlong Srimuang was elected as the governor of Bangkok and later on established his own political party Palang Dharma (Power of Dharma or Moral Force) to contest in the national elections in 1988. Palang Dharma failed to change Thai politics, but when in 1998 the former Palang Dharma member, telecom tycoon Thaksin Shinawatra established his nationalistic Thai Rak Thai party (Thais Love Thais) to contest the elections in 2000, many Asoke people enthusiastically supported him until 2006 when they joined street protests to oust him. Asoke group has been widely criticised for their involvement in politics. Asoke movement administers several autonomous self-reliant villages in rural Thailand where it practices sustainable organic agriculture, produces herbal shampoos and medicine and runs primary and secondary schools. The sikkhamats are primarily involved in teaching and preaching but have also participated in the street demonstrations. The purpose of this paper is to look into the role and status of the sikkhamats in the Asoke group; explore social and economic background of Asoke sikkhamats; ask why women choose to become sikkhamats; and why do they not seem to want to be ordained as bhikkhuni. The paper is based on many years of observation and interviews with the Asoke sikkhamats and laywomen in their temples, schools, villages, and on the streets of Bangkok.

This paper aims to answer whether the notion of the gender and leadership stereotypes theory has already reached its boundaries.

To accomplish such a goal, it relies on the extant literature looking for more robust findings, problems, disruptions and pathways toward building a better understanding of this problematic.

The evidence gleaned throughout this paper suggests that the interplay between gender and leadership stereotypes theory has reached its boundaries. Moreover, the traditional sex stereotype or gender traits approach within companies seems to be highly limited taking into account that it tends to nurture rivalry and prejudice among people of different genders. Rather than focusing on leader sex approach or egalitarian quotas, in terms of leadership role and despite the fair argument of diversity, the author proposes that it is wiser to concentrate on a meritocratic view.

It suggests that an androgyny leadership style appears to be welcomed in organizations, yet some shift about this understanding may be occurring. At present, however, female aspirants of leadership roles should work increasingly toward adapting themselves to this profile. In doing so, it is likely that they may be benefited from organizational evaluations in which the merit issue constitutes an imperative.

Overall, it is expected to contribute to theory by arguing that the traditional understanding of gender and leadership stereotypes theory is not suitable anymore to deal with the uncertainties and complexities that shape today’s business arenas. On the contrary, it argues that such approach tends only to encourage gender bias and to nurture a somewhat sex war game in detriment of organizations efficiency and productivity.

This paper aims to investigate the perceptions of young entrepreneurial aspirants towards sustainable entrepreneurship in Pakistan.

The study is based on descriptive and cross-sectional data collected using a survey questionnaire. The study’s respondents were students, all of whom were studying for their Master’s degree of Business Administration (MBA) at several Pakistani universities (both public and private sectors). A total of 412 usable cases were used to obtain the outcomes.

By using the structural equation modeling, the findings suggest a positive and significant impact of eco-friendly people, green marketing factors, changing consumer behaviour and favourable market conditions on sustainable entrepreneurship.

The study’s findings are beneficial in understanding the concept of sustainable entrepreneurship and the significant factors that may affect sustainable entrepreneurship along with the main components in social and business systems. Organizations can reinforce these factors to stimulate sustainable entrepreneurship in future studies. Thus, the study contributes to filling the research gap in the area of sustainable entrepreneurship.

To the best of the authors’ knowledge, this is the first study to investigate and reveal young entrepreneurial aspirants’ perceptions on sustainable entrepreneurship. The findings help in understanding the sustainable entrepreneurship concept, particularly in a developing country.

As globalization intensifies, the need for tapping the capabilities of corporations’ human resources, gecome more paramount. To this end, businesses cannot afford to have their most important resource, their people, hampered by attitudes that detract from their abilities to perform at their best. This is especially relevant when there may be a misconception that being male is synonymous with management competency. The focus of this research was on exploring the attitudes towards women managers in the United States and Poland. Questionnaires were distributed to two groups of individuals within each nation, professionals and graduating business students or “future managers”. There were 157 and 295 usable responses from Poland and the United States, respectively. The results indicate that Polish women may have more negative attitudes to overcome in becoming managers in comparison to the US counterparts. Perhaps more disconcerting is the potential that “future managers” in Poland may have even more negative attitudes toward women as managers.

The purpose of this paper is to examine the importance of lifestyle factors including geographical relocation, accommodation for dual earner careers, and availability of family or non-family domestic help on the career choices of women assistant superintendents and superintendents in school districts in the USA. Women’s access to the superintendency continues to make slow progress, a trend traditionally attributed to gender bias. However, working women increasingly make career choices based on perceptions of lifestyle and domestic responsibilities that may self-limit their access to positions that would further their careers.

The study is set in Pennsylvania, where women occupy 26 percent of superintendents’ positions. Women superintendents and assistant superintendents in 2011-2012 were surveyed regarding their perceptions of the compatibility of the requirements of the position of superintendent with their lifestyle priorities.

The responses of 109 respondents suggest that the importance they attach to lifestyle factors limit the positions to which they apply. Most respondents would not consider family relocation or long commutes to access positions that would further their career goals. Consideration of partners/spouses work and career needs was rated as of high importance in making career decisions, and the respondents managed domestic household themselves with little expectation or recourse to extended family support or paid domestic help.

The findings suggest that the current demands and characteristics of the superintendency are at odds with lifestyle preferences of women qualified to hold the position, further exacerbating the effects of gender bias that maintain the lack of gender balance in educational decision making at the local level in the USA.

This paper reports on results of a systematic research synthesis of 25 studies on women in educational leadership and management in Zimbabwe. The aim of this systematic review of research was to report conclusions drawn from a synthesis of findings from studies of gender and educational leadership in Zimbabwe.

The review used systematic methods to identify 25 research studies that examined women leading schools in Zimbabwe. Research synthesis methods used for qualitative research studies were employed in order to identify three broad themes and related subthemes across the studies.

The review identified three themes: (1) barriers to women gaining access to management positions, (2) female ways of leading, (3) context challenges for women leaders. Both barriers to gaining positions and context challenges faced in enactment of the leadership role are described. These consist of an intertwined web of personal, institutional and cultural challenges. Women's ways of leading were characterized as collegial, collaborative and caring.

Three implications are identified. First is a need for better statistical information on gender representation in Zimbabwe and other African countries. Second is a need to design and implement training, mentoring and networking support programs for female leaders in Zimbabwe. Finally, the authors recommend that future research move toward the use of mixed methods research designs capable of achieving complementary research goals of gaining a broad perspective on the effects of female leadership and in-depth understanding of how those are achieved.

Empirical studies of female leadership is especially urgent in Africa where particular features embedded in the cultural context shape female access to leadership role and attitude towards efforts of women to lead.

The study combines data from the electronic version of the transcribed census enumerators’ books and documentary sources to analyse the entry of women to bookkeeping in late nineteenth century Britain. The paper explores the chronology of the feminisation of bookkeeping and presents a socio‐demographic profile and sectoral distribution of women bookkeepers. The study renders more visible the existence of female accounting labour on the boundaries of the private/public divide. It is shown that previous commentators have failed to identify the early sex‐typing of bookkeeping in the south of England and in retailing and distribution. The liberal feminist movement and the use of women as cheap or unremunerated labour are offered as explanations for the employment of female accounting functionaries.

This paper argues that because leadership is a relational practice and leaders are gendered and racialised, in socially diverse schools and societies, leader preparation around difference is potentially emotionally confronting to leaders' professional and personal identities.

The paper draws on critical race and feminist theoretical perspectives to undertake a review and analysis of current approaches to professional development.

The paper concludes that because there is significant agreement now that leadership is considered to be emotional management work, then leadership learning, if it seeks to change practice, is also emotionally laden. The paper concludes that to develop more reflexive leaders, professional learning should begin with scrutiny of the self as gendered and racialised to consider what that means for “the Other” in terms of leadership in culturally diverse communities and schools.

The paper is context specific, largely drawing on Australian data with reference to indigeneity. This is consistent with its theoretical position that leadership is relational and situated.

The paper identifies possible strategies that could be undertaken in professional learning forums that address issues of difference.

While there are significant issues around professional learning to develop pedagogical practices that address student diversity, there is less theorising around leadership diversity and what that might mean in terms of professional development of leaders.

The paper investigates how the interplay of women-specific human and social capital factors with ownership structure impacts her chances to get director level appointment in the light of recent amendments to the Indian statute.

The strength of the study lies in fitting a logistic regression model to the unique hand collected data on women director characteristics from 100 large listed Indian firms.

Counter intuitive findings reveal negative effects of social capital on appointment of independent women directors. This relationship gets reversed when social capital is moderated by ownership structure.

Companies may be influenced to take into cognizance the underlying gender biases prevailing in the highest echelons of management and employ un-gendered fair selection practices for board level appointments in order to progress towards gender balanced corporate boards.

The paper is a first of its kind that combines aspects of human capital and ownership structure using Indian data. By developing several new proxy variables to enrich the construct of social capital it contributes to the corporate governance literature and lastly, through main and interaction effects, the paper offers a deeper understanding about the impact of endogenous factors of corporate boards on women's representation at leadership levels in India.