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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 aims to examine whether CEO succession with gender change (male to female) affects audit fees in the Chinese setting. In addition, this study examines whether the relationship exists in both types of ownership, i.e. non-state-owned enterprises (SOEs) and SOEs.

This study uses data from all A-share non-financial firms listed on both the Shanghai Stock Exchange (SSE) and Shenzhen Stock Exchange (SZSE) for the period 2009 to 2015. To draw inferences, this study uses pooled ordinary least squares regression as a baseline technique. This study performs sub-sample analyzes for robustness. To account for endogeneity, this study uses three techniques including firm fixed-effects regression, the two-step Heckman model and the system generalized method of moments (GMM).

This study documents a significantly negative relationship between CEO succession with gender change and audit fees. However, the negative effect of CEO succession on audit fees is more pronounced in non-SOEs than SOEs. This study also finds, in additional analyzes, a strong negative effect of female CEO succession on audit fees in sub-sample of large, high-risk, high-performance and firms audited by non-big auditors. The main finding is robust across three endogeneity techniques.

The findings add to the ongoing debate about the underrepresentation of women in key executive positions such as CEO. The results suggest that CEO succession from male to female has a favorable effect on the quality of internal monitoring mechanisms (due to the superior monitoring skills of women) and enhances the quality of financial reporting. The study has practical implications for regulatory bodies and corporate decision-makers; this study encourages them to look into considering women in the executive succession framework.

This study contributes to the literature by exploring the effect of CEO succession with gender change (male to female) on audit fees in the context of China and the existence of this relationship in non-SOEs and SOEs.

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.

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 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.