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Knowledge and technology transfer (KTT) and particularly academic entrepreneurship (Klofsten and Jones-Evans, 2000) are indispensable for economic growth and wealth creation. In many European countries including Germany, substantially fewer women than men participate in KTT. Recently, decision makers from scientific, political, and commercial organisations have increased their attention to the gender dimension (e.g. Moser, 2007; Schiebinger, 2013). The purpose of this paper is to evaluate in what ways and to what degree gender is currently integrated in German KTT.

By following an abductive approach (Suddaby, 2006) and building upon existing models (Klofsten and Jones-Evans, 2000; Carlsson et al., 2002; Lundvall, 2010), the authors developed an analytical framework for evaluating the position of the gender dimension in KTT, conducted a comprehensive literature review, and 22 key informant interviews.

The findings indicate that the gender dimension is barely integrated in German KTT, which particularly manifests itself through the fact that there are fewer than 10 per cent women among academic entrepreneurs. Current organisational practices and attitudes of decision makers continue to reinforce traditional gender roles and “typically male” approaches and behaviours (Connell, 2005; Redien-Collot, 2009).

The authors were the first to synthesise a variety of sources into one unified framework and to rigorously analyse the gender dimension in German KTT – both quantitatively and qualitatively and on different levels. This framework can help decisions makers, both in- and outside of Germany, re-envision KTT practices, and create new opportunities for its diverse participants.

The study aims to explore the role of mentoring and the moderating effects of gender on protean and boundaryless career orientations in the African albeit Nigerian cultural context.

Data were collected from 250 Nigerian nurses through a questionnaire.

Mentoring support predicted protean career dimensions but was non-significant for boundaryless career dimensions. Gender directly accounted for a significant percentage of the variance in physical mobility in favor of women but did not predict self-directed, value-driven and psychological mobility career attitudes. Gender significantly moderated the relationship between mentoring and new career dimensions except physical mobility.

The male sample was limited and data from a single professional group/organization in Nigeria may not typify organizations in general. This calls for caution in generalizing findings.

Proactive career management and value-driven attitudes can be fostered by ensuring quality mentor support. The peculiar direct and moderating effects of gender on protean and boundaryless careers deserve particular attention.

The absence of African perspectives on new career directions in most reference journals limits the global scope of comparative studies. The present study provides information on the under-researched role of mentoring and gender in modern career models from Africa, and makes useful theoretical contributions to new career perspectives, especially in the context of how relationships among study variables may differ across national cultural contexts.

The importance of gender equality is reflected not only in the Millennium Development Goals (MDGs), but also in the World Bank’s Gender Action Plan launched in 2007 as well as in other treaties and actions undertaken at regional and international levels. Unlike other gender poverty works, which are mostly based on monetary measurement, the purpose of this paper is to adopt a non-monetary approach.

The present study makes use of a counting approach to examine gender issues in Burkina Faso and Togo using household surveys, namely Enquête Intégrale surles Conditions de Vie des Ménages (2009/2010) and Core Welfare Indicators Questionnaire (2011), respectively. It focusses on six dimensions (housing, basic utilities, assets, education, employment and access to credit) largely recognized as MDG targets.

Main findings indicate that overall individuals are the most deprived in education in Burkina Faso, while the reverse situation is true in Togo. Gender inequality is observed in all dimensions since women always seem to be more deprived than men. The situation is also marked by regional disparities. Moreover, the assessment of dimensional contributions shows different patterns for each country. While employment proves to be the main contributor of gender inequality in Burkina Faso, three dimensions (assets, access to credit and employment) account together for most of the total contribution to gender inequality in Togo.

The main contribution of the paper is to use a multidimensional method (counting approach) to assess gender deprivation, with countries comparison. It also proposes an interesting combination of the decomposition by dimension with the subgroup’s decomposition in order to determine the largest contributor to gender inequality.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Global workforces are still impacted by gender inequalities – there remains a gender gap in pay, in access to roles of responsibility and in terms of work-life balance. A challenge facing gender equality in the workplace is an agreed definition – organizations, managers and employees have different social representations of gender equality and place differing levels of importance on different dimensions. This can affect implementation of gender equality policies in the workplace, which rely on the goodwill of individuals to put policy into practice. Organizations need to recognize which dimensions are most important to their workplace in order to successfully implement equality.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

This work deals with social representations of gender equality in the workplace. Little academic work deals with the way workers define gender equality. My research also deals with the implications of this definition in terms of policy implementation.

This work is based on a mixed-method approach. A quantitative study based on an online survey conducted in 2015 at a French company is mobilized to identify and measure the main representations of gender equality among the workers. Then, a qualitative study is used to explore these representations in depth and to examine how they influence the implementation of policy on gender equality.

This work shows that for French workers, equal pay and equal access to responsibilities are the most important dimensions of gender equality, while gender diversity and work-life balance seem less important. The representation of gender equality varies according to gender, professional field and managerial status. These variations help to understand the difficulty of implementing such policy.

Managerially, these results would strongly indicate that companies in France, but also in other developed countries, should consider carrying out awareness campaigns aimed at employees in order to promote a common culture and definition of gender equality. Indeed, the coexistence of various representations of gender equality partly explains the insufficient implementation—and thus the poor performance and general effectiveness of gender equality policies, both in theoretical and practical terms. Companies should also consider introducing awareness campaigns that specifically target men, who grant less importance to gender equality than women.

This study deals with social representations of gender equality in France, a subject which has been largely neglected or overlooked in existing fields of gender research. The international literature on gender equality shows that variations in representations of gender equality constitute a major subject for research and policies about gender, whatever the country. However, this topic still remains inadequately addressed. This research aims to strengthen such research literature dedicated to the issue of gender equality.

This research seeks to explore the nature and the structure of brands' masculine dimensions; to develop a reliable and a valid scale to measure brand masculinity and to explore the different brand masculine patterns.

A series of four studies developed and validated a two-factor, five-item measurement scale for brand masculinity using exploratory and confirmatory factor analyses. Content and face validities; reliability and internal validity; convergent and discriminant validities were established. Generalisability of the two dimensions across the gendering of product categories was assessed. A cluster analysis was used to explore brand masculine patterns.

The results indicate that brand masculinity is a bi-dimensional construct (i.e. “Male chauvinism” and “Heroic” dimensions). A cluster analysis performed on 45 brands revealed four brand masculine patterns: hegemonic, emerging, chivalrous and subaltern.

French student subjects constitute the sample. Future studies might investigate the transferability of the results to other cultures. The classification scheme broadens the existing brand personality and brand gender literature and its derived brand taxonomies.

The results provide brand managers with a marketing tool to measure their brands' masculinity and allow them to adapt specific, previously developed gendered marketing strategies.

This research contributes to the brand personality and brand gender literature with new insights about the nature and structure of brands' masculine dimensions. The study moves the conceptualisation of this construct forward rejecting thus previous monolithic approaches to brand masculinity.

The purpose of this paper was to investigate gender differences in entrepreneurship development.

A quantitative study consisted of an on-line questionnaire administered to a random sample of 206 owner-manager CEOs across Bosnia and Herzegovina. Various statistical tools were used in the analysis.

Empirical results revealed significant differences in entrepreneurial performance between women and men. It was found that gender significantly affects entrepreneurial activities in firms with regards to innovativeness, proactiveness and risk-taking. Overall, female respondents scored better in entrepreneurial dimensions than did males.

The state should support female entrepreneurship in the long term; aspirations exist, and this study’s results reveal this potential. Furthermore, it is recommended that women take a part in entrepreneurship development – a key to economic development. Also, it is suggested that education in entrepreneurship should be at a higher level than is currently the case.

This paper is the first empirical study that examines gender issues in entrepreneurship in Bosnia and Herzegovina. The study draws practical implications for current business owners, CEOs and potential entrepreneurs of either gender. This research removes stereotypes about female aspirations, competencies and skills in creating new start-ups and ventures, which in the long term will contribute to the economic development.

This study aims to examine how brand gender (masculine/feminine brand personality [FBP] traits) stimulates brand engagement (cognitive processing, affection and activation) inside online brand communities (OBCs). The authors also explore the mediation of this effect through brand identification and brand personality appeal (BPA). The moderating role of consumers’ biological sex is also investigated.

The theoretical model has been tested with the data collected from OBC members through the structural equation modelling technique. Bootstrapping is used for mediation analysis and multiple group analysis for testing the moderating effects.

Results show that masculine brand personality (MBP) influences brand engagement directly, as well as through brand identification and BPA. However, FBP elicits brand engagement only through the mediation of brand identification and BPA. Consumers’ biological sex moderates the effect of FBP on brand engagement, but no moderation was traced for the effect of MBP on brand engagement.

The context of the research poses a limitation on the broader replication of study findings. Other limitations include the absence of community-based variables and the focused use of gender centric brands in this study. This research will help researchers to understand the nuances in the underlying relationship between brand gender and brand engagement inside OBCs.

The managers can emphasize MBP but should not downplay the importance of FBP inside OBCs. To achieve brand engagement, the marketers should curate FBP in a way to affecting consumers’ brand identification and brand appeal. To achieve consumer brand engagement, MBP can be targeted at both male and female consumers, whereas FBP holds more importance among female consumers. Therefore, classifying members as per their biological sex is recommended for better brand engagement from brand gender inside OBCs.

This study explores finer mechanisms in the relationship between brand gender and brand engagement inside OBCs by charting out the powerful mediating role played by brand identification and BPA. The moderating role of consumers’ biological sex is an important dimension to these relationships, not explored hitherto.

This paper aims to review for the first time existing research literature about the role of gender in creating, sharing and using knowledge in organizations and proposes a conceptual framework to guide future research directions.

Based on the systematic literature review method this study collects, synthesizes and analyses articles related to knowledge management (KM) and gender published in online databases by following a pre-defined review protocol. The paper analyses 41 papers published in peer-reviewed journals.

The role of gender in KM has been rarely addressed in KM journals and journals with specific emphasis on gender. The existing literature is fragmented, but existing research suggests that knowledge sharing might be influenced by gender. Based on the analysis and synthesis, a conceptual framework is proposed to guide further research on determining if gender matters in KM.

Academic researchers should aim to include gender-related variables into their KM research to further explore if gender matters in KM.

The practical implication suggests that managers and knowledge managers should raise awareness about how stereotypes and gendered expectations about role behaviour affect how knowledge and experiences are created and shared within the organization.

The authors believe that a better understanding of knowledge handling and gendered role expectations at the workplace could also have an impact beyond organizational boundaries.

The paper presents the first comprehensive systematic literature review of the article published on knowledge creation, sharing and usage and gender and provides a conceptual framework for future research.

Understanding cultural differences is critical to international business success. Hofstede's (1980) model of national culture is widely used to identify such differences. The cultural dimensions identified in Hofstede's model, however, are not gender‐specific, with one exception, masculinity/femininity. Hofstede's data were gathered in the late 1960s and early 1970s. Considerable change has taken place since that time, particularly in the areas of education, legislation, and workforce composition. It is proposed that these changes, among others, may have resulted in gender differences in dimensions of national culture. This study provides an exploratory examination of gender differences in cultural characteristics in two industrialised countries with distinctly different cultures, Japan and the USA. Results indicate that gender differences exist in the power distance dimension for Japan and in the individualism/collectivism dimension for Japan and the USA. Theoretical and practical implications of these findings are discussed.