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Article
Publication date: 28 August 2007

Charlene K. Stokes, Debra Steele‐Johnson and Anupama Narayan

The purpose of this article is to address and gain a more complete understanding of the effects on performance attributable to the gender composition of teams.

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Abstract

Purpose

The purpose of this article is to address and gain a more complete understanding of the effects on performance attributable to the gender composition of teams.

Design/methodology/approach

The authors examined gender as a team composition variable that influences performance on a computer‐based task, and we investigated task framing (masculine/feminine) and competition (isolated/dyad) as explanatory factors in the gender composition‐performance relationship. Whereas previous research combines matched gender dyads in analyses, we distinguished male/male from female/female dyads to isolate the effects on performance and examine competition effects.

Findings

Distinguishing between male/male and female/female dyads revealed only male/male dyads had superior performance. Task framing was not supported as an explanation for the observed performance differences, but competition was. Contrasting the gender effect in competitive conditions relative to isolated conditions revealed a gender difference in performance between competitive conditions only.

Research limitations/implications

Given competition's clear role in the gender composition‐performance relationship, a more rigorous examination and manipulation of competition is needed beyond the comparison of isolated and dyadic conditions.

Practical implications

Previous research suggests to organizations/practitioners that matching teams by gender will result in optimal performance. Based on our findings, such an implementation would be to the detriment of female teams in the organization, and associated legal issues could arise.

Originality/value

The authors found the superior performance of matched teams to be attributable to the matching of male/male teams and the associated competitive context, and not attributable to matched teams in general. The results should be considered as a caution for both the academic and applied domain alike.

Details

Team Performance Management: An International Journal, vol. 13 no. 5/6
Type: Research Article
ISSN: 1352-7592

Keywords

Open Access
Book part
Publication date: 1 December 2022

Clemens Striebing

Purpose: Previous research identified a measurement gap in the individual assessment of social misconduct in the workplace related to gender. This gap implies that women respond…

Abstract

Purpose: Previous research identified a measurement gap in the individual assessment of social misconduct in the workplace related to gender. This gap implies that women respond to comparable self-reported acts of bullying or sexual discrimination slightly more often than men with the self-labeling as “bullied” or “sexually discriminated and/or harassed.” This study tests this hypothesis for women and men in the scientific workplace and explores patterns of gender-related differences in self-reporting behavior.

Basic design: The hypotheses on the connection between gender and the threshold for self-labeling as having been bullied or sexually discriminated against were tested based on a sample from a large German research organization. The sample includes 5,831 responses on bullying and 6,987 on sexual discrimination (coverage of 24.5 resp. 29.4 percentage of all employees). Due to a large number of cases and the associated high statistical power, this sample for the first time allows a detailed analysis of the “gender-related measurement gap.” The research questions formulated in this study were addressed using two hierarchical regression models to predict the mean values of persons who self-labeled as having been bullied or sexually discriminated against. The status of the respondents as scientific or non-scientific employees was included as a control variable.

Results: According to a self-labeling approach, women reported both bullying and sexual discrimination more frequently. This difference between women and men disappeared for sexual discrimination when, in addition to the gender of a person, self-reported behavioral items were considered in the prediction of self-labeling. For bullying, the difference between the two genders remained even in this extended prediction. No statistically significant relationship was found between the frequency of self-reported items and the effect size of their interaction with gender for either bullying or sexual discrimination. When comparing bullying and sexual discrimination, it should be emphasized that, on average, women report experiencing a larger number of different behavioral items than men.

Interpretation and relevance: The results of the study support the current state of research. However, they also show how volatile the measurement instruments for bullying and sexual discrimination are. For example, the gender-related measurement gap is considerably influenced by single items in the Negative Acts Questionnaire and Sexual Experience Questionnaire. The results suggest that women are generally more likely than men to report having experienced bullying and sexual discrimination. While an unexplained “gender gap” in the understanding of bullying was found for bullying, this was not the case for sexual discrimination.

Details

Diversity and Discrimination in Research Organizations
Type: Book
ISBN: 978-1-80117-959-1

Keywords

Book part
Publication date: 26 June 2007

Cathryn Johnson, Karen A. Hegtvedt, Leslie M. Brody and Krysia Wrobel Waldron

Although cultural beliefs about gender differences in emotional experience and expression are pervasive, empirical evidence does not always bear out those beliefs. This…

Abstract

Although cultural beliefs about gender differences in emotional experience and expression are pervasive, empirical evidence does not always bear out those beliefs. This disjuncture has led scholars to argue for the examination of specific emotions in specific contexts in order to understand more clearly the conditions under which gender differences emerge. Heeding this call, we focus on the justice context, reviewing and investigating men's and women's feelings about and emotional displays regarding distributive justice. Using a vignette study, we specifically examine how gender and the contextual factors of procedural justice, legitimacy of the decision-maker, and gender of the decision-maker affect emotional responses of injustice victims. We argue that a focus on the gender combination of actors in a situation moves the study of gender and emotions beyond the assumption that gender-specific cultural beliefs dictate individual's feelings across situations. Our findings show few gender differences in the experience and expression of anger, resentment, and satisfaction. Rather, contextual factors, including the gender of the decision-maker, had stronger effects on emotional responses than gender of the victim. In our justice situation, then, context matters more than gender in understanding emotional responses.

Details

Social Psychology of Gender
Type: Book
ISBN: 978-0-7623-1430-0

Article
Publication date: 10 April 2023

Noa Nelson, Noa Doron and Shachaf Amdur

The study tested the effects of gender on negotiation initiation in three topics: salary, work-role and work-home balance; and on employee's perceptions of Covid-19 as inhibiting…

Abstract

Purpose

The study tested the effects of gender on negotiation initiation in three topics: salary, work-role and work-home balance; and on employee's perceptions of Covid-19 as inhibiting or enhancing negotiation initiation in these topics.

Design/methodology/approach

The authors employed a mixed-methods approach in a sample of 387 Israeli employees (189 female). Analyses of variance tested for gender differences in negotiation initiation and in Covid-19's perceived effects. Participants' additional written explanations, specifying how the pandemic inhibited or enhanced negotiation initiation, were inductively analyzed.

Findings

Compared to male, female employees were less inclined to initiate negotiation in all three topics, and more likely to perceive Covid-19 as inhibiting salary and work-role negotiations. Qualitative explanations demonstrated gender-role-consistent motives for avoiding or initiating salary negotiations during Covid-19. They also suggested that the pandemic increased the legitimacy and significance of work-home balance negotiations, across gender.

Originality/value

The study provides new evidence on gender differences in negotiation initiation, particularly over work-role and work-home balance, and is among the first to test these differences in Israel. Moreover, it sheds light on the effects that Covid-19, as a world-wide crisis, had on employees' negotiations in general, and gender equality in employees' negotiations in particular.

Details

Employee Relations: The International Journal, vol. 45 no. 4
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 13 June 2023

Peterson K. Ozili

This study aims to examine the effect of gender equality on financial stability and financial inclusion for 14 developing countries using yearly data from 2005 to 2021.

Abstract

Purpose

This study aims to examine the effect of gender equality on financial stability and financial inclusion for 14 developing countries using yearly data from 2005 to 2021.

Design/methodology/approach

The two-stage least squares regression estimation and the generalized linear model regression estimation were used to investigate the effect of gender equality on financial stability and financial inclusion.

Findings

Gender equality has a significant positive effect on financial stability and financial inclusion in developing countries. Gender equality has a significant positive effect on financial stability and financial inclusion in African countries. Gender equality has a significant positive effect on financial stability but not on financial inclusion in non-African countries.

Originality/value

Little attention has been paid to the role of gender equality in promoting financial stability and financial inclusion. The authors address this issue in this study.

Details

Social Responsibility Journal, vol. 20 no. 2
Type: Research Article
ISSN: 1747-1117

Keywords

Article
Publication date: 4 April 2023

Charilaos Mertzanis, Hazem Marashdeh and Sania Ashraf

This study aims to analyze the effect of female top management and female dominant owner on whether firms experience obstacles to obtaining external finance in 136 medium- and…

Abstract

Purpose

This study aims to analyze the effect of female top management and female dominant owner on whether firms experience obstacles to obtaining external finance in 136 medium- and low-income countries during 2006–2019. The analysis controls for the role of corporate governance and other firm-specific characteristics, as well as for the impact of national institutions.

Design/methodology/approach

The analysis elucidates the economic and non-economic factors driving female corporate leadership. Further, in order to capture the causal effect, the analysis uses univariate tests, multivariate regression analysis, disaggregation testing, sensitivity and endogeneity analysis to confirm the quality of the estimates. The analysis controls for various additional country-level factors.

Findings

The results show that female top management and female ownership are broadly significant determinants of firms' access to external finance, especially in relatively larger and more developed countries. The role of controlling shareholders is significant and mediates the gender effect. The latter appears more pronounced in smaller and medium-size firms, operating in the manufacturing and services sectors as well as in the countries with higher levels of development. This also varies with the countries' macroeconomic conditions and institutions governing gender development and equality as well as institutional governance effectiveness.

Practical implications

The results suggest that firms wishing to improve the firms' access to external finance should consider the role of gender in both top management and corporate ownership coupled with the effect of the specific characteristics of firms and the conditioning role of national institutions.

Originality/value

The study examines the gender effects of top management and dominant ownership for the external financing decisions of firms in low- and middle-income countries, which are underresearched. These gender effects are mitigated in various ways by the specific characteristics of firms and especially on national institutions.

Details

International Journal of Managerial Finance, vol. 20 no. 1
Type: Research Article
ISSN: 1743-9132

Keywords

Open Access
Article
Publication date: 29 March 2021

Nina Åkestam, Sara Rosengren, Micael Dahlén, Karina T. Liljedal and Hanna Berg

This paper aims to investigate cross-gender effects of gender stereotypes in advertising. More specifically, it proposes that the negative effects found in studies of women’s…

71682

Abstract

Purpose

This paper aims to investigate cross-gender effects of gender stereotypes in advertising. More specifically, it proposes that the negative effects found in studies of women’s reactions to stereotyped female portrayals should hold across gender portrayal and target audience gender.

Design/methodology/approach

In two experimental studies, the effects of stereotyped portrayals (vs non-stereotyped portrayals) across gender are compared.

Findings

The results show that advertising portrayals of women and men have a presumed negative influence on others, leading to higher levels of ad reactance, which has a negative impact on brand-related effects across model and participant gender, and for gender stereotypes in terms of physical characteristics and roles.

Research limitations/implications

Whereas previous studies have focused on reactions of women to female stereotypes, the current paper suggests that women and men alike react negatively to stereotyped portrayals of other genders.

Practical implications

The results indicate that marketers can benefit from adapting a more mindful approach to the portrayals of gender used in advertising.

Originality/value

The addition of a cross-gender perspective to the literature on gender stereotypes in advertising is a key contribution to this literature.

Details

European Journal of Marketing, vol. 55 no. 13
Type: Research Article
ISSN: 0309-0566

Keywords

Article
Publication date: 28 October 2013

Aysit Tansel and Nil Gungor

This study is concerned with the separate output effects of female and male education, as well as output effects of the educational gender gap. Several recent empirical studies…

1463

Abstract

Purpose

This study is concerned with the separate output effects of female and male education, as well as output effects of the educational gender gap. Several recent empirical studies have examined the gender effects of education on economic growth or on output level using the much exploited, familiar cross-country data. This paper aims to undertake a similar study of the gender effects of education on economic growth using a panel data across the provinces of Turkey for the period 1975-2000.

Design/methodology/approach

The theoretical basis of the estimating equations is the neoclassical growth model augmented to include separate female and male education capital and health capital variables. The methodology the authors use includes robust regression on pooled panel data controlling for regional and time effects. The results are found to be robust to a number of sensitivity analyses, such as elimination of outlier observations, controls for simultaneity and measurement errors, controls for omitted variables by including regional dummy variables, steady-state versus growth equations and different samples of developed and less-developed provinces of Turkey.

Findings

The main findings indicate that female education positively and significantly affects the steady-state level of labor productivity, while the effect of male education is in general either positive or insignificant. Separate examination of the effect of educational gender gap was to reduce output.

Originality/value

As evident in the literature, there is controversy surrounding the gender effects of education on growth. This paper provides new evidence on this issue from the perspective of a single country rather than a cross-country viewpoint.

Details

Journal of Economic Studies, vol. 40 no. 6
Type: Research Article
ISSN: 0144-3585

Keywords

Article
Publication date: 12 February 2018

Darcy McCormack, Nikola Djurkovic, Apollo Nsubuga-Kyobe and Gian Casimir

The purpose of this paper is to examine if the gender of the perpetrator and the gender of the target have interactive effects on the frequency of downward workplace bullying to…

4006

Abstract

Purpose

The purpose of this paper is to examine if the gender of the perpetrator and the gender of the target have interactive effects on the frequency of downward workplace bullying to which targets are subjected.

Design/methodology/approach

A cross-sectional design was used on a sample of 125 schoolteachers in Uganda. Self-report data on downward workplace bullying were obtained using the Negative Acts Questionnaire.

Findings

The perpetrator’s gender and the target’s gender have interactive effects on the level of downward bullying to which targets are subjected. Although targets in within-gender dyads reported higher levels of overall downward workplace bullying than did targets in between-gender dyads, a significant gender-gender interaction was found for personal harassment and work-related harassment but not for intimidation nor organisational harassment.

Research limitations/implications

The generalisability of the findings is limited due to the sample consisting entirely of schoolteachers in Uganda. Self-report data are a limitation as they are subjective and thus susceptible to various perceptual biases (e.g. social desirability, personality of the respondent). Examining the interactive effects of gender on workplace bullying helps to provide a better understanding of the potential influence of gender in bullying scenarios. The findings from research that considers only the main effects of gender whilst ignoring interactive effects can misinform any theory or policy development.

Practical implications

Organisations need to resocialise their members so that they learn new attitudes and norms regarding aggressive behaviour in the workplace.

Originality/value

This paper contributes to the literature on workplace bullying by examining the interactive effects of gender on the frequency of downward workplace bullying.

Details

Employee Relations, vol. 40 no. 2
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 27 March 2009

Tulay Girard and Musa Pinar

This study aims to examine the potential effects of the gender similarity between the presenter and evaluator on the presentation evaluation scores obtained with an evaluation…

1172

Abstract

Purpose

This study aims to examine the potential effects of the gender similarity between the presenter and evaluator on the presentation evaluation scores obtained with an evaluation form.

Design/methodology/approach

The data were collected from marketing students at two universities in the USA. A rubric and separate survey instrument were used to capture student presentation evaluation scores and perceptions of gender differences in various aspects of presentation quality.

Findings

Findings indicate that gender of evaluators or presenters did not have any significant effect on presentation scores. The survey of student perceptions of gender effect on student presentations indicate that while female students seem to be perceived as better presenters than male students, the study found no consistent patterns of gender effect on presentation evaluations.

Research limitations/implications

Only four evaluation criteria were used to measure presentation quality.

Originality/value

The results of this exploratory study uses the actual presentation evaluations and survey of student perceptions suggesting that student inputs can be included for grading without any concern of gender bias on grading.

Details

International Journal of Educational Management, vol. 23 no. 3
Type: Research Article
ISSN: 0951-354X

Keywords

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