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The purpose of this study is to apply grounded theory in management research in the context of gender-based pay disparity and showcase the applicability of the method in deriving a new theory toward describing the factors responsible for the slow career advancement of women compared to men across various employment sectors. This study is focused mainly in the northern part of India.

A cross-sectional qualitative study was conducted across participants chosen by purposive sampling. Data were collected through in-depth interviews after taking informed consent with an inclusion criterion of some years of work experience. Grounded theory method was used to analyze the data found through qualitative research.

Through the grounded theory research method, an in-depth understanding of factors responsible for pay disparity as faced by women at work has emerged. Also, factors responsible for the slow career advancement of women employees viz. social construct of gender, workplace representation of gender, perceptions/perspectives of managers regarding genders, lack of multi-step affirmative actions have also emerged from the data.

Greater understanding has been gained toward the applicability of grounded theory as a method for expounding various aspects of management and theorizing them.

This particular work showcases the intent and applicability of the grounded theory research method in management research by studying gender-based pay disparity. Through this method, barriers faced by women in pay parity across various employment sectors in the northern part of India were ascertained, leading to the emergence of various probable solutions as well.

The purpose of this paper is to analyse national state support programmes for women's entrepreneurship, in the Nordic countries, from a gender perspective.

From an analytical gender perspective based on a combination of Mayoux's framework of paradigms in support of women's entrepreneurship, Rees' approach to gender equality and Bacchi's analysis of what the problem is represented to be, the author performs a systematic comparative analysis of the varying policy goals, underlying paradigms and approaches in state support programmes for women's entrepreneurship in the Nordic countries.

The author concludes that all Nordic countries, with the exception of Iceland, have a programme or an action plan to support women's entrepreneurship, but vary in their underlying paradigms and rationales. The author places Norway at one end of the spectrum because its policy programme is most clearly influenced by a feminist empowerment paradigm intended to transform and/or tailor the existing support system through various measures. At the other end of the spectrum is Denmark, which most clearly focuses on economic growth in line with a neo‐liberal paradigm. Between these extremes, are Sweden, Finland and Iceland. The analysis reveals that state support programmes, in the name of supporting women entrepreneurs, tend to put women in a subordinate position to men and thereby risk sustaining a male norm.

The paper contributes a much‐needed systematic comparative analysis of support for women's entrepreneurship in the Nordic countries. This analysis is important in order to further the discussion of how policy actors can refrain from putting women in a secondary position to men, and thus avoid sustaining a male norm in entrepreneurship support.

This study's purpose is to investigate the antecedents of an employee's remedy‐seeking behavioral intentions in response to wrongful dismissal.

Hypotheses generated by two paradigms are tested, the similarity‐attraction and the similarity‐betrayal paradigms, using Tobit regression and data from a scenario‐based survey of employees.

Consistent with the similarity‐attraction paradigm, the management team's racial and deep‐level similarity to the employee both were negatively related to the employee's propensity to consult a lawyer. Consistent with the similarity‐betrayal paradigm, the employee's propensity to consult a lawyer increased with the supervisor's deep‐level similarity to the employee; among men, the propensity to complain to regulatory agencies increased with the management team's gender similarity and the propensity to not seek a remedy declined with the supervisor's gender similarity.

Limitations of the study include the use a single‐source, cross‐sectional, convenience sample; the small size and heterogeneity of the non‐white sub‐sample; and the limited number of control variables. Future research should explore whether the findings are robust when tested using alternative types of data; alternative wrongful dismissal scenarios; a more extensive set of controls for organizational, job, and personal characteristics; and larger, more diverse sub‐samples of non‐whites.

Organizations should manage dismissals in a manner that encourages employees to favor internal remedy‐seeking over external remedy‐seeking options.

This study is the first to investigate the antecedents of a wrongfully dismissed employee's propensity to engage in internal as well as external remedy‐seeking and to explore the effects of management's similarity to the employee on the employee's remedy‐seeking actions.

Are there “really” gender differences in leadership? Do beliefs regarding gender differences in leadership differ across cultures? And how do these beliefs influence diversity management? This article aims to demonstrate how different beliefs regarding gender differences and leadership can influence company diversity policies and initiatives.

First, the authors review the research evidence on the relationship between gender and leadership. Then they explore the effects of gender stereotyping. Furthermore, they consider the role of culture on these beliefs. This review serves as the foundation for the discussion of three different perspectives regarding gender and leadership: gender‐blind; gender‐conscious; and perception‐creates‐reality (or believing is seeing).

Adhering to these different paradigms can influence actions taken to managing diversity and human resource policies. Revealing these different paradigms can help companies and managers reassess their diversity practices.

The paper discusses issues that are of interest to all levels of managers.

The notion of partner‐violence as a male‐perpetrated phenomenon is not a scientific position but an amelioration of cognitive‐dissonance within a political mindset. Against all the data, this ‘gender paradigm’ persists as a series of staged retreats as new research debunks each in turn. Supposed highly sex‐differential injury rates, male unilaterality of perpetration, female self‐defence, male ‘control’, and female especial fear are all discredited as reasons to focus solely on men's aggression. By contrast, scientific theorising regarding the root of the great bulk of partner‐violence is in terms of the biological phenomenon of mate‐guarding. However, the usual model of male proprietariness over female fertility itself is in part a ‘gender paradigm’ position. Recently revealed sex‐symmetries necessitate a major overhaul of this model. Drawing on new understanding of the basis of pair‐bonding, outlined here is a parsimonious account of mate‐guarding as being by both sexes; notably women, owing to sex‐dichotomous mate‐value trajectory. This framework heralds the complete abandonment of the ‘gender paradigm’ and thus the end of a highly inappropriate intrusion of extreme ideology into science.

The purpose of this paper is to explain the problem with how gender is positioned in hospitality and tourism management studies. It recommends critical theories to investigate how gender is researched in the sector’s academic and institutional systems.

The conceptual study explains contemporary gender theories and gives examples of relevant hospitality and tourism management studies. A four point critical agenda for researching gender is proposed and justified.

The study highlights how the focus on “female leadership” as different from the male norm and the use of traditional theoretical framings reinforce stereotypes about the primacy of women’s domestic commitments to their detriment.

A limitation of this academy focussed study is that it has not recommended specific initiatives to combat specific issues of gender discrimination in hospitality and tourism employment. A further limitation is that the primary focus was on critical management theory to explain heteronormative based gender discrimination. It did not discuss queer theory.

In addition, a new research agenda, steps are proposed to change the masculine culture. Hospitality and tourism universities and research institutions should review men’s/women’s/gender diverse representation at leadership levels. Critical gender research approaches may also be fostered by sectorial conference streams and journal special issues and university graduate research students should be taught to design such studies.

The use of contemporary approaches in gender studies will enable researchers to propose more targeted equality and diversity management actions for industry. They will also assist educators to better design curricula that protect and promote the interests of women studying a hospitality, tourism or events degree and those who identify as gender diverse.

The paper challenges the masculine status quo in hospitality and tourism management gender studies, arguing that adherence to traditional orthodoxies has stifled the development of critical paradigms and methodologies. Its key contribution is to reveal the advantages that critical gender theorising can bring to further the aim of gender equality by showing practical applications.

This paper aims to explore the interplay between international experiences and male and female top managers' career paths, taking into consideration gender differences. Furthermore, the research investigates the specific job and personal demands and resources related to the different types of international work experiences.

This study provides an in-depth subjective reconstruction of the international professional experience of 37 male and female top managers employed in Italy, using semi-structured interviews.

Participants highlighted the benefits of their international assignments (IAs) in terms of the development of managerial, soft and cross-cultural skills. Family issues and cultural differences were frequently cited as challenges by the top managers interviewed. Culture shock and perceived difficulty in managing multicultural teams were reported by both women and men. Men reported experiencing long periods of separation from their family more often than women and cited the support of their partner as a valuable resource. In addition to the support of a partner, women also indicated that certain job resources and welfare policies played a crucial role. Moreover, women appear to be more interested in work-family management issues, thus suggesting that the traditional division of roles between men and women continues to persist in Italy.

This study provides an insight into the extrinsic factors linked to career success, as well as the challenges and the resources associated with different forms of global work other than traditional expatriation. It takes into consideration a specific country, Italy, where a traditional family paradigm persists, providing an insight into better understanding the link between IA experiences and gender roles in global mobility. Managerial implications are also discussed.

If child custody decisions are based on erroneous beliefs, family courts may not be acting in the best interests of children. This study examined family court professionals' beliefs about family violence. Respondents (N = 410) of diverse professions, including child custody mediators, evaluators, and therapists, family law attorneys and judges, victim advocates and university students, completed a 10‐item multiple‐choice quiz. Results revealed low rates of correct responding, with respondents correctly answering approximately three out of 10 items on average, based on current research in the field. Overall, response rates were highly consistent with the discredited patriarchal paradigm. Shelter workers and victim advocates had the lowest average score, and men were found to have slightly higher scores than women. More troubling, students' scores were not significantly lower than those of family court professionals. Implications are discussed with respect to decision‐making in the context of child custody disputes.

This paper sets out to explore the relationship between gender, New Public Management (NPM), citizenship and professional and user group identities and relationships within child care social work practice.

The paper utilises findings from a major comparative survey undertaken in Denmark and the UK as part of Doctoral research. In addition the paper draws upon more recent empirical research carried out by the author in Sweden.

Paradigms imported from the private sector have led to the adoption of NPM, fiscal austerity and the reorganisation of childcare social work throughout Europe. This paper illustrates the connectivities between NPM, gender, citizenship and the contested terrains within which professional and user group relationships and identities are being forged. The paper offers a unique insight into the operationalisation of NPM and gender within childcare professional social work practice in different European settings.

The paper's findings may be used to contribute to existing theoretical and empirical knowledge within the field of professional childcare social work and practice.

The paper offers a unique insight into the operationalisation of gender equality as a normative ideal premised on the development of organisational and legal settings which embrace an awareness of the duality of public and private spheres and the impact of different European welfare settings on the articulations of notions of gender and citizenship, which in turn operationalise processes of inclusion and exclusion of women as citizens, workers and parents.