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This study investigates the relationship between board gender diversity (BGD) and the time to Initial Public Offering (IPO), which stands as an entrepreneurially risky choice, particularly challenging in family firms. We also investigate the moderating role of family ownership dispersion (FOD).

We draw on an integrated theoretical framework bringing together the upper echelons theory and the socio-emotional wealth (SEW) perspective and on hand-collected data on a sample of Italian family IPOs that occurred in the period 2000–2020. We employ ordinary least squares (OLS) regression and alternative model estimations to test our hypotheses.

BGD positively affects the time to IPO, thus, it increases the time required to go public. FOD negatively moderates this relationship. Our findings remain robust with different measures for BGD, FOD, and family business definition as well as with different econometric models.

The article develops literature on family firms and IPO and it enriches the academic debate about gender and IPOs in family firms. It adds to studies addressing the determinants of the time to IPO by incorporating gender diversity and the FOD into the discussion. Finally, it contributes to research on women and outcomes in family firms.

This study aims to examine the effect of the interplay between national culture and supervisor gender on supervisors’ supportive behaviours towards employees in Europe.

Based on Hofstede’s cultural scores for 34 European countries, two clusters of countries were identified, reflecting two cultural configurations: favouring versus not favouring gender equality (GE). For hypotheses testing, the authors used a sample of 21,335 native employees, obtained from the European Working Conditions Survey.

Women in supervisory positions, compared to men, provided more support to subordinates in terms of respect, recognition, encouraging development and providing feedback. In countries with cultures favouring progress towards GE (small power distance, weak uncertainty avoidance, individualism and indulgence), only respect and recognition were more prevalent. In countries with opposing cultural configurations, other supportive behaviours stood out: coordinating work, providing feedback and helping with work. Furthermore, the impact of supervisor gender on supportive behaviours was influenced by national culture. Gender differences were larger in countries with a culture favouring progress towards GE compared to countries not favouring such progress.

The authors present a pioneering study that delves into national values as they relate to progress towards GE to understand the differences between male and female supervisors in the display of six supportive behaviours towards their subordinates. Their cultural approach nuances some of the predictions of social role theory.

As brands progressively become instruments for consumers to advocate for social change, many feel pressure to engage in social purpose branding (SPB) through addressing social issues. In a rush to remain socially relevant, brands have approached SPB differently; some genuinely intend to advance the social issue, while some intend to capitalise on social movements to mobilise the brand. This paper aims to explain these differences by theoretically outlining various approaches to SPB.

This mixed method paper draws on theory, interviews with marketing practitioners, and practical exemplars to present a typology of SPB approaches. 

Using institutional logics theory, SPB is categorised into four approaches: social purpose-driving, social purpose-driven, social purpose-aligning and social purpose-washing.

The typological framework for SPB advances this domain to outline effective and ineffective ways for brands to engage with social issues. A detailed agenda for further research is provided to guide ongoing SPB research. 

The typology presented reduces complexity and helps marketers understand the different approaches to engaging with a social issue. Given the growing intertwinement of brands and social issues, this research is essential for brands seeking to advance a social issue and remain relevant.

This paper offers a novel conceptualisation of SPB by defining it, identifying a framework of its characteristics, and detailing four SPB approaches. 

The purpose of this paper is to evaluate if, given personal, supply-related features, and labour demand-related variables, there is a difference in the share of women finding more stable jobs with respect to men, in an eight-year time span.

Fragmentation leads to a lower probability of transitioning into more certain, full-time work positions. The authors analyse a rich cohort of dependent workers in Emilia-Romagna to investigate whether part-time jobs lead to full-time jobs in a “stepping-stone” fashion and whether this happens with the same probability for men and women. The focus is on the cost of part-time jobs rather than the contrast between permanent and temporary jobs, as often observed in the literature. The authors also evaluate the transition between part-time job formulae and open-ended work arrangements to determine whether women's transition to full-fledged, stable work positions is slightly rarer than their male counterparts. Even if the authors allow for the fact that part-time contracts can be a choice and not an obligation, these contracts generate more flexibility in managing the equilibrium between private and work life and create more uncertainty than full-time contracts because of the fragmentation associated with these arrangements.

The authors find that women have a more fragmented working career than men, in that they hold more contracts than men in the same time span; moreover, the authors find that part-time jobs act more as bottlenecks for women than for men.

The authors use a large administrative dataset with over 600,000 workers observed in the 2008–2015 time span, in Emilia Romagna, Italy. The authors can disentangle the number of contracts per worker and observe individual, anonymise personal features, that the authors consider in the authors' propensity score estimate. The authors ran a robustness check of the PSM estimates through coarsened exact matching (CEM).

This scoping review investigates the factors influencing succession planning in Sub-Saharan African family-owned businesses.

Employing the Arksey and O’Malley (2005) framework, a systematic approach was followed. Major databases (JSTOR, Sage Journals, Scopus and Web of Science) were searched and supplemented by reference list reviews. Inclusivity was ensured through collaboration with an academic librarian. Inclusion criteria covered literature from 2010 to 2023, focussing on Sub-Saharan African studies related to family-owned business succession planning.

The study emphasises the need for gender inclusiveness, resource management and family dynamics in family-owned business succession planning in Sub-Saharan Africa. The study also aligns with the sustainable development goals (SDGs), emphasiing gender inclusivity and environmental responsibility. However, the unique context of Sub-Saharan Africa introduces additional complexities, necessitating tailored strategies for business sustainability.

The study emphasises the importance of skill development, leadership development, open governance and open family relationships in succession planning in Sub-Saharan African family-owned firms. It suggests policies supporting education, mentorship, knowledge-sharing networks, strategic resource management, financial management, human capital development and sustainable business practices to address succession concerns and contribute to societal advancement.

The distinct socio-economic, cultural and political backdrop of Sub-Saharan Africa is highlighted in this study, with a focus on the necessity of customised succession planning frameworks because of post-colonial governance systems, tribal affiliations and colonial legacies.

The gender pay gap is a well-documented phenomenon in labor economics. Based on the 2018 Structure of Earnings Survey (SES), the authors estimate the impact of observable characteristics on the gender pay gap in Visegrad Group countries and provide policy recommendations on reducing the gender pay gap.

The Oaxaca-Blinder decomposition is applied to estimate the values of explained and unexplained parts of the gender pay gap. Gender pay gap in unadjusted as well as adjusted form is estimated using data on the individual level.

The results show that unadjusted gender pay gap proved to be stable at more than 20%. The authors found evidence that education widens gender pay gap implying that men have higher returns on education than women. Tertiary education proved to be the highest contributor to widening of gender pay gap. Results also show that there is strong sectoral and occupational segregation. Decomposition proved that only 21% of gender pay gap could be explained by observed characteristics. The unexplained part showed negative values, meaning women would have higher wages, if they had characteristics like men.

Structure of Earnings Survey data are published every four years; therefore the authors’ dataset from year 2018 might not completely reflect today's reality. Unfortunately, newer data are note available yet. Second, Structure of Earning Survey data do not contain variables representing social factors of respondents like marital status, number of children or labour market absence due to birth or childcare. Third, data used for this study do not contain firms that have less than 10 employees; therefore, considerable portion of the labour market is omitted.

Results of this study will help policymakers understand the roots and causes of the gender pay gap in Visegrad Group countries but addressing this issue requires further research.

Our present quest for sustainable cities requires a holistic understanding of city construction and people’s well-being. Feminist scholars have shown that urban space does not attend to women’s needs. This study focuses on women’s everyday life in Athens, Greece in late-1980s. This is a unique spatio-temporal point since it is located at the edge of several prevailing dichotomies – geopolitical, cultural and temporal. It examines how women use, experience and reconstitute public spaces in the city and aims to understand both how public spaces – with their material and social dimensions – restrict women’s lives, and how women reappropriate and (re)constitute urban space. It is based on in-depth interviews with women from three areas of Greater Athens, with different social class profiles. It focuses on neighborhood as a physical space, women’s social networks in the neighborhood and women’s mobility. The main findings include that the nexus of gender and class is inscribed in public spaces so that these restrict women and their right to the city; the organization of public spaces ignores women’s reproductive responsibilities; women participate in the public sphere, but gender hierarchies have not been eliminated; while local social networks are fundamental for women in their efforts to reappropriate public spaces. It concludes that the transition to sustainable – enjoyable – inclusive cities will benefit from incorporating women’s experiences and needs; adopting a socio-spatial perspective that focuses on everyday life; a focus on social reproduction too; and an explicit aim to eliminate gender hierarchies (rather than inclusion).

As women’s position in the economy and society is often explained by cultural factors, this study aims to verify whether the observed changes in female empowerment in the region of Central and East European (CEE) countries of the European Union (EU) are associated with masculinity as a cultural trait.

The authors apply the k-means clustering method to group CEE countries into clusters with similar levels of female empowerment in two time points – 2013 and 2019. Next, the authors examine the clusters and cross-reference them with the national culture’s masculinity to explore the interrelations between female empowerment and cultural traits in the CEE countries and their development in time.

The analyses reveal that female empowerment is not uniform or stable across the CEE countries. The masculinity level is not strongly related to women’s position in these countries, and changes in female empowerment are not closely linked to masculinity.

Despite the tumultuous history of women’s empowerment in the CEE countries, the issues related to gender equality and cultural traits pertaining to the region are relatively understudied in the literature. By focusing on the CEE region, the authors fill the gap in examining the independencies between female empowerment and cultural masculinity.

This study aims to examine if and how an activity-based work environment affects employee workspace satisfaction – an attitude linked to important employee outcomes. By comparing perceptions before and after implementation, the research draws attention to factors that may help explain the impact of an activity-based work environment. Specifically, prior attitudes toward activity-based work environments and gender are tested.

The present study uses a longitudinal design to explore how implementing an activity-based work environment impacts employees’ workspace satisfaction (e.g. privacy, air quality, lighting, temperature, etc.). A sample of 100 employees in a government organization implementing an activity-based working environment was investigated using a longitudinal design, with employees being surveyed thrice – once before and twice after implementation.

The results indicate that when workspace satisfaction is impacted by implementing an activity-based work environment, this effect seems primarily based on employees’ prior attitude toward such work environments. In addition, employee gender emerges as a potentially important factor in workspace satisfaction, though not exclusive to the activity-based work environment.

Using a longitudinal approach – which allows for observing potential changes over time – and robust statistical methods, this study supports the importance of employees’ initial attitude toward an activity-based work environment concerning workspace satisfaction. This finding has practical implications for organizations and advances the understanding of why an activity-based work environment may positively affect workspace satisfaction for some employees while negatively affecting others.

The purpose of this study is to investigate the gendered ideas and ideals attached to an imagined ideal Entrepreneur in a post-industrial rural community in Sweden. While research has not yet clearly explained how the ideal entrepreneur is constructed, the result, i.e. the gendered representations of entrepreneurs, is well-researched. Previous results indicate a prevalent portrayal of entrepreneurship as a predominantly masculine construct characterised by qualities such as self-made success, confidence and assertiveness.

Ethnographic fieldwork was conducted in a community that is attempting to re-brand itself through garden tourism. Through inductive reasoning, this study analyses the gendered ideas and ideals regarding the community’s imagined ideal Entrepreneur who is to help the community solve its problems.

This study finds that the community forges the Entrepreneur into an imagined masculine ideal as holy, a saviour and a god and is replacing its historical masculine ironmaster with a masculine Entrepreneur. This study develops forging as a metaphor for the construction of the masculine ideal Entrepreneur, giving the community, rather than the entrepreneur himself, a voice as constructors. From social constructionism, this study emphasises how gendered ideas and ideals are shaped not only by the individual realities but more so in the reciprocal process by the realities of others.

The metaphor of forging adds an innovative theoretical dimension to the feminist constructionist approach and suggests focusing on how the “maleness” of entrepreneurship is produced and reproduced in the local. Previously, light has been shed on how male entrepreneurs perform their identities collectively; the focus of this study is on the social construction of this envisioned Entrepreneur within a rural community. The development of forging thus contributes as a way of analysing entrepreneurship in place. The choice of an ethnographic study allowed the authors to be a part of the real-life world of community members, providing rich data to explore entrepreneurship and gender.