Search results

This study examines how women and men in family firms respond differently when asked about perceptions of financial performance. The study poses three research questions around this topic: Are there differences among female and male responses, do those perceptions change if men and women are leaders of the family business and does the family's socioemotional wealth (SEW) influence such responses.

This study uses a quantitative research design to determine if financial performance perceptions of family firms differ based on the gender of the respondents and their leadership position, and second, if SEW's dimensions influence those perceptions, using data from the Successful Transgenerational Entrepreneurship Practices (STEP) survey in 2015.

The findings indicate that due to the lack of theory regarding gender as a social construct, empirical data collected for family business studies should take under consideration if respondents are women, men, leaders and the family influence in the family business when collecting data from surveys and asking for perceptions of financial performance. Results show that women in family businesses tend to have more positive perceptions of financial performance than men, but if women are leaders, those perceptions not only decrease but become negative. In addition, the family's socioemotional wealth (SEW) exacerbates those tendencies.

This study contributes to the literature by helping to understand the potential limitations of subjective measures of financial performance, as women increasingly become family business leaders. It also contributes to gender studies by demonstrating that there is a lack of gender theoretical perspectives specifically, gender roles, suggesting that differences in self-promotion and self-evaluation between men and women leaders of their family firms. Finally, this study adds to the study of SEW as a multidimensional construct by showing the different effects, or lack of them by each dimension and showing the strong effect of family continuity on the perception of financial performance.

The purpose of this study is to present a detailed picture of the poverty conditions of women in Turkey in the context of the capability approach. In other words, it is to analyze their perception of how much women in Turkey can benefit from economic opportunities, political freedoms and social opportunities and to what degree they can have protective security services and transparency assurance.

The field study was conducted in seven cities across Turkey with 741 women. Data from the field study were gathered by using the survey method. A 5-point Likert scale that was developed by the researchers and comprised of 39 statements.

According to the scale means of the instrumental freedoms obtained from the survey study, it cannot be claimed that women in Turkey have a completely negative perception of all of the instrumental freedoms. However, if the instrumental freedoms are compared to each other, it is seen that the participants have different perceptions of these instrumental freedoms.

This study basically discusses the issues of women's poverty and freedom in Turkey. In this context, the capability approach by Amartya Sen and capability deprivation; in other words, “being deprived of capabilities”, that is prominent in this approach form the basis of the study. The issue of women's poverty in Turkey is dealt with through deprivations in this study in contrast to the poverty conceptualizations through the individuals' income or expenditure levels.

The need to integrate men and women more effectively into team roles requires a fuller consideration of the dynamics of work‐team diversity and the consequences for both behavior and cognition among team members. Drawing from sociological and psychological perspectives, this study examines the influence of team gender composition and gender‐orientation of the task on members' perceptions of their team's performance. The participants for this study included 216 university students (108 men, 108 women) who were randomly assigned to one of three types of gender‐mixed teams – male‐dominated, female‐dominated and balanced‐gender work‐teams. Teams were required to generate, in a (videotaped) team meeting, a negotiation strategy for two business‐related cases. Self‐report instruments provided information regarding perceptions of team performance, and expert judges offered objective measures of team performance. The findings of this study offer striking evidence that team gender composition and the gender‐orientation of the task, can clearly affect member perceptions of the quality of their team's performance, regardless of the actual performance level achieved.

Women play an essential role in entrepreneurship because they have been able to make social and economic contributions in many countries. However, women continue encountering numerous difficulties when engaging in entrepreneurial activities, particularly from a societal perspective. Therefore, it is necessary to study the underlying factors influencing women's entrepreneurial intentions that lead to their success in entrepreneurship. This study examines gender stereotype perceptions, perceived social support and self-efficacy in women's entrepreneurial intentions in Batik micro, small and medium enterprises (MSMEs) in West Java, Indonesia.

This study used a quantitative method by randomly distributing questionnaires to women entrepreneurs in the MSME sector in the batik craft industry in the Trusmi area, West Java, Indonesia. The research questionnaire was completed by 150 female entrepreneurs, and a structural equation model-partial least squares (PLS) was employed to examine the hypotheses proposed in this study.

The findings of this study revealed that gender stereotype perception and perceived social support have a positive and significant effect on self-efficacy. Gender stereotype perceptions affect women's entrepreneurial intentions, both directly and mediated by self-efficacy. Meanwhile, perceived social support has a significant effect on women's entrepreneurial intention only when it is mediated by self-efficacy.

This study presents empirical evidence on how gender stereotype perception, perceived social support and self-efficacy affect women's entrepreneurial intentions and establishes a novel conceptual framework for women's entrepreneurship in emerging economies. This study provides academic and practical implications by identifying the entrepreneurial intentions of women who have carried out entrepreneurial activities. This study also provides direction for policymakers to encourage women's entrepreneurial intentions.

The purpose of this study is to emphasize the important role of performance-oriented human resource (HR) practices and gender equality perceptions in supervisors and chief executive officers (CEOs) for career development among women in management.

This study used a quantitative methodology to examine relationships among variables. The authors conducted a survey to investigate factors influencing the career development of women managers in professional settings, with a sample of 1,502 female managers in South Korea.

The relationship between performance-oriented HR practices and career development for women managers was supported. In addition, self-leadership significantly mediated the relationship between performance-oriented HR practices and career development. Finally, double moderator effects of gender equality perceptions of CEOs and supervisors on the relationship between performance-oriented HR practices and self-leadership were significant.

This study emphasizes that career development for women in South Korea depends on gender equality awareness and institutional reorganization for best practices at top management levels. Specifically, this study identified the essential role of performance-based HR practices to support self-leadership and career development in women managers. Furthermore, this study recognized gender equality perceptions of CEOs and supervisors as a critical factor in the successful career development of women managers.

Research has not yet examined how paid labor performed at nontraditional hours may factor into women’s perceptions of the fairness of the division of household labor. Here we specifically examine how being employed during nonstandard hours alters the relationship between the division of household labor and wives’ perceptions of the fairness of this division of labor.

We analyze data from the National Survey of Families and Households using multinomial logistic regression.

We find that over-work in household labor has a weaker effect on perceptions of unfairness for wives who work nonstandard hours than for wives who work standard hours. This interaction effect, however, is partially mediated by husbands’ time in feminine-type chores.

The cross-sectional design does not allow us to draw causal conclusions. Future research would benefit by considering how movement in and out and nonstandard work affects perceptions of fairness of household labor.

Our findings suggest that one way that the gender revolution has stalled is through women’s participation in the service economy since this participation is positively associated with their husbands’ hours in routine chores, which women particularly value. Thus, women may continue to perceive fairness in the home, despite objective inequality, because their husbands are spending more time in feminine-type chores, as necessitated by women’s participation in work at nonstandard times.

The aim of this study is to find out the managers’ perception of employment practices and human rights for Indonesian women employee. The research was conducted by using a quantitative and qualitative approach. Data collection was gathered through a questionnaire before performing the Kruskal-Wallis and Mann-Whitney U tests that compare the managers’ perception. The samples for the research were top-, middle-, and low-level managers in Indonesian companies. Three primary managers’ perceptions concerning human rights were found. They are requirement of a particular unit to handle discrimination complaint, guarantee of rights to associate and give opinions, and workforce. There are also three primary managers’ perceptions on employment practices. They are sexual harassment, time flexibility for breastfeeding, and training for counseling facilities and employee risk anticipation. The originality of this study is empirical exploration of multilevel managers’ perception of women employment practices and human rights in Indonesia.

Critical mass theory suggests that attaining a certain proportion of a minority group triggers transformation that improves conditions for minority group members. Using faculty gender composition as a continuous rather than categorical predictor, the present research discerns whether the proportion of women influences perceptions among STEM faculty.

STEM faculty completed a survey examining perceptions of department climate for women (i.e., advancement and discrimination) and division of work time. The proportion of women in each department was calculated.

Using multilevel modeling, we found that women (vs. men) faculty perceive less departmental advancement of women, but that a greater proportion of women in a department is related to increased perceptions that the department advances women. We did not find differences in time male or female faculty reported spending on research, teaching, or service; however, as the proportion of women in a department increases, there is a decrease in the amount of time individual male and female faculty spent on research and an increase in time spent on service. Contrary to critical mass theory, we found a linear rather than quadratic effect of proportion of women on perceptions of department climate and division of work time.

These effects may not be attributable to gender proportion alone.

Given our finding of incremental effects of proportion of women, a critical mass is not necessary or sufficient for change. Underlying problems of discrimination and stereotyping need to be addressed while recognizing that each woman hired has a positive impact.

This paper aims to explore whether nascent women entrepreneurs perceive more risks than men, and to determine how higher risk perceptions might limit start-up decisions by mediating the potential influence of passion and self-efficacy.

This study surveyed 103 participants in Sweden – both women and men – who, in the period 2008 through 2011, intended to start a business. ANOVA tests and binominal logistic regression models were conducted to test hypothesized framework.

The authors found that nascent women entrepreneurs perceive more risk than nascent male entrepreneurs, that risk perceptions influence start-up decisions and that risk preferences partial out the otherwise identified influence of passion on start-up decisions.

The authors reveal a consequence of gender socialization and how it impacts the start-up decisions of nascent women entrepreneurs. Support systems should consider developing activities that change the public’s perception of who is an entrepreneur and seek ways to balance risk perceptions between men and women.

The authors argue here that risk perceptions play a prominent role in start-up decisions. Specifically, they consider that nascent women entrepreneurs perceive more risks than men, and that their view of risk partials out any potential influence of their perceived passion and self-efficacy on their start-up decision.

Since the limited growth of enterprises has been identified as a deliberate choice of women entrepreneurs, the purpose of this paper is to illustrate how the institutional environment of an entrepreneurial ecosystem (EE) fosters the gender gap in entrepreneurial growth intention. The mediating role of the perceived institutional environment in the gender effect on entrepreneurial growth intention is tested in the Chinese context. As individuals’ cognitions are usually influenced by their cultural orientations, the gender difference in perceptions of the institutional environment is considered to be contingent on entrepreneurs’ self-construal.

Using a multiregional sample of 206 Chinese entrepreneurs who completed the questionnaire, the study obtained results by adopting a structural equation modelling analysis with a partial least squares approach.

There are significant gender gaps in perceptions of the institutional environment and growth intention among Chinese entrepreneurs. Due to their limited political ties and lower legitimacy in economic activities in the country, Chinese women entrepreneurs have more negative perceptions of the regulative and cognitive institutional environment than their male counterparts, which accounts for the lack of growth ambition among Chinese women entrepreneurs. Independent self-construal enlarges the difference in environmental perceptions between male and female entrepreneurs.

This research enriches the discussion in the emerging area of EEs by adequately responding to the highlighted target to advance ambitious entrepreneurship and offering an interpretation of its evolutionary thinking. Given the increasing calls for a focus on high-growth women’s entrepreneurship, this study provides an explanation for how the institutional environment engenders the absence of women in growth-oriented entrepreneurial activities. It also uncovers the overlooked deficiency in institutional practice by highlighting the gender inequality in the implementation process of entrepreneurial support policies and the distribution of entrepreneurial capabilities in society.