Search results
1 – 10 of 121Erica Poma and Barbara Pistoresi
This paper aims to appraise the effectiveness of gender quotas in breaking the glass ceiling for women on boards (WoBs) in companies that are legally obliged to comply with quotas…
Abstract
Purpose
This paper aims to appraise the effectiveness of gender quotas in breaking the glass ceiling for women on boards (WoBs) in companies that are legally obliged to comply with quotas (listed companies and state-owned companies, LP) and in those that are not (unlisted companies and nonstate-owned companies, NLNP). Furthermore, it investigates the glass cliff phenomenon, according to which women are more likely to be appointed to apical positions in underperforming companies.
Design/methodology/approach
A balanced panel data of the top 116 Italian companies by total assets, which are present in both 2010 and 2017, is used for estimating ANOVA tests across sectors and fixed-effects panel regression models.
Findings
WoBs significantly increased in both the LP and the NLNP companies, and this increase was greater in the financial sector. Furthermore, the relationship between the percentage of WoBs and firm performance is not linear but depends on the financial corporate health. Specifically, the situation in which a woman ascends to a leadership position in challenging circumstances where the risk of failure is high (glass cliff phenomenon) is only present in companies with the lowest performance in the sample, in other words, when negative values of Roe and negative or zero values of Roa occur together.
Practical implications
These findings have relevant policy implications that encourage the adoption of gender quotas even in specific top positions, such as CEO or president, as this could lead to a “double spillover effect” both vertically, that is, in other job positions, and horizontally, toward other companies not targeted by quotas. Practical interventions to support women in glass cliff positions, on the other hand, relate to the extent of supervisor mentoring and support to prevent women from leaving director roles and strengthen their chances for career advancement.
Originality/value
The authors explore the ability of gender quotas to break through the glass ceiling in companies that are not legally obliged to do so, and to the best of the authors’ knowledge, for the first time, the glass cliff phenomenon in the Italian context.
Details
Keywords
Michelle Russen, Mary Dawson, Juan M. Madera, Miranda Kitterlin-Lynch and Jéanna L. Abbott
The purpose of this study is to develop a theory that explains how organizations can create a more inclusive atmosphere on the individual, organizational and societal levels. The…
Abstract
Purpose
The purpose of this study is to develop a theory that explains how organizations can create a more inclusive atmosphere on the individual, organizational and societal levels. The consequences of an inclusive environment were subsequently developed and explored.
Design/methodology/approach
Constructivist grounded theory methods were used to collect and analyze data from interviews with 20 hotel executives and their company websites.
Findings
The findings of this study produced a theoretical framework for inclusion in hotel leadership, leadership inclusion theory (LIT). The LIT states organizations must address individual differences, organizational policies and culture and societal norms to develop an inclusive environment. Equity follows inclusion as the value for individual differences makes equitable treatment easier. Finally, diversity increases through increased inclusion and equity.
Practical implications
The LIT describes steps for managers to take to develop an inclusive environment, establish equitable practices and increase diversity within an organization.
Social implications
The LIT highlights several unintended exclusion practices and generational attitudes that are common among organizations. By making conscious efforts, managers can take deliberate actions to establish a perceived environment of equality.
Originality/value
The LIT is a seminal theory-building effort grounded in hospitality. It explains the when and why of several phenomena related to inequality in the hotel industry and how to overcome such imbalances.
Details
Keywords
Elza Saitova and Carmela Di Mauro
This study aims to analyze and contrast the role of organizational and individual level factors in influencing the effective participation of women managers in decision-making in…
Abstract
Purpose
This study aims to analyze and contrast the role of organizational and individual level factors in influencing the effective participation of women managers in decision-making in Japanese business organizations.
Design/methodology/approach
A qualitative study based on 21 in-depth interviews with women and men in managerial positions in Japanese organizations is adopted.
Findings
Results show that gender equality structures and practices are not effectively institutionalized within Japanese organizations. In particular, corporate social responsibility programs are perceived by women respondents to be formally adopted to gain legitimacy in the eyes of foreign investors. However, they lack effectiveness in giving the woman manager a “voice” in business decisions. Organizational practices such as leadership development and mentoring are generally not evident in the organizations analyzed. Conversely, the personal traits of the woman manager, such as determination, self-confidence and “being able to confront men colleagues” are the factors perceived to be crucial in influencing women’s participation in decisions.
Social implications
The study suggests that to increase the weight of women managers in Japanese organizations’ decision-making, action is still needed within organizations to create a true diversity-culture. Additionally, action at the educational level has to remove women’s own self-segregation.
Originality/value
The study offers novel evidence on the “glass ceiling” in Japanese businesses by investigating whether women’s access to management positions corresponds to effective decision power. The study also highlights the key enabling factors, therefore contributing to the analysis of how to create more effective gender “diversity” within Japanese businesses.
Details
Keywords
Jenny K. Rodriguez, Elisabeth Anna Guenther and Rafia Faiz
This paper introduces intersectional situatedness to develop inclusive analyses of leadership. Intersectional situatedness recognises the contextual and situated nature of…
Abstract
Purpose
This paper introduces intersectional situatedness to develop inclusive analyses of leadership. Intersectional situatedness recognises the contextual and situated nature of experiences and their interaction with socially constructed categories of difference.
Design/methodology/approach
The paper draws on memory work by three feminist academics who situate their understandings and experiences of leadership as part of socio-historical contexts.
Findings
Understandings and experiences of leadership are multifaceted and benefit from being examined in their intersectional situatedness. This way, the simultaneity of visible and invisible disadvantage and privilege, which accumulate, shift and get reconfigured across the life course and are based on particular intersectional identity invocations, can be integrated into narratives about leadership.
Research limitations/implications
Interrogating gender-in-leadership adopting an intersectional situatedness helps to advance the field by embedding the recognition, problematisation and theorisation of situated difference as critical to understand leadership, its meaning and its practice in management and organisations.
Practical implications
In embedding intersectional situatedness in the analysis of leadership, more inclusive understandings of leadership are qualified that recognise differences positively and support changing the narratives around the meaning of “leader” and “good leadership”.
Social implications
Intersectional situatedness helps to identify tangible ways to see how inequalities impact women’s career progression to leadership and enable more nuanced conversations about privilege and disadvantage to advance feminist social justice agendas.
Originality/value
The paper reveals the narrow and restricted understandings of leadership and how this influences who is regarded as a legitimate leader. In addition, it adopts a methodology that is not commonly used in gender-in-leadership research.
Details
Keywords
The key learning from this case study include the following: first, there are various leadership types that leaders can exhibit, such as servant leadership and transformational…
Abstract
Learning outcomes
The key learning from this case study include the following: first, there are various leadership types that leaders can exhibit, such as servant leadership and transformational leadership, and an individual’s leadership style can be evaluated by analysing his/her traits and behaviours. Second, decision-making is much more critical for leaders than for anyone else, and there are different approaches, such as rational and intuitive decision-making, that leaders can apply when making a decision. Third, in male-dominated work environments such as the sports sector, female executives should carefully weigh the risks and opportunities of leadership positions while being promoted.
Case overview/synopsis
The UPS Sports and Culture Club was founded in 2003 by Haluk Ündeğer in Zeytinburnu district, one of the most dangerous neighbourhoods in Istanbul that had a bad reputation for being high on crime and drugs. The club’s main goal was to train children from disadvantaged groups to develop a career in sports. Shortly after the club’s founding, Semra Demirer, a physical education teacher who had devoted her life to children’s physical, cultural and personal development, crossed paths with the UPS Club. In 2004, Demirer started to work at the UPS Sports and Culture Club as the general coordinator. She played an important role in the growth and development of many children over the years and helped raise very talented athletes such as Simge Aköz. In 2020, on the heels of financial and administrative difficulties, the club was at the risk of being shut down. Hence, Demirer grappled with the decision of whether to share this information with the employees and players in the club. She deeply considered how she could overcome the conflict between transparency and confidentiality she was experiencing.
Complexity academic level
The case study is suitable for undergraduate students.
Supplementary materials
Teaching notes are available for educators only.
Subject code
CSS 6: Human Resource Management.
Details
Keywords
Changzheng Zhang and Damto Basha
Much research has been conducted regarding leadership success challenges. However, few are practically oriented on whether the success of women's leadership aligns to…
Abstract
Purpose
Much research has been conducted regarding leadership success challenges. However, few are practically oriented on whether the success of women's leadership aligns to organisational, personal and societal contexts as glass cliffs. Thus, this study aims to examine these factors and introduce how they inhibit women from leadership success.
Design/methodology/approach
This research examined the glass ceiling effects Ethiopian women leaders face. This research focused on adjusted clusters and a survey of 446 female employees from zones, woreda and kebeles. The data was processed through SPSS 25.0 to regress the values.
Findings
Breaking the glass ceiling, the glass cliffs effects on women’s income levels, the lack of an arena for self-improvement, the nature of organisation policies and challenges in teamwork were found to contribute to women’s under-representation in top leadership positions.
Research limitations/implications
The results focused only on the 94 public organisations in Ethiopia that were selected by adjusted cluster sampling.
Practical implications
Realizations of substantial change and refocusing on bringing a significant number of women to the boardrooms in the public bureaucracy, besides glass cliffs.
Social implications
Enhancing the importance of accepting women leaders.
Originality/value
To add value to the stock of literature in gender equality, this research brings a strategic focus on factors that inhibit women from top leadership positions.
Details
Keywords
This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies
Abstract
Purpose
This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies
Design/methodology/approach
This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.
Findings
This study focused on how factors beyond a person's performance track record – like strategic change, industry dynamics, and organizational resource slack – impacted senior women being hired onto top management teams (TMTS) in non-CEO positions. It's a complex phenomenon is known as the glass cliff. The results revealed that senior women were more sought after on TMTs during periods of strategic change, where a company had increased resource slack, and where the industry was in a down-growth period. This presents ethical questions concerning women in leadership. The new hire should have the role resources they need, now and in future.
Originality/value
The briefing saves busy executives, strategists 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
Details
Keywords
This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Abstract
Purpose
This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Design/methodology/approach
This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.
Findings
Females continue to be under-represented in senior leadership positions. Increasing the number of women in these roles demands that various challenges in organizational, personal and societal domains are properly addressed to help removed barriers in the shape of glass ceilings and glass cliffs.
Originality/value
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.
Details
Keywords
Camilla Ciappei, Giovanni Liberatore and Giacomo Manetti
This study aims to holistically explore the academic literature on female leaders to identify the key topics and dynamics of the field.
Abstract
Purpose
This study aims to holistically explore the academic literature on female leaders to identify the key topics and dynamics of the field.
Design/methodology/approach
The authors systematically review 532 papers to explore the research on female leaders; based on objective and replicable criteria, the authors identify relevant papers and thus ensure the quality of the analysis. The bibliometric analysis and visualization support us in recognizing trends in this topic.
Findings
This study outlines the state of the art over the past decade by synthesizing theoretical contexts and critically discussing the main streams of research on sustainability, firm outcomes and barriers preventing women from reaching the upper echelons. The authors also explore empirical issues and highlight areas that entail new paths for future scholars.
Practical implications
The research provides novel evidence of the attempt internationally to increase female participation at the top of the firm hierarchy by analyzing firm outcomes, sustainability and the constraints faced by women in achieving these careers.
Social implications
The results show that the participation of women in leadership roles is not (only) a matter of compliance with current regulations. Through their ability to monitor key social and environmental issues from a long-term perspective and their attention to the internal control systems, companies more effectively pursue their financial and nonfinancial aims.
Originality/value
Using bibliographic and narrative analyses, this study reviews the literature on women at the top of the firm hierarchy with a focus on business research. The authors extend prior studies by investigating a larger pool of firm roles to provide a comprehensive understanding of this widely discussed topic.
Details