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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.

Sport organizations hold substantial ideological power to showcase and reinforce dominant cultural ideas about gender. The organization and portrayal of sporting events and spaces continue to promote and reinforce a hierarchical gender binary where heroic forms of masculinity are both desired and privileged. Such publicly visible gender hierarchies contribute to the doing of gender beyond sport itself, extending to influence gender power relations within sport and non-sport organizations. Yet, there has been a relative absence of scholarship on sport organizations within the organizational sociology field. In this paper, we review findings of studies that look at how formal and informal organizational dimensions influence the doing and undoing of gender in sport organizations. Subsequently, we call for scholars to pay more attention to sport itself as a source of gendered organizational practices within both sport and non-sport organizations. We end with suggestions for research that empirically explores this linkage by focusing on innovative theoretical perspectives that could provide new insights on gender inclusion in organizations.

The purpose of this paper is to investigate the character traits and challenges of women leaders in Myanmar within the context of responsible leadership (RL) and aims to contribute to a deeper understanding of the dynamics of RL in this specific cultural and social setting. Furthermore, the paper seeks to highlight the unique challenges faced by women leaders, both within organizations and in society at large. Ultimately, the paper intends to advocate for increased awareness and actions that promote gender equality in leadership positions, fostering a more inclusive and supportive environment for women leaders in Myanmar.

This study uses an exploratory qualitative research design to comprehensively investigate the character traits and challenges experienced by women leaders in Myanmar concerning RL. It involves semi-structured interviews with five women leaders selected through convenient sampling. These participants hold leadership positions in various fields, including societal welfare, nongovernmental organizations and social businesses. The interview protocol is designed to elicit rich insights into the participants’ leadership experiences, responsibilities, challenges and perspectives on RL. Data collection involves recording and transcribing interviews, ensuring accuracy and reliability. To maintain participant confidentiality, identities remain anonymous. Ethical considerations are adhered to, emphasizing voluntary participation and the right to withdraw at any point without consequences. Thematic analysis is used to identify recurring patterns and themes in the interview data. Themes related to character traits, challenges faced within organizations and society and potential solutions are derived through an iterative process of data coding, categorization and interpretation.

The study’s findings indicate that women-responsible leaders possess character traits similar to their male counterparts. However, they face unique challenges at the organizational and societal levels in Myanmar. To address these issues and foster the growth of women leaders, spreading awareness is crucial. Awareness programs can educate individuals, organizations and society about the significance of RL and gender equality in leadership roles. Such initiatives create an inclusive environment that supports the development of responsible women leaders in Myanmar.

The original value of this study lies in its contribution to the existing body of knowledge on women’s leadership and the specific context of Myanmar. By examining the character traits of women-responsible leaders and the challenges they face within organizational and societal contexts, this study sheds light on the unique experiences and barriers encountered by women in leadership positions. Furthermore, this study’s original value lies in its emphasis on the need for awareness and action to foster more women leaders in Myanmar. By bringing attention to the organizational and societal challenges faced by women and advocating for change, this study encourages stakeholders, including policymakers, organizations and communities, to address these issues and create a more supportive and inclusive environment for women leaders.

This study aims to develop and test a model of the antecedents, mediators and consequences of the glass cliff phenomenon through public sector service organizations in Iran to explore more insights on gender inequality in managerial positions.

The current research was conducted based on a mixed-method approach, using both qualitative and quantitative research designs. First, the qualitative method includes content analysis by conducting semi-structured interviews with 20 university professors and expert managers working in public sector service organizations in Iran. The outcomes of the qualitative phase lead to designing the conceptual framework and research hypothesis. Then, through a quantitative phase, 384 female managers working in public sector service organizations in Iran are selected using stratified random sampling and fill out the research questionnaire. The exploratory factor analysis was used to verify the model. Moreover, structural equation modeling, using AMOS 24, was used to test the research hypothesis.

The findings of the qualitative phase were represented in three categories including antecedents (e.g. the characteristics of women’s leadership, the selection of women based on meritocracy criteria, women’s preferences and organizational factors), mediation effect (e.g. succession planning, personal development planning and support networks) and consequences of the glass cliff phenomenon (e.g. positive and negative consequences). The results of the exploratory factor analysis show there are ten components, explaining 88.5% of variances. Moreover, the test of the structural model supports the direct effect of antecedents on the glass cliff phenomenon. The results also show the effect of the glass cliff phenomenon on consequences through mediation effects.

There are some limitations that can be addressed by other researchers. Accordingly, the limited number of female managers in Iran prevented larger quantitative research. Moreover, the current research only found casual and mediation consequences of the glass cliff phenomenon, and potential moderators were not considered in this study.

The present study’s innovations may include using a mixed-method approach to investigate the antecedents, mediators and consequences of the glass cliff phenomenon in this study and examining the model constructs in some public sector service organizations. This research may provide a deep understanding of the antecedents, mediators and consequences of the glass cliff phenomenon by finding new factors using a mixed-method approach.

This study aims to explore academic women’s silence from the perspective of social cognitive theory (Bandura, 1986), by examining the triadic influences of the individual, environment and behaviour, which impacts their silence. The study examines how women use personal, proxy and collective agency (Bandura, 2018) to reduce silence.

Interviewing 22 academics (20 women, 2 men) at a leading Polish university, this study used the Gioia et al. (2013) method to analyse the interviews, creating first- and second-order codes and final aggregated concepts.

This study finds, from an environmental perspective, that societal-level gendering, which is underpinned by critical social factors and institutional logics that are part of Poland’s culture promoting gender stereotypes and family values influences women’s silence. There is clear evidence for the regression of women’s rights, which compounds women’s silence. These societal-level factors influence a hierarchical, bureaucratic organizational structure, alongside gender segregation. From an individual perspective, reasons for silence include socialization, fear, women’s lack of power, inequality and self-silencing to mitigate harassment or discrimination. Collective agency was a strongly mentioned theme to help reduce silence, which includes implementing training and development initiatives, creating a safe platform to voice concerns, structural transformation and cultural change.

This study contributes to literature regarding women’s silence by exploring reasons for silence through the lens of Bandura’s social cognitive theory and agentic perspective, which demonstrates how silence could be reduced through collective action, in the understudied context of Poland, which highlights how country context intersects with organizational context and individual experience, influencing women’s silence.

The personalities of leaders have been shown to impact the culture of their organizations and are also expected to have a more distal impact on the firm’s financial performance. However, the authors also expect that leader gender is an important intervening variable such that exhibiting various personality dimensions may result in unique cultural and performance-based outcomes for women and men leaders. Thus, the authors seek to examine first the impact of leader personality on organizational performance, as driven through organizational culture as a mediating mechanism. In doing so, the authors propose the expected impact of specific personality dimensions on certain types of organizational cultures, and those cultures’ subsequent impact on the organization’s performance. The authors then extend to consider the moderating effects of leader gender on the relationship between leader personality and organization. To support their propositions, the authors draw from upper echelons and implicit leadership theories. The authors encourage researchers to consider the proposition within a sample of the largest publicly traded US companies (i.e., Fortune 500) at an important era in history such that for the first time, 10% of these companies are led by women. In doing so, the authors hope to understand the leadership dynamics at the highest echelons of corporate governance and provide actionable insights for companies aiming to optimize their leadership composition and drive sustainable performance.

This chapter focuses on the concept of genderwashing in the context of higher education (HE) in the United States. Using intersectionality as a framework, the authors critically examine gender-based affinity groups, which are used in HE as a common strategy to support diversity and equity efforts. The authors discuss how such efforts often fall short in facilitating meaningful organizational or systemic change and provide questions and considerations for addressing genderwashing that are informed by an intersectional lens.

From a skills theory perspective, we explore the disparity between women's perceived leadership effectiveness and their underrepresentation in a public higher education institution (HEI) in Ghana. We identify the factors limiting women leaders' support and offer locally driven solutions.

A triangulated approach was used to analyse qualitative and quantitative data collected at a public HEI leadership workshop assessing perceptions of women leaders' education, communication, personality, emotional intelligence, skills and support dimensions. T-tests were used to test the perception variables, while thematic analysis elucidated factors contributing to women's underrepresentation in top positions.

The study found positive perceptions of female leadership, which differed among the genders, and the preference for female leaders stems from their perceived skills, abilities and education. However, religious and cultural beliefs perpetuate stereotypes that hinder women's advancement in leadership, which contradicts the skills-based approach to leadership.

Creating local awareness and support is necessary to reduce the fear of criticism and negative labelling from cultural beliefs hindering women from pursuing top leadership positions.

This study fills the literature gap on perceptions of women's leadership from a skills theory perspective. It contributes locally driven solutions to the challenges of underrepresentation of female leadership and women empowerment, providing local insights into female leadership effectiveness discourse.

The present study examines the interplay between age, marital status, alpha female status and various adaptive performance dimensions among a cohort of 380 female professionals.

This study adopts a positivist approach to collect and analyse the data, utilizing appropriate statistical techniques to explore the relationships between the variables of interest.

The study elucidates the significant role of alpha female status in predicting adaptive performance. It finds that alpha females possess distinct competencies, particularly in learning and training, indicative of proactive behaviour and self-efficacy. While older participants tend to demonstrate higher performance levels, the study reveals no significant correlation between age and alpha female status, suggesting that leadership traits may develop independently of age. Furthermore, marital status exerts a modest influence on adaptive performance. The interplay of age and marital status significantly affects adaptive performance, potentially due to the Cumulative Advantage Paradigm, which is the accumulation of advantages or disadvantages throughout an individual's life course.

This study contributes to the existing literature by providing a nuanced understanding of how demographic factors converge to influence adaptive performance in professional settings. It highlights the importance of recognising and nurturing alpha females in organizations and considering the interactions between age and marital status when designing career development programmes and support systems.

This chapter explores genderwashing in the context of exclusive talent management (ETM) and defensive diversity management (DDM). It makes the counter intuitive argument that ETM is a misnomer in that it privileges maintenance of an organizational hierarchy based on social identity over the development of talent. Further, DDM is a genderwashing tool, enabling organizations to fend off criticism through symbolic diversity, equity, and inclusion (DEI) initiatives while enacting discourses that legitimate structures, practices, and norms that produce a status hierarchy based on social identities. A genderwashing perspective reveals this contradiction and spotlights the uncomfortable reality of workplace inequalities. It also shows that operating within boundaries set by the status quo renders DDM ineffective in removing the real career impediments faced by women and members of minoritized groups (MMG). A transformative diversity management (TDM) approach is needed to confront these realities and enable organizations to support the career aspirations of women and MMG.