bluuebunny/crossref_metadata_2025 huggingface dataset:
Leader evaluations: a new female advantage?
Authors: Powell Gary N. , Butterfield D. Anthony , Bartol Kathryn M.
Published: December 2009

Purpose

The purpose of this study is to examine sex effects in evaluations of transformational and transactional leaders.

Design/methodology/approach

A total of 459 part‐time (evening) MBA students, most of whom worked full‐time, read a vignette of either a male or female leader who exhibited either a transformational or transactional leadership style and then evaluated the leader's behavior.

Findings

Female‐transformational leaders received more favorable evaluations than male‐transformational leaders, especially from female evaluators. However, evaluations of transactional leaders did not differ according to leader sex, and male evaluators did not evaluate male and female leaders of either style differently.

Research limitations/implications

Evaluators were enrolled in a part‐time graduate program in management; hence, results may not be generalizable to other populations. In addition, the study focused on evaluation of hypothetical rather than actual leaders. The results suggest a female advantage in evaluations of transformational leaders, especially when women are the evaluators. Extension of theories of gender and leadership to account for such results and testing of the extended theories is recommended.

Practical implications

The results suggest the continued presence of sex‐related biases in leader evaluations, although in a different direction than in prior research. Organizations need to take steps to discourage expression of such biases.

Originality/value

Contrary to prior research, the results suggest that sex effects in leader evaluations now favor female leaders more than male leaders.
Is the glass ceiling kept in place in Sudan? Gendered dilemma of the work‐life balance
Authors: Kargwell Samia
Published: December 2009

Purpose

This paper has two‐fold objectives: first, it presents female managers' experience with family‐work dilemma. Second, it examines the priorities married female managers assign to the commitments of their dual roles and the support they received from their organizations.

Design/methodology/approach

This study was based on a case study, using a qualitative approach and triangulation of methods. These include: interviews, observations, analysis of texts and documents and autobiography. In‐depth interviews were carried out with 26 male managers in senior posts and 22 female managers in senior and middle management levels in two Federal Ministries (Health and Education) located in Khartoum (the capital city of Sudan). The narrative style (story‐telling) was used to analyze the interview data.

Findings

Results indicates that female managers interviewed give first priority to their families and secondary importance to their job. Married women managers who have children sought the assistance of others, (their extended families, servants, nannies and cooks). The priority married women managers give to their families play a negative role in their career progression and contributes to their under‐representation at top management level.

Originality/value

The study highlights the effect of the family‐work dilemma on the formation of the glass ceiling women managers are confronting in public organizations in Sudan.
The gender pay gap revisited: insights from a developing country context
Authors: Jamali D. , Sidani Y. , Kobeissi A.
Published: December 2009

Purpose

While the gender pay gap has received considerable attention, the evidence from developing countries remains scant. The purpose of this paper is to examine the salience of a gender pay gap in a developing country context, through an empirical study of differentials in wages/salaries across gender in the banking, nursing and higher education sectors in Lebanon.

Design/methodology/approach

A survey was designed and distributed to a sample of 168 employees drawn from a total of three major banks, five well‐known medical centers and two institutions of higher education. The survey questionnaires were supplemented by interviews with three women managers from each sector studied.

Findings

The findings suggest that the gender pay gap is only salient in the higher education sector, although male and female employees in all three sectors perceive that there is no gender pay gap and discrimination is considered to be a salient issue only in the educational sector. Although not entirely expected, the findings regarding those wage gap perceptions are explained in relation to the adoption of a grading compensation scheme which can go a long way according to the present research in alleviating feelings of inequity as well as prevailing cultural expectations regarding gender earnings differentials in a relatively conservative society.

Originality/value

The value added of this research is to present fresh insights into the gender pay gap from a peculiar Middle Eastern context and to highlight the importance of a fair and equitable compensation scheme in alleviating perceptions of inequity and discrimination at work. The paper also directs attention to the influence of cultural expectations, which invariably mold greater or lesser sensitivity to gender pay gaps.
Rural women entrepreneurship within co‐operatives: training support
Authors: Petridou Eugenia , Glaveli Niki
Published: December 2009

Purpose

The purpose of this paper is to appraise rural women entrepreneurs, running co‐operatives in Greece. The paper seeks to examine the effects of training support on their entrepreneurial skills and attitudes, co‐operatives' viability and growth prospects, and work‐family balance.

Design/methodology/approach

An evaluation research was conducted in which 104 rural women members of co‐operatives, who had participated in a specific training program contributed. Anonymous questionnaires were used to collect data on participants' perceptions of the effects of the training intervention. Descriptive statistics, factor analysis and intercorellations were employed in analysing the data.

Findings

The data illustrate that participants perceived benefits in terms of skill improvements, i.e. identification and capturing of business opportunities, effective co‐operation and flexibility in decision making and more positive attitudes towards entrepreneurship. In addition, perceptions related to the development and growth prospects of the co‐operative and to work‐family balance have also been positively affected.

Practical implications

The effectiveness of an entrepreneurship program can be enhanced when it is designed to meet the real needs of the organization and thus is more focused. Training needs analysis prior to intervention is a prerequisite. Moreover, achieving work‐family balance can also be seen as an aspect of a co‐operative's performance that can be improved through training.

Originality/value

This paper enriches research on the effect of entrepreneurship training programs for rural women co‐operative members.
Learning barriers in adopting ICT among selected working women in Malaysia
Authors: Hashim Junaidah
Published: December 2009

Purpose

The purpose of this study is to identify learning barriers in information communication technology (ICT) adoption among working women in Malaysia. Regardless of gender, it would be advantageous for all individuals in today's society to acquire basic ICT skills. Despite significant growth in ICT professionals during the last two decades, there remains a gender imbalance, particularly in developing countries such as Malaysia.

Design/methodology/approach

The study uses a self‐developed questionnaire to measure the learning barriers and ICT adoption. The survey instrument was developed from the constructs used in the individual innovativeness theory and theory of perceived attributes. The questionnaires were administered face‐to‐face to a total of 315 working women, who participated as respondents in this study.

Findings

The findings revealed that the working women in Malaysia possess only average level of ICT skills. They seldom use the internet and e‐mail at their workplace or at home, they do not face serious learning barriers with respect to ICT, and they have complexity as their innovation characteristics. However, they are innovators in the adopters' categories. The combined variance in the characteristics of learning barriers, ICT skills, and ICT usage amounted to 70 per cent in innovation characteristics.

Practical implications

This study reduces the knowledge gap regarding the identification of learning barriers, ICT skills, and ICT usage as predictors of ICT adoption among working women in Malaysia. These factors have been overlooked by some previous researchers. This study also calls attention to the fact that employers and training agencies that are responsible to provide ICT training to women employees must understand and employ the proper learning approaches and methods that ought to be used in adult training and education. Malaysian women are able to adopt an innovation with a high degree of uncertainty at the time of adoption, and it is believed that with correct and suitable training schemes Malaysian working women can acquire appropriate ICT skills and become competent in using ICT at the workplace. With managerial skills and ICT‐based competencies, the working women would have a lot more knowledge seeking skills, increased access to up‐to‐date information, be effective in decision making, and establish networking and linkages. With this they will stand a better chance for promotion and advancement.

Originality/value

The sample of this study is unique. This study was conducted in a multi‐ethnic, multi‐cultural and multi‐lingual society. Malaysia presents an interesting case study on working women because it is a society undergoing rapid changes from its strong traditional religious and cultural norms to modern values about women.
Gender, age and marital status as predictors of managerial competency needs
Authors: Wickramasinghe Vathsala , De Zoyza Nimali
Published: December 2009

Purpose

The purpose of this paper is to investigate the factors that predict competency needs of managers using quantitative methodology.

Design/methodology/approach

For the study, 31 individual competencies were analysed. The study is confined to a fully integrated telecommunication service provider; 198 managerial employees participated in the survey.

Findings

Marital status, age and gender have significant main effects in predicting competency needs. The results also revealed significant interaction effects among the variables of marital status and the number of subordinates, and marital status and gender in predicting competency needs.

Originality/value

Though there is an enormous diversity in the scope of competency literature, a few empirical research studies have been conducted on the predictors of management competency requirements. Further, a limited number of competency studies have been conducted in Asia. Hence, empirical research studies are needed to fill this lacuna in literature.
Gender openness in managerial education: a sport management focus
Authors: Moore Mark E.
Published: December 2009

Purpose

The purpose of this research paper is to examine the effect of gender openness on female student representation within sport management preparation programs.

Design/methodology/approach

A questionnaire was sent to 172 undergraduate and graduate sport management preparation programs within North America and 72 completed surveys were returned. These data were used to test confirmatory factor and structural equation models at the undergraduate (n=47) and graduate levels (n=47).

Findings

Results show that gender openness progresses sequentially and is an effect of programmatic size.

Research limitations/implications

The primary limitation of this research investigation was the utilization of a cross‐sectional design given the topic sensitivity. Despite its cross‐sectional focus, the study offers important insight about gender openness and inclusion for female students within sport management education.

Originality/value

This study utilized a non‐standard approach by examining programs relative to gender openness in sequence as they relate to women in management education. This refreshed approach should be valued by scholars and practitioners alike.
Diversity management discourse meets queer theory
Authors: Bendl Regine , Fleischmann Alexander , Walenta Christa
Published: December 2009

Purpose

The paper's aim is to examine how diversity management discourse reproduces heteronormative essentialist notions of identity in organisations.

Design/methodology/approach

This is a critical analysis of diversity management discourse that draws upon concepts, frames and the language of queer theory and insights from social identity construction to offer an alternative approach to reconceptualising diversity management. The key question of the paper is: what are the conceptions of identity underpinning the diversity management discourse and how do they reproduce heteronormativity?

Findings

The paper unveils the reproduction of binaries in diversity management discourse. Possible counter strategies from queer theory are proposed to alter the diversity management discourse.

Originality/value

This paper offers a first reading of diversity management discourse against the grain from a queer perspective and offers possible points of departure for altering diversity management discourse.
Career counselling for women managers at mid‐career
Authors: Lämsä Anna‐Maija , Hiillos Minna
Published: December 2009

Purpose

This paper aims to provide a framework for career counselling designed particularly to support the career development of mid‐career women managers. This approach is referred to as an autobiographical approach to career counselling. The practical application of the approach is described.

Design/methodology/approach

The autobiographical approach draws upon social constructionism and narrativity. It was developed and applied together with 22 women managers. Various methods were used as narration tools.

Findings

At mid‐career, women managers are often in a transition process in their career. They can be expected to benefit from counselling that focuses on their long work experience and from their willingness to make new career moves, and contributes to their own understanding of their strengths and motivation in their search for more meaning into their careers – and into life in general. The career autobiographies of women do not reflect the continuous, uninterrupted upward mobility that is traditionally considered typical of a “normal” managerial career. The study suggests that there is a need to change the dominant understanding of a “normal” career in management.

Originality/value

The contribution of this study lies particularly in bridging the gap between theory and practice by applying an action‐oriented approach.
Managing careers: experiences of successful women in the Chinese IT industry
Authors: Xian Huiping , Woodhams Carol
Published: December 2009

Purpose

This paper seeks to examine the career experiences of seven women who have developed successful careers in the Chinese information technology (IT) industry, focusing on the way they managed their careers and the implications this has for women's career theory in China.

Design/methodology/approach

Personal narrative method is used to explore the women's cumulated experiences of career management in order to draw out their feelings and attitudes.

Findings

Findings demonstrated convergence between western career theory and the situation of these successful Chinese women in IT, especially in family/career role management. Nevertheless, the paper argues that deeply embedded values in China encourage a rejection of planning and proactivity in women's career management resulting in a lack of applicability of western theory.

Research limitations/implications

Findings are based on a small sample size. Personal narrative method is highly subjective and “contaminated” by selective recall of information due to the deterioration or concealment of certain key factors. However, this finding in itself contains interesting implications for international career research.

Practical implications

The career experiences of these women could provide role‐modelling to other women who are also pursuing careers in the IT industry in China.

Originality/value

The paper contributes to the developing discourse of women's career experiences within Chinese society. It highlights constraints and limitations of applying western models and traditional research techniques. It advocates a broad, contextualised approach that incorporates a stronger emphasis on internal and social values.
Work‐family culture in academia: a gendered view of work‐family conflict and coping strategies
Authors: Gaio Santos Gina , Cabral‐Cardoso Carlos
Published: December 2009

Purpose

The paper looks at the tensions and conflict between work and family life that arise from work intensification in higher education, in the particular context of Portuguese academe. Drawing on the concept of work‐family culture, the paper aims to discuss its influence on the level of work‐family conflict and the effectiveness of work‐family policies.

Design/methodology/approach

The study was conducted in a Portuguese university. Data were collected from 32 in‐depth interviews with faculty members from different backgrounds and affiliations.

Findings

The preservation of traditional gender roles in the family as well as a work‐family culture that is largely family‐unfriendly helps to understand the tensions and conflict between academic work and family life. These tensions are mainly felt by women particularly mothers of dependent children. The data also suggest that work‐family policies are fruitless unless they are supported by a positive work‐family culture.

Research limitations/implications

Study limited to a single university.

Originality/value

The paper provides evidence of the cumulative effect of the traditional division of gender roles in the family and a negative work‐family culture in the organization in contributing to increasing levels of work‐family conflict, particularly in a context of work intensification.
Mentoring and women managers: another look at the field
Authors: Ehrich Lisa C.
Published: December 2009

Purpose

The purpose of this paper is to provide a discussion of some salient research relating to mentoring for women managers.

Design/methodology/approach

The paper draws mainly upon writing and research from the UK, USA, Canada and Australia to explore some of the issues that continue to be pertinent for the mentoring of women managers.

Findings

The paper explores some of the early arguments promoting mentoring for women in the light of more recent research. From the literature, three key issues that have important implications for women in mentoring relationships are considered. These are identifying the nature and focus of mentoring relationships; managing cross‐gender mentoring and negotiating the power dimension that underpins the mentoring relationship.

Practical implications

The paper provides a discussion of the practical implications of three key issues that are significant for women managers.

Originality/value

The paper draws together work in the field and distils a number of issues and their implications that require further attention and discussion.
Barriers to networking for women in a UK professional service
Authors: Tonge Jane
Published: December 2009

Purpose

The purpose of this paper is to explore the use of personal contact networks in the UK public relations sector, focusing on the barriers to networking identified by practitioners.

Design/methodology/approach

Empirical research using qualitative methodologies of in‐depth interviews and repertory grids conducted with directors, managers and executives in seven UK public relations agencies.

Findings

UK public relations practitioners in the study may face up to 17 barriers to networking drivers and actions. Three types of barriers emerged–psychological, situational and social. Female practitioners identified all 17 barriers to networking, whereas men identified seven.

Research limitations/implications

An insight into the differences in men and women's networking experiences in a growing professional service, especially those negatively influencing their activities. Gender differences are identified and the apparent exclusion from power networks, especially of younger females.

Practical implications

UK public relations practitioners may be hindered in the key managerial area of networking, with women perceiving themselves to face more barriers than men. This poses challenges for practitioners to overcome such obstacles, especially for women in this female‐dominated industry. Consultancies must consider remedial strategies to counter barriers their employees face, or potentially limit their access to resources and influence which personal networks can bring.

Originality/value

The paper is one of the first studies into personal contact networks in the UK public relations industry. It reveals the extent to which both men and women in this professional service face barriers to networking. The paper identifies that women in particular may experience more than twice as many barriers as male counterparts and suggests younger women may be being placed at a disadvantage.
The only way is up?
Authors: Lyonette Clare , Crompton Rosemary
Published: December 2009

Purpose

The purpose of this paper is to explore the reasons for the apparent “under‐achievement” of mothers working in accountancy, even when at similar levels of qualification to those of fathers.

Design/methodology/approach

Analysis of the Institute of Chartered Accountants of England and Wales membership dataset was carried out, as well as semi‐structured work‐life interviews with ten male and ten female chartered accountants with children.

Findings

The paper finds that women do not progress in accountancy to the same extent as men, and earn considerably less. The qualitative evidence suggests that some residual gender discrimination is still present, but more important are the difficulties in combining paid employment with family responsibilities, particularly for those in higher‐level positions. Part‐time and flexible working carries with it a penalty in relation to both earnings and organisational status. The interviews do provide some evidence of change, however.

Practical implications

While men (and women) continue to work very long hours in the UK, while the gender pay gap persists, and while women continue to take on the majority of childcare and housework, women are also likely to “choose” to work below their abilities, especially when economic pressures are not a primary issue.

Originality/value

By adopting a mixed‐methods approach, the paper highlights that, while workplace‐related barriers still hinder mothers' career progression in accountancy, the division of domestic labour is at least, if not more, important.
The performance of women and men in organisations: a theatre studies approach
Authors: Biehl Brigitte
Published: December 2009

Purpose

This purpose of this paper is to draw on theatre theory to develop the notion of gender performativity in organisational contexts. It presents an interdisciplinary approach that is fruitful in an era of increasing organisational aestheticisation and persistent aesthetic discrimination.

Design/methodology/approach

Theatre theory and performance analysis is used to develop aesthetic approaches to gendered organizations.

Findings

The interplay of different elements in the aesthetic situation of real‐life performances for the constitution of a subject is revealed, highlighting the very complex nature of gender and its reproduction in organisations.

Research limitations/implications

The paper suggests that theatre theory can be an addition to existing research which analyses facets of the gendered nature of behaviour.

Practical implications

The importance of an awareness of aesthetics and performativity at all organizational levels is emphasised. Insights into performance theory may affect individual perception and behaviour.

Originality/value

Research on gender and impression management is complemented by an unusual theatre studies perspective.
Power and politics in gender research: a research note from the discipline of accounting
Authors: Haynes Kathryn
Published: December 2009

Purpose

The purpose of this paper is to offer a research note exploring how feminist methodologies could bring new insights into research on gender in the accounting context.

Design/methodology/approach

The paper applies some central tenets of feminist research methodology to a brief critique of current research on gender and accounting, in order to overcome some of the power relationships inherent within the research and define a more explicitly political research agenda.

Findings

The paper suggests that much research in the accounting is concerned with gender‐as‐a‐variable, rather than being distinctly feminist, thus missing the opportunity to radicalise the agenda. It calls for a wider application of feminist methodology to the accounting context.

Originality/value

This paper offers a brief insight into the discipline of accounting to discuss the interaction of research methodology and gender in this particular environment.
When counting proved not to wash
Authors: Wilson Fiona M.
Published: December 2009

Purpose

The purpose of this paper is to question our faith in numbers. It asks how much credibility can numbers and quantification of data offer us as researchers?

Design/methodology/approach

The research asked the question “Does gender matter?” in the case of banks lending to male and female business owners. To test this the bank loan officers were given an identical fictional bank loan proposal from either Jack or Emma Jones. It was assumed that the more positive statements made, the more likely there would be a positive decision to lend to either Jack or Emma.

Findings

The main finding was that no link was found between the number of positive statements made and the final decision on whether or not to lend to either gender. While counting, we assume, injects precision into analysis, in this case it provided no support for the existence of a relationship between the numbers of positive statements and final decision on whether or not to lend. Some reasons are presented.

Research limitations/implications

The paper features a small sample of 35 interviews. It would be interesting to see if this same finding is replicated in other studies of bank loan decision making using bank loan proposals and investigating the effect of gender on decisions.

Originality/value

This research builds upon the 1993 research of Fay and Williams.
Contesting the gendering of methodology: treating methods as text
Authors: Shepherd Craig
Published: December 2009

Purpose

The purpose of this paper is to critique the argument that research methodology is gendered and present a post‐essentialist understanding of research methods.

Design/methodology/approach

A conceptual paper which engages with the feminist debate over the gendering of methodology.

Findings

The paper begins by discussing the feminist critique of positivism that quantitative methodologies embody patriarchal assumptions. Then, drawing on contemporary attempts by feminists to rehabilitate quantitative research, and developments in organizational research methods, it counters the argument that methodologies are gendered. Specifically, it argues the idea that methods embody gendered assumptions is founded on essentialist reasoning and treats them as having immutable characteristics. Moving on, the paper offers a post‐essentialist understanding of “methods as text”. Key advantages of this metaphor are that it acknowledges the interpretative flexibility of research methods and illustrates the rhetorical function descriptions of them perform in particular contexts. Finally, the contributions and limitations of this perspective and its implications for future research are summarised.

Research limitations/implications

Further research is needed to understand how research methods are discursively constructed and the rhetorical functions descriptions of them perform in specific contexts.

Originality/value

The paper critiques the view that research methodology is gendered and offers a novel metaphor for understanding research methods. It is likely to be of most value to social scientists with an interest in research methods and/or feminist epistemologies.
Workaholism, work stress, work‐life imbalance: exploring gender's role
Authors: Aziz Shahnaz , Cunningham Jamie
Published: December 2009

Purpose

The purpose of this paper is to examine potential differences between male and female workaholics in relation to work stress and work‐life imbalance; also to test for gender as a moderator in the relation between workaholism with work stress and work‐life imbalance.

Design/methodology/approach

An exploratory approach was used to examine employees on workaholism, work stress, and work‐life imbalance. A separate variancest‐test tested gender differences in the study variables. Hierarchical regression analyses tested the potential moderator effect of gender on the work stress‐workaholism and work‐life imbalance‐workaholism relations.

Findings

It was found that work stress and work‐life imbalance correlated with workaholism, regardless of gender. Gender did not moderate the relations between workaholism with work stress and work‐life imbalance.

Research limitations/implications

Limited generalizability between cultures was a limitation; future research should collect data from diverse races. Reliance on self‐report measures is another limitation; a more accurate picture could be attained by gathering data from other sources.

Practical implications

There is some support to the notion that the once traditional roles of men and women may not predominate in today's workforce; women may be taking a more career‐minded view, while men are becoming more family‐oriented. Thus, it is imperative that intervention programs focus on decreasing workaholism in both men and women. Also, such interventions as on‐site childcare, flexible work time, and telecommuting should be included.

Originality/value

The data were analyzed with a composite variable to capture workaholism in a continuous fashion. Unlike the traditional median split technique, with the composite approach, one is able to use data from all participants who are not missing data.
Gender diversity in management: curvilinear relationships to reconcile findings
Authors: de Luis‐Carnicer Pilar , Martínez‐Sánchez Ángel , Pérez‐Pérez Manuela , José Vela‐Jiménez María
Published: December 2009

Purpose

The purpose of this paper is to study the effect of gender diversity (in executive boards and top management) on firm performance. To reconcile the inconsistent and non‐conclusive findings from previous studies, competing curvilinear relationships are theorized between gender diversity on boards and firm performance based on different theoretical backgrounds.

Design/methodology/approach

The paper comprises a literature review and development of theoretical propositions.

Findings

Curvilinear relationships were developed that may integrate different theoretical perspectives.

Research limitations/implications

This paper provides theoretical support to reconcile the inconsistent and non‐conclusive findings from previous theoretical perspectives and empirical studies by proposing that competing recommendations from theoretical perspectives could be tested through curvilinear relationships.

Practical implications

The propositions provide a strong argument for having more women in top management positions who will be promoted later through the “glass ceiling” to more gender‐balanced boards.

Originality/value

The paper reconciles inconsistent and non‐conclusive findings from studies about gender diversity on boards and firm performance.
Are managerial women in “extreme jobs” disadvantaged?
Authors: Burke Ronald J. , Fiksenbaum Lisa
Published: December 2009

Purpose

It has been suggested that females may be disadvantaged in professions and organizations that require working long hours since females may choose to work fewer hours or may have to work fewer hours because of home and family responsibilities. The term “extreme jobs” has been used previously to describe jobs in which incumbents work 60 or more hours a week. The purpose of this paper is to compare female and male managers working 56 or more hours a week on personal and work situation characteristics, job behaviors, work and extra‐work outcomes and indicators of psychological well‐being.

Design/methodology/approach

Data were collected from 530 managerial and professional women and men in Canada using an anonymously completed questionnaire, about a 35 percent response rate. All had achieved their MBA degrees from the same university. Only those working 56 h a week or more were used in this research.

Findings

First, a slightly smaller percentage of females worked 56 or more hours a week. Second, females were significantly different from males on a number of personal and work situation characteristics (were younger, less likely to be married or to have children, had less job and organizational tenure). Third, there were few differences on stable individual difference characteristics, job behaviors, work outcomes, extra‐work satisfactions and psychological well‐being. Females did, however, indicate more psychosomatic symptoms, higher levels of satisfaction with friends, and tended to report higher levels of perfectionism and job stress. The work and non‐work experiences of females and males in these “extreme jobs” tended to be more similar than different. The few differences noted did indicate females to be somewhat disadvantaged.

Research limitations/implications

All data were collected using questionnaires raising the possibility of response set tendencies.

Originality/value

This paper describes one of the few studies that looks at the effects of “extreme jobs” on managerial women.
Female entrepreneurs as managers
Authors: Farr‐Wharton Rod , Brunetto Yvonne
Published: December 2009

Purpose

The purpose of this paper is to use a social capital and learning organisation theoretical framework to clarify two issues: how female entrepreneurs manage interactions with employees and whether they learn about new business opportunities from workplace networks. The qualitative findings demonstrated that female entrepreneurs used a relational approach to manage their employees which social capital theory (SCT) predicts should have promoted a workplace environment‐based on trust and reciprocity of ideas, information and resources.

Design/methodology/approach

Data were obtained from semi‐structured phone and person‐to‐person interviews. The qualitative questions sought to solicit information about how female entrepreneurs managed (particularly their staff) and whether they used workplace processes to be innovative and learn about new venture opportunities from within their firms.

Findings

The paper provides support to previous research that argues female entrepreneurs traditionally use a relational approach to managing their businesses. However, in contrast to previous literature about SCT, this paper found that only about a quarter of the female entrepreneurs used a social capital approach to learn about potential venture opportunities from their staff. Hence, the findings suggest that these female entrepreneurs did not engage in active learning from employees.

Research limitations/implications

This study's findings have a number of limitations. Firstly, the sampling process could have caused bias in the data collection and therefore the generalisability of the findings may be compromised. Moreover, the sample size is limited; hence further research is necessary across numerous countries to improve the generalisability of the exploratory study.

Practical implications

The implication of these findings is that the majority of female entrepreneurs probably do not use workplace employee networks to provide new venture opportunities. Governments may need to consider strategies for supporting female entrepreneurs to capture new venture opportunities.

Originality/value

Previous research suggests that small to medium‐sized enterprises do not necessarily perceive networks outside of the firm as a source of new ideas and the findings from this study suggest than only a quarter of the female entrepreneurs attempted to learn from inside the firm.
Cultural sexism in the UK airline industry
Authors: Neal‐Smith Sarah , Cockburn Tom
Published: December 2009

Purpose

The purpose of this paper is to examine cultural sexism in the UK aviation industry through the experiences women commercial pilots have encountered with their male colleagues and management.

Design/methodology/approach

Interviews were carried out with 20 women commercial airline pilots: 17 women were currently airline pilots, or were previously airline pilots and resigned and three women were flying instructors. There were nine different UK airlines for which the women airline pilots worked.

Findings

Women pilots face cultural sexism where their male colleagues expect them to be different based on their assumptions about women in general but expect their female colleagues to adapt to the current social and cultural system in the UK industry.

Research limitations/implications

Further research is needed to explore ways to combat cultural sexism. Limitations include a focus on UK airlines only, plus the methodology relied upon women who were open to discussing their experiences rather than a random sample of pilots.

Practical implications

Research in this paper highlights how change is needed to produce a more inclusive culture to improve the working culture for women pilots and to appreciate the diversity that women bring to organizations.

Originality/value

This paper provides insights into an under researched area of women's employment and the existence of cultural sexism.
Working women positioning themselves in the leader‐follower relationship as a result of pregnancy
Authors: Mäkelä Liisa
Published: December 2009

Purpose

The purpose of this paper is to identify how pregnant women position themselves in the relationship with their immediate leader as a result of their pregnancy. Secondly, this study explores what kind of discourses pregnant followers' produce and use when they represent the reasons why the relationship with their leader developed the way it did during their pregnancy.

Design/methodology/approach

In total, 40 interviews were carried out among 20 working women, adopting a discursive approach in data analysis while focusing on their representations about their periods of pregnancy both during and after the experience.

Findings

Women positioned themselves as “accepted” or “dismissed” in the relationship with their leader due to their pregnancy. The study identifies three different discourses relating to the positioning, namely “similarity”, “expectations”, and “rooting deeper”.

Originality/value

There is a lack of research exploring the explanations behind the nature of leader‐follower relationships in the context of the followers' pregnancies. Furthermore, the discursive approach adopted in this study is less used within studies concerning relationships between leaders and followers, and studies concerning pregnant working women.
Patterns of online networking for women's career development
Authors: Donelan Helen , Herman Clem , Kear Karen , Kirkup Gill
Published: December 2009

Purpose

The purpose of this paper is to investigate how women working in science, engineering and technology use online networking, for career and professional development purposes.

Design/methodology/approach

A combined qualitative and quantitative approach is taken, using interviews for the first phase of the research and online surveys for the second. The findings are discussed and presented with reference to theories on career development and in the context of recent work on women's networks and online social networking.

Findings

The paper defines a typology of online networks and identifies the motives women have for engaging with the different types. The data imply that women are successfully using online networks to find support, advice and collaboration from women working in similar environments. However, the data only identify a few examples where the use of online networks has led to a specific new job opportunity.

Research limitations/implications

The findings are limited by the samples used, as they were self‐selected. In the first phase of the research, the sample was biased in favour of those using information and communication technologies. In the second phase, women using some form of online network were purposefully targeted in order to understand the motives and benefits associated with these activities.

Originality/value

The paper provides new insights into how professional women are networking online. It extends recent work into women's networks and networking strategies and presents a timely exploration into how these are being affected by the growth of online social networking.
Gender and ethics
Authors: Valentine Sean , Godkin Lynn , Page Karen , Rittenburg Terri
Published: December 2009

Purpose

Previous research indicates that women often perform more ethically on the job than do men. However, the results have been mixed, suggesting that further inquiry is needed. The purpose of this paper is to explore this important topic in a large healthcare organization. A field study sought to identify gender differences in ethical judgment, ethical intention, and organization‐based altruism in a healthcare organization, thereby providing some insight into the individual differences that influence ethical reasoning in the healthcare industry.

Design/methodology/approach

The investigation was based on survey data returned from a large sample of faculty and staff employed by a multiple‐campus health science center. Multivariate and univariate statistical modeling was used to evaluate the relationship between gender and ethical reasoning/conduct.

Findings

The findings suggest that women are generally more ethical than men. Being a woman was related to increased ethical judgment, being a woman and older was associated with increased ethical intention, and being a woman and a supervisor was related to higher altruism.

Practical implications

The results suggest that women should play a key role in the ethical role modeling of newly hired employees, as well as the development and management of organizational ethical values and codes of conduct. Healthcare organizations might also consider encouraging women to accept supervisory roles and become opinion leaders to foster organizational ethicality.

Originality/value

The findings add weight to the evidence that women are indeed more ethical than men in a variety of work roles, but greater insight into the complexities of these gender differences is also provided.
An exploration of unspoken bias: women who work for women
Authors: Warning Renee , Buchanan F. Robert
Published: December 2009

Purpose

The purpose of this paper is to inquire whether gender plays a role in the supervisory preference of female workers, and to establish a starting‐point in the identification of any bias that is discovered.

Design/methodology/approach

A field experiment of 226 adults of both genders was used to test the hypotheses. It combined a video vignette with a survey that employed a dispositional index followed by attitudinal measures.

Findings

Descriptive statistics, analysis of variance, and regression analyses were used to highlight the biases that were discovered. Females believed that other women are good managers, but the female workers did not actually want to work for them. The results may have some basis in females' perceptions of female managers as being high in dominance. The female manager was also seen as being emotional. More specifically, the female manager was seen as being more nervous and more aggressive than a male manager. It was also discovered that female preference for male supervisors increased with greater numbers of years in the workforce.

Research limitations/implications

This is an exploratory study. Workers surveyed were enrolled in a large metropolitan US university. Subsequent studies need to include a broader sample, particularly including workers from earlier generations. Extensive additional research is essential.

Originality/value

The findings lend credence to strong but seldom discussed anecdotal undercurrents of women's unwillingness to work for other women. Although female managers have been studied to a limited degree, there has been no empirical research on the female subordinate relationship. The study makes an entry into this important question of whether women have a prejudice against working for other women. The practitioner/policymaker implications are substantial.
Management, leadership and gender representation in UK higher and further education
Authors: McTavish Duncan , Miller Karen
Published: December 2009

Purpose

The purpose of this paper is to analyse gender representation in leadership and management in further and higher education organisations. It does this, through the lens of two perspectives on bureaucratic representation, a “liberal democratic” perspective and an alternative view which states that bureaucracies are not necessarily gender blind or women friendly. The paper reviews the reform and managerial environments, vertical and horizontal gender patterns in the sectors; undertakes empirical research which surveys staff in six case study institutions seeking responses on job roles and activities, career motivators and inhibitors, supportiveness of line managers, perceptions of organisational leadership and culture with regard to gender equality and career advance.

Design/methodology/approach

Secondary data were used from a variety of sources. Primary data were based on all staff surveys using online software symbolic network analysis program in case study institutions withn=4,522, representing one quarter of the population.

Findings

Non‐executive levels of management in both sectors were highly gendered and unrepresentative of the population. Vertical segregation was found at executive level too, though less in colleges than universities. In higher education, horizontal gendering – in subject areas – and the emphasis on subject knowledge and background with the connected gender segregation of research activity, played a crucial role in unequal gender representation patterns. In colleges, while there was horizontal subject‐based segregation, the lesser importance of research/subject background in the career dynamic has created opportunities to de‐couple subject background and career opportunity. Part‐time working, especially in colleges, had mixed effects in gender career terms. The research showed that in universities women spent greater proportions of time in teaching and administrationvis‐a‐visresearch compared to men. Work life balance was not a career inhibitor for women in higher education but was for women in colleges. Some other key similarities and differences in perceptions between men and women in both sectors are outlined, perhaps the most striking of which was that women in both sectors, while agreeing that opportunities policies are equal and fair, felt that institutional leadership could do more to advance the careers of women; men did not.

Originality/value

This is the first study of its kind to compare and contrast college and university sectors, and makes a significant contribution to understanding of gender representation in organisations. While, there are similarities between the sectors, this research has highlighted major differences which have importance for research, policy and managerial practice. The paper, in its conclusion, aims to stimulate action by suggesting some practical initiatives, based on the research.