bluuebunny/crossref_metadata_2025_split huggingface dataset:
Mentoring and women managers: another look at the field
Authors: Ehrich Lisa C. 
Published: December 2009

PurposeThe purpose of this paper is to provide a discussion of some salient research relating to mentoring for women managers.Design/methodology/approachThe 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.FindingsThe 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 implicationsThe paper provides a discussion of the practical implications of three key issues that are significant for women managers.Originality/valueThe 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

PurposeThe 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/approachEmpirical research using qualitative methodologies of in‐depth interviews and repertory grids conducted with directors, managers and executives in seven UK public relations agencies.FindingsUK 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/implicationsAn 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 implicationsUK 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/valueThe 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

PurposeThe 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/approachAnalysis 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.FindingsThe 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 implicationsWhile 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/valueBy 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

PurposeThis 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/approachTheatre theory and performance analysis is used to develop aesthetic approaches to gendered organizations.FindingsThe 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/implicationsThe paper suggests that theatre theory can be an addition to existing research which analyses facets of the gendered nature of behaviour.Practical implicationsThe 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/valueResearch 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

PurposeThe 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/approachThe 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.FindingsThe 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/valueThis 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

PurposeThe 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/approachThe 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.FindingsThe 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/implicationsThe 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/valueThis 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

PurposeThe 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/approachA conceptual paper which engages with the feminist debate over the gendering of methodology.FindingsThe 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/implicationsFurther research is needed to understand how research methods are discursively constructed and the rhetorical functions descriptions of them perform in specific contexts.Originality/valueThe 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

PurposeThe 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/approachAn 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.FindingsIt 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/implicationsLimited 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 implicationsThere 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/valueThe 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

PurposeThe 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/approachThe paper comprises a literature review and development of theoretical propositions.FindingsCurvilinear relationships were developed that may integrate different theoretical perspectives.Research limitations/implicationsThis 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 implicationsThe 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/valueThe 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

PurposeIt 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/approachData 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.FindingsFirst, 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/implicationsAll data were collected using questionnaires raising the possibility of response set tendencies.Originality/valueThis 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

PurposeThe 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/approachData 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.FindingsThe 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/implicationsThis 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 implicationsThe 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/valuePrevious 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

PurposeThe 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/approachInterviews 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.FindingsWomen 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/implicationsFurther 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 implicationsResearch 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/valueThis 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

PurposeThe 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/approachIn 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.FindingsWomen 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/valueThere 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

PurposeThe 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/approachA 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.FindingsThe 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/implicationsThe 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/valueThe 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.