bluuebunny/crossref_metadata_2025_split huggingface dataset:
Women leaders as agents of change in higher education organizations
Authors: López Yáñez Julián , Sánchez Moreno Marita 
Published: December 2009

PurposeThis paper seeks to point out the relationship between women leadership and their role in the transformation of university organizations, on the basis of eight case studies analysed in the framework of a broader research on women who occupy high‐managerial posts in Spanish universities.Design/methodology/approachTwo of the eight cases studied are more deeply described and discussed in terms of the relationship among the organizational context in which these women leaders perform their managerial functions, the leadership styles that they deploy, as well as the transformations they promoted in critical moments of the organizations that they head.FindingsEven though the differences in all these aspects between the two cases studied do not allow a single and homogeneous “feminine style” of management to be identified, a flexible and adaptive common orientation in terms of leadership was found, which leads one to suggest that leadership style is not a relevant issue when managing loosely coupled organizations. Furthermore, some conclusions were established about the ability of these woman managers both to read organizational culture and to drive such changes, preserving social cohesiveness and the workplace climate. To achieve this, they adopted a flexible leadership style on the basis of a wide range of power sources.Originality/valueThe findings support the idea that the loosely coupled structures characteristic of a higher education organization need “soft” ways of power management, oriented more towards informal social networks than formal issues. This allows one to discuss the innovative role that women potentially and actually play in higher education organizations.
Shared identity and strategic choice in dual‐career couples
Authors: Budworth Marie‐Hélène , Enns Janelle R. , Rowbotham Kate 
Published: December 2009

PurposeThe purpose of this paper is to introduce the concept of a couple‐level shared identity as forming the basis for the development of dual‐career couples' strategies regarding involvement in work and family roles. A model is developed that is intended to help researchers in this area conceptualize the relationship between career choices and career progression between members of a dual career couple. Examining career development at the couple‐level extends one's understanding of how the decisions made by one member of the dyad influence the career of the other.Design/methodology/approachIn order to develop this model, the theories of cognitive interdependence and gender role ideology are examined and applied to the formation of a shared identity.FindingsDevelopment of the model, as well as a review of the extant literature, revealed that career decisions in dual career couples are made at the level of the dyad.Practical implicationsThe findings demonstrate that organizations cannot view their employees in isolation, but that important transitions such as relocation, and taking on more responsibility are decisions that increasingly are made at the couple level. Employers may need to consider the dyad when offering career advancement opportunities and when implementing work‐life balance programs.Originality/valueThe career progression of one member has implications for the other. Therefore, it is insufficient for an individual to have a career in isolation when the individual is part of a dual career couple. Examination of career at the dyad level will advance one's knowledge of how careers unfold.
Entrepreneurship and SMEs in Ethiopia
Authors: Singh Gurmeet , Belwal Rakesh 
Published: December 2009

PurposeThis paper attempts to identify the problem areas and developmental issues attached to women's entrepreneurship related to small medium enterprises (SMEs) particularly in Addis Ababa, the capital city of Ethiopia. It also attempts to devise certain stratagems for ensuring women's entrepreneurial growth and SMEs' advancement in the region.Design/methodology/approachThe study was conducted in two phases. The first phase attempted to identify the problem areas in terms of nature, needs, desire, motivations and problems of women entrepreneurs in Ethiopia by an extensive review of the existing literature. The second phase incorporated a ground survey and focused interviews with groups of female entrepreneurs for assessing the factors related to entrepreneurship. The data pertaining to these issues were collected using 90 personally administered “schedules” in eight areas in Addis Ababa on the basis of stratified sampling. Basic level statistical analysis was performed using SPSS statistical package.FindingsThe focused interview identified problems in the areas of securing finances for establishing and running SMEs, lack of entrepreneurial and management competence and exposure, problems in finding the markets and distribution networks; limited opportunities for promotion and participation; limited amount of government and institutional support; absence of technological know‐how and integration mechanism; and rampant corruption in an undisguised or disguised form, as major bottlenecks.Originality/valueThe paper is one of the important studies taken in the context of women entrepreneurship in Ethiopia. No such studies have been undertaken in the past that assess the women entrepreneur in the context of overall SME development. Only a few exist but give more importance to microfinance and micro‐enterprises. So the paper is original in context as well as in research terms. Proper attention to the issues raised and recommendations made could give a significant boost to entrepreneurial activities in the region.
Leader evaluations: a new female advantage?
Authors: Powell Gary N. , Butterfield D. Anthony , Bartol Kathryn M. 
Published: December 2009

PurposeThe purpose of this study is to examine sex effects in evaluations of transformational and transactional leaders.Design/methodology/approachA 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.FindingsFemale‐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/implicationsEvaluators 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 implicationsThe 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/valueContrary 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

PurposeThis 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/approachThis 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.FindingsResults 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/valueThe 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

PurposeWhile 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/approachA 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.FindingsThe 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/valueThe 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

PurposeThe 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/approachAn 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.FindingsThe 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 implicationsThe 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/valueThis 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

PurposeThe 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/approachThe 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.FindingsThe 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 implicationsThis 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/valueThe 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

PurposeThe purpose of this paper is to investigate the factors that predict competency needs of managers using quantitative methodology.Design/methodology/approachFor 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.FindingsMarital 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/valueThough 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

PurposeThe purpose of this research paper is to examine the effect of gender openness on female student representation within sport management preparation programs.Design/methodology/approachA 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).FindingsResults show that gender openness progresses sequentially and is an effect of programmatic size.Research limitations/implicationsThe 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/valueThis 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

PurposeThe paper's aim is to examine how diversity management discourse reproduces heteronormative essentialist notions of identity in organisations.Design/methodology/approachThis 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?FindingsThe 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/valueThis 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

PurposeThis 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/approachThe 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.FindingsAt 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/valueThe 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

PurposeThis 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/approachPersonal narrative method is used to explore the women's cumulated experiences of career management in order to draw out their feelings and attitudes.FindingsFindings 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/implicationsFindings 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 implicationsThe career experiences of these women could provide role‐modelling to other women who are also pursuing careers in the IT industry in China.Originality/valueThe 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

PurposeThe 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/approachThe study was conducted in a Portuguese university. Data were collected from 32 in‐depth interviews with faculty members from different backgrounds and affiliations.FindingsThe 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/implicationsStudy limited to a single university.Originality/valueThe 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.