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This paper explores the intersection of age bias and gender bias in relation to female leadership. "Cheat codes" is a term originally applied to computer and video games to describe a code that, when used, allows the player to access features, level skips, or capabilities not otherwise available (Merriam-Webster, n.d.). As a metaphor, the term is meant to suggest a shortcut in decision-making toward a desired conclusion or outcome. In the context of this article, "faulty cheat codes" refer to society's use of misinformed and unfair stereotypes as specious shortcuts to judge the abilities or qualifications of individuals based on their age, leading to incorrect conclusions or inappropriate actions. This piece highlights the detrimental effects of age bias on prominent female politicians, including Former Speaker Nancy Pelosi, and emphasizes the need for authentic conversations about cognitive abilities. The paper challenges the use of age as a flawed measure of competence and advocates for retiring negative stereotypes about aging. It also discusses the delayed entry of women into political office and the compounding effects of age and gender biases. By promoting positive narratives about aging and addressing ageism in our political discourse, society can create a more fair and inclusive political landscape that values the capabilities of individuals of all ages. The paper concludes by urging a shift in focus toward substantive political discussions and away from shallow indicators of competence based on age. [ABSTRACT FROM AUTHOR]

This article focuses on the role of female showrunners in Spain, from 2019 to the present. The main objective of the research is to examine whether female showrunners play the same role as their male counterparts, both quantitatively and qualitatively, and to identify their tasks, obstacles and leadership. The methodology is based on semi-structured interviews with five Spanish female showrunners. The conclusions point out that while men are involved in all the tasks, including the choice of the people in charge of the different technical areas or the equipment, the women interviewed are involved in the management functions that are more closely linked to the script. [ABSTRACT FROM AUTHOR]

Background: The underrepresentation of women in leadership remains a pervasive issue, prompting a critical examination of support mechanisms within professional settings. Previous studies have identified challenges women face, ranging from limited visibility to barriers to career advancement. This survey aims to investigate perceptions regarding the effectiveness of women's leadership programs, mentoring initiatives, and a specialized communication course. Particularly it specifically targets addressing the challenges encountered by professional women. Methods: This multi-center, observational, international online survey was developed in partnership between ESICM NEXT and the ESICM Diversity and Inclusiveness Monitoring Group for Healthcare. Invitations to participate were distributed to both females and men through emails and social networks. Data were collected from April 1, 2023, through October 1, 2023. Results: Out of 354 respondents, 90 were men (25.42%) and 264 were women (74.58%). Among them, 251 completed the survey, shedding light on the persistent challenges faced by women in leadership roles, with 10%-50% of respondents holding such positions. Women's assertiveness is viewed differently, with 65% recognizing barriers such as harassment. Nearly half of the respondent's experience interruptions in meetings. Only 47.4% receiving conference invitations, with just over half accepting them. A mere 12% spoke at ESICM conferences in the last three years, receiving limited support from directors and colleagues, indicating varied obstacles for female professionals. Encouraging family participation, reducing fees, providing childcare, and offering economic support can enhance conference involvement. Despite 55% applying for ESICM positions, barriers like mobbing, harassment, lack of financial support, childcare, and language barriers were reported. Only 14% had access to paid family leave, while 32% benefited from subsidized childcare. Participation in the Effective Communication Course on Career Advancement Goals and engagement in women's leadership and mentoring programs could offer valuable insights and growth opportunities. Collaborating with Human Resources and leadership allies is crucial for overcoming barriers and promoting women's career growth. Conclusions: The urgency of addressing identified barriers to female leadership in intensive care medicine is underscored by the survey's comprehensive insights. A multifaceted and intersectional approach, considering sexism, structural barriers, and targeted strategies, is essential. [ABSTRACT FROM AUTHOR]

This study examines the strategic responses of Chinese female business owners to perceived operational barriers, integrating insights from the Resource-Based View, Signaling Theory, Institutional Theory, and Social Role Theory. Data from the World Bank Enterprise Survey (conducted in China in 2012; the sample comprises 2,700 firms from diverse China’s industries) was analyzed with advanced path modeling techniques. All statistical analyses were conducted using R (version 4.0.2) and SPSS 29. The R packages lavaan and semTools were utilized for implementing Structural Equation Model (SEM) techniques. How female ownership influences diversification strategies was investigated with the mediation effect of business environment barriers and the moderation effect of international certifications. It is revealed that female entrepreneurs are more likely to pursue international diversification due to heightened perceptions of business environment barriers. Perceived regulatory barriers are positively related to product diversification, while perceived business environment barriers are positively related to international diversification. Female business owners perceive operational barriers, particularly business environment challenges, as more significant than their male counterparts, mediating the relationship between female ownership and international diversification. Furthermore, international certifications, while associated with international diversification, attenuate the positive effect of female ownership on international diversification. These insights inform policies aimed at reducing domestic barriers and enhancing access to international markets for female entrepreneurs. Support mechanisms, such as accessible international certifications, can mitigate gender gaps in domestic markets and facilitate global opportunities for female business owners.

Abstract Background The underrepresentation of women in leadership remains a pervasive issue, prompting a critical examination of support mechanisms within professional settings. Previous studies have identified challenges women face, ranging from limited visibility to barriers to career advancement. This survey aims to investigate perceptions regarding the effectiveness of women’s leadership programs, mentoring initiatives, and a specialized communication course. Particularly it specifically targets addressing the challenges encountered by professional women. Methods This multi-center, observational, international online survey was developed in partnership between ESICM NEXT and the ESICM Diversity and Inclusiveness Monitoring Group for Healthcare. Invitations to participate were distributed to both females and men through emails and social networks. Data were collected from April 1, 2023, through October 1, 2023. Results Out of 354 respondents, 90 were men (25.42%) and 264 were women (74.58%). Among them, 251 completed the survey, shedding light on the persistent challenges faced by women in leadership roles, with 10%-50% of respondents holding such positions. Women’s assertiveness is viewed differently, with 65% recognizing barriers such as harassment. Nearly half of the respondent’s experience interruptions in meetings. Only 47.4% receiving conference invitations, with just over half accepting them. A mere 12% spoke at ESICM conferences in the last three years, receiving limited support from directors and colleagues, indicating varied obstacles for female professionals. Encouraging family participation, reducing fees, providing childcare, and offering economic support can enhance conference involvement. Despite 55% applying for ESICM positions, barriers like mobbing, harassment, lack of financial support, childcare, and language barriers were reported. Only 14% had access to paid family leave, while 32% benefited from subsidized childcare. Participation in the Effective Communication Course on Career Advancement Goals and engagement in women’s leadership and mentoring programs could offer valuable insights and growth opportunities. Collaborating with Human Resources and leadership allies is crucial for overcoming barriers and promoting women’s career growth. Conclusions The urgency of addressing identified barriers to female leadership in intensive care medicine is underscored by the survey’s comprehensive insights. A multifaceted and intersectional approach, considering sexism, structural barriers, and targeted strategies, is essential.

This research examines the notion of the Gendered Organisation concept within a UK public sector organisation; drawing attention to the presumptions of Gender-Neutrality being satisfied if there are equal numbers of females and males in leadership positions. By examining the experiences of female leaders in a perceived Gender-Neutral public sector organisation that surely ought to apply equality law and policy with rigour, we explore the dominance of agentic leadership styles (assertiveness and competitiveness). Such styles often popularised in comparison to, and to the detriment of, communal characteristics (nurturing), can lead to the creation and reinforcement of masculine-informed structures, language and norms that leave little room for a communal or feminine approach to leadership. The findings from 13 semi-structured interviews look at what extent a public sector organisation may be perceived as Gender-Neutral. However, such perceived neutrality has created only a veneer of equality and what we term a gender complacency, which presents a risk to authentic Equality, Diversity and Inclusion interventions within the workforce. [ABSTRACT FROM AUTHOR]

Using a longitudinal analysis of publicly traded Fortune 500 firms, the authors find support for their hypotheses that a relative increase in female influence in the top management team (FITMT) is positively associated with (1) customer orientation of the firm and (2) long-term financial performance (i.e., Tobin's q). They demonstrate that customer orientation partially mediates the relationship between FITMT and long-term financial performance. The authors also explore environmental and corporate governance factors that moderate the link between FITMT and customer orientation. They find that this link is attenuated for firms that operate under high environmental dynamism and low environmental discretion, and for firms with high family ownership. Having high female representation among board members and more marketing-experienced board members strengthens the link between FITMT and customer orientation. These findings have important implications for scholars, boards, chief executive officers, and investors interested in identifying environmental and corporate governance factors that facilitate a greater focus on customers at the highest levels of the firm. [ABSTRACT FROM AUTHOR]

This study examines the strategic responses of Chinese female business owners to perceived operational barriers, integrating insights from the Resource-Based View, Signaling Theory, Institutional Theory, and Social Role Theory. Data from the World Bank Enterprise Survey (conducted in China in 2012; the sample comprises 2,700 firms from diverse China's industries) was analyzed with advanced path modeling techniques. All statistical analyses were conducted using R (version 4.0.2) and SPSS 29. The R packages lavaan and semTools were utilized for implementing Structural Equation Model (SEM) techniques. How female ownership influences diversification strategies was investigated with the mediation effect of business environment barriers and the moderation effect of international certifications. It is revealed that female entrepreneurs are more likely to pursue international diversification due to heightened perceptions of business environment barriers. Perceived regulatory barriers are positively related to product diversification, while perceived business environment barriers are positively related to international diversification. Female business owners perceive operational barriers, particularly business environment challenges, as more significant than their male counterparts, mediating the relationship between female ownership and international diversification. Furthermore, international certifications, while associated with international diversification, attenuate the positive effect of female ownership on international diversification. These insights inform policies aimed at reducing domestic barriers and enhancing access to international markets for female entrepreneurs. Support mechanisms, such as accessible international certifications, can mitigate gender gaps in domestic markets and facilitate global opportunities for female business owners. [ABSTRACT FROM AUTHOR]

This research critically investigates the public diplomacy strategies deployed by a cohort of influential female European leaders on Twitter during the Russo-Ukrainian War of 2022-2023. The study comprises eight leaders - Kallas (Estonia), Marin (Finland), von der Leyen (President of the European Commission), Metsola (President of the European Parliament), Sandu (Moldova), Simonyte (Lithuania), Zourabichvili (Georgia), and Meloni (Italy) - representing millions of constituents. By mirroring the analytical attention given to Ukraine's President, Volodymyr Zelenskyy, this study scrutinizes the distinct approaches and differences in emotional, cognitive, and structural language use between these influential female figures and President Zelenskyy in their respective Twitter discourse during the crisis. By employing the Linguistic Inquiry and Word Count (LIWC)-22 dictionary, this research intends to uncover unique patterns and nuances in the language use of these leaders, thereby offering fresh insights into the gendered communication and diplomacy employed by the female cohort during conflicts. [ABSTRACT FROM AUTHOR]

Copyright of Entorno Geográfico is the property of Universidad del Valle and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: Low-carbon and green technologies are crucial for achieving industrial structure upgrades and significant leaps forward in the development of energy enterprises. Therefore, this paper examines the correlation between carbon emission reduction and financial performance in energy firms. Design/Methodology/Approach: A two-way fixed-effects model is developed using data from 33 Chinese energy-listed companies between 2015 and 2020. Findings: The benchmark regression results show that improving a company's carbon emission reduction performance leads to better financial performance. Moreover, assuming corporate responsibility for reducing emissions can boost companies' reputations and foster better relationships with stakeholders. The trustworthiness of the standard regression outcome is validated through alternative independent variables, reducing time frames, and incorporating previously omitted factors. The results of heterogeneity analyses show that reducing carbon emissions has the same effect on financial performance across all regional characteristics and equity subgroups. Furthermore, the internal transmission mechanism analysis reveals that female leadership positively moderates the effect, while financing constraints negatively moderate the relationship between carbon emission reduction performance and financial performance. Conclusion: Under the national green development strategy of achieving carbon neutrality and carbon peaking, the carbon information disclosure system should be improved by the government; enterprises should implement innovative methods for low-carbon economic management and operation; and regulators should establish effective green regulations, incentives, and constraints. This paper offers a comprehensive guide for energy companies and their stakeholders to reduce carbon emissions, thereby achieving sustainability. [ABSTRACT FROM AUTHOR]

Background/Aims: As part of a larger study on gender inequality in the NHS, this study examined the impact of the COVID-19 pandemic on gender equality in NHS leadership. The aim was to investigate whether the pandemic facilitated conditions that better enabled workplace promotions for female leaders. Methods: A qualitative modified grounded theory approach was used to study the perspectives of NHS leaders on issues impacting gender equality and career opportunities for women. The research sample consisted of 11 senior NHS managers. Data were collected using a questionnaire and in-depth interviews. Thematic analysis was used to identify key themes. Results: The immediacy of the pandemic created critical job assignments which enabled female leaders to demonstrate their ability to perform in complex operational situations. The pandemic promoted cultural changes that influenced new ways of working which were seen as more suited to the needs of female employees, such as remote working or working part time. Conclusions: The study challenges the ethos of presenteeism which exists in the NHS and highlights how the pandemic presented opportunities to overcome some of the barriers to advancement for female leaders. The normalisation of new ways of working, opportunities to gain operational experience and new methods of networking are all factors that could help aspiring female executives. [ABSTRACT FROM AUTHOR]

This study addresses the knowledge gap related to female principal leadership practices that impact school management effectiveness. The researcher explored this topic, recognising the importance of understanding leadership strategies in the current century. Participants included female principals from one high school and two primary and infant schools in Jamaica. The study employed qualitative methods, including structured face-to-face interviews and a document analysis of the schools' recent National Education Inspectorate (NEI) reports. Key findings revealed that effective schools demonstrated strong management, community and family involvement, high student standards, monitoring of teaching and learning, and a shared vision with focused goals. All principals emphasised the importance of training and professional development, particularly praising the National College for Educational Leadership (NCEL). The presence or absence of these factors determined school effectiveness. However, due to the small sample size, findings may not be fully generalisable to the broader population of women in educational leadership in Jamaica. [ABSTRACT FROM AUTHOR]

This study documents the gender salary gap in the auditing profession and explains its development. Using Swedish administrative data from 2007 to 2015 for all Certified Public Accountants (CPAs), I find that the auditing profession's overall gender salary gap has substantially narrowed during this period, and more female auditors have moved up to the top earnings group, reducing the wide salary gap at the top of the income distribution. Further analysis shows that the increase in female auditors' client portfolio size accounts for approximately half of the decrease in the total salary gap. I also find evidence that the rise in female leadership in the Big Six firms is positively associated with the increase in female auditors' client portfolio size. This effect is more pronounced in the middle and bottom half of firms' hierarchy, suggesting that female representation at the top of a firm's hierarchy has spillover benefits for lower-ranked female auditors. The implications of this study may help audit firms narrow their gender gaps and cope better with the overall talent challenges of the auditing industry. [ABSTRACT FROM AUTHOR]

Based on data collected from managers of wine tourism businesses in rural areas in Portugal, this study highlights the equal potential of female leadership in wine tourism. Specifically, women’s profiles, management practices and leadership narratives were analyzed and contrasted with corresponding data reported by their male counterparts. Concerning personality traits, no statistical difference between men and women was identified, which was also the case for some management practices, with sustainability concerns being important for both male and female business managers. Differences were found in communication with markets, being dominated by online devices, particularly with social networks in the case of women. As for their leadership position, women further tend to prefer a shared management approach in opposition to a more individualist management style followed by men.

This study examined how female leadership, board communication, independent third-party assurance, and sustainability disclosure quality are interconnected in Nigerian listed firms. Using data from the top 100 firms on the Nigerian Exchange (NGX) Group from 2013 to 2022, comprising 1000 observations, the study evaluates its hypotheses. Employing a panel regression analysis with the Random Effect (RE) robust estimation technique, the findings demonstrate that female leadership, board communication, and external assurance positively and significantly impact sustainability disclosure quality. This suggests that having women in leadership roles, fostering effective board communication through shared membership, and obtaining independent (external) assurance for sustainability disclosures enhance the quality of such reports. The robustness of the results is confirmed by the One-Year Lag Effect, which aligns with the outcomes of the main model. This positive correlation signifies an enhancement in the quality of sustainability disclosures within Nigeria. However, there is room for improvement, as indicated by descriptive statistics revealing a 20% level of sustainability disclosure quality. This study underscores the need for regulators, firm management, and stakeholders to bolster compliance with sustainability reporting standards and guidelines, exerting pressure to elevate disclosure quality. In addition, the research fills gaps in the literature by providing fresh empirical evidence and insights regarding the significance of female leadership, board communication, and external assurance in shaping sustainability disclosure quality among Nigerian listed firms.

The purpose of the study was to explore gender stereotypes and factors contributing for the gender gap in the school leadership position in North Wello Zone. To achieve the purpose descriptive case study was employed. Semi-structured interviews and document analysis were used to collect data from senior female principals, teachers and WEOHs. The study revealed that the stereotyped view towards females’ leadership potential was resulted from societal perspectives and traditions and socio-cultural trends towards possession of the leadership position. Moreover, marriage and home responsibilities, stakeholders’ perception and females’ self-perception towards leadership are other contributing factors. To bridge the gap, the study suggested creating awareness to the society, avoiding using implicit criteria during selection and promotion, bringing model female leaders to the front, and critically implementing gender mainstreaming strategies. Therefore, unless concerned government and NGOs critically evaluate the impact of their effort, it is less likely to bring change on societal attitudes and to enable females break the glass-ceiling and the concrete wall.

The participation of Women in politics fosters gender equality, democratic progress and social development. The purpose of this article is to draw insights over the political culture of Pakistan to understand the challenges hindering the progress of women in political leadership, including cultural norms, values, beliefs, religious influences, and structural barriers. The importance of female leadership can be seen through the history of Pakistan, where female political personalities served the nation and brought women related policies as well. The women’s role was neglected and ignored during the dark democratic past of Pakistani politics. However, the articles highlight the historical trends, failures and success stories. The analytical research design with qualitative approach is used to analyze the secondary sources to provide a better understanding of the challenges associated and opportunities. The article hence provides a nuanced understanding of political culture of Pakistan and finds that political system is the main reason of women under representation. The study provides recommendations and urges the governments, civic society, and other stakeholders to work together to prioritize gender equality and empower women to play a larger role in determining the country's future [ABSTRACT FROM AUTHOR]

This paper presents results of a systematic research synthesis of 23 studies on female leadership in Eswatini. The review aimed to present conclusions drawn from synthesising findings from studies on women's participation in leadership in Eswatini. Systematic methods were used in the review to identify the 23 research studies focusing on female leadership across sectors in Eswatini. Since the reviewed studies were qualitative, research synthesis methods were used, and three main themes were identified across the excavated studies. The three main themes are: (1) gender inequality, (2) challenges for women leadership, and (3) women empowerment. Sub‐themes relating to the main themes also emerged. Challenges highlighted were categorised into two: those inhibiting access to leadership for women, and those affecting women who are already in leadership. Forms of women empowerment discussed in the studies are: in‐service training, networking and mentoring. The analysis contributed to knowledge on female leadership in Eswatini by highlighting contributions and limitations of these studies, and further provides a base for future conceptual analysis.Context and implicationsRationale for the studyThe main purpose for undertaking the synthesis of literature on women leadership in Eswatini was to add a voice in the leadership discourse using Eswatini's context.Why the new findings matterThe review on women leadership in Eswatini contributes to the knowledge on African women leadership, and further act as a signpost for future research.Implications for practionersThe synthesis revealed the dearth of literature on female leadership in Eswatini, thus highlighting the need for scholars and feminist researchers to prioritise documenting the voices of women leaders that remains undocumented, so that upcoming young leaders can learn from the great works done by those who have walked uncharted paths before them. [ABSTRACT FROM AUTHOR]

Copyright of Revista Foco (Interdisciplinary Studies Journal) is the property of Revista Foco and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study examines how organizational factors interact with individual factors in influencing female leaders' intentions to engage in corporate social responsibility (CSR) through the lens of planned behavior. Through in‐depth interviews with 20 female corporate leaders from Australia and China, seven themes emerged as factors shaping their CSR engagement. We examined those factors using the theory of planned behavior (TBP) conceptual framework, and found that organizational factors, especially corporate culture and peer influence, dominated female leaders' intentions to engage in CSR. Power interacts with culture and affects female leaders in two countries in different manners: in China, the distance to top corporate power determines female leaders' intentions toward and the way they engage in CSR, while lack of critical mass is often cited by their Australian counterparts as the main factor deterring their CSR engagement. This study demonstrates how organizational factors shape leaders' CSR decisions, reveals the nuances behind the gender–CSR link, and posits for different remedies to unleash the power of female leaders in different cultures. [ABSTRACT FROM AUTHOR]

This article provides in-depth data on gender diversity, corporate governance practices and specific firm factors. The study compiles panel data for all publicly listed companies in the United States, featured in the S&P index from 2000 to 2018, except for financial and utilities firms. The data set includes variables regarding gender diversity, board characteristics, firm performance, and other crucial factors. The data was extracted from the annual reports of each firm using Compustat and BoardEX databases. Researchers can apply the data in assessing the impact of appointing female directors on the value of a firm through event studies. Moreover, the dataset can help address endogeneity issues, enabling researchers to control for potential confounding variables and draw more accurate conclusions.

The underrepresentation of women in STEM fields needs to be highlighted through data to assist decision-makers and public policy creators in addressing the issue effectively. However, the lack of structured, organized data published openly in this domain is still a reality. To address this problem, a Latin American research network called ELLAS was created. The project's goal is to develop a platform with Semantic Web-based technologies to structure and concentrate data from Brazil, Peru, and Bolivia, initially. This paper presents the processes defined for the collection and curation of both unstructured and structured data, sourced from scientific articles, social networks, and existing open data. We explore the architecture design in a way that facilitates understanding of the details of the processes and the actors involved for each data source. We present the preliminary results from the application of these processes, and the strategies for future work, which include the data extraction and curation, and the ontology and knowledge graph development We also present some of the undergoing work, such as the survey development and application as well as showing what still hasn't been done, such as the platform development.

The role of gender in career mobility is a major practical and scholarly concern. Drawing on boundaryless career literature and social role theory, we examined whether gender influences employees' psychological mobility, whether this influence varies depending on the nature of career boundaries (the boundaries of job, organisation and industry) and whether it is contingent on organisational or occupational characteristics. We conducted cross‐classified multilevel analyses on 3,527 Australian employees nested within 725 organisations and 43 occupations. The results suggest that females show higher mobility preferences than males when it comes to crossing industries but not changing organisations or jobs. However, their preference for crossing career boundaries is significantly reduced when their organisation has a strong presence of female leadership. We also find that in female‐dominated occupations, females show a higher cross‐organisational mobility preference than males, while in male‐dominated occupations, females show a lower cross‐organisational mobility preference. [ABSTRACT FROM AUTHOR]

Copyright of Revista de Direitos Fundamentais & Democracia is the property of Revista de Direitos Fundamentais & Democracia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Application Business & Management / Jurnal Aplikasi Bisnis dan Manajemen is the property of IPB University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista de Economía (Universidad Autónoma de Yucatán) is the property of Universidad Autonoma de Yucatan, Facultad de Economia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista de Economía (Universidad Autónoma de Yucatán) is the property of Universidad Autonoma de Yucatan, Facultad de Economia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Our article examines the impact of board gender diversity and female leadership on firm risk-taking and firm performance in Vietnam under the implementation of the National Strategy on Gender Equality. We find that female CEOs are associated with lower firm risk-taking and an increase in firm accounting returns is attributed to a transition from male to female CEOs. Further, board gender diversity is independently identified to lower firm risk-taking and female leadership (i.e. female CEOs and chairwomen) generates higher accounting profit (measured by ROA) for their businesses under this reform agenda. [ABSTRACT FROM AUTHOR]

Research Summary: We integrate social learning theory with gender role congruity theory to propose that family firms gain more from female leadership than nonfamily firms due to the congruence of female communal values with those of a family business. Results of our empirical study, based on a sample of 322 Spanish small‐ and medium‐sized enterprises (SMEs), show that while all three dimensions of learning orientation (commitment to learning, shared vision, and open‐mindedness) are positively related to an entrepreneurial orientation, significant differences exist based on the CEO's gender and whether the SME is a family or nonfamily firm. Strongest differences were found between female‐led family and nonfamily SMEs whereby the entrepreneurial orientation of female‐led family SMEs benefited significantly more from their firm's commitment to learning and open‐mindedness. Managerial Summary: To cultivate entrepreneurship, a small‐ and medium‐sized enterprise (SME) leader must create an organization that fosters learning. Yet, surprisingly, we know little about male and female leaders' ability to translate their SME's learning into entrepreneurship. Our study reveals that in comparison to nonfamily firms, family firms offer an environment that is more conducive to supporting women leaders, which allows their female leaders to direct their SME's learning more effectively toward entrepreneurship. However, while female‐led family SMEs were as effective as male‐led family‐ and nonfamily‐led SMEs in directing learning toward entrepreneurship, female‐led nonfamily SMEs struggled. Our study therefore suggests that while women have an advantage leading family SMEs, gender biases hamper female leaders' ability to transform learning into greater entrepreneurial orientation in nonfamily SMEs. [ABSTRACT FROM AUTHOR]

Drawing on hegemonic masculinity and critical mass theory, this study investigates the representation of women board members in sport governing bodies (SGB) and the extent to which boards can be assigned to subgroups based on the number and share of women board members. The study examines the organisational characteristics of SGBs with low, medium, and high representation of women on the board. Data were gathered from the websites of German national and state sport associations and federations (n = 930), including information about the size and gender composition of the board and several organisational characteristics (e.g. type of sport, headquarter location, membership figures). On average, SGBs have 1.8 women on the board reflecting a share of 20.1%. Three groups of SGBs emerged from the cluster analysis: Organisations with low (0.08 women; share of women: 0.3%), medium (1.63; 18.4%), and high representation of women (3.87; 42.6%) on the board. These clusters differ significantly regarding organisational characteristics. Specifically, SGBs with low representation of women have on average smaller boards and represent non-Olympic sports or 'typically masculine' sports. Sport federations are more frequently represented in the clusters with medium and high representation of women on the board. SGBs in the third cluster represent 'typically feminine' sports like dancing or equestrian and have the most women and youth memberships. The findings help sport policy makers target respective groups of organisations with interventions to implement gender policies and explain the important role of such policies for attracting new women board members or gaining legitimacy from public institutions. [ABSTRACT FROM AUTHOR]

This research explores the intricate interplay between female leadership style, organizational culture, work motivation, and lecturer performance in private universities located in Tangerang City, aiming to shed light on their collective impact on education quality. Employing a quantitative survey approach with a sample of 382 lecturers chosen through simple random sampling, data analysis was executed using Partial Least Square (PLS) software version 3.0. The results unveiled a counterintuitive negative influence of female leadership style on lecturer performance, substantiated by a significant t-statistic value of 2.176 (p-value = 0.030 < 0.05). Conversely, organizational culture exhibited a potent positive effect, with a remarkable t-statistic value of 17.823 (p-value = 0), emphasizing its pivotal role in elevating lecturer performance. In conclusion, this study underscores the need for women in leadership to cultivate a supportive organizational culture to mitigate potential detrimental effects on lecturer performance, ultimately enhancing the overall educational quality of private universities in Tangerang City. These findings have broader implications for similar educational contexts and organizational leadership practices, highlighting the importance of fostering inclusive and conducive environments.

The critiques of Authentic Leadership Theory (ALT) require us to reconsider the concept of authenticity in leadership. Through semi-structured interviews with 14 female entrepreneurs in the United Kingdom (UK), this study sought to establish whether the concept of authenticity in leadership has practical applicability for female entrepreneurs. Support was found for the strongest critiques of ALT, and a consensus was identified among the participants that being authentic in leadership is a balancing act between the values of the individual and the values of (and duties to) the organisation and its members. The study also found that, as entrepreneurs, the participants did not experience the challenges of being authentic leaders that extant literature has shown females in other roles to be experiencing. The findings lead to the proposition that the concept of ALT is abandoned and replaced by a more fluid understanding that acknowledges the complexities and subjectivities associated with the notions of ‘leading with authenticity’.

In 2020 the new COVID-19-virus brought an external shock to the stock markets. In this situation effective leadership was essential to bring companies through the crisis. Political observation showed that countries led by women managed the pandemic situation more effectively than those led by men. Therefore, the research objective of this article is to examine whether female leaders were also more successful to guide companies through the pandemic. Success in this study is defined as financial performance based on stock prices. To find out whether female managers showed a better financial performance during this crisis, this study examined all companies listed on the German Stock Exchange, which have at least 50 % women in the board. To compare this female managed companies to firms managed mainly by male managers, a market value weighted index for the female managed companies was conducted and compared to the German Stock Index DAX by looking at several financial key figures. The analysis of these key figures shows that female managed companies outperformed male managed companies in terms of return as well as risk in the year of the COVID-pandemic but were not able to keep their overperformance in the subsequent years. This may be an indicator that women are superior in leading a company through a crisis but suffer in terms of performance when times have calmed down.

Abstract: This research aims to analyze an influence of female leadership on public service performance moderated by good governance using the context of local government studies in Indonesia (districts and cities). The findings of this research increase our understanding of the influence of female leadership, public sector governance, and performance in local government service delivery. By using 4,910 local government observation data in Indonesia from 2009 to 2019, the empirical findings of this research showed that female leadership has a positive and significant influence on the achievement of public service performance. Furthermore, these results indicate that having female leadership can help the organization achieve better strategies and goals. In addition, good governance can strengthen the influence of female leadership on the performance of public services. This research implies that the existence of female leadership supported by good governance skills can provide maximum service to the public.

AbstractIn Saudi Arabia’s higher education, women remain an untapped resource, with many limitations in holding key positions and pursuing professional career development. However, over the past few years, the government of Saudi Arabia has actively promoted female leadership by implementing Vision 2030. Considering the substantial progress made in female leadership, it is imperative to explore the present state of female leadership in higher education institutions in the country. Additionally, there is a general scarcity of research on the role of women in Saudi higher education. Semi-structured interviews were conducted with 23 academic professionals. The data were analyzed following a thematic approach using NVivo 12 software. The results indicated that the acceptance of female leaders in Saudi Arabia’s higher education sector is highly subjective and depends on several factors (e.g. age, educational background, and leader’s proficiency). Despite the perceived need to diversify the system and use females’ potential capabilities to advance education, the participation of females in leadership positions still lags behind that of males. Based on our thematic analysis results, there is currently no specific process for identifying and selecting new leaders, and future leaders are mainly chosen by top powers in the university. Although the Saudi government strongly supports female leadership through Vision 2030, it is occurring at a slow pace. The findings of this study contribute to the body of knowledge by prompting the government and decision-makers to consider taking actions that would foster females’ talent, and consequently, the integration of more women into the educational system

After half a century of formal equality regarding ministry in Protestant churches, female leaders have become increasingly common in Protestant churches in Western Europe and North America. However, in Hungary—and in East-Central Europe in general—women leaders are typically absent. Based on in-depth interviews with clergywomen, our study, which has focused on clergywomen's aspirations and choices, explores the reasons why women's church careers in Hungary will stop progressing at a certain point. We argue that by adapting to the traditional gender beliefs typical in Hungarian churches, clergywomen's choices contribute to the maintenance of the existing gender order rather than challenge it Nevertheless, through their growing presence and the way in which they minister, Hungarian clergywomen have gradually expanded women's opportunities in the church, albeit mostly unintentionally, by following a special way of emancipation: 'norm-following emancipation'. This way of emancipation legitimizes women in the ministry but does not promote women in leadership roles. [ABSTRACT FROM AUTHOR]

While impostor syndrome has attracted considerable scholarly interest in the Global North, in the context of Kazakhstan, it was mainly discussed on popular social outlets. This paper explores whether female leaders in higher education in Kazakhstan have experienced impostor feelings and if so, how -if at all-they overcame it. To explore it, a narrative approach was used to interview ten female leaders working in universities of Kazakhstan. Semi-structured interviews were conducted to explore the participants' experience. This first study on Imposter Syndrome in Kazakhstan shows that almost all women leaders face these problems. Based on their experience of impostor syndrome, the participants provided recommendations to help cope with it. [ABSTRACT FROM AUTHOR]