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Literatura académica sobre el tema "Female managers"

Autor: Grafiati

Publicado: 4 de junio de 2021

Última modificación: 9 de junio de 2025

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Artículos de revistas sobre el tema "Female managers"

Mehmood, Qaiser, Melvyn R. W. Hamstra, and Bert Schreurs. "Employees’ perceptions of their manager’s authentic leadership." Personnel Review 49, no. 1 (October 14, 2019): 202–14. http://dx.doi.org/10.1108/pr-03-2019-0097.

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Purpose The purpose of this paper is to test whether managers’ political skill is relevant for employees’ authentic leadership perceptions. Political influence theory assumes that political tactics seek to affect others’ interpretations of a person or situation. Thus, what matters for employees’ perceptions of their manager’s authentic leadership may be whether the manager actively seeks to show behavior that can be interpreted as authentic leadership. Combining political influence theory and gender stereotypes research, it is further suggested that manager gender moderates the employees’ interpretation of political influence attempts that are ambiguous. Design/methodology/approach Managers (n=156; 49.5 percent female) completed measures of their political skill. Employees (n=427; 39.1 percent female) completed measures of the manager’s authentic leadership. Findings Managers’ apparent sincerity was positively related to employees’ perceptions of managers’ authentic leadership; managers’ networking ability was negatively related to employees’ perceptions of female managers’ authentic leadership, but not of male managers. Research limitations/implications The methodology does not allow claims about causality. Originality/value Findings add knowledge of authentic leadership, such as difficulties that female managers face, and show the value of a fine-grained approach to political skill. Female managers should be aware that networking might have disadvantageous side effects. Conversely, sincere behavior attempts seem favorable for authentic leadership perceptions.

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Muto, Mami. "Influence of Gender and Gender Role Attitudes on Japanese Employees’ Evaluations of Female Managers: Evidence from a Nationwide Survey of Full-Time Workers." Advances in Social Sciences Research Journal 12, no. 05 (May 28, 2025): 154–63. https://doi.org/10.14738/assrj.1205.18879.

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Women are increasingly expected to play active roles in Japanese society. However, they remain underrepresented in political leadership and corporate decision-making positions, and gender inequality persists. This study examined whether individuals’ gender role attitudes influence their psychological acceptance of women managers and whether this evaluation differs by the evaluator’s gender. The study used an online research panel to collect data from 1,102 full-time Japanese employees (552 men and 550 women, age range 20 to 61 years, Mean age = 43.89, SD = 12.53) and applied a 3-factor between-subjects design: gender role attitude (traditional vs. egalitarian) × manager gender (male vs. female) × participant gender (male vs. female). Results indicated that the three-way interaction was non-significant. However, we observed two significant two-way interactions between a manager’s gender and gender role attitude and between a manager’s and a participant’s gender. Male and female participants with egalitarian gender role attitudes evaluated male managers more favorably than female managers. However, participants with egalitarian attitudes were more accepting of male or female managers than those with traditional attitudes. These findings reflect real-world workplace experiences where people observe a limited number of female role models as managers and heavy burdens placed on women in such roles, including professional responsibilities, domestic work, childcare, and elder care. Additionally, younger participants evaluated managers more negatively, regardless of gender. These generational differences are discussed within the context of current economic conditions in Japan and the younger generation’s employment and living environments.

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Beal, Brian. "Changing image of the ideal manager." Human Resource Management International Digest 24, no. 3 (May 9, 2016): 41–43. http://dx.doi.org/10.1108/hrmid-01-2016-0010.

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Purpose The purpose of this paper is to extend the “think manager, think male” research paradigm by examining managerial stereotypes as a function of both gender and sexual orientation, thus comparing the similarity of managerial stereotypes against the stereotypes of male (heterosexual and gay) and female (heterosexual and lesbian) managers. Design/methodology/approach In total, 163 heterosexual participants used the 92-item “Descriptive Index” attribute inventory to rate one of five target groups: successful managers, heterosexual male managers, heterosexual female managers, gay male managers and lesbian female managers. Intraclass correlation coefficients were calculated to assess the degree of correspondence between ratings of the target groups. Findings The findings showed a higher correspondence between the descriptions of heterosexual male or female managers and the successful manager prototype than between the descriptions of gay male managers and the successful manager prototype. Additionally, results showed that the stereotypes of lesbian female managers were seen as having a moderate level of fit with the successful manager prototype. Originality/value This study it is the first empirical investigation to assess whether the “think manager, think male” phenomenon holds for managers who are members of sexual minority groups.

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Liberman, Benjamin E., and Frank D. Golom. "Think manager, think male? Heterosexuals’ stereotypes of gay and lesbian managers." Equality, Diversity and Inclusion: An International Journal 34, no. 7 (September 21, 2015): 566–78. http://dx.doi.org/10.1108/edi-01-2015-0005.

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Purpose – The purpose of this paper is to extend the “think manager, think male” research paradigm by examining managerial stereotypes as a function of both gender and sexual orientation, thus comparing the similarity of managerial stereotypes against the stereotypes of male (heterosexual and gay) and female (heterosexual and lesbian) managers. Design/methodology/approach – In total, 163 heterosexual participants used the 92-item Descriptive Index attribute inventory to rate one of five target groups: successful managers, heterosexual male managers, heterosexual female managers, gay male managers, and lesbian female managers. Intraclass correlation coefficients were calculated to assess the degree of correspondence between ratings of the target groups. Findings – The findings showed a higher correspondence between the descriptions of heterosexual male or female managers and the successful manager prototype than between the descriptions of gay male managers and the successful manager prototype. Additionally, results showed that the stereotypes of lesbian female managers were seen as having a moderate level of fit with the successful manager prototype. Practical implications – The results of this study suggest that heterosexuals’ beliefs about gay male and lesbian female managers’ abilities are important. In particular, heterosexuals’ stereotypes that gay males lack the qualities of being a successful manager can limit gay men’s access to positions with managerial responsibilities and impede their progress into leadership positions. Originality/value – This study addresses a critical gap in the management literature as it is the first empirical investigation to assess whether the “think manager, think male” phenomenon holds for managers who are members of sexual minority groups.

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Farr‐Wharton, Rod, and Yvonne Brunetto. "Female entrepreneurs as managers." Gender in Management: An International Journal 24, no. 1 (February 13, 2009): 14–31. http://dx.doi.org/10.1108/17542410910930725.

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Tomlinson, Jennifer, and Susan Durbin. "Female part‐time managers." Equality, Diversity and Inclusion: An International Journal 29, no. 3 (March 26, 2010): 255–70. http://dx.doi.org/10.1108/02610151011028859.

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Park, Yoonhee, Jiyoung Kim, and Harin Lee. "The Influences of Supportive Leadership and Family Social Support on Female Managers’ Organizational Effectiveness: The Mediating Effect of Positive Spillover between Work and Family." Behavioral Sciences 13, no. 8 (July 31, 2023): 639. http://dx.doi.org/10.3390/bs13080639.

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This study aims to examine the influence of supportive leadership and family social support for female managers on organizational effectiveness and test the mediating effect of positive spillover between work and family (PSWF). This study utilized data of 974 married female managers from the 6th Korean Female Manager Panel (KWMP) survey to analyze the relationship between the latent variables. Hypotheses of this study were tested using Structural Equation Model Analysis (SEM). This study found that supportive leadership and PSWF have a positive influence on female managers’ organizational effectiveness. However, family support had no significant effect on the organizational effectiveness of female managers. The analysis showed that supportive leadership and family social support positively influenced female manager’s PSWF. Also, PSWF mediated the relationship between family social support and organizational effectiveness as well as between supportive leadership and organizational effectiveness. This study provides a better understanding of PSWF as a mediator between family social support and organizational effectiveness. Contrary to previous studies that focused on the negative effects of work-family conflicts, this study highlighted the role of PSWF, justifying the need for governmental or organizational programs to increase PSWF.

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Szymanska, Izabela I., and Beth A. Rubin. "Gender and relationship differences in the perceptions of male and female leadership." Gender in Management: An International Journal 33, no. 4 (June 4, 2018): 254–81. http://dx.doi.org/10.1108/gm-06-2016-0127.

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Purpose This research aims to investigate the differences in evaluations of job performance between male and female managers by those managers’ immediate bosses and peers. Design/methodology/approach Drawing on gender structure theory, along with ideas about status characteristics, the authors use hierarchical regression to test the hypotheses that male and female bosses and peers deferentially evaluate the male and female manager’s global job performance. The authors hypothesize significant two-way interactions (gender of the manager by gender of evaluator) in predicting a manager’s job performance. Findings The results suggest that while male peers rate female managers’ job performance significantly lower than that of male managers, female peers do not discriminate between genders in their performance evaluations. Also, managers’ bosses were found not to discriminate between genders of their subordinates. Research limitations/implications The limitations of this study have to do primarily with the data. While the data are rich on some dimensions, they are weak on others, especially with regard to the detail about the jobs the respondents did, detailed level of familiarity with the evaluated managers, as well as racial background. The data also do not provide information on the different facets of job performance, the evaluation of which could potentially be impacted by managerial gender; this study is focused exclusively on global job performance. Practical implications The authors discuss various theoretical explanations of this pattern of results, as well as its possible influence on female managers’ careers. Although the effect size of the negative bias that male peers exhibit toward female managers is relatively small, it may be argued that lower performance assessments can accumulate over years in multiple job evaluations, negatively affecting the career of female leaders. Originality/value The evaluations supplied by different organizational members gain importance with the increased use of 360-degree feedback instruments not just for developmental but also for the job performance appraisal purposes. While the job evaluations of managers’ bosses have been investigated in the past with regard to the possible gender bias, this study provides the first known to the authors’, evidence. Also, this study points to a direct bias in performance assessments, rather than a potentially more subtle, non-performance-based bias that affects the disparities in wages and promotions of female managers. Thus, this study helps to fill a significant gap in the literature on organizations and it may have practical implications for the advancement of female managers. In addition to this contribution, this study also provides data that may be useful in resolving the ongoing debate whether female bosses act more as cogs in the machine or as change agents in organizations.

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Bossler, Mario, Alexander Mosthaf, and Thorsten Schank. "Are Female Managers More Likely to Hire More Female Managers? Evidence from Germany." ILR Review 73, no. 3 (July 24, 2019): 676–704. http://dx.doi.org/10.1177/0019793919862509.

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This article investigates whether there is state dependence in the gender composition of managers in German establishments; that is, whether the number of hired female managers depends on the past hiring decisions of an establishment. Using administrative data, the authors apply dynamic linear models, thereby accounting for unobserved heterogeneity and the endogeneity of lagged dependent variables. Results show that hiring female managers leads to the hiring of more female managers in the subsequent period. Hiring rates for male managers follow a similar pattern in that they are more likely to hire more male managers.

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Frank, Ellen. "Students' Perceptions of Women in Management: 1988-2018." Advancing Women in Leadership Journal 40, no. 1 (January 11, 2022): 65–74. http://dx.doi.org/10.21423/awlj-v40.a364.

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Replicates a study completed 30-years before regarding college students' perceptions of women in management. Questions include descriptions on semantic differential scales of male/female managers, personal preferences for a boss, and estimates on when management equality would be achieved by women. Factor analysis in 2018 defined the same three factors as in 1988. Male managers' factor scores are higher on "Managerial Behavior," female managers higher on "Consideration," and no significant difference for "Initiation of Structure" in both studies. When asked the preferred boss of a mixed-gender group, women are more likely to select a man, although this preference has decreased. There was a significant increase for females to choose a woman manager as their personal boss preference. Results indicate little change in the stereotypical description of a woman manager, and that current female students have the "Think manager - Think male" attitude. There is also the perception that in the population at-large, it is not yet acceptable for women to pursue a managerial career when married with children. However, men have significantly increased their personal acceptance of career women. Keywords: woman in management, college student, perception of managers

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Tesis sobre el tema "Female managers"

Hong, Sisong, and Shunzhao Lin. "Female Managers in Konsum Gävleborg." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-7635.

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Aim: Encouraging more women to reach the top in an organization is becoming increasing crucial in today’s society. This is why we selected this subject for our bachelor study and we think it can be interesting for the companies today to become more aware of the importance of mixed gender. The purpose of this study is to provide a new insight into the situation female face to climb the career ladder. This study answers the following questions: 1. What is the situation the female face to reach the top? 2. What is the female’s contribution in management area? Methods: This study is conducted by utilizing several existing literatures and periodical articles on the topic of leadership and Gender perspective. We collect data from Konsum Gavleborg by questionnaires and interviews. Subsequently, we use the both of inductive and deductive method to analyze the difference and similarities between empirical findings and theory. Results: Our results show there are following barriers that stop women reaching the top position, the glass ceiling, the self-confidence and the family. Meanwhile, we also find out female value and gender diversity will be the great opportunities to promote more women climb a higher ladder in the future. Suggestions for future research: This study emphasizes a sensitive and significant subject and relevant suggestions have offered for a future study. We suggest the further research to conduct a comparison between different organization and region about women in management. In addition, the male viewpoint should be considered to build a more comprehensive research. Theoretical contribution: Our study about Konsum Gavleborg contributes with knowledge showing that the glass ceiling, lacking of self-confidence and undertaking family responsibility are the primary barriers for women on their way to reach the top position. It also shows that women managers are good in communication, nurturance and sensitivity, which are the real female leadership values. Moreover, the study suggests that focusing on balanced/ mixed group of female and male managers is required to take action for of gender diversity. Because, mixed group means, more chances to learn from each other, and maximum benefit for organizations.

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Garvert, Stacie. "Performance of female hedge fund managers." Thesis, Manhattan, Kan. : Kansas State University, 2008. http://hdl.handle.net/2097/548.

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Walder, Malcolm Andrew Arthur. "Persisting female occupational segregation in senior management." Thesis, Anglia Ruskin University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.319282.

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Jonsson, Camilla, and Sofia Hallin. "”Varför är jag här? Varför sitter jag med de här gubbarna?” : En kvalitativ studie om att vara kvinna i den mansdominerade byggbranschen." Thesis, Uppsala universitet, Sociologiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-225431.

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This study aims to look at female executives’ view of their leadership in the male-dominated construction industry. The study is qualitative and focuses on the respondents' subjective perceptions. We have conducted six interviews with women in different companies whose positions within each company varied. Using theories of subjectivity, emotions, impression management and organizational structures, to support the analysis conducted, this study shows that there are obstacles for women in the industry, but it also shows that it seems to be facing a brighter future. Women experience obstacles in their careers because of perceptions claiming that men are better suited to work in the construction industry. Women in our study believe that these perceptions are changing and that women are beginning to become a natural part of the organisations.

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Watts, Sarah Louise. "Exploring the lived experience of stress amongst female police managers." Thesis, University of Essex, 2014. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.617062.

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This thesis explores how stress is experienced in the everyday lives and work of female police managers. Current conceptualisations of stress within organisational and practitioner stress literatures are grounded in measuring, isolating and thus managing workplace stressors. Together with the social norms and professional discourses surrounding stress, these perspectives neglect the experiential constitution of stress at the level of the lived body. To address this research gap, the thesis draws on key tenets of Merleau-Ponty's (2002) phenomenological perspective to empirically explore the experience of stress. Data is collected through the use of photo-elicitation and in -depth semi-structured interviews with twenty managerial police women. The medium of the visual image overcomes some of the difficulties in encapsulating strong feelings and emotions common to stress, to allow the emergence of a wider diversity of stress interpretations. Three main findings chapters serve to contribute to debates surrounding the lived experience of stress at work. The first chapter explores stress from the organisational context of the police, focusing on how organisational histories and traditions influence the circulation of ideas as to what it means to 'be' a police officer. The second chapter centres on the embodiment of stress, paying particular attention to how the body is drawn on in discussions of stress. The final findings chapter explores how stress is at once socially situated and individually experienced, looking at the various ways of communicating what stress is and how it may be represented or shared on a collective level. A final discussion chapter then serves to resituate these findings within current academic and practitioner debates, demonstrating how the key conceptual contributions made by the study provide new insights into stress at work.

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Yang, Shiyi. "Career Success of Hospitality Female Middle Managers in Mainland China." Kent State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=kent1481558462345824.

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Witherspoon, Naomi. "Female Managers' Perceptions of Developing a Mentoring Program| A Phenomenological Study." Thesis, Nova Southeastern University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3708743.

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Despite the increased rate of women in the workplace and more women acquiring advance degrees, there are still barriers in the workplace that hinders the advancement of women. The focus of this qualitative study was first to understand the perceptions and beliefs of six female managers' experiences during the developmental process of an all-female mentoring program. The second focus was to provide information on the importance of mentoring in the development and advancement of women in the workplace. Utilizing a phenomenological methodology, a descriptive approach was employed to examine and describe the thought processes and subjective views of the participants' role, understanding, and expectation of the program development. The purpose of this applied dissertation was to examine and describe from the participants' perspectives the factors that hindered the successful development of the mentoring program. Based on the analysis of the data collected from the semi-structured interviews, four themes emerged: (a) purpose for mentoring program development, (b) perception of barriers to mentoring program development, (c) perception of management role in program development, and (d) perception of program outcome. The data collected as a result of this study revealed five findings: (a) mentoring programs are an important human resource intervention, (b) the lack of top management support and commitment adversely affected the successful development of the mentoring program, (c) the successful development of a mentoring program requires the clear establishment of the program goals and objectives, (d) research does not fully support the findings that women in senior positions will advocate for women in lower ranking positions, and (e) the top management role is an essential component in the continued success of mentoring programs. This study offers insight into female managers' perceptions of the barriers that affect mentoring program development and insight into the development of successful mentoring program.

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Muljono, Paramita. "Negotiating gender and bureaucracy : female managers in Indonesia's Ministry of Finance." Thesis, University of East Anglia, 2013. https://ueaeprints.uea.ac.uk/44845/.

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There is global recognition of the need for more women in decision-making positions within bureaucracies to ensure gender-equitable policies and outcomes. Article 7 of the Convention of the Elimination of the Discrimination against Women commits states to ensure equality between women and men in political and public life, including participation in formulating government policy. In Indonesian government agencies, women now are employed in almost equal numbers to men. This thesis considers whether these changes represent genuine empowerment for these women, focussing on the gendered processes within the Ministry of Finance (MOF). There is a small but growing literature on female managers in developing country government agencies. However, no studies systematically combine an analysis of gendered processes within these organisations with an exploration of women’s work/family balance. This thesis develops such a combined approach. It draws on a range of data sources including interviews with 121 MOF employees, personal observation and documents. The analysis compares gendered practice within three different ministerial departments. Drawing on Goetz’s concept of the “gendered archaeology of organisation”, this thesis reveals a high degree of gender inequality in the daily practices. This includes overt discrimination in recruitment, as well as more indirect forms of discrimination in promotion and training. The thesis considers how employment in the MOF shapes the identities of female managers, and how these women balance their domestic lives with their careers. Among other things, this considers the effects of corruption, Islamic conservatism, Javanese culture, a bureaucratic reform programme and a gender mainstreaming initiative. The thesis observes how these women exercise agency within and outside the MOF, and the extent to which their education and professional status empower them in their working lives. The thesis also examines how gendered processes within the MOF affect its external policies.

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Haškovcová, Kristýna. "Women in Upper Management: Perceptions of Experts and Female Top Managers." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-264162.

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Hlavním cílém této diplomové práce bylo analyzovat současnou situaci žen ve vyšším managementu ve vybraných společnostech s hlavním zaměřením na Českou republiku. Dále prozkoumat baríery, kterým ženy čelí pří jejich cestě na manažerské pozice a poskytnout doporučení budoucím manažerkám. Tato práce se skládá ze dvou částí a to části teoretické a praktické. V první části jsou analyzovány teoretické pojmy spojené s termínem gender, současná situace žen v managementu a ženský styl vedení. Praktická část diplomové práce je rozdělěna na dvě další části. V první části jsou provedeny rozhovory s ženami z vyššího managementu, které pocházejí z různých společností. V druhé části je tato problematika analyzována z pohledu odborníku ze společnosti Hays Česká republika.

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Witherspoon, Naomi O. "Female Managers' Perceptions of Developing a Mentoring Program: A Phenomenological Study." Thesis, NSUWorks, 2014. https://nsuworks.nova.edu/fse_etd/6.

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Despite the increased rate of women in the workplace and more women acquiring advance degrees, there are still barriers in the workplace that hinders the advancement of women. The focus of this qualitative study was first to understand the perceptions and beliefs of six female managers' experiences during the developmental process of an all-female mentoring program. The second focus was to provide information on the importance of mentoring in the development and advancement of women in the workplace. Utilizing a phenomenological methodology, a descriptive approach was employed to examine and describe the thought processes and subjective views of the participants' role, understanding, and expectation of the program development. The purpose of this applied dissertation was to examine and describe from the participants' perspectives the factors that hindered the successful development of the mentoring program. Based on the analysis of the data collected from the semi-structured interviews, four themes emerged: (a) purpose for mentoring program development, (b) perception of barriers to mentoring program development, (c) perception of management role in program development, and (d) perception of program outcome. The data collected as a result of this study revealed five findings: (a) mentoring programs are an important human resource intervention, (b) the lack of top management support and commitment adversely affected the successful development of the mentoring program, (c) the successful development of a mentoring program requires the clear establishment of the program goals and objectives, (d) research does not fully support the findings that women in senior positions will advocate for women in lower ranking positions, and (e) the top management role is an essential component in the continued success of mentoring programs. This study offers insight into female managers' perceptions of the barriers that affect mentoring program development and insight into the development of successful mentoring program.

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Libros sobre el tema "Female managers"

Fielden, S. J. Sources of stress in unemployed female managers. Manchester: UMIST, 1995.

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Gulhati, Kaval. Attitudes toward women managers: A comparison of attitudes of male and female managers in India. Oxford: Templeton College, 1989.

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Chambers, Edward J. Costs of turnover among female managers : a human capital framework. [London, Ont.]: National Centre for Management Research and Development, School of Business Administration, the University of Western Ontario, 1991.

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Sogra, Khair Jahan. Female managers in Bangladesh: An action plan for career advancement. 2nd ed. Dhaka: Shikkha Bichitra, 2010.

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United States. Government Accountability Office, ed. Women in management: Analysis of female managers' representation, characteristics, and pay. Washington, DC: U.S. Govt. Accountability Office, 2010.

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Hayes, Jenifer. The access and career progression of female managers in Dublin city hotels. Dublin: University College Dublin, 1988.

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Fielden, S. L. Sources of stress experienced by unemployed female and male managers: A comparative study. Manchester: UMIST, 1997.

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Symington, Sharon. An examination of the possible barriers to promotion facing female managers within Belfast City Council. (s.l: The Author), 1998.

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Burke, Ronald J. Early work and career experiences of female and male managers and professionals : reasons for optimism? [London, Ont.]: National Centre for Management Research and Development, School of Business Administration, University of Western Ontario, 1990.

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Capítulos de libros sobre el tema "Female managers"

Epstein, T. Scarlett. "Male Managers and Female Employees." In Women, Work and Family in Britain and Germany, 88–106. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003305477-5.

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Pierotti, Mark J. "Female Accountable Managers and the added challenges." In Aviation Leadership, 118–26. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003094685-9.

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Corriveau, Patrice, and Colette Parent. "3. Through the Voices of Female Sex Workers: The Street Managers." In Getting Past "the Pimp", 56–72. Toronto: University of Toronto Press, 2018. http://dx.doi.org/10.3138/9781487517410-006.

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Kidwell, Jeaneen M., Robert E. Stevens, and Art L. Bethke. "Differences in Ethical Perceptions Between Male and Female Managers: Myth or Reality?" In Citation Classics from the Journal of Business Ethics, 329–35. Dordrecht: Springer Netherlands, 2012. http://dx.doi.org/10.1007/978-94-007-4126-3_16.

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Mengüç, Bülent. "Exploring the Male\Female Earnings Gap Among Managers: A Case of Turkey." In Proceedings of the 1998 Academy of Marketing Science (AMS) Annual Conference, 83–84. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-13084-2_19.

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Gfrerer, Anne E., Lars Rademacher, and Stefan Dobler. "Digital Needs Diversity: Innovation and Digital Leadership from a Female Managers’ Perspective." In Management for Professionals, 335–49. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-69380-0_19.

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Jaff, Mootaz M., and Abdul Azeez Kadar Hamsa. "Evaluating the Ability to Telecommute by the Potential Female Telecommuters by Logistic Regression Model." In Lecture Notes in Mobility, 349–55. Cham: Springer Nature Switzerland, 2025. https://doi.org/10.1007/978-3-031-85578-8_44.

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Abstract This paper evaluates the ability of potential female employees to telecommute in the selected business organizations in Kuala Lumpur, Malaysia. The ability to telecommute by the potential female employees was determined by targeting few employment types namely clerical, professional, associate professional and manager through a pre-designed questionnaire survey. A binary logistic regression model was developed to evaluate the effects of the explanatory variables on the ability to telecommute by controlling and not controlling the “employing industries” and “employment categories”. The results of the model reveal that ‘having prior experience working from home’ and ‘increase in the frequency of telephone usage’ almost doubles the ability to telecommute, whereas ‘spending considerable time working with others’ and the ‘frequent use of the photocopier’ reduces it. The respondents employed in the ‘financial intermediation’ and ‘real estate industries’ were approximately 2.5 times more likely to be able to telecommute as compared to those employed in the ‘telecommunication industry’. Managers, associate professionals, professionals were 3.5, 2.3 and 1.5 times respectively more likely to be able to telecommute more frequently than clerical workers.

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Trequattrini, Raffaele, Alessandra Lardo, Benedetta Cuozzo, and Alberto Manzari. "Crisis Management in Sports Enterprises: An Analysis on the Role of Female Top Managers." In SIDREA Series in Accounting and Business Administration, 313–29. Cham: Springer Nature Switzerland, 2024. http://dx.doi.org/10.1007/978-3-031-57193-0_18.

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Tang, Man, and Guiqing Li. "Study on the work-family role dilemma and intervention mechanism of rural female grassroots managers." In Advances in Social Science, Education and Humanities Research, 1361–68. Paris: Atlantis Press SARL, 2024. http://dx.doi.org/10.2991/978-2-38476-277-4_153.

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Furnham, Adrian. "Female negotiators." In The Engaging Manager, 81–83. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9781137273871_21.

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Actas de conferencias sobre el tema "Female managers"

Pirina, Maria Grazia. "NEW TREND IN COMPETENCE FRAMEWORK FOR SPORTS MANAGERS." In INTERNATIONAL SCIENTIFIC CONGRESS “APPLIED SPORTS SCIENCES”. Scientific Publishing House NSA Press, 2022. http://dx.doi.org/10.37393/icass2022/133.

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ABSTRACT To achieve the objectives of empowering female sports managers through an up-skill process related to marketing, communication, & visibility strategies, Germany & Italy realized comprehensive research about the current needs of sports managers in communication/ marketing skills. This study aims to determine the profiles of the sports managers in each country and their level of sport management competencies. The descriptive-comparative research design, & descriptive statistics were used, such as mean, mode, standard deviation, & frequency count, in describing the respondents’ profiles. In contrast, a t-test was used to compare the level of competencies of sports managers in each country by sex and One-Way ANOVA for age group, the number of years of experience, & their educational level. Intensive training learning was emphasized in developing the sports management competencies of female sports managers in Germany & Italy. Based on the data for Germany, it was found that there aren’t significant differences between different genders in Germany in the 25 sections making up the questionnaire. It can be noted that there was greater importance to sections on marketing, legal foundation, risk management, & conflict management. Barriers preventing bigger benefits were also identified. For Italy, there are no big differences between males & females. Females attach lesser importance to financial management, human resources, time management, & decision-making. The study reveals intensive training through non-formal education is an effective intervention program to enhance the sports management competencies of female sports managers. Trainers delivering projects in Germany & Italy have paramount importance in developing & improving the management competencies of female sports managers. The methodology should be continuously used as a new strategy to advance the competencies of female sports managers to attract more financial resources & to improve the visibility of female teams.

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"Female Managers' Own Factors Impacting on Organizational Effectiveness." In 2022 2nd International Conference on Management Science and Industrial Economy Development. Clausius Scientific Press Inc., 2022. http://dx.doi.org/10.23977/msied2022.004.

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Chen, Cen, and Bin Li. "The Work and Non-work Pressure of Female Managers." In 2008 International Seminar on Business and Information Management (ISBIM). IEEE, 2008. http://dx.doi.org/10.1109/isbim.2008.133.

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Agapov, Valery, Alla Fedorkina, and Tatiana Gorobets. "Female Manager: Gender Determination of a Healthy Lifestyle." In The Public/Private in Modern Civilization, the 22nd Russian Scientific-Practical Conference (with international participation) (Yekaterinburg, April 16-17, 2020). Liberal Arts University – University for Humanities, Yekaterinburg, 2020. http://dx.doi.org/10.35853/ufh-public/private-2020-59.

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The aim of the study of the lifestyles of women leaders was to investigate the social phenomenon of an increasing trend in the number of female leaders in all areas of society. However, the gendered functional burden of fulfilling the role of a woman as the keeper of the family home remains the same, which sets the stage for research into the determinants of healthy lifestyles for female leaders. The methodological socio-psychological approach of the study is ensured by applying the testing method (to study the dominant behavioural pattern of female leaders). Moreover, the age-based ranging method was embraced in the form of analysing distinctive features of female leadership behaviours at a certain age in life. Furthermore, the method of scaling and defining the expressiveness of traits of a particular behavioural pattern was applied. The findings were processed via a comparative analysis of features of female manager behaviour types in the context of maintaining a healthy lifestyle. In accordance with objective data, the authors are able to state that the predominant pattern (according to the Friedman and Rosenman test) of female leaders is type ‘A’ behaviour – this pattern determines the development of psychosomatic pathology. The basic conclusion demonstrating the novelty of the findings reflects the analysis of the trends in psychological characteristics of female managers of modern businesses as follows: female managers have internalised Type ‘A’ behavioural patterns that promote the use of health resources with the maximum expenditure of psychological resources and the absence of even minimal energy-saving tendencies. The behavioural patterns identified allowed us to identify recommendations for female leaders for healthy lifestyles.

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Dźwigoł-Barosz, Mariola. "EMOTIONAL INTELLIGENCE OF FEMALE AND MALE MANAGERS IN PRIVATE AND STATE ENTERPRISES." In IISES Annual Conference, Sevilla, Spain. International Institute of Social and Economic Sciences, 2018. http://dx.doi.org/10.20472/iac.2018.035.013.

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Tešanović, Sreten, Sanja Tešanović, and Sara Tešanović. "Obstacles of women managers in their careers: The glass ceiling phenomenon." In XIX International May Conference on Strategic Management – IMCSM24 Proceedings. University of Belgrade, Technical Faculty in Bor, 2024. http://dx.doi.org/10.5937/imcsm24038t.

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With equal level of education and competency, both men and women should theoretically have equal opportunities for employment and career advancement. However, reality is quite different. Existence of an invisible barrier, known as a glass ceiling or glass labyrinth, has been recognized long ago. It is terminology used to describe obstacles women face when advancing to leadership positions and in their managerial careers in general. This barrier is rooted in and reflects socio-economic inequality, workplace dynamics, unresolved patriarchal culture, and legacies from the past. This research aims to identify the barriers of the glass ceiling and assess their impact on women's positions in the business world, particularly in management, where women are underrepresented despite constituting a significant portion of the workforce. A prospective study was conducted in November 2023 on a random sample of 120 female managers employed across various sectors in Republic of Srpska, Bosnia and Herzegovina. Data were collected through anonymous questionnaires and analyzed using IBM SPSS 23.0. Results of the analysis reveal that one of the major obstacles faced by women managers is family obligations and childcare responsibilities. Younger women managers with lower income perceive more career barriers compared to their more experienced female colleagues in higher positions with higher incomes.

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Zhang, Liting. "Development and Practical Application of Cognitive Model of Female Managers' Social Responsibility Based on Machine Learning." In 2023 5th International Conference on Applied Machine Learning (ICAML). IEEE, 2023. http://dx.doi.org/10.1109/icaml60083.2023.00108.

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Petho, Tatiana, Miroslava Bozogáňová, and Ondrej Ivan. "CONFLICT RESOLUTION STYLES AND PERSONALITY TRAITS OF HIGH-LEVEL MANAGERS." In PSYCHOLÓGIA PRÁCE A ORGANIZÁCIE 2023. Vydavateľstvo ŠafárikPress, Univerzita Pavla Jozefa Šafárika v Košiciach, 2023. http://dx.doi.org/10.33542/ppo-0265-7-06.

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Conflict resolution styles and personality characteristics of high-level managers. A high-level manager holds a position that is demanding in terms of performance and professional skills, while it is also necessary to take into account the socio-psychological dimension of the profession. Objectives. The aim of the paper is to compare high-level female and male managers in the level of conflict resolution style and selected personality characteristics (Machiavellianism, narcissism and psychopathy). Methods. The research sample consisted of 193 respondents (38.9% women) aged 24 to 62 (M= 41.86; SD= 9.42). Data collection took place by administering the methodology to highlevel managers, which was part of a complex test battery. Conflict resolution styles were measured by the Thomas-Kilmann conflict mode instrument (Thomas & Kilmann, 1974), which consists of 30 items, and personality characteristics were assessed by the Dark triad questionnaire (Jones & Paulhus, 2014), which assesses the level of Machiavellianism, narcissism, and psychopathy. (Cronbach α = 0.816). Research data were processed in the JASP 0.14.1.0 program. We used descriptive statistics and t- tests for two independent samples. Results. We found that women showed a lower level of psychopathy. In the area of conflict resolution styles, men scored higher in the competing mode and women scored higher in the use of avoiding mode. Conclusion. The examined psychological constructs are a long-term interest of research, while in the future it would be stimulating to continue research aimed at assessing the personality traits of the Dark Triad on an extended sample of high-level managers and assessing the conflict resolution strategies of managers on the part of employees. Limits. The size of the research sample can be considered a limit of the contribution, while with a larger number of respondents it would be possible to capture the studied phenomena with higher statistical accuracy.

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Frankovsky, Miroslav. "EMOTIONAL INTELLIGENCE OF FEMALE AND MALE MANAGERS AND ASSESSMENT OF OCCURRENCE OF COGNITIVE DISTORTIONS IN MANAGERIAL WORK." In 4th SGEM International Multidisciplinary Scientific Conferences on SOCIAL SCIENCES and ARTS Proceedings. STEF92 Technology, 2017. http://dx.doi.org/10.5593/sgemsocial2017/32/s11.018.

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Doonan, Samantha, and Julie Johnson. "Participation in the Massachusetts Adult-Use Cannabis Industry by Race/Ethnicity and Gender Across Job Titles." In 2020 Virtual Scientific Meeting of the Research Society on Marijuana. Research Society on Marijuana, 2021. http://dx.doi.org/10.26828/cannabis.2021.01.000.3.

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States across the U.S. are increasingly legalizing cannabis for recreational purposes (“adult-use”) through licensure of privately-run cannabis establishments. Legalization efforts have partially emerged in response to unequal prohibition enforcement which disproportionately affects Black and Hispanic/Latino communities. However, the extent to which people from communities most affected by prohibition are included in the legal industry is unknown. This study is a preliminary analysis of participation by race/ethnicity and gender across job titles in the Massachusetts adult-use cannabis industry from its inception through April 2020 (18-month time span). Data were extracted from cannabis establishments (i.e., licensed adult-use cannabis businesses that collectively form the cannabis industry in Massachusetts). Agent registration forms are required for board members, directors, executives, managers, employees, and volunteers across all license types (e.g. retail, cultivation, product manufacturing). As of April 2020, there were 4,907 unique agents (volunteers excluded) across 205 cannabis establishment licenses. Among agents, 77% were White, 9% were Hispanic/Latino, and 6% were Black/African American, <3% identified other racial and ethnic groups, and data were missing for approximately 6% of the sample (exceeds 100%, as persons can be included in more than one race/ethnicity). Excluding agents with missing race/ethnicity or gender (n=347) and grouping persons at two-levels: (1) white or not-white identifying, and (2) male or female, we found 53% of agents were white and male, 29% were white and female, 12% were an ethnicity and/or race(s) that did not include white (“non-white”) and male, and 5% were non-white and female. Approximately 8% of agents held senior-level positions (i.e., board members, directors, executives) versus less senior positions (i.e., employees, managers). However, white males held 72% of senior positions, white females held 17%, non-white males held 9%, and non-white females held 1%. This study is subject to limitations, including that persons who identified as white and another race(s) (n=103) are included in white-identifying categories; future work will address this limitation. Further, all data is typically reported by supervisors rather than self-reported, therefore race/ethnicity and gender are subject to misidentification. Nonetheless, findings suggest that at approximately one and a half years after retail stores opened, participation in the Massachusetts adult-use cannabis industry skews white and male, and this trend is pronounced in senior-level positions.

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Informes sobre el tema "Female managers"

Lacalle, Ch, and D. Castro. Self-identity disclosure in TV Fandom. Analysing the comments posted by Spanish female fans and community managers. Revista Latina de Comunicación Social, January 2018. http://dx.doi.org/10.4185/rlcs-2017-1242en.

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Greenbaum, Charlotte, and Reshma Naik. A Reference Guide: Six Practical Tips for Understanding Data on Female Genital Mutilation/Cutting (FGM/C). Population Council, 2018. http://dx.doi.org/10.31899/sbsr2018.1020.

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The Population Reference Bureau (PRB) was a core partner on the Population Council’s Evidence to End FGM/C: Research to Help Girls and Women Thrive—a UKAID-funded research program to help end female genital mutilation/cutting (FGM/C) within one generation. Their role was to build the consortium’s capacity for research utilization and to develop innovative tools and products to improve how researchers communicate their findings about FGM/C to key decisionmakers. This reference guide aims to help researchers, advocates, program managers, and policymakers understand, interpret, and use the latest FGM/C data.

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Teignier, Marc, and David Cuberes. Gender Gaps in Entrepreneurship and their Macroeconomic Effects in Latin America. Inter-American Development Bank, November 2017. http://dx.doi.org/10.18235/0011807.

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This paper studies the aggregate effects of the existing differences between male and female-run firms in Latin America and the Caribbean (LAC). Using data from the World Bank Enterprise Survey and the International Labor Organization (ILO), we show that only about one-fourth of the total firms are run by women and that female-run firms are about three times smaller than male-run firms in LAC. We then extend the theoretical framework in Cuberes and Teignier (2016) to account for these facts and quantify their aggregate effects on productivity and income per capita. In our model, men and women are identical in all aspects except for the fact that some women face barriers to becoming entrepreneurs, which may be a function of their talent. The calibration of our model implies that the barriers that some women face to becoming firm managers depend positively on their managerial talent, which results in female-run firms being smaller than those managed by men in equilibrium. In our baseline simulation, we obtain an output per capita loss due to these gender gaps of 9.4 percent, all of which is due to misallocation of resources and the resulting fall in aggregate productivity. This loss is 1.3 times larger than the one obtained in a framework where barriers to entrepreneurship were assumed to be independent of talent.

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Busso, Matías, Kyunglin Park, and Nicolás Irazoque. The Effectiveness of Management Training Programs: A Meta-Analytic Review. Inter-American Development Bank, May 2023. http://dx.doi.org/10.18235/0004815.

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We conduct a meta-analysis of 44 studies and 68 different managerial skills training programs, with the aim of identifying program characteristics that can lead to more effective public policies promoting firm growth and entrepreneurship. We synthesize 431 estimates to assess the effects of these programs on firm performance. Our findings show that, on average, managerial skills development programs have positive returns on management practices, firm productivity, profits, and survival. We also examine how program and participant specifications affect program effectiveness. Our analysis suggests that, on average, business training programs focused on human resources, soft skills, marketing, and finance-accounting, especially when organized by local organizations, tend to result in better firm performance. Moreover, training of potential entrepreneurs and managers in specifically targeted sectors such as agriculture, manufacturing, or services was more likely to result in improvement compared to non-targeted programs. Finally, our results indicate that programs that involve both male and female participants are more likely to enjoy higher effects from managerial training interventions.

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Bover, Olympia, Laura Hospido, and Ana Lamo. Gender and Career Progression: Evidence from the Banco de España. Madrid: Banco de España, November 2024. http://dx.doi.org/10.53479/38192.

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Using anonymised personnel records from the Banco de España, we examine gender differences in career progression. This institution features a complex professional development system, in which competitive calls, direct appointments and vertical promotions coexist. We document that the presence of women has increased markedly since the late 1990s, although not always in a monotonic manner. Comparing male and female potential candidates for the same process, we find no significant gender gaps in the probability of promotion in competitive calls, nor in direct appointments or in vertical promotions. Among managers, however, our findings suggest differences between different types of promotion processes. In promotions to/between department director and division head positions, we do find a significantly lower probability of promotion for women relative to men through competitive calls. We also find that women are less likely to apply for managerial positions in competitive calls than men. Finally, in the business areas where most economists work, we find that women are less likely than men to be promoted to/between department director and division head positions in competitive calls, but have a higher probability of achieving vertical promotions to positions immediately below these levels in the hierarchy, such as unit heads. For this group of business areas, gender differences in the probability of application are not significant.

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Linehan, Margaret, and Corina Sheerin. The Black Ceiling: Employment Experiences of Women of Colour in Southwest Ireland. Munster Technological University, October 2023. http://dx.doi.org/10.34719/vuzy6228.

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This report presents valuable insights of the lived experiences of women of colour in the labour market in southwest Ireland. Their voices articulate a perceived double challenge of being both female and persons of colour, challenges not shared by male persons of colour or generally by white persons in organizations. Some of these challenges arise from misunderstandings, unwarranted preconceptions, conscious and unconscious biases, but sometimes from an insensitive blending of racist and misogynist attitudes. The importance of educating the wider labour market, and society in general, to the sensitivities of these employees is apparent from this report. Proactive implementation of positive organizational policies was also espoused by the interviewed employers. These employers recounted how they make extra efforts to make their workplaces more inviting for these employees. As well as reaching out with extra supports to genuinely support the wellbeing of these employees, the employers acknowledge that a better and happier work environment contributes to improved work outcomes, including greater staff retention. This report provides a positive contribution to stakeholders in the overall labour market by highlighting first-hand perspectives of women of colour in employment contexts. As well as contributing to the literature and providing practice-led policy recommendations, this report can usefully be shared by talent management staff and human resource managers during induction training and as a contribution to continual personal development.

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Abbate, Nicolás, Inés Berniell, Joaquín Coleff, Luis Laguinge, Margarita Machelett, Mariana Marchionni, Julián Pedrazzi, and María Florencia Pinto. Discrimination Against Gay and Transgender People in Latin America: A Correspondence Study in the Rental Housing Marke. Banco Interamericano de Desarrollo, February 2023. http://dx.doi.org/10.18235/0004753.

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We assess the extent of discrimination against gay and transgender individuals in the rental housing markets of four Latin American countries. We conducted a large-scale field experiment building on the correspondence study methodology to examine interactions between property managers and fictitious couples engaged in searches on a major online rental housing platform. We find evidence of discriminatory behavior against heterosexual couples where the female partner is a transgender woman (trans couples): they receive 19% fewer responses, 27% fewer positive responses, and 23% fewer invitations to showings than heterosexual couples. However, we find no evidence of discrimination against gay male couples. We also assess whether the evidence is consistent with taste-based discrimination or statistical discrimination models by comparing response rates when couples signal high socioeconomic status (high SES). While we find no significant effect of the signal on call-back rates or the type of response for high-SES heterosexual or gay male couples, trans couples benefit when they signal high SES. Their call-back, positive-response, and invitation rates increase by 25%, 36% and 29%, respectively. These results suggest the presence of discrimination against trans couples in the Latin American online rental housing market, which seems consistent with statistical discrimination. Moreover, we find no evidence of heterosexual couples being favored over gay male couples, nor evidence of statistical discrimination for gay male or heterosexual couples.

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Underwood, H., Madison Hand, Donald Leopold, Madison Hand, Donald Leopold, and H. Underwood. Abundance and distribution of white-tailed deer on First State National Historical Park and surrounding lands. National Park Service, 2024. http://dx.doi.org/10.36967/2305428.

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We estimated both abundance and distribution of white-tailed deer (Odocoileus virginianus) on the Brandywine Valley unit of First State National Historical Park (FRST) and the Brandywine Creek State Park (BCSP) during 2020 and 2021 with two widely used field methods ? a road-based count and a network of camera traps. We conducted 24 road-based counts, covering 260 km of roadway, and deployed up to 16 camera traps, processing over 82,000 images representing over 5,000 independent observations. In both years, we identified bucks based on their body and antler characteristics, tracking their movements between baited camera trap locations. We tested seven estimators commonly reported in the literature, comparing the relative merits for managers of small, protected natural areas like FRST. Deer densities estimated from conventional road-based distance sampling were approximately 10 deer/km2 lower than densities estimated from camera-trapping surveys. We attribute the bias in road-based distance sampling to the difficulty of recording the precise effort expended to obtain the counts. Modifying the distance sampling method addressed many of the issues associated with the conventional approach. Despite little substantive differences in land cover types between the two methods, a clear spatial segregation of male and female deer at camera trap locations could bias road-based counts if the sexes are not encountered in proportion to their abundances. There was a distinct gradient in deer distribution across the study area, with higher proportions of deer recorded in camera traps at FRST than BCSP, which harvests 20?60 deer annually during a regulated, hunting season. The most reliable (i.e., low bias, acceptable precision) methods, Spatial Capture Recapture (SCR) and Density Surface Modeling (DSM), produced deer densities of approximately 50 deer/km2 in each year ? a number which is consistent with previous estimates for New Castle County, Delaware, and our experience in similar, unhunted natural areas. Across both FRST and BCSP, these densities translated into area-wide (~1000 ha) population sizes between 650?1000 deer, with about one-half to two-thirds comprising the FRST population. Density surface modeling of mapped locations of deer detected during surveys, combined with camera-trapping and a time-to-event data analysis might be the only practical means of reliably assessing white-tailed deer abundance in small (<2000 ha), protected natural areas like FRST. Most other approaches are either too time-consuming, require identification and tracking of individual deer, the use of bait, or require intervention by a subject-area expert.

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Rodrigues-Moura, Enrique, and Christina Märzhauser. Renegotiating the subaltern : Female voices in Peixoto’s «Obra Nova de Língua Geral de Mina» (Brazil, 1731/1741). Otto-Friedrich-Universität, 2023. http://dx.doi.org/10.20378/irb-57507.

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Out of ~11.000.000 enslaved Africans disembarked in the Americas, ~ 46% were taken to Brazil, where transatlantic slave trade only ended in 1850 (official abolition of slavery in 1888). In the Brazilian inland «capitania» Minas Gerais, slave numbers exploded due to gold mining in the first half of 18th century from 30.000 to nearly 300.000 black inhabitants out of a total ~350.000 in 1786. Due to gender demographics, intimate relations between African women and European men were frequent during Antonio da Costa Peixoto’s lifetime. In 1731/1741, this country clerk in Minas Gerais’ colonial administration, originally from Northern Portugal, completed his 42-page manuscript «Obra Nova de Língua Geral de Mina» («New work on the general language of Mina») documenting a variety of Gbe (sub-group of Kwa), one of the many African languages thought to have quickly disappeared in oversea slaveholder colonies. Some of Peixoto’s dialogues show African women who – despite being black and female and therefore usually associated with double subaltern status (see Spivak 1994 «The subaltern cannot speak») – successfully renegotiate their power position in trade. Although Peixoto’s efforts to acquire, describe and promote the «Língua Geral de Mina» can be interpreted as a «white» colonist’s strategy to secure his position through successful control, his dialogues also stress the importance of winning trust and cultivating good relations with members of the local black community. Several dialogues testify a degree of agency by Africans that undermines conventional representations of colonial relations, including a woman who enforces her «no credit» policy for her services, as shown above. Historical research on African and Afro-descendant women in Minas Gerais documents that some did not only manage to free themselves from slavery but even acquired considerable wealth.

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