What Board Directors Really Think of Gender Quotas

Published on Nov 14, 2016
Margarethe F. Wiersema24
Estimated H-index: 24
(UCI: University of California, Irvine),
Louise Mors1
Estimated H-index: 1
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  • Citations (3)
Cited By3
This study aims to investigate whether female directors have an effect on company financial performance in a patriarchal emerging country that has a collectivistic culture with a substantial gender equality gap and is characterized with a paternalistic management culture. In addition, it aims to investigate whether the affiliations of female directors matter performance-wise in a setting where the majority of the companies are ultimately controlled by large business groups including families.,Th...
#1Sowon Kim (École hôtelière de Lausanne)H-Index: 4
#2Giuliano Bianchi (École hôtelière de Lausanne)H-Index: 1
Last. Maria Jose BoschH-Index: 2
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An extensive body of research has studied the antecedents and outcomes of gender differences at the workplace. The differential returns in objective career success (defined by promotions and salary) have been primarily attributed to individual and organizational factors. Yet, other than the effects of national culture and state interventions to promote gender equity (such as board quotas) on women’s status, we know to a less extent the impact of macro context on the gender gap. In particular, we...
#1Jeromy Anglim (Deakin University)H-Index: 9
#2Victor Sojo (University of Melbourne)H-Index: 6
Last. Andrew MartyH-Index: 3
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Abstract The current study assessed the predictive validity of broad and narrow measures of personality, values, and cognitive ability on employee attitudes to workplace diversity. Australian working adults (N = 731; 66% female; mean age = 43, SD = 12) completed the 200-item HEXACO Personality Inventory, Schwartz's Portrait Values Questionnaire, ACER measures of numeric, verbal, and abstract reasoning ability, the Attitudes Toward Diversity Scale, and four scales measuring prejudice towards fema...
#1Donatella Di Marco (University of Seville)H-Index: 4
#2Alicia Arenas (University of Seville)H-Index: 11
Last. Lourdes Munduate (University of Seville)H-Index: 15
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Societies, labor markets, and work relationships face fast changes, and several dynamics are shaping a new landscape which includes workers with diverse cultures and backgrounds. However, if changes are not managed well, they might be perceived as chaotic, and the results might be different from those expected. Walking through the Circle of Inclusion, we are going to highlight how the organizational change for inclusion might be fostered through Social Dialogue, pointing out the role played by a...
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