Branding/Logomark minus Citation Combined Shape Icon/Bookmark-empty Icon/Copy Icon/Collection Icon/Close Copy 7 no author result Created with Sketch. Icon/Back Created with Sketch. Match!

The impact of women’s representation on performance in project-based and non-project-based organizations

Published on Oct 1, 2019in International Journal of Project Management 4.69
· DOI :10.1016/j.ijproman.2019.06.001
Marzena Baker (QUT: Queensland University of Technology), Muhammad Ali6
Estimated H-index: 6
(QUT: Queensland University of Technology),
Erica L. French11
Estimated H-index: 11
(QUT: Queensland University of Technology)
Cite
Abstract
Abstract Project-based organizations face challenges of increasing skill shortages and risks of reducing competitiveness and performance. Leveraging female talent can improve organizational competitiveness and outcomes. Drawing on the resource-based view of the firm and contingency theory, we predict that the impact of women in management on organizational performance will be stronger in project-based organizations than in non-project-based organizations. Using a sample of 932 private organizations and a longitudinal research design, this paper presents pioneering insights into the impact of women’s representation on organizational performance in project-based organizations. The results help refine the positive findings of past research and identify the moderating effect of industry type on the benefits of women’s representation on organizational performance. The relationship between women in management and organizational performance was positive in project-based organizations. For practitioners, the findings suggest that project-based organizations may need to consider how they increase their innovative capacity and address gender imbalances to capitalize on gender diversity benefits for organizational outcomes.
  • References (102)
  • Citations (0)
Cite
References102
Newest
Published on Jul 11, 2016in Journal of Intellectual Capital
Meliha Handzic11
Estimated H-index: 11
(International Burch University),
Nermina Durmic3
Estimated H-index: 3
(International Burch University)
+ 1 AuthorsTarik Kraljic2
Estimated H-index: 2
(International Burch University)
Purpose – The purpose of this paper is to empirically investigate the relationship between project-specific intellectual capital (IC) and project success in the context of information technology (IT) projects. Design/methodology/approach – Using data collected from surveys of 603 IT professionals across a variety of projects, the authors constructed a structural (structural equation model) model in AMOS to examine the relationships between three dimensions of project-specific IC (project team, p...
Published on Jul 1, 2016in Human Resource Management Journal 2.84
Gill Kirton19
Estimated H-index: 19
(QMUL: Queen Mary University of London),
Maxine Robertson25
Estimated H-index: 25
(QMUL: Queen Mary University of London),
Nicole Avdelidou-Fischer2
Estimated H-index: 2
(QMUL: Queen Mary University of London)
The focus of UK-based research on diversity theory and diversity managers has led to a relative dearth of studies focusing on the critical issue of line managers' agency in policy implementation. This article provides a context-sensitive organisational case study of the policy-implementation gap in the UK base of one multinational IT company. The article explores male and female managers' perspectives on valuing diversity at a level of general abstraction, and the extent to which they see value ...
Published on Dec 1, 2015in Current Directions in Psychological Science 4.48
Anita Williams Woolley17
Estimated H-index: 17
(CMU: Carnegie Mellon University),
Ishani Aggarwal3
Estimated H-index: 3
(FGV: Fundação Getúlio Vargas),
Thomas W. Malone53
Estimated H-index: 53
(MIT: Massachusetts Institute of Technology)
We review recent research on collective intelligence, which we define as the ability of a group to perform a wide variety of tasks. We focus on two influences on a group’s collective intelligence: (a) group composition (e.g., the members’ skills, diversity, and intelligence) and (b) group interaction (e.g., structures, processes, and norms). We also call for more research to investigate how social interventions and technological tools can be used to enhance collective intelligence.
Published on Dec 1, 2015in Australian Accounting Review 1.44
Alireza Vafaei2
Estimated H-index: 2
(La Trobe University),
Kamran Ahmed19
Estimated H-index: 19
(La Trobe University),
Paul Mather12
Estimated H-index: 12
(La Trobe University)
type="main"> Recent regulatory changes in Australia require listed companies to implement policies for increasing board diversity and to report thereon. In this paper we examine the association between gender diversity on corporate boards and the financial performance of a large sample of the top 500 listed companies in Australia during the period 2005–2011, addressing many of the methodological weaknesses in prior studies. Our descriptive statistics show that the proportion of female directors ...
Published on Jul 1, 2015in Human Resource Management 2.93
Muhammad Ali6
Estimated H-index: 6
(QUT: Queensland University of Technology),
Isabel Metz15
Estimated H-index: 15
(Melbourne Business School),
Carol T. Kulik36
Estimated H-index: 36
(UniSA: University of South Australia)
Work–family programs signal an employer's perspective on gender diversity to employees, and can influence whether the effects of diversity on performance are positive or negative. This article tests the interactive effects of nonmanagement gender diversity and work–family programs on productivity, and management gender diversity and work–family programs on financial performance. The predictions were tested in 198 Australian publicly listed organizations using primary (survey) and secondary (publ...
Hilla Peretz5
Estimated H-index: 5
,
Ariel S. Levi13
Estimated H-index: 13
(WSU: Wayne State University),
Yitzhak Fried28
Estimated H-index: 28
(SU: Syracuse University)
This study examined data from over 5000 organizations in 22 countries to address three complementary issues: (1) the influence of national culture on the adoption of diversity programs aimed at recruiting, training and promoting individuals from specific target groups; (2) the moderating effect of national cultural practices on the relationship between these diversity programs and the organizational outcomes of absenteeism and turnover; and (3) the mediating effect of absenteeism and turnover on...
Published on Mar 1, 2015in Public Administration Review 4.66
Niels Opstrup3
Estimated H-index: 3
(University of Southern Denmark),
Anders Ryom Villadsen8
Estimated H-index: 8
(AU: Aarhus University)
Recent research has illustrated that demographic diversity influences the outcomes of public sector organizations. Most studies have focused on workforce diversity; by comparison, little is known about how managerial diversity affects organizational outcomes. This article focuses on gender diversity in the top management teams of public organizations and its relationship to financial performance. Theory suggests that management diversity can be a positive asset for organizations, allowing for th...
Published on Jan 1, 2014
Erica L. French11
Estimated H-index: 11
,
Beverley Lloyd-Walker7
Estimated H-index: 7
,
Lynn Crawford20
Estimated H-index: 20
Occupational segregation is a major source of labour market rigidity and economic inefficiency due to a waste of human resources. Organisations are repeatedly recognised as gendered constructs exhibiting sustained work segregation, income and status inequality, as well as cultural and individual images of gender, and these are perpetuated through their processes, practices and pressures (Acker, 1990). A large percentage of Australia’s workforce is now employed in project-based or project-oriente...
Published on Nov 1, 2013in International Journal of Project Management 4.69
Caroline Hatcher9
Estimated H-index: 9
(QUT: Queensland University of Technology),
Henry Linger9
Estimated H-index: 9
+ 1 AuthorsChivonne Algeo3
Estimated H-index: 3
(UTS: University of Technology, Sydney)
Published on Nov 1, 2013in Journal of Business Ethics 3.80
Jasmin Joecks2
Estimated H-index: 2
(University of Tübingen),
Kerstin Pull10
Estimated H-index: 10
(University of Tübingen),
Karin Vetter3
Estimated H-index: 3
(University of Tübingen)
The under-representation of women on boards is a heavily discussed topic—not only in Germany. Based on critical mass theory and with the help of a hand-collected panel dataset of 151 listed German firms for the years 2000–2005, we explore whether the link between gender diversity and firm performance follows a U-shape. Controlling for reversed causality, we find evidence for gender diversity to at first negatively affect firm performance and—only after a “critical mass” of about 30 % women has b...
Cited By0
Newest