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  1. Microaggressions, Interrupted: The Experience and Effects of Gender Microaggressions for Women in STEM.Jennifer Y. Kim & Alyson Meister - forthcoming - Journal of Business Ethics:1-19.
    Women continue to remain underrepresented in STEM, and this gender disparity is particularly pronounced in leadership positions. Through in-depth, qualitative interviews of 39 women leaders in STEM, we identify common gender microaggressions they experience, and explore how these microaggressions affect their leadership experience and outcomes in the workplace. Our findings highlight five types of gender microaggressions women most often encounter, and how and when these microaggressions occur. We explore the negative impact that microaggressions can have on women’s work identities and (...)
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  • Board Gender Diversity and Managerial Obfuscation: Evidence From the Readability of Narrative Disclosure in 10-K Reports.Muhammad Nadeem - 2022 - Journal of Business Ethics 179 (1):153-177.
    The readability of 10-K reports, in terms of linguistic complexity, determines the usefulness of information disclosure for stakeholders, particularly individual investors. Since investors largely depend on the financial communication in 10-K reports, firms have an ethical and legal responsibility to present disclosures in a language investors can understand. However, motivated by self-interest, managers obfuscate such disclosures to mask their own actions and hide unfavourable information. Building on the managerial obfuscation hypothesis grounded in stakeholder-agency and ethical-sensitivity theories, I hypothesize and empirically (...)
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  • Mandating Diversity on the Board of Directors: Do Investors Feel That Gender Quotas Result in Tokenism or Added Value for Firms?Jessica M. Rixom, Mark Jackson & Brett A. Rixom - forthcoming - Journal of Business Ethics:1-19.
    Under resource dependence theory, firms should benefit from diverse boards of directors. Ethical arguments also highlight that boards should be as diverse as the stakeholders and communities that they serve. In an attempt to increase diversity and women’s presence on boards of directors, legislative efforts have enacted gender quotas. We examine how such efforts are perceived by U.S. market participants. We expect that when a firm operating under a quota law meets only the minimum requirement, investors will view the female (...)
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  • The Carrot or the Stick: Self-Regulation for Gender-Diverse Boards Via Codes of Good Governance.Heike Mensi-Klarbach, Stephan Leixnering & Michael Schiffinger - 2021 - Journal of Business Ethics 170 (3):577-593.
    Scholars have emphasized the potential of self-regulation, realized through ‘codes of good governance’, to improve gender diversity on boards. Yet, unconvinced of the effectiveness of this self-regulation, many regulators have implemented mandatory quota laws. Our study sheds light on this dilemma. Seeking to broaden our conceptual knowledge of how such ‘codes’ work in the specific case of gender diversity on boards, we ask: Under which conditions is self-regulation via voluntary principles of good governance effective? Expanding recent institutional-theory perspectives from the (...)
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  • Increasing the Number of Women on Boards: The Role of Actors and Processes.Cathrine Seierstad, Gillian Warner-Søderholm, Mariateresa Torchia & Morten Huse - 2017 - Journal of Business Ethics 141 (2):289-315.
    Understanding the spread of national public policies to increase the percentage of women on boards is often presented using different types of institutional theory logic. However, the importance of the political games influencing these decisions has not received the same attention. In this article, we look beyond the institutional setting by focusing on the role of actors. We explore processes that include who the critical actors that drive and determine these policies are, and what motivates them to push for change. (...)
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  • The Corporate Board Glass Ceiling: The Role of Empowerment and Culture in Shaping Board Gender Diversity.Krista B. Lewellyn & Maureen I. Muller-Kahle - 2020 - Journal of Business Ethics 165 (2):329-346.
    In this study, we use a mixed methods research design to investigate how national cultural forces may impede or enhance the positive impact of females’ economic and political empowerment on increasing gender diversity of corporate boards. Using both a longitudinal correlation-based methodology and a configurational approach with fuzzy-set qualitative comparative analysis, we integrate theoretical mechanisms from gender schema and institutional theories to develop a mid-range theory about how female empowerment and national culture shape gender diversity on corporate boards around the (...)
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  • The Effects and the Mechanisms of Board Gender Diversity: Evidence From Financial Manipulation.Aida Wahid - 2019 - Journal of Business Ethics 159 (3):705-725.
    This study examines the impact of board gender diversity on financial misconduct. The findings suggest firms with gender-diverse boards commit fewer financial reporting mistakes and engage in less fraud. The findings hold after accounting for the potentially endogenous nature of board demographic characteristics via instrumental variable approach. Furthermore, the findings are consistent in pre- and post-regulation periods and hold for firms with good and bad governance. The findings do not seem driven by differences in effort or quality, in terms of (...)
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  • IPO Firm Performance and Its Link with Board Officer Gender, Family-Ties and Other Demographics.Paul McGuinness - 2018 - Journal of Business Ethics 152 (2):499-521.
    Issues of social justice underlie the clamour for greater gender balance in top-management. The present study reveals that pursuit of such social justice is also value-enhancing in relation to the longer-run performance of initial public offerings stocks, especially where female board members are unencumbered by family-connection with other directors. This study examines the economic benefits of board gender diversity for state- and privately controlled firms in the Hong Kong IPO market. Gender board diversity is much less common in state-run IPO (...)
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  • Toward Gender Diversity on Corporate Boards: Evaluating Government Quotas Versus Shareholder Resolutions From the Perspective of Third Wave Feminism.John Dobson, Denise Hensley & Mahdi Rastad - 2018 - Philosophy of Management 17 (3):333-351.
    In recent years, the US and the EU have pursued markedly different agendas in the pursuit of board gender diversity. The EU has taken a more pro-active governmental approach of mandated quotas, whereas the US is relying largely on the endogenous mechanism of shareholder diversity proposals. Despite their obvious allure as a means of bringing about rapid change, evidence is mounting that board gender diversity quotas may yield various deleterious side effects; and quotas may not be as successful in their (...)
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  • Board Gender Quotas: Exploring Ethical Tensions From A Multi-Theoretical Perspective.Siri Terjesen & Ruth Sealy - 2016 - Business Ethics Quarterly 26 (1):23-65.
    ABSTRACT:Despite 40 years of equal opportunities policies and more than two decades of government and organization initiatives aimed at helping women reach the upper echelons of the corporate world, women are seriously underrepresented on corporate boards. Recently, fifteen countries sought to redress this imbalance by introducing gender quotas for board representation. The introduction of board gender quota legislation creates ethical tensions and dilemmas which we categorize in terms of motivations, legitimacy, and outcomes. We investigate these tensions through four overarching theoretical (...)
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  • Managing Organizational Gender Diversity Images: A Content Analysis of German Corporate Websites.Leon Windscheid, Lynn Bowes-Sperry, Karsten Jonsen & Michèle Morner - 2018 - Journal of Business Ethics 152 (4):997-1013.
    Although establishing gender equality in board and managerial positions has recently become more important for organizations, companies with low levels of gender diversity seem to perceive an ethical dilemma regarding the ways, in which they attempt to attain it. One way that organizations try to move toward gender equality is through the use of their corporate websites to manage potential applicants’ impressions of their current levels of, and actions to improve, gender diversity. The dilemma is whether to truthfully communicate their (...)
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