Starting from the Friday woman lead prayer held in 2005 in New York, I focus in this paper on the role Muslim contemporary women play in shaping Muslim societies and communities to assert their authoritative role “in the mosque”. I begin by setting the scene of the event and, after a brief discussion of its symbolic meaning, I address two main questions: first, how the debate which followed the event contributed and contributes to promote a change inside the Muslim (...) world and outside it, letting emerge some leading figures in the struggle for justice and equity in contemporary Islam; and second which are the theological and legal basis for the role of woman as imāma. Although the issue of women leadership in prayer is far from finding a unanimous consent, the debate demonstrates that some issues can and must be discussed, and that a change is possible only when Muslim women question the male elite power. (shrink)

This paper aims to explore the experiences of female leaders considering the interplay of gender, religion, and culture. Drawing on an inductive-qualitative study, the paper examines perceptions regarding the role of religion and cultural norms in women’s ascension into leadership positions in Jordan. The results indicated that Jordanian women leaders adopted an Islamic feminist worldview and did not embrace a liberal nor a socialist/Marxist feminist worldview. Women leaders seemed wanting to claim their religion back from those (...) forces that are reportedly holding their aspirations hostage to monolithic interpretations of religious texts. By constantly referring to their religion, female leaders wanted to be granted spaces of trust and responsibility in leadership positions that they did not see contradictory to the way they understood their faith. The paper provides insights into how women leaders understand prejudicial stereotypes and discrimination in their society, explaining how those are linked to patriarchal socio-cultural traditions emphasizing male control. (shrink)

We evaluate the relationship between the appointment of women to CEO or Chair positions and firm performance, and shed light on the differences between family and nonfamily firms. By using a propensity score matching approach on a sample of 394 French firms over the period 2001–2010, we find major discordances between women’s leadership style and family business expectations relative to firm performance, as measured by return on assets and Tobin’s q. Notably, our results support the conjecture that (...) family firms, which are more conducive to transformational leadership, offer women a more appropriate climate for exercising the function of Chair than that of CEO. In contrast, women CEOs perform better in nonfamily firms. Our findings move away from the predominant focus on barriers and stereotypes images about the female leadership and support the contingency theory of leadership, which states that the effectiveness of a leadership style depends on the organization and culture in which leaders operate, and on task-related positions. (shrink)

Although women are the centre of African society, not much scholarly attention has been given to these conduits of human development in the Methodist Church in Zimbabwe. The stories of individual women have never formed part of Methodist historiography, ecclesiology, or theology. Methodist scholars exercised this pigeonholing even though women contribute to the life and mission of the church in a formidable way. Moreover, the ministers’ wives who are the leaders of the women’s movement that has (...) the majority of church membership in the Methodist Church in Zimbabwe have also not received scholarly attention despite how they have dedicated their lives to supporting their husband’s ministry. As a result, lay members of the women’s movement would not be expected to be celebrated as most Methodist scholars are male ministers who have never celebrated the work of their wives. This article was motivated by the appointment of Mrs. Sipiwe Chisvo, an ordinary member of the Women’s Fellowship from the low-density suburb of Chitungwiza, Zimbabwe to be the first black President of the World Federation of the Methodist and Uniting Church Women in 2022. Chisvo actively participated in the Methodist Church in Zimbabwe’s interventions in response to the COVID-19 pandemic and presumably, this contributed towards her visibility and recognition in the international arena.Contribution: Although African women often remain in the peripheries of culture, Sipiwe Chisvo is an example of a religious African woman who gave hope to the hopeless people during COVID-19 and this role contributed immensely to her appointment as the president of the World Federation of the Methodist and Uniting Church Women. With this identity, Chisvo represents selfless services rendered by African women to communities during pandemics and these services do not go unnoticed. (shrink)

This article focusses on women and the organisational leadership structures of the Apostolic Faith Mission in Zimbabwe. The aim is to identify the roles, practices and contributions of women to the developmental agenda in the church. The AFM in Zimbabwe identifies leadership positions in their various assemblies as pastor, elder, deacon and lay worker. From these ranks, the provincial and national leadership is chosen. The access to and participation of women in these offices and (...) leadership positions will be investigated to ascertain their input to the development of the church and perception of women in the society. The article discusses the mechanisms for the election of leadership in the AFM in Zimbabwe. It analyses leadership succession and leadership roles within the AFM in Zimbabwe from the perspective of gender equity and the involvement of women in policy-making, decision-making and the management of the church. Four aspects of the Exploratory Descriptive Normative Action research model were utilised from a practical theology perspective. The article shows that women do not have access to top leadership positions in the AFM in Zimbabwe even though there are no explicit policies that regulate their exclusion. It highlights their contribution to the development of the church despite this exclusion and engages critically with the unspoken assumption that women are not fit to take up the presidium offices and develop the AFM. The article finds that unquestioned patriarchal discourse contributes to women’s invisibility, which results in their not being taken into consideration when choices are made to elect people for higher leadership positions in the church. (shrink)

As leadership is a key component in meeting the challenges of educational institutes, this study was designed to examine the challenges faced by the female leaders of the management institutes of Pune City, India. Data was collected using qualitative methods which included in-depth interviews with ten women directors. Analysis of the recorded data proceeded by means of a line by line microanalysis of the interviews, with the following five major themes emerging: (a) choosing teaching as a career, (b) (...) shift towards leadership, (c) impact of internal and external pressures, (d) challenges from the male dominated society, and (e) balancing personal and professional life. The findings of this study point to the need for further research into the challenges with which female leaders are confronted in the educational industry, as well as for comparative studies with men in similar positions, and for the findings of such research to be utilised by educational policy makers to facilitate effective leadership by providing the necessary support structures. Indo-Pacific Journal of Phenomenology , September 2008, Volume 8, Edition 2. (shrink)

Populist-nationalist ideologies pose a threat to women’s rights. This article examines to what extent national institutionalisation of international frameworks promoting women’s rights can weather the misogynistic political climate accompanying the global rise of populist nationalism. The post-2016 situation in the Philippines offers a testing ground for this problem due to the co-existence of President Duterte’s hypermasculinist national leadership with a strong history of institutionalisation of the UN’s Women, Peace and Security (WPS) agenda. Drawing from an analysis (...) of WPS policy and institutions in the Philippines between 2009 and 2019 and from field research and interviews with government agencies, local civil society organisations and international partners, this article argues that the WPS agenda will likely survive in the hostile environment. But it also finds that institutionalisation alone does not guarantee successful implementation. While the WPS agenda may ostensibly remain a national priority under populist-nationalist regimes, its progression has been halted. (shrink)

This book offers a biblically-based and research-centered exploration of the unique and important role of women in leadership across multiple domains. Divided into two sections, the chapters begin by examining biblical examples of women in leadership, such as Esther and the woman of Proverbs 31, and passages focused on women, such as 1 Timothy 2 and Romans 16, before presenting contemporary perspectives with discussions on topics such as submission, DEI, and work-life balance. Taking a neutral (...) position not siding with feminist or patriarchal extremes, this book will contribute to debates on leadership and gender in the fields of organizational behaviour, HRM, I/O psychology, and gender studies. (shrink)

The author of this article is the first woman Bishop in the Church of South India. Her article outlines the development of women’s ministry in India, from the influence of European missionaries in the nineteenth century, and through the union of traditions which led to the formation of the CSI. Women have traditionally served in auxiliary ministries, as Bible Women or deaconesses. The story is set against the context of deeply traditional cultures. The second half of the (...) article relates the author’s own journey through vocation and call to her present role, in which she experienced firsthand the difficulties that faced women seeking to answer a vocation to ministry. (shrink)

2020 Gradiva Award Nominee, Best Edited Book Psychoanalytic Perspectives on Women and Their Experience of Desire, Ambition and Leadership considers how these factors can be understood, nurtured, or thwarted and the subsequent impact on women's identity, authority and satisfaction. Psychoanalysis has long struggled with its ideas about women, about who they are, how to work with them, and how to respect and encourage what women want. This book argues that psychoanalytic theory and practice must evolve (...) to maintain its relevance in a volatile landscape. Each section of the book begins with a chapter that reviews contemporary ideas regarding women, as well as psychoanalytic history, gender bias, and societal norms and deficits. Three composite clinical stories allow our distinguished contributors to discuss the contexts within which individual experience can be affected, and the role that clinical work may have to mobilize and advance passion and vitality. In their discussions, the interplay of clinical psychoanalysis, sociopolitical context, and understanding of gender, combine to offer a unique perspective, built on decades of scholarship, personal experience, and clinical expertise. Psychoanalytic Perspectives on Women and Their Experience of Desire, Ambition and Leadership will serve as a reference for all psychoanalysts and psychoanalytic psychotherapists as well as gender studies scholars interested in the progress of psychoanalytic theory regarding women in the 21st century. Contributors to this book include: Rosemary Balsam, Brenda Bauer, Andrea Celenza, Diane Elise, Adrienne Harris, Dorothy Holmes, Nancy Kulish, Vivian Pendar, Dionne Powell, and Arlene Richards. (shrink)

These papers were presented at a panel, organized by us and chaired by Liz Wilson, on ‘Women’s Leadership and Monastic Organizations in Therav?da Buddhist Traditions’, at the 2008 American Academy of Religion meeting, Chicago. Here, we bring together articles that examine the roots of the teachings on nuns in P?li literature with others which investigate issues relating to contemporary Therav?da nuns, as well as an analysis of relevant debates in ancient China. The objective of these papers is to (...) contribute to discussion of the multiple ways in which professionally celibate women are represented, organized and empowered in the textual and contemporary traditions of P?li and Therav?da Buddhism, to study how representations of female monasticism are related to organizational structures of leadership and agency, and explore how debates over the need for ‘dual ordination’ have occurred in traditions other than the Therav?da. (shrink)

In this article, we frame men’s club football as an “extremely gendered” organization to explain the underrepresentation of women leaders within the industry. By analyzing women’s leadership work over a 30-year period, we find that women’s inclusion has been confined to a limited number of occupational areas. These areas are removed, in terms of influence and proximity, from the male players and the playing of football. These findings reveal a gendered substructure within club football that maintains (...) masculine dominance in core football leadership roles and relegates women to a position of peripheral inclusion in leadership roles. Through a discourse analysis of gender pay gap reports, we show that men’s football clubs legitimize women’s peripheral inclusion by naturalizing male dominance at the organizational core. These findings are significant because they demonstrate that men’s football clubs, as masculinity-conferring organizations, have excluded women from core roles to maintain their masculine character while superficially accepting women into roles that do not challenge the association of football with hegemonic masculinity. Therefore, organizational change may be possible only if women are granted greater access to core organizational roles. Here, we offer a new theoretical framework for “extremely gendered” organizations that can be applied to other sporting and male-dominated contexts to analyze women’s access to core leadership roles. (shrink)

Communicative Understandings of Women's Leadership Development: From Ceilings of Glass to Labyrinth Paths, edited by Elesha L. Ruminski and Annette M. Holba, weaves the disciplines of communication studies, leadership studies, and women's studies to offer theoretical and practical reflection about women's leadership development in academic, organizational, and political contexts. This work claims a space for women's leadership studies and acknowledges the paradigmatic shift from discussing women's leadership using the glass ceiling (...) to what Eagly and Carli identify as the labyrinth of leadership. (shrink)

Communicative Understandings of Women's Leadership Development: From Ceilings of Glass to Labyrinth Paths, edited by Elesha L. Ruminski and Annette M. Holba, weaves the disciplines of communication studies, leadership studies, and women's studies to offer theoretical and practical reflection about women's leadership development in academic, organizational, and political contexts. This work claims a space for women's leadership studies and acknowledges the paradigmatic shift from discussing women's leadership using the glass ceiling (...) to what Eagly and Carli identify as the labyrinth of leadership. (shrink)

Worries about leadership is a new construct tapping worries an individual may feel about possible negative consequences of accepting a leadership role. Three studies investigate how WAL is associated with men’s and women’s willingness for leadership and their perceived leadership potential rated by others. The first is a laboratory study on 328 participants, which shows that WAL is negatively associated with women’s willingness for leadership, while it is not related to that of men. (...) The second study, which is a field study with multilevel-nested data from 429 employees and 101 supervisors, reveals that male subordinates are more likely to receive a favorable judgment of leadership potential by their supervisors when their WAL increases, while female subordinates’ WAL is irrelevant to this judgment. The final study, which is an experimental study on 122 supervisors, shows that supervisors view hypothetical male leadership candidates with high WAL as having higher warmth and lower competence, which both mediate the effect of WAL on judgments of their leadership potential made by the supervisors. Even though supervisors also view female candidates with high WAL as warmer, this does not evoke higher perceptions of leadership potential. Implications for increasing gender parity in leadership are discussed. (shrink)

This article analyses the drama surrounding the activism of female imams in North America. The image of Muslim women presiding over mixed congregational prayers evokes dramatically divergent responses among different Muslim constituencies, highlighting the disputed nature of fundamental issues pertaining to identity, community and authority. Provocative questions are raised: Can Islamic texts and communities of interpreters accommodate female religious authorities? Is it in the interest of Muslim women to seek empowerment within a domain of communal life in which (...) male authority has traditionally been dominant in all Sunni and most Shi'ite denominations? Do efforts to advance women within such contexts promise to help bridge the gap between ‘Islam’ and the ‘West’, or merely underscore existing divisions and political motivations? In particular we explore two prominent figures, Amina Wadud and Asra Nomani, and each woman's understanding of basic textual debates, conception of Muslim women's needs, and perspective on themes pertaining to ‘Islamic—North American’ relations. Throughout this article, an attempt will also be made to clarify a central paradox of the North American imamah phenomenon: that it is both a highly contingent response to specific cultural and political circumstances and a manifestation of long-term negotiations within the larger Muslim community that favour the opening of new spaces for women within religious and social life. (shrink)

While women represent the vast majority of participants in religious organizations in the United States, their participation in top leadership positions within Christian congregations remains remarkably low. In this article, the author uses the National Congregations Study to examine the situations that lead to this “stained glass ceiling” effect, prohibiting women from attaining top congregational leadership positions. The author also investigates similar barriers that exist at other levels of congregational leadership. The results suggest that while (...) a queue-like process appears, the specifically religious nature of these organizations produces barriers that are quite different from the traditional glass ceiling conceptualization. (shrink)

Fox, Patricia The first time I heard the words 'Never waste a catastrophe!', they were spoken with an Australian accent during a hearing at the United Nations, in New York, May 2013. The topic was 'Sustainability and the Future of the Planet'. The speaker was describing how a recent catastrophic drought in Australia had provided an unexpected opportunity: it had enabled the disastrous state of the entire Murray-Darling River System to begin to be restored to health. He argued that such (...) had been the political stasis on this critical issue that only a mammoth disaster such as this was able to begin the processes necessary to unlock it. (shrink)

Increasingly, feminist linguistic research has adopted a discursive perspective to learn how women and men ‘do’ leadership in gendered ways. ‘Women’ as a social category is made relevant to this study by virtue of the lack of female senior leaders in UK businesses. Much previous research has analysed leadership discourse in mixed gender groups, relying on theories that imply comparisons between men and women. Using an Interactional Sociolinguistic approach, this study aims to learn more about (...) how women perform leadership in the absence of men by analysing the spoken interactions of a women-only team who were engaged in a competitive leadership task. The analysis reveals that the women accomplish leadership in multiple and complex ways that defy binary gendered classifications. Nonetheless, there is a distinctive gendered dynamic to the team’s interactions which, it is argued, might be disadvantageous to women aspiring to senior positions. (shrink)

This article considers the contribution that consultancy research might make to resolving communication problems that women have identified in their leadership practices. Within the intersecting fields of gender and language and workplace discourse, consultancy research – that is, practitioner-commissioned research to resolve work-related, communication problems – is still uncommon. This article presents a study of Monika, a senior leader in an engineering company, who commissioned me to find out why she was experiencing communication problems with her teams. By (...) using interactional sociolinguistic analysis, I was able to show Monika how her authority was being resisted on gendered, linguistic grounds. In making the case for more consultancy research, I discuss how we might use insights from discourse analysis to offer guidance to practitioners seeking our help. (shrink)

The term “lean in” was popularized by Sheryl Sandberg, Facebook COO, via her #1 Best Seller encouraging women to defy their fears and dare to be leaders in their fields. She received criticism because although admitting to external barriers contributing to the gender gap in leadership, the scope of her book focused on the internal shortcomings of women. She asserted that women are hindered by barriers that exist within themselves, and provided practical tips, backed by research, (...) to equip women with strategies to proactively progress in the workplace instead of shying away. Sandberg is not the first to raise concern about gender inequality. Other women in history like Susan B. Anthony and Maggie Lena Walker also challenged lopsided gender roles through their words and actions. Using the critical biography methodology, this paper explores these women’s experiences, philosophies and contributions, reflects on Sandberg’s insight, and develops a framework, based on the theory of planned behavior as well as the ethical principles of utilitarianism and corporate social responsibility, that links internal factors, organizational external factors, and societal external factors to intentions to lean in and leaning in behavior. Thus, via critical biography, this paper examines both internal and external factors, showing how they are linked, and how they may impact leaning in intentions and behavior. The paper also discusses how leaning in may influence both individual and gender mobility for women, and ultimately, increased gender equality. (shrink)

Intellectual leadership indicates the informal leadership of professors based on aspects such as knowledge production and dissemination, institutional services, and public engagement. Academic freedom is considered as the overarching condition for individual academics to develop intellectual leadership. Against the backdrop of internationalisation and globalisation of higher education, academics face enormous pressures to produce measurable research outputs, deliver high-quality teaching and meet all kinds of institutional requirements. In modern universities, women scholars, as the non-traditional participants in academia, (...) must tackle with multiple obstacles and bias brought by gender intertwined with academic discipline features, higher education institutions, and sociocultural characteristics. How do women professors protect, negotiate, or strive for academic freedom? Situated in higher education in Hong Kong, this article aims to explore how epistemological norms, institutional management, and gender influence women scholars’ academic freedom. The author has analysed how sixteen established women professors in humanities and social sciences augmented freedom using the cumulative advantage theory. The study finds that women scholars in different sub-groups within HSS had mixed views about freedom and developed diverse patterns to seek freedom for intellectual leadership. (shrink)

While substantial evidence is emerging internationally of positive increases in the participation of women on company boards, there is less evidence of any significant change in the proportion of women in senior executive ranks. This paper describes evidence of positive changes in the number of women on boards in Australia. Unfortunately these changes are not mirrored in the senior executive ranks where the proportion of women remains consistently low. We explore some of the reasons for these (...) disproportionate changes and examine the likely effect of the recent amendments to the Australian stock exchange’s corporate governance code designed to improve gender diversity both on boards and throughout organisations. Based on the early corporate response to these regulatory changes, it is interesting to consider whether Australia’s approach in promoting voluntary self-regulation at the corporate level may be as effective in the long run as the emerging trend in Europe to apply legislated quotas for female corporate board representation. Interview evidence is presented suggesting that the primary reasons for the lack of women in leadership are not simply lack of opportunity at the apex of the corporation, but issues at mid-management level that are unlikely to be resolved by mandatory board quotas. In some circumstances carefully monitored voluntary targets may be more effective at promoting cultural and strategic change at the heart of the corporation. In summary, mandatory quotas may achieve early and significant results in terms of female board representation. However, voluntary targets for women’s participation on boards and in executive ranks may promote more effective cultural and practical change in support of greater representation of women in leadership. (shrink)

This article offers an account of organizational change to explain why women leaders are underrepresented compared to women athletes in many sports organizations. I distinguish between accommodation and transformation as forms of change: the former includes women without challenging binary constructions of gender, the latter transforms an organization’s gendered logic. Through a case study of the International Olympic Committee from 1967-1995, I trace how the organization came to define gender equity primarily in terms of accommodating women’s (...) segregated athletic participation. Key to this was the construction of women’s bodies as athletically able but inferior to men, an arrangement formalized in codified rules and procedures and legitimized by external stakeholders. Defined in these terms, gender equity did little to transform the organization’s binary and hierarchically gendered logic, which continued to shape the informal norms and procedures associated with the organization’s allegedly gender-neutral and meritocratic yet male-dominated leadership. I argue that the exclusion of women from ostensibly gender-integrated leadership positions allows organizations to avoid revealing gender similarity between men and women. This maintains a logic underpinned by notions of binary gender difference and masculine superiority. (shrink)

Women are making a substantial impact on the employment market, both in terms of overall numbers as well as by appointment to male-dominated organizational roles. Research on women in leadership positions within organizations has concentrated on two main foci. Firstly, the identification of relevant individual and organizational characteristics and secondly, on the impact of these variables on the women in management roles. This paper presents the findings from a series of studies in relation to these broad (...) dimensions. (shrink)

The COVID-19 pandemic has caused a global societal, economic, and social upheaval unseen in living memory. There have been substantial cross-national differences in the kinds of policies implemented by political decision-makers to prevent the spread of the virus, to test the population, and to manage infected patients. Among other factors, these policies vary with politicians’ sex: early findings indicate that, on average, female leaders seem more focused on minimizing direct human suffering caused by the SARS-CoV-2 virus, while male leaders implement (...) riskier short-term decisions, possibly aiming to minimize economic disruptions. These sex differences are consistent with broader findings in psychology, reflecting women’s stronger empathy, higher pathogen disgust, health concern, care-taking orientation, and dislike for the suffering of other people—as well as men’s higher risk-taking, Machiavellianism, psychopathy, narcissism, and focus on financial indicators of success and status. This review article contextualizes sex differences in pandemic leadership in an evolutionary framework. Evolution by natural selection is the only known process in nature that organizes organisms into higher degrees of functional order, or counteracts the unavoidable disorder that would otherwise ensue, and is therefore essential for explaining the origins of human sex differences. Differential sexual selection and parental investment between males and females, together with the sexual differentiation of the mammalian brain, drive sex differences in cognition and behavioral dispositions, underlying men’s and women’s leadership styles and decision-making during a global pandemic. According to thesexually dimorphic leadership specialization hypothesis, general psychobehavioral sex differences have been exapted during human evolution to create sexually dimorphic leadership styles. They may be facultatively co-opted by societies and/or followers when facing different kinds of ecological and/or sociopolitical threats, such as disease outbreaks or intergroup aggression. Early evidence indicates that against the invisible viral foe that can bring nations to their knees, the strategic circumspection of empathic feminine health “worriers” may bring more effective and humanitarian outcomes than the devil-may-care incaution of masculine risk-taking “warriors”. (shrink)

The impact of gender on assessments of leadership performance and leadership potential was examined through two clusters of leadership behaviors, one set related to traditional constructions of leadership labeled directing others and another associated with contemporary constructions of leadership labeled engaging others. Based on data collected from a sample of 91 senior leaders in one US financial services organization over a 3-year period prior to Covid-19, the results showed a negative relationship between directing others behaviors (...) and leadership potential ratings for females and a positive relationship between these variables for males. A negative relationship between engaging others behaviors and performance assessments was also found for females. This study highlights the continuing bias in leadership assessments of women and explores the contradictions between the perception and the reality of women's leadership. (shrink)

Companies' perceptions of corporate social responsibility have been only partially analyzed from an individual perspective that focuses on personal characteristics and professional backgrounds. However, a gap exists in the research on manager leadership styles and CSR perceptions from a gender perspective. Therefore, this article analyzes differences in attitudes toward various dimensions of CSR by focusing on the leadership styles—transformational, dominance, and dual perspectives—of male and female managers in Spain. A total of 391 respondents in top management positions in (...) Spain were surveyed. The findings revealed similarities and differences between genders with respect to leadership styles and CSR perceptions by dimension using a univariate analysis. A causal model that employed structural equation modeling was also estimated. The findings suggest that for transformational and dual leadership styles, Spanish women may be more adaptable and effective at pursuing company sustainability than Spanish men. However, dominance leadership was found to be the worst leadership style for deploying a CSR strategy. A number of conclusions for business management can be drawn, and some directions for future research are provided. (shrink)

This article applies a critical femininities perspective to the concept of women’s leadership, interrogating the market-oriented instrumentalization of femininity. The author presents empirical research consisting of in-depth interviews conducted with young women leaders in European student organizations. These participants juggle complicity and subversion as they negotiate the divergent expectations of femininity and leadership through interpersonal interactions and sociocultural positionalities. In these narratives the themes of social responsibility, difference, femininity, culture and embodiment are interlaced. The analysis of (...) findings complicates monolithic interpretations of femininity by evidencing intra-categorical fracturing, multiplicity in locations and manifestations of femininities, conflicting attachments and affective relations to femininity, and broader geopolitical contextualization. This theoretically and practically challenges tropes of hegemonic femininity, and presents opportunities for resistance. On this basis the author argues for countering the feminist trouble of engaging with non-transgressive femininity from within strongly normative spaces in the development of critical femininity studies. (shrink)

This study investigates the effect of country-level emancipative forces on corporate gender diversity around the world. Based on Welzel’s theory of emancipation, we develop an emancipatory framework of board gender diversity that explains how action resources, emancipative values and civic entitlements enable, motivate and encourage women to take leadership roles on corporate boards. Using a sample of 6390 firms operating in 30 countries around the world, our results show positive single and combined effects of the framework components on (...) board gender diversity. Our research adds to the existing literature in a twofold manner. First, our integrated framework offers a more encompassing, complete and theoretically richer picture of the key drivers of board gender diversity. Second, by testing the framework empirically, we extend the evidence on national drivers of board gender diversity. (shrink)

Although the proportion of women in leadership positions has grown over the past decades, women are still underrepresented in leadership roles, which poses an ethical challenge to society at large but business in particular. Accordingly, a growing body of research has attempted to unravel the reasons for this inequality. Besides theoretical progress, a central goal of these studies is to inform measures targeted at increasing the share of women in leadership positions. Striving to contribute (...) to these efforts and drawing on several theoretical approaches, the present study provides a contemporary examination of whether women and men differ in their levels of power motivation and whether potential gender differences in this motivation contribute to the unequal distribution of women and men in leadership positions. Results from four studies provide converging support for these assumptions. Specifically, we found that women consistently reported lower power motivation than men. This in turn mediated the link between gender and leadership role occupancy. These results were robust to several methodological variations including samples from different populations, diverse operationalizations of power motivation and leadership role occupancy, and study design. Implications for theory and practice, including ways to contribute to a more equal gender distribution in leadership positions, are discussed. (shrink)

This paper provides new theoretical insights into the interconnections and relationships between women, management and globalization in the Middle East (ME). The discussion is positioned within broader globalization debates about women’s social status in ME economies. Based on case study evidence and the UN datasets, the article critiques social, cultural and economic reasons for women’s limited advancement in the public sphere. These include the prevalence of the patriarchal work contract within public and private institutions, as well as (...) cultural and ethical values which create strongly defined gender roles. The discussion examines the complexities of conceptualizing women’s equality and empowerment in Islamic states. The paper reveals that there have been significant achievements in advancing women in leadership and political roles, but that there are still institutional and cultural barriers embedded in business systems. Linking feminist, development and management theoretical strands a development framework is proposed which is sensitive to the Islamic Shar’ia encompassing government, organization and individual level strategies. It is suggested that scholars should integrate literatures from gender and management, development and Middle East studies, and in particular that critical scholars of gender and organization should consider the interrelations of the national and transnational in critiques of contemporary global capitalism to understand the complexity of women and social change in the ME. (shrink)

This article will defend a very simple thesis. In a diverse globalized “flat” world with expanding economic opportunities and risks, we will need to revisit and revise our mindsets about free enterprise, corporate governance, and leadership. That we can change our mindsets and world view is illustrated by studies of primate behavior, and the kind of leadership necessary in a global economy is, interestingly, exemplified by women.

Western scholarship on religion and gender has devoted considerable attention to women’s entry into leadership roles across various religious traditions and denominations. However, very little is known about the dynamics of women’s religious authority and leadership in developing settings, especially in sub-Saharan Africa, a region of powerful and diverse religious expressions. This study employs a combination of uniquely rich and diverse data to examine women’s formal religious authority in a predominantly Christian setting in Mozambique. I (...) first use survey data to test hypotheses regarding the prevalence and patterns of women’s formal leadership across different denominational groups. I then support and extend the quantitative results with insights on pathways and consequences of women’s ascent to formal congregation authority drawn from qualitative data. The analysis illustrates how women’s religious authority both defies and reasserts the gendered constraints of the religious marketplace and the broader gender ideology in this developing context. (shrink)

The aim of this paper is to examine, comparatively, women’s place within the political systems of Plato, Aristotle and Hegel from a brief sketch of their conceptions about human nature and feminine nature. It will be intended to indicate to what extent there is a relation, sometimes of tension, sometimes of complementarity, in the way descriptive and prescriptive elements function to circumscribe the space of women from the household private sphere, from Aristotelian and Hegelian perspectives, and how the (...) subordination of descriptive elements to prescriptive elements allow woman to ascend in the public sphere under the Platonic perspective. After tracing this sketch, it will be suggested how this tension, in the political philosophy of Hegel, will result, in a way, in an explicit denial of women's political rights and, in another way, in the possibility of envisioning civil and political equality between men and women from an internal and inherent device of the Hegelian system, the notion of “second nature” as ethical reposition of the natural. (shrink)