Attainment and enactment of leadership among women in the United Arab Emirates: proposing relevant theoretical foundations

Jayashree, Payyazhi; Lindsay, Valerie

doi:10.1504/ijwoe.2016.081462

Cited by 5 publications

(6 citation statements)

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Section: Conclusion and Contributionsmentioning

confidence: 99%

“…The literature highlights many reasons for lack of career progression by Arab women in the region. At an individual level, Arab women appear to conceptualise career success differently to Western women, seeking greater alignment with their cultural values, rather than more hedonic rewards (Jayashree and Lindsay, 2016). Organisationally, aspects such as limited maternity leave and access to child-care facilities are reported as impediments to women advancing their careers in the AME region (Karam and Afiouni, 2014; Rayfield, 2019).…”

Section: Pipeline Block In the Amementioning

confidence: 99%

“…Increasingly, scholars are calling for the effects of context to be incorporated into research, and for theoretical perspectives to acknowledge context (e.g. Whetten, 2008), including in women and leadership research in the AME region (Jayashree and Lindsay, 2016). It is beyond the scope of this paper to explore this area further, but it is crucial that scholars of women's career development acknowledge the role of context.…”

Section: Conclusion and Contributionsmentioning

confidence: 99%

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Career capital development of women in the Arab Middle East context: addressing the pipeline block

Jayashree

Lindsay

McCarthy

2020

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PurposeTaking a career capital approach, this paper addresses the issue of “pipeline block” frequently experienced by women seeking career advancement. Focusing on the Arab Middle East (AME) region, the authors take a contextually relevant multi-level approach to examine these issues.Design/methodology/approachThe study uses a qualitative, interview-based approach, drawing on data obtained from women leaders from the AME region. Drawing on Bourdieu's capital-field-habitus framework, we explore how women in the AME developed career capital in particular organisational fields.FindingsThe findings show the importance of human and social capital, as well as the influence of habitus for women's career advancement in specific fields. The study also highlights the unique contribution of cultural capital in helping women to navigate organisational fields where it is necessary to both challenge, and conform to, traditional norms.Research limitations/implicationsLimitations of the study include assumptions of homogeneity across countries of the AME, whereas differences are known to exist. Future research should consider these contextual differences, and also include a study of women who were not successful in gaining career advancement.Practical implicationsThe study’s multi-level approach highlights practical implications for women, organisations and society. For organisations, the authors propose some context-relevant coaching strategies that can help women to attain leadership positions.Social implicationsThe study’s multi-level approach highlights practical implications for women, organisations,and society. Focusing on organisations, the authors propose some context-relevant coaching strategies that can help women to attain advancement in their careers.Originality/valueThe study demonstrates originality in the findings by showing how women overcome the pipeline block in relation to their career advancement. The use of the Bourdieusian framework, an in-depth qualitative approach, and the AME context also add to the study's originality.

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Section: Conclusion and Contributionsmentioning

confidence: 99%

Section: Pipeline Block In the Amementioning

confidence: 99%

Section: Conclusion and Contributionsmentioning

confidence: 99%

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Career capital development of women in the Arab Middle East context: addressing the pipeline block

Jayashree

Lindsay

McCarthy

2020

Self Cite

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“…Women remain in a minority of middle and senior positions internationally, despite economic, legal and moral arguments about the benefits of gender diversity (Beaufort and Summers, 2014; Campbell and Mínguez-Vera, 2008; Simpson et al , 2010). In particular, a pattern of gender inequality in civil and professional life persists in the Middle-East region (Jayashree and Lindsay, 2016; Kelly, 2010; Pharaon, 2004).…”

Section: Introductionmentioning

confidence: 99%

“…The latter region is also of interest because there is a paucity and unreliability to official data in those countries (Al-Dabbagh and Dyer, 2010; Pharaon, 2004). Furthermore, there is a gap in literature about women who work in the Arab Middle East (Jayashree and Lindsay, 2016), and as government employees (Williams et al , 2013). This study, therefore, contributes an investigation on women’s representation in management positions for the governments and government-owned companies of AGS.…”

Section: Introductionmentioning

confidence: 99%

Representative bureaucracy in the Arab Gulf states

Kemp

Mathias

Raji

2019

IJPSM

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Purpose The purpose of this paper is to apply the lens of representative bureaucracy (RB) to women’s representation at management level in governments and government-owned companies in Arab Gulf states (AGS), and to consider the implications for government stability, legitimacy and performance. Design/methodology/approach Data were analysed of the numbers of men and women in management positions (8,936), of government and government-owned companies (846), for the six countries of the AGS. Analyses were conducted on the presence/absence of women in management for ten industry types. Findings Governments and government-owned companies in the AGS were identified as hybrid (public/private) institutions. Women were found to be underrepresented at management levels in public sector bureaucracy; women clustered in a narrow range of industries; all countries returned a high result of zero female managers in these industries. Research limitations/implications This research is limited by data collected from a single source, “Eikon”, which is a commercial database. The implication of these results is a benchmark for future studies on women’s representation at management level in governments and government-owned companies of Arab Gulf countries. Practical implications The practical implication of this study is for concerted government intervention to address gender inequality in management of governments and government-owned companies across the AGS. Originality/value This is the first study of RB in AGS and extends the theory of RB to a new geographical and cultural context. There is value in application of RB to government and government-owned companies as a regional form of hybrid public–private organisation.

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The influence of gender roles in the drivers of luxury consumption for women: Insights from the gulf region

Semaan

Lindsay

Williams³

et al. 2019

Journal of Retailing and Consumer Services

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Attainment and enactment of leadership among women in the United Arab Emirates: proposing relevant theoretical foundations

Cited by 5 publications

References 0 publications

Career capital development of women in the Arab Middle East context: addressing the pipeline block

Career capital development of women in the Arab Middle East context: addressing the pipeline block

Representative bureaucracy in the Arab Gulf states

The influence of gender roles in the drivers of luxury consumption for women: Insights from the gulf region

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