Gender and performance in public organizations: a research synthesis and research agenda

Park, Sanghee

doi:10.1080/14719037.2020.1730940

Cited by 29 publications

(30 citation statements)

References 91 publications

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“…Qualitatively, the female school principals acted similar to their male counterparts and expressed views inconsistent with active representation, perhaps as the result of organizational socialization and the need to 'blend in' for future career promotion (Johnston and Houston 2018;Wilkins and Williams 2008). Future research should further test how representation effects differ for bureaucrats at different levels in the organization (see Hong 2020;Meier and Stewart 1992;Park 2020).…”

Section: Conclusion and Discussionmentioning

confidence: 96%

“…This paper seeks to illustrate how to separate out representation impacts into symbolic and active representation and addresses this gap in the literature with a mixed methods study of education in China. Using gender as the represented characteristic (see Park 2020;Miller and McTavish 2014), a quality individual level dataset permits us to examine educational outputs (test scores). The quantitative analysis of several thousand middle-school students shows that female students perform better on maths exams when they have female maths teachers, and these relationships are stronger with more in-class contact.…”

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confidence: 99%

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Separating symbolic and active representation: a mixed methods study of gender and education in China

Meier

2021

Public Management Review

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Bureaucracies representative of the public can affect programme outcomes either through active representation by bureaucrats or symbolic representation via changes in client behaviour. Separating out these different aspects of representation requires understanding the interaction of bureaucrats and clients which is difficult using only quantitative data. Using individual-level quantitative analysis of Chinese education data, we find gender representation exists. Qualitative interviews of teachers, students and school principals, however, indicate that the effects are most likely not from active representation but rather via the symbolic representation through role-model effects.

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Section: Conclusion and Discussionmentioning

confidence: 96%

mentioning

confidence: 99%

Separating symbolic and active representation: a mixed methods study of gender and education in China

Meier

2021

Public Management Review

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“…Regardless of the growing appreciation of (gender) diversity, women leaders in sports remain under-represented (Adriaanse 2016;Council of Europe 2020). This under-representation has received growing attention in academia, especially among sports management (e.g., Elling et al 2019) and public management scholars (e.g., Breslin et al 2017;Crosby and Bryson 2018;Park 2020). The literature has often focused on explaining the reasons for the under-representation of women (see, e.g., Burton and Leberman (2017) for a review within sport management).…”

Section: Introductionmentioning

confidence: 99%

“…The literature has often focused on explaining the reasons for the under-representation of women (see, e.g., Burton and Leberman (2017) for a review within sport management). Furthermore, studies have considered, for instance, the impact of gender and diversity on organizational outcomes (e.g., Adriaanse and Schofield 2014;Gaston et al 2020; Lee and Cunningham 2019;Park 2020;Suzuki and Avellaneda 2018;Wicker et al 2020), as well as board selection processes (e.g., Elling et al 2019;Hoye and Cuskelly 2007;Stenling et al 2020). Previous studies have also given evidence that the recruitment processes in sports leadership are gendered; that is, only certain types of people possessing certain (masculine) traits and qualities are seen as a proper 'fit' for the organization boards (e.g., Adriaanse and Schofield 2014;Claringbould and Knoppers 2007;Hovden 2000).…”

Section: Introductionmentioning

confidence: 99%

The Paradox of Gender Diversity, Organizational Outcomes, and Recruitment in the Boards of National Governing Bodies of Sport

Mikkonen

Stenvall

Lehtonen

2021

Administrative Sciences

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Diversity have become a desired value in sport organizations. However, regardless of the aspiration towards more gender diverse leadership, women leaders remain a minority. Diversity and its impact on group performance has also increased interest among scholars. Building on information/decision-making theory and the concept of the right fit, this paper introduces a new theoretical model that sheds light on the contradiction of gender-biased recruitment/selection processes in sports organization boards and the impact of diversity on organizational outcomes. The model is partly tested with survey data from the Finnish National Governing Bodies of Sport (NGBs). This paper shows that, because of the gender-biased recruitment/selection process, the benefits of gender-diverse organization boards may not be fully actualized, which not only affects the functioning of sports organizations, but may also limit women’s inclusion on sports organization boards.

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“…*The sustainability of institutions and societies merits an inclusive design that leverage strengths of mix-gender participation (Yeo and Grant, 2019;Park, 2020;Jankelová, et al, 2020). Withering any sense of glass ceilings have tendencies toward strengthening organizational growth (Krotel et al, 2019).…”

Section: Introductionmentioning

confidence: 99%

A systematic review of succession planning in higher education

Dahlan¹

2021

Int. j. adv. appl. sci.

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The purpose of this study is to synthesize the corpus of literature relating to succession planning in higher education, in particular, this paper explores the growth of succession planning practices in the higher education sector, which allows equal opportunity for genders to secure leadership positions in a unique fashion. Through the systematic review of 73 studies related to succession planning in higher education published in scholarly journals and dissertations from university repositories, this paper evidences the growth of empirical research on succession planning. Nonetheless, the current work hardly addresses dearth of succession planning for females in academia particularly in unique contexts that depict organizational, cultural, and personal nuances that heterogeneously submerge performances. Through a synthesis of the literature, this paper proposes areas of research to evaluate the hindrance factors in future empirical studies. The results indicate that further robust studies using action research design, quasi-experiment, and pilot interventions may be relevant to address the leadership crisis in higher education.

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Gender and performance in public organizations: a research synthesis and research agenda

Cited by 29 publications

References 91 publications

Separating symbolic and active representation: a mixed methods study of gender and education in China

Separating symbolic and active representation: a mixed methods study of gender and education in China

The Paradox of Gender Diversity, Organizational Outcomes, and Recruitment in the Boards of National Governing Bodies of Sport

A systematic review of succession planning in higher education

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