Women in Top Management: Performance of Firms and Open Innovation

Tahir, Safdar Husain; Ullah, Muhammad Rizwan; Ahmad, Gulzar; Syed, Nausheen; Qadir, Alia

doi:10.3390/joitmc7010087

Cited by 25 publications

(29 citation statements)

References 71 publications

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“…Female CEOs also have a significant negative association with financial performance in small firms, while large firm performance has a positive and no significant effect on female CEOs. In the same vein Tahir, Ahmad, Syed, and Qadir [47] study also revealed a negative effect between Female CEOs and firm performance. This study considers Female CEOs to have women occupying the position of CEOs in the deposit money bank in Nigeria.…”

Section: Female Ceos and Firm Valuementioning

confidence: 66%

“…Also, Ayman, Jalal, Mostafa and Irfan [5] in Kuwait studied the impact of Board Gender Diversity on Firm Value and discovered a positive and significant association between the female board of directors. The findings of this study support the conclusions of Satriyo and Harymawan [44]; and Tahir et.al., [47], which show a negative and significant link between Female CEOs and firm value, whereas the findings of Martin-ugedo, et al, [27]; and Dwlharti and Adhariani [10] in Spain and Indonesia show a positive and significant link between Female CEOs and firm performance. In Kenya, Gicheha and Muturi [13] found a negative and insignificant link between audit committee gender diversity and financial reports, supporting the findings of this study, whereas Mgbame, et al, [28]; and Omotoye, et al, [32] found a significant and positive link between audit committee gender diversity and market performance, contradicting the findings of this study.…”

Section: Gender Diversity and Earnings Per Share Of Listed Deposit Mo...mentioning

confidence: 78%

“…The control variables include Firm size, Board size. The study adapted the model of [22,47,48], and this is anchored on the Resource dependence theory. ¡ t = time period Based on literature reviewed and theory, the a priori expectation is: β1 > 0, β2 > 0, β3 > 0.…”

Section: Methodsmentioning

confidence: 99%

See 2 more Smart Citations

Gender Diversity and Firm Value of Listed Deposit Money Banks in Nigeria

Awotomilusi¹,

Dare²

2022

ujaf

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Section: Female Ceos and Firm Valuementioning

confidence: 66%

Section: Gender Diversity and Earnings Per Share Of Listed Deposit Mo...mentioning

confidence: 78%

See 1 more Smart Citation

Gender Diversity and Firm Value of Listed Deposit Money Banks in Nigeria

Awotomilusi¹,

Dare²

2022

ujaf

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“…To examine female directors and corporate innovation spending of family firms, we specify the following multiple regression adopted by previous authors (Ain et al , 2021; Tahir et al , 2021): …”

Section: Research Design and Methodologymentioning

confidence: 99%

Female directors and corporate innovation in family firms in India. Do leverage ratios and mandatory CSR expenditure matter?

Donkor

Appiah

2022

JGR

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Purpose Based on data collected using the purposive sampling technique extracted from a secondary data source, this paper aims to examine the relationship between female directors and firm innovation. The paper also examines the impact of leverage ratios and corporate social responsibility (CSR) expenditure on the association between female directors and firms’ innovation. Design/methodology/approach The feasible general least regression technique was applied to overcome potential endogeneity issues associated with female directors and corporate innovation spending. Findings With subsequent control of individual and firm variables, the first findings of this study indicate that female directors significantly decrease firms’ innovation spending. The second outcomes of this study show that the leverage ratio considerably improves corporate innovation spending. The third findings show that the leverage ratio positively moderates the association between female directors and corporate innovation spending. The fourth findings show that CSR expenditure significantly improves firm innovation spending but does not moderate the association between female directors and corporate innovation spending. Research limitations/implications Based on dependency theory, robust and reliable conclusions suggest that female directors’ engagement on the Indian board needs more than biological sex, that is, the required expertise. The paper also provides policy implications for female expertise in minority engagement on the board of listed firms in India, especially when the firm desires to increase its corporate innovation spending. Originality/value This study is among the first, to the best of the authors’ knowledge, to comment on mandatory CSR expenditure as an independent variable on innovation or a moderating variable between female directors and corporate innovation. Similarly, the family-controlled management perspective in this study deepens the debate on gender diversity and corporate innovation.

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“…Regarding the factors that facilitate women's access to managerial positions, Osi and Teng (2021) mentioned the influential and required factors on the professional success of women such as the drivers of professional success for women leaders and reflect the different levels of relationships and interactions women have in their organizations (mentors, colleagues, and subordinates) and families (husbands, sons, and fathers), which reflect cultural norms and standards such as myths and stereotypes, lack of training, discrimination (Osi and Teng, 2021;Tahir et al, 2021), machismo (Barrueto, 2021), lack of gender equality policies (Centrum, 2018) and workplace harassment (Pwc, WomenCEO Perú and IFC, 2021). The required factors could be commitment and greater momentum from the CEO and senior management (ILO, 2019), change of social paradigms (Barrueto, 2021), promotion of laws that consider their participation (Seierstad et al, 2017;Heller and Gabaldon, 2018) and female empowerment policies (Centrum, 2018;Brieger, 2019;Lewellyn, 2020).…”

Section: Literature Reviewmentioning

confidence: 99%

Factors that Facilitate Women's Access to Management Positions: The Case of Peruvian Companies

Guerrero-Ochoa

Cordova-Buiza

2023

icgr

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Over the past few years, the presence of women as managers is important for corporate performance, several international organizations have raised their voices to seek the commitment of states around the world; women have begun to have greater recognition of their social and intellectual abilities to manage companies, but full gender equity within the corporate world is yet to be seen. Following goal number 5 of the Sustainable Development Goals for 2030 established by the UN, it’s important to improve the situation in countries such as Peru, where the presence of women in managerial positions is still very low so it’s necessary to have more women breaking the glass ceiling and climbing to top management positions (Salas et al., 2020). This research study aimed to describe the factors that facilitate women's access to managerial positions. About the methodology, it was a descriptive type of research, with a quantitative, non-experimental, and cross-sectional approach; the population is all the women who held managerial positions in companies in Lima and Callao during 2021, and the sample was 30 women, with a non-probabilistic sampling for convenience; the technique used was the survey and the instrument was the questionnaire. The results obtained showed that among the factors with the greatest impact were myths and stereotypes, the most required factor to facilitate the access of women in managerial positions was the change in social paradigms, the required impact was the reduction of gender inequality and according to the perspective of women managers the participation of women in managerial positions was proportional to a greater economic return and it’s expected that women managers can make way for other women in various areas of the organization. It was concluded that the factors that are most involved in the access of women to management positions are those linked to the culture and thinking of the population, so it requires a long-term plan and the commitment of women, organizations, the environment, the culture, and government entities to facilitate the access of women in management positions in Lima and Callao.

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Women in Top Management: Performance of Firms and Open Innovation

Cited by 25 publications

References 71 publications

Gender Diversity and Firm Value of Listed Deposit Money Banks in Nigeria

Gender Diversity and Firm Value of Listed Deposit Money Banks in Nigeria

Female directors and corporate innovation in family firms in India. Do leverage ratios and mandatory CSR expenditure matter?

Factors that Facilitate Women's Access to Management Positions: The Case of Peruvian Companies

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