Women Managers’ Careers in China: Theorizing the Influence of Gender and Collectivism

Woodhams, Carol; Xian, Huiping; Lupton, Ben

doi:10.1002/hrm.21643

Cited by 58 publications

(38 citation statements)

References 69 publications

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“…(Cross‐cultural) training is the only HR practice to have received attention in at least four articles (e.g., Black & Mendenhall, 1989). Another four articles focused on career development, and three of these were focused on women's careers (e.g., Woodhams, Xian, & Lupton, 2014). An article in the CHRM research stream examined talent management: Latukha and Veselova (2019) studied the relationship between talent management, absorptive capacity, and firm performance in Chinese and Russian firms.…”

Section: Resultsmentioning

confidence: 99%

Similarities and differences in international and comparative human resource management: A review of 60 years of research

Sanders

Cieri

2020

Human Resource Management

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In this article, we review similarities and differences in articles in the research field of international and comparative human resource management (HRM), published in Human Resource Management over the past 60 years. The extensive review and analysis, based on 189 conceptual articles, reviews, and empirical studies, identified several trends. First, the two distinct research streams in this research field (HRM in MNEs and comparative HRM) have grown over the decades and moved from conceptual articles in the beginning to almost exclusively empirical studies in more recent years. Second, in addition to the two research streams, in more recent years we identified a third research stream that combines elements of HRM in MNEs and comparative HRM research. Third, the research field has become more feminized, with an increasing number of female (first) authors, and has become more international, with more authors affiliated with non‐US universities in the more recent time periods. Finally, while the research streams show some differences in the content of their research, we do not find evidence that the streams developed in isolation. Based on our analysis, we provide suggestions for future research on international and comparative HRM and identify current implications for HR practitioners.

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Section: Resultsmentioning

confidence: 99%

Similarities and differences in international and comparative human resource management: A review of 60 years of research

Sanders

Cieri

2020

Human Resource Management

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“…Women, by contrast, are assumed to take primary responsibility for household work such as child rearing and day-to-day life chores (Choi & Chen, 2006;Leung, 2003). A recent study based on interviews with female managers in China revealed the influence of traditional gender roles and collectivist values on their careers (Woodhams, Xian, & Lupton, 2015). This study reports how female managers could face criticism, 'for rejecting their prescribed social role, for subverting the gender order… or for neglecting their family (p. 4).…”

Section: A Gender Perspective On Resilience and Employees' Well-beingmentioning

confidence: 96%

Job demands–resources: a gender perspective on employee well-being and resilience in retail stores in China

Huang

Xing

Gamble

2016

The International Journal of Human Resource Management

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Organisational resilience can be promoted through human resource management practices that enhance individual employees' well-being and ability to cope with adversity. However, the extant literature tends to neglect the influence of gender on employee well-being and resilience. Shopfloor employees in retail stores often undertake demanding roles, characterised by considerable pressure and low pay, and attendant high levels of employee turnover. Drawing on the job demands-resources model, by analysing data collected from 697 employees at foreign-invested retail stores in China, this paper found that workload and employee participation in decision-making had a similar impact on the well-being of both male and female employees. However, the impact of job security and emotional demands on employees differed by gender. This paper extends the job demands-resources model by articulating the influence of gender on employee well-being. Additionally, its empirical insights, drawn from an emerging economy context, enable a contribution to the literature on employee well-being and resilience. Relevant implications for human resource management and resilience are discussed.

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“…Similarly to other Asian countries, where relationships are important cultural anchors, getting access to local individuals in Japan can be challenging for foreign researchers (Woodhams, Huiping, & Lupton, 2015). Therefore, we collaborated with the Japanese branches of the chambers of commerce from Denmark, Norway, and Sweden.…”

Section: Data Collection and Samplementioning

confidence: 99%

Promoting gender equality in a challenging environment

Kemper

Bader

Froese³

2019

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Purpose-Gender diversity and equality vary tremendously among countries. This is a particular challenge for foreign subsidiaries, when the level of gender diversity and equality differs between the home and host country. This study investigates how executives leading Scandinavian subsidiaries in Japan perceive gender equality in the host country, and whether and what kind of actions they take to initiate change. Design/methodology/approach-This study is based on a qualitative analysis of 20 in-depth interviews with executives of Scandinavian subsidiaries in Japan. Findings-Findings reveal that executives of Scandinavian subsidiaries respond to the differences in gender equality between Scandinavia and Japan with three strategies of change: resistance and rigid change, compromise and moderate change, and adaptation and maintaining. Moreover, the findings indicate that the strategy of change varies depending on individual differences of the executives, e.g., nationality, and organizational differences, e.g., subsidiary size. Research limitations-Due to our small sample size, the generalizability of our findings is limited. Given the paucity of research on this topic, this approach provides first insights for building a basis for future studies. Originality/value-This study contributes to the scarce literature on gender diversity and equality in MNEs by identifying strategies of how top managers foster gender diversity and equality in a foreign non-Western context.

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Women Managers’ Careers in China: Theorizing the Influence of Gender and Collectivism

Cited by 58 publications

References 69 publications

Similarities and differences in international and comparative human resource management: A review of 60 years of research

Similarities and differences in international and comparative human resource management: A review of 60 years of research

Job demands–resources: a gender perspective on employee well-being and resilience in retail stores in China

Promoting gender equality in a challenging environment

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